In a time where first responder agencies are scrambling to fill vacancies, it might seem like a relief to have technology helping you manage the recruiting process. Applicant Tracking Systems (ATS) promise automation, speed, and reach. But here’s the hard truth: some of these platforms aren’t just helping you recruit—they’re helping themselves to your applicants.
And they’re selling them to other agencies.
The Bait-and-Switch Behind Many ATS Platforms
Several popular recruiting platforms in the public safety space appear to be built with good intentions: streamlined applications, centralized data, and simplified tracking. But look a little closer, and you’ll find a hidden business model.
Applicants who show interest in your agency are required to register on the platform—not with your department, but with the technology vendor. Once in the system, their information is retained, scored, and re-marketed to other agencies who pay for access.
That means the candidate who clicked your ad, filled out your form, and expressed interest in your department could soon be getting emails and texts from other agencies down the road—or across the country.
Your Recruiting Dollars, Their Data Goldmine
When your agency invests in digital ads, job postings, or campaign outreach, you expect to receive exclusive attention from those prospects. But when your ATS vendor shares—or worse, sells—those leads to multiple agencies, your investment is diluted. You’re not building your pipeline; you’re feeding a marketplace.
The result? Fewer hires, more drop-offs, and a growing sense of frustration among agencies doing everything they can to recruit in good faith.
Are You Renting Leads You Thought You Owned?
This model isn’t just frustrating—it’s deceptive. Agencies assume that an interested candidate becomes a direct prospect. But under some ATS agreements, that candidate technically becomes a user of the platform. The platform owns the relationship. Not you.
We recently spoke to a client using a popular software with this model and he didn’t even know they were seeling his candidates and applicants!
When he inquired with the company, his messages went unanswered.
What Recruitment Tech Should Actually Do
Technology should empower your agency—not compete with it. A recruitment platform should:
-
Give you full ownership of your leads
-
Keep candidate data exclusive to your agency
-
Enable real-time engagement and communication
-
Automate workflows without commoditizing your applicants
-
Support your mission—not monetize your struggle
The SAFEGUARD Connect Difference
At SAFEGUARD Recruiting, we believe agencies should own their leads—completely. When someone expresses interest in your department, their data is yours. We don’t resell, remarket, or redirect your candidates. Ever.
Our law enforcement-specific platform, SAFEGUARD Connect, is purpose-built to help agencies:
-
Track and engage applicants from first click to final hire
-
Automate communication through email, SMS, and app notifications
-
Score and segment leads based on readiness and fit
-
View every candidate’s journey through a secure, private dashboard
No hidden agenda. No lead sharing. Just results.
Final Word: Don’t Let a Tech Vendor Undermine Your Mission
Your recruitment challenge is difficult enough. Don’t make it harder by relying on a platform that treats your applicants like inventory. If you suspect your current vendor is redirecting or remarketing your candidates, it’s time to ask hard questions—and consider alternatives.
Your next hire shouldn’t be someone else’s lead.
