Generated by Rank Math SEO, this is an llms.txt file designed to help LLMs better understand and index this website.

# Safeguard Recruiting

## Sitemaps
[XML Sitemap](https://safeguardrecruiting.com/sitemap_index.xml): Includes all crawlable and indexable pages.

## Posts
- [Police Recruiting Technology: The Tools Modern Departments Use to Fill Every Vacancy](https://safeguardrecruiting.com/police-recruiting-technology/): Police recruiting technology has moved from a nice-to-have into the single biggest lever a department can pull to fix its staffing numbers. Agencies are running at roughly 91 percent of authorized staffing, more than 70 percent of agencies say recruiting is harder than it was five years ago, and 65 percent have cut services or shut down specialized units because they simply do not have the bodies. Meanwhile, the average applicant is filling out a paper packet, waiting six weeks for a phone call that never comes, and accepting a job somewhere else.
- [Law Enforcement Recruiting in 2026: How Agencies Are Closing the Staffing Gap](https://safeguardrecruiting.com/law-enforcement-recruiting-in-2026/): Law enforcement recruiting has gone from a routine HR function to one of the most urgent problems facing police departments today. Nationally, agencies are operating at only 91% of their authorized staffing levels, a gap that forces command staff to cut specialized units, delay investigations, and lean harder on the officers still on the roster. If you run a hiring unit or lead an agency, you already feel this every time a shift roster comes up short.
- [A Police Recruiting Strategy That Actually Works in 2026](https://safeguardrecruiting.com/police-recruiting-strategy-that-works/): Every agency chief has heard that they need more officers, but a police recruiting strategy built for 2010 will not fill those seats in 2026. Applicant pools have shrunk, competition from the private sector has grown, and candidates expect a hiring process that respects their time.
- [How to Evaluate a Police Recruiting Agency Before You Sign a Contract](https://safeguardrecruiting.com/evaluate-a-police-recruiting-agency/): Some departments have spent six and seven figures on recruiting marketing and ended up with a nicer website, a polished video, and the same staffing problem they started with. That's not a hypothetical. It's a documented pattern across the industry, and it's exactly why evaluating a recruiting agency before you sign deserves the same scrutiny you'd apply to any major capital decision.
- [Candidate Drop-Off in Police Recruiting: What Going Cold Really Costs Your Department](https://safeguardrecruiting.com/candidate-drop-off-in-police-recruiting/): A candidate completes a written exam, passes the physical agility test, and then... goes quiet. No call back. No response to a follow-up email. Three weeks later, your recruiter learns they accepted an offer from a neighboring department that called them back the same day they tested.
- [Police ATS vs. Generic HR Software: What Command Staff Need to Know](https://safeguardrecruiting.com/police-ats-vs-generic-hr-software/): Most applicant tracking systems on the market were built to hire software engineers, retail managers, and warehouse staff. They were not built to manage a written exam, a physical agility test, a polygraph, a psychological evaluation, and a months-long background investigation — all for the same candidate, in a specific sequence, with documentation that can withstand legal scrutiny.
- [How to Build a Lateral Police Officer Recruiting Strategy](https://safeguardrecruiting.com/lateral-police-officer-recruiting-strategy/): A candidate fills out an interest form on a Friday afternoon. Nobody follows up until Tuesday. By Wednesday, they've already moved on to whichever department responded first.
- [Recruiting Millennials in Law Enforcement: What Actually Works in Today’s Market](https://safeguardrecruiting.com/recruiting-millennials-in-law-enforcement-3/): Recruiting millennials in law enforcement is one of the most misunderstood challenges facing agencies today. Too many departments are still approaching it as a marketing problem, as if the right poster or the right hashtag will fill their academy class. The real issue runs deeper than messaging. Millennials, generally defined as those born between 1981 and 1996, make up the largest segment of the current workforce. They are not avoiding law enforcement careers because they do not care about public service. Many of them are opting out because the agencies conducting the recruiting have not changed how they communicate, what they offer, or how they treat candidates during the hiring process.
