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Maintain email authentication requirements for Google and Yahoo for recruiting deliverability

Describes how to review and meet email authentication requirements for Google and Yahoo so your Recruiting emails send and deliver correctly.

This article is for administrators

You must have access to your company email domain. 

You must have DMARC, DKIM, and SPF configuration access for your domain. 

 

Email deliverability requirements 

On February 1, 2024, Google and Yahoo started requiring organizations to use email security tools, including:

  • DomainKeys Identified Mail (DKIM), 
  • Sender Policy Framework (SPF)
  • Domain-Based Messaging Authentication (DMARC)

These security tools:

  • Improve email security, 
  • Reduce phishing, spam, and malware, 
  • Create a more secure email experience. 

Email authentication helps protect your organization from spam and other attacks. 

For more information, refer to Twilio: Gmail and Yahoo’s New Sender Requirements: A Closer Look. 

What these changes mean for Recruiting

If your organization has not enabled DKIM, SPF, and DMARC, Recruiting cannot send emails using your company’s email domain.

Starting Wednesday, January 24, 2024: 

Starting Wednesday, January 31, 2024: 

Customers who do not have DMARC configuration cannot disable Echo functionality. This allows candidate responses to be sent directly back to the individual user's email inbox. 

  • All candidate replies appear in the candidate's profile in Recruiting.  
  • If you want replies to go to your inbox, you can CC yourself when you send the email.  

Keep my company branding in email communications 

You can keep sending emails from your company email domain instead of @echo.newtonsoftware.com.  

To do so, you must set up DMARC. 

The person who manages your company's email domain should review the DMARC and DKIM Setup Requirements. 

Additional Questions

We’re here to help! If you have additional questions, contact Paycor Recruiting Support

 

Updated: July 15th, 2026 5512 views


*This content is for educational purposes only, is not intended to provide specific legal advice, and should not be used as a substitute for the legal advice of a qualified attorney or other professional. The information may not reflect the most current legal developments, may be changed without notice and is not guaranteed to be complete, correct, or up-to-date.

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