Automated communication is one of the most powerful features inside Market Center Sites. But with that power comes serious responsibility. Every email and text message sent to a recruit must comply with local, state, and federal regulations, including (but not limited to) the Telephone Consumer Protection Act (TCPA). Failing to follow these laws can lead to fines, lawsuits, and reputational damage.
That’s why it is your responsibility to review and configure every automation to ensure compliance if your legal team deems it necessary. For example, in September 2025, SB 140 in Texas went into law. Any Texas-based Market Centers using this system should consult their legal team to determine how this new law impacts the communication sent through Market Center Sites, then take action to ensure they are compliant based on their recommendations.
Step 1: Confirm Legal Requirements #
Before making changes inside the platform:
- Consult your brokerage’s legal counsel or compliance team.
- Verify your local, state, and federal laws on when solicitation messages may be sent.
- Review TCPA rules regarding opt-ins for SMS and phone calls.
⚠️ You must know the rules that apply in your state. This guide shows you how to configure settings, but only your legal team can confirm compliance.
Step 2: Navigate to Automations #
- From your dashboard, select Automations in the left navigation.
- Open the automation you want to review (e.g., a Join page drip campaign, an Info Session follow-up, or Opportunity workflows).
- Look for any step that sends an external communication to a recruit, like Emails and SMS text messages. Internal notifications (to you or your team) are not restricted, but anything going to the recruit must be compliant.
Step 3: Apply Quiet Hours (Advanced Windows) #
For each email or SMS step:
- Click the step and locate the Advanced Window option as shown in the video above.
- Turn it on.
- Set an appropriate schedule (example: Monday–Friday, 9:00 a.m. to 5:00 p.m.).
- Save your changes.
This ensures that if a recruit enters a sequence outside of business hours (e.g., on a weekend or late at night), the message will wait until the next approved window before sending.
You can add a “Wait” between steps if necessary. If there wasn’t a previous Wait time prior to the email or text message going out, set it low (e.g. 5 minutes or 10 minutes) then make sure the schedule is activated and set to the approved timeframe from your legal counsel.
Step 4: Repeat for All Automations #
You’ll need to review every active automation within the system. Some automations do not have SMS and emails, but checking every single one will help you ensure you are complying with local, state, and federal laws. Some workflows may already have advanced windows set. Others may not. Go through each carefully, and review every “Wait” period within just in case.
- Look for every “Wait” period within the automation to ensure Advanced parameters are set.
- Look for any outgoing email or Text message to a recruit to ensure an appropriate “Wait” time exists with Advanced parameters set.
- If a “Wait” time doesn’t exist, add it and set the send day and time parameters.
Step 5: Save & Publish #
- After adjusting each step, click Save on the step.
- Once finished, click Save again in the upper right corner of the automation to publish changes.
Best Practices for Compliance #
- Always confirm opt-ins before adding someone to a campaign. If you’re manually uploading contacts, you must verify consent for texts and calls.
- Use default business hours (e.g., 9 a.m. – 5 p.m. M–F) unless your legal team specifies otherwise.
- Audit automations regularly — compliance is not “set it and forget it.”
- When in doubt, defer to your legal team.
✅ Bottom Line #
Automation makes recruiting and communication more efficient — but only if it’s done responsibly. By configuring quiet hours, respecting opt-in rules, and reviewing each workflow, you’ll protect your Market Center from compliance issues while maintaining trust with recruits.