- [Police Recruiting Using AI: How Smart Agencies Are Filling Vacancies Faster](https://safeguardrecruiting.com/police-recruiting-using-ai-how-smart-agencies-are-filling-vacancies-faster/): Police recruiting using AI is no longer a concept reserved for Silicon Valley startups or Fortune 500 HR departments. It is happening right now inside sheriff offices, municipal police departments, and state agencies across the country. And the agencies that have made the shift are filling positions faster, spending less per hire, and attracting better qualified candidates than their peers who are still posting on job boards and waiting for the phone to ring.
- [Police Marketing Is Not a Recruiting Strategy](https://safeguardrecruiting.com/police-marketing-strategy/): Police marketing has become one of the most talked-about topics in law enforcement staffing circles over the last several years. Agencies are investing in social media campaigns, brand refreshes, recruitment videos, and digital advertising at a level the industry has never seen before. Chiefs are hiring marketing consultants. Recruiting sergeants are becoming content creators. Departments are chasing follower counts like tech startups.
- [How to Attract All Star Talent to Your Law Enforcement Agency](https://safeguardrecruiting.com/how-to-attract-all-star-talent/): Every police chief and recruiting sergeant wants the same thing: all star talent walking through the door, raising their right hand, and building a career with their agency. The problem is that all star candidates have options. They know their value. And they are not going to settle for an agency that cannot demonstrate it is worth their time.
- [Applicant Tracking Software Is the Competitive Edge Your Police Department Is Missing](https://safeguardrecruiting.com/applicant-tracking-software-competitive/): If your agency is still managing recruiting through spreadsheets, email chains, and sticky notes, you are losing candidates to departments that are not. Applicant tracking software has become one of the most important investments a law enforcement agency can make in 2026 and beyond. The departments that understand this are filling academies.
- [Recruiting for Police: The Complete Playbook](https://safeguardrecruiting.com/recruiting-for-police-playbook/): Recruiting for police used to mean posting an opening and sorting through a stack of applications. Those days ended quietly and without much fanfare, and many agencies are still operating as if they never did. The reality today is that every qualified candidate your department wants is also being pursued by three other agencies, two private security firms, and a military recruiter who already knows their name.
- [Police Recruiting Strategy: How To Future Proof Recruiting](https://safeguardrecruiting.com/police-recruiting-strategy-future/): There is a significant difference between a police recruiting strategy and a police hiring process. A process is what happens after someone applies. A strategy is everything that happens before, during, and after, designed intentionally to produce a specific outcome. Most agencies have invested heavily in the process side and almost nothing in the strategy side. That imbalance is a primary reason so many departments remain chronically understaffed despite genuine effort.
- [Public Safety Hiring: Why Most Agencies Are Losing Candidates Before the First Interview](https://safeguardrecruiting.com/public-safety-hiring/): Public safety hiring is broken for most agencies right now, and the break is not happening where leadership thinks it is. The problem is rarely a shortage of people interested in a career in law enforcement. The process is so slow and so administratively painful that qualified candidates walk away before you ever get to evaluate them.
- [How Police Recruiting Software Is Modernizing Agencies](https://safeguardrecruiting.com/how-police-recruiting-software-is-modernizing-agencies/): If your agency is still tracking applicants in spreadsheets or relying on paper applications, you are not just behind the times. You are actively losing candidates to departments that make the application process easier. Police recruiting software is no longer a luxury reserved for large metro agencies. It is a frontline tool for any department serious about filling vacancies and building a qualified workforce.
- [Police Recruiting Solutions That Help Agencies Hire Faster and Smarter](https://safeguardrecruiting.com/police-recruiting-solutions/): Your department is short-staffed. Your recruiters are working hard. And the results still are not where they need to be. If that describes your agency right now, the problem is rarely effort. It is almost always process, tools, and strategy. The right police recruiting solutions change all three.
- [Police Department Marketing: How to Build a Recruiting Brand That Attracts the Right Candidates](https://safeguardrecruiting.com/police-department-marketing/): Your department has open positions, a strong mission, and officers who believe in the work. But if the right candidates cannot find you, none of that matters. Police department marketing is the bridge between who you are as an agency and who shows up to your next hiring event.
- [The Recruiting Crisis Is a Myth: What Five Years of Law Enforcement Campaigns Actually Taught Us](https://safeguardrecruiting.com/law-enforcement-recruiting-strategies/): Law enforcement recruiting strategies have been broken for years, and most agencies have no idea why their pipeline keeps shrinking. Doug Larsen, CEO and founder of Safeguard Recruiting, spent five years running campaigns for departments ranging from small rural agencies to major urban forces like Philadelphia and Milwaukee. His conclusion is blunt: there is no shortage of people who want to become law enforcement officers. The shortage is in how agencies are reaching them, communicating with them, and processing them once they show interest.
- [Why Every Police Department Needs an Applicant Tracking System Built for Law Enforcement](https://safeguardrecruiting.com/applicant-tracking-system-for-police/): If your agency is still managing recruiting through spreadsheets, paper applications, and email threads, you are not just behind the times, you are losing candidates to departments that have modernized. An applicant tracking system for police forces is no longer a luxury reserved for large metropolitan departments. It is a core operational tool that determines whether a qualified recruit chooses your agency or accepts an offer down the road first.
- [Recruiting Tools for Police: What Modern Agencies Need to Fill Ranks Fast](https://safeguardrecruiting.com/recruiting-tools-for-police/): The agencies winning the hiring battle right now are not the ones with the biggest budgets. They are the ones using the right recruiting tools for police work, combining modern technology with a clear strategy to reach candidates before competitors do.
- [Recruiting Millennials in Law Enforcement: What Actually Works in 2026](https://safeguardrecruiting.com/recruiting-millennials-in-law-enforcement-2/): Thousands of law enforcement agencies across the country are running the same broken playbook. They post a job listing, host a career fair, and wait. And then they wonder why recruiting millennials in law enforcement feels like pushing a boulder uphill. The truth is, this generation did not stop wanting meaningful careers. They stopped trusting organizations that have not figured out how to communicate with them.
- [Police Branding: The Good, The Bad & The Ugly](https://safeguardrecruiting.com/police-branding-the-good-the-bad-the-ugly/): Strong police branding isn't about spin. It's about clarity. Here's what agencies that do it well consistently get right.
- [25 Police Recruiting Ideas That Actually Fill Vacancies](https://safeguardrecruiting.com/25-police-recruiting-ideas/): Police recruiting ideas are easy to find. Ones that actually work in 2026, in a market where applications have dropped nearly 40 percent over the last decade and every agency in your region is competing for the same shrinking pool of candidates, are harder to come by.
- [Gen Z Cops: How to Recruit the Next Generation of Law Enforcement Officers](https://safeguardrecruiting.com/gen-z-cops-how-to-recruit/): Gen Z cops are already on your roster, and more are coming whether your agency is ready for them or not. Born between 1997 and 2012, this generation is now the largest segment of the eligible law enforcement recruiting pool, and the departments that understand how to reach them are building stronger entry-level pipelines than anyone else in their region.
- [Police Lateral Recruiting: How to Win Experienced Officers Before Another Agency Does](https://safeguardrecruiting.com/police-lateral-recruiting/): Police lateral recruiting has shifted from a supplemental hiring strategy to a frontline necessity. With entry-level academies running months behind demand and training pipelines stretched thin, agencies across the country are turning to experienced officers from neighboring jurisdictions to fill critical vacancies fast. The problem is, so is everyone else.
- [Law Enforcement Recruiting Strategies That Actually Work in 2026](https://safeguardrecruiting.com/law-enforcement-recruiting-strategies-2026/): Law enforcement recruiting strategies have never needed to be more deliberate than they are right now. Agencies across the country are competing for the same shrinking pool of qualified candidates, and the departments winning that competition aren't relying on job postings and word of mouth. They're building structured, repeatable systems that move candidates faster, communicate better, and close more offers.
- [The Law Enforcement Recruitment Crisis: What Every Agency Needs to Know](https://safeguardrecruiting.com/the-law-enforcement-recruitment-crisis/): The law enforcement recruitment crisis is not a trend. It is not a temporary dip in applications that will self-correct when the economy shifts. It is a structural, multi-layered workforce emergency that is reshaping how agencies operate, how communities are served, and how recruiting teams have to think about their work every single day.
