Short answer: Treat each employee’s public profile, its links and the employee’s account access as related but separate assets. Assign an owner, update information when roles change, review destinations and remove access promptly when someone leaves.
Give every profile a lifecycle owner
A team process should identify who approves profile details, who can edit them and where the current version is maintained. During onboarding, verify the employee’s name, role, company details, public contact links and any NFC/QR destination. Tell the employee how to request corrections. Google’s Business Profile guidance says business representation should be consistent with how the business presents itself in the real world; that is a useful model for maintaining accurate public identity, not a specific Tapytap rule.
When a person changes role, review more than the title. Check the contact destination, booking or lead links, team assignment and the people who receive inquiries. Test the QR and NFC route after edits. Tapytap describes editable digital profiles and team use, but the public information reviewed does not establish automated HR provisioning, SSO/SCIM, role-based approval workflows or automatic profile reassignment.
Separate a public profile from system access
When someone leaves, changing or unpublishing a public profile is not necessarily the same action as disabling their login or revoking access to other company accounts. NIST account-management controls call for organizations to define account managers and processes to create, modify, disable and remove accounts, and to align account actions with personnel transfers and terminations. Apply those principles to the systems your organization actually uses and record who owns any public link after departure.
One U.S. interagency guide for adverse or involuntary separations provides sample access-removal timelines of one hour for high-risk cases, four hours for moderate-risk cases and 18 hours for low-risk cases. Those are risk-tiered examples in a federal guide—not universal legal deadlines, not a rule for every voluntary exit and not a Tapytap service-level promise. Set timing with your own security and HR policies.
A practical checklist
FAQs
Related guide: Digital Business Cards for Recruiting and Career Events.
Next step: Explore Tapytap team options.