- [Why Police Applicant Tracking Is the Missing Link in Your Recruiting Pipeline](https://safeguardrecruiting.com/why-police-applicant-tracking/): Police applicant tracking isn't a buzzword, it's the operational backbone your recruiting unit probably doesn't have yet. If your agency is still managing candidates through spreadsheets, shared inboxes, or sticky notes on a whiteboard, you're not just working harder than you need to. You're losing qualified candidates to agencies that have figured out how to move faster.
- [How Successful Agencies Use the Police Application to Drive More Hires](https://safeguardrecruiting.com/the-police-application-2/): Most law enforcement agencies treat the police application as administrative paperwork. It is the form candidates fill out before the real hiring process begins. Successful agencies see it very differently. They treat the application as the first and most consequential stage of candidate engagement, and they design it accordingly.
- [Police Recruiting Company vs. General Marketing Agency: Why Specialization Wins in Law Enforcement Hiring](https://safeguardrecruiting.com/police-recruiting-company-2/): That gap is exactly why choosing the right police recruiting company matters as much as the budget you put behind the effort. Law enforcement recruiting is not a standard hiring challenge. This requires a very specific combination of public safety expertise, process knowledge, and targeted outreach that general marketing firms aren't equipped to deliver.
- [Why Generic HR Software Is Costing Your Agency the Best Recruits](https://safeguardrecruiting.com/police-recruiting-software-hr/): If you’re still running your law enforcement hiring process through the same software your HR department uses to onboard general workers, you already know something is wrong. Police recruiting software built specifically for public safety agencies is the difference between a process that works and one that can drive qualified candidates away.
- [Police Applicant Conversion: Why Most Departments Lose Candidates Before They Ever Apply](https://safeguardrecruiting.com/police-applicant-conversion/): Every law enforcement agency generates interest. The real challenge, the one that separates departments that hit their hiring goals from those that don't, is the police applicant conversion rate. We've worked with departments that had no shortage of inquiries but still struggled to fill their academies. The reason is almost always the same: follow-up breaks down exactly where it matters most, at the relationship level.
- [Law Enforcement Recruiting Support: Why Agencies Are Turning to Outside Specialists](https://safeguardrecruiting.com/law-enforcement-recruiting-support/): There is a fundamental irony in how many public safety agencies respond to the current law enforcement recruiting crisis: to get more officers on the street, they pull their best officers off the street to manage recruiting.
- [Police Recruiting Software: Eliminate Application Friction](https://safeguardrecruiting.com/police-recruiting-software-friction/): Have you considered how police recruiting software can give you the same results?
- [Gen Z Cops: how to recruit and retain the next generation of officers](https://safeguardrecruiting.com/gen-z-cops/): If your agency is still running the same recruiting playbook it used a decade ago, you are not competing for Gen Z cops. You are invisible to them. This generation is entering the workforce right now, and the agencies that understand how they think, what they value, and what turns them off are the ones filling academies. The ones that do not are watching their applicant numbers stall.
- [Lateral Recruiting in Law Enforcement: How to Win Experienced Officers Before Another Agency Does](https://safeguardrecruiting.com/lateral-recruiting/): Lateral recruiting has become one of the most important tools in a law enforcement agency's hiring arsenal. When your community needs coverage now and your next academy class is six months away, waiting on entry-level candidates isn't always an option.
- [Why an Applicant Tracking System for Police Forces Is No Longer Optional](https://safeguardrecruiting.com/applicant-tracking-system-for-police-forces/): An applicant tracking system for police forces isn't a nice-to-have technology upgrade. For agencies carrying double-digit vacancy rates and competing for a shrinking pool of qualified candidates, it is one of the most practical investments a department can make in its own future.
- [Recruiting Millennials in Law Enforcement: What Agencies Need to Understand](https://safeguardrecruiting.com/recruiting-millennials-in-law-enforcement/): Recruiting millennials in law enforcement is one of the most misunderstood challenges facing agencies today. Too many departments approach it as a branding problem when it's actually a structural one.
- [Police Recruitment Strategies That Actually Work in 2026](https://safeguardrecruiting.com/police-recruitment-strategies/): If your agency is still relying on the same police recruitment strategies it used a decade ago, you already know they're not working. Job fair tables, newspaper listings, and a careers page buried four clicks deep on your website aren't going to compete in today's market.
- [Why Your Agency Needs Police Recruiting Software (And What to Look for in 2026)](https://safeguardrecruiting.com/police-recruiting-software-2/): Police recruiting software is no longer a luxury for large metropolitan departments. It's the operational backbone of any agency serious about solving today's hiring crisis.
- [How to build a police applicant pipeline](https://safeguardrecruiting.com/police-applicant-pipeline/): This age gap is a massive leak in the police applicant pipeline. During those "gap years," that motivated young person will find another job, perhaps go to college for something else, and likely move on from their public safety dreams. Agencies lose thousands of potential recruits simply because they have no way to stay in touch during that waiting period.
- [What Fully Staffed Police Agencies Do Differently](https://safeguardrecruiting.com/fully-staffed-police-agencies/): Every chief wants to know how to become fully staffed. Most have tried the standard approaches. They posted on job boards. They attended career fairs. They raised pay where the budget allowed and added bonuses when the council approved them. And many are still short.
- [Recruiting Gen Z Into Law Enforcement Before Your Competitors Do](https://safeguardrecruiting.com/recruiting-gen-z/): Recruiting Gen Z into law enforcement is one of the most important and least understood challenges facing police departments right now. The oldest members of Gen Z are in their mid-twenties. They are exactly the age group agencies need to target, and most departments are approaching them with strategies built for a generation that came before them.
- [The Biggest Mistakes Police Recruiters Make on Social Media](https://safeguardrecruiting.com/police-recruiters/): Police recruiters' use of social media has exploded over the last decade. Nearly every agency has a Facebook page, many have Instagram accounts, and some have ventured into YouTube and TikTok. The problem is that having a presence and having a strategy are two very different things, and most departments are doing the former without the latter.
- [Why Police Recruiting Bonuses Are Not Fixing the Staffing Crisis](https://safeguardrecruiting.com/police-recruiting-bonuses/): Police recruiting bonuses became one of the most popular responses to the law enforcement staffing crisis of the last several years. Departments that had never offered them started posting five-figure incentives. Agencies already offering police recruiting bonuses raised the amounts. The logic was simple: make the job more attractive financially, and more people will apply.
- [How Much Is Police Understaffing Really Costing Your Department](https://safeguardrecruiting.com/police-understaffing/): Police understaffing is a crisis that few are discussing. Most police chiefs understand it in plain terms. Fewer officers on patrol. More mandatory overtime. Burned-out veterans are doing the work of two people. What gets talked about less is the actual dollar figure sitting behind all of the police understaffing, and when agencies do the math, the numbers tend to stop the conversation cold.
- [Police Recruiting with an Easy Application Process](https://safeguardrecruiting.com/enhance-police-recruiting/): As police agencies across the country face unprecedented police recruiting challenges, many are asking the same question: Why aren't more people applying? One answer continues to rise to the top: the application process is too complicated, too outdated, and not mobile-friendly for police recruiting.
- [Police Recruitment Solutions for Small Agencies](https://safeguardrecruiting.com/police-recruitment-solutions/): If you are a Chief in a small town or rural county, police recruitment solutions feel like an uphill battle. The major metropolitan agency an hour away is offering a $20,000 signing bonus, a massive take-home fleet, and twenty specialized units. You can't match their budget.
- [Police Recruiting Urgency](https://safeguardrecruiting.com/police-recruiting-urgency/): In today’s hiring market, attention is the scarcest resource, and urgency is how you earn it. Law enforcement agencies aren’t just competing in police recruiting with neighboring departments; they’re competing with every notification on a candidate’s phone. If your message doesn’t communicate why to act now, it gets swiped away.

## Pages
- [Request A Demo – Thank You](https://safeguardrecruiting.com/request-a-demo-thank-you/): Thank you for requesting a strategy call with Safeguard Recruiting. A recruitment strategist will review your department's details and reach out within 1 business day to confirm your meeting time.
- [Request A Demo](https://safeguardrecruiting.com/request-a-demo/): ⚠️ Are you a candidate looking for a job? This page is for law enforcement command staff and agency leadership. If you are seeking employment, please visit our careers page.
- [News](https://safeguardrecruiting.com/police-recruiting-news/): Safeguard Recruiting News
- [Request Demo](https://safeguardrecruiting.com/request-demo/): Fill out the form below to schedule a live demo with our team.
- [Testimonials](https://safeguardrecruiting.com/testimonials/): Testimonials Case studies VIEW CASE STUDY VIEW CASE STUDY VIEW CASE STUDY VIEW CASE STUDY
- [Blog](https://safeguardrecruiting.com/blog/)
- [SAFEGUARD Connect](https://safeguardrecruiting.com/police-recruiting-software/): This comprehensive applicant tracking system and police recruiting software for public safety is your recruitment command center.
- [Podcast](https://safeguardrecruiting.com/podcast/): Staffing The Mission Podcast by Safeguard Recruiting
- [Contact](https://safeguardrecruiting.com/contact/): Stop losing top talent to outdated hiring processes. Partner with SAFEGUARD Recruiting to start attracting qualified law enforcement applicants, FAST.
- [Home](https://safeguardrecruiting.com/): For nearly 30 years, Doug Larsen watched good applicants walk away from law enforcement because the process was broken. Departments were losing people before they ever got started, not because of a shortage, but because of outdated systems that couldn't keep up. That's what drove him to build Safeguard Recruiting. His goal was simple — modernize law enforcement recruiting so departments stop losing the people they worked hard to attract. Doug is steady, methodical, and genuinely invested in every department he works with. This isn't a business to him. It's a mission. He brings nearly three decades of experience with the Utah Department of Public Safety and a Master's Degree in Business to every client engagement.
- [Terms and Conditions](https://safeguardrecruiting.com/terms-and-conditions/): Last Updated: March 2025
- [Privacy Policy](https://safeguardrecruiting.com/privacy-policy/): Last Updated: March 3, 2025

## Podcasts
- [Police Recruiting Success with Doug Larsen](https://safeguardrecruiting.com/podcast/police-recruiting-success/): This is part two of our five-year podcast special. In this episode, we break down why massive overtime budgets are a warning sign that staffing systems are failing, not a long-term fix. We lay out the numbers behind cost per hire, explain why hiring bonuses often don’t change outcomes, and share the process changes that bring more qualified candidates with less work.
- [PLECET Conference 2026](https://safeguardrecruiting.com/podcast/plecet-conference-2026/): At the 2026 PLECET Conference, Safeguard Recruiting participated as an industry expert in law enforcement recruiting, alongside Maureen Q. McGough, 30x30 co-founder, and Dr. Joseph Schafer. In this episode, Travis Yates discusses the conference, the training, and the big takeaway after speaking with hundreds of law enforcement agencies.
- [Building Success In Police Recruiting: 5 Year Anniversary](https://safeguardrecruiting.com/podcast/success-in-police-recruiting/): On the 5-year anniversary of Safeguard Recruiting, Doug Larsen breaks down the journey of retiring from law enforcement to building the only recruiting company dedicated to police recruiting and public safety recruiting. This episode will inspire and encourage every law enforcement recruiter. 
- [Recruiting Myths Exposed](https://safeguardrecruiting.com/podcast/recruiting-myths-exposed/): In today's episode of Staffing The Mission, Doug Larsen and Travis Yates discuss the advice that law enforcement recruiters are getting online. We dissect the truth and the falsehoods that are hurting law enforcement agency recruiting and retention. 
- [Police Officer Retention with Brian Ellis](https://safeguardrecruiting.com/podcast/police-officer-retention/): Brian Ellis joins Doug Larsen and Travis Yates to discuss what Tactical Concepts has been doing for police officer retention. If you are interested in keeping more applicants in your pipeline, this episode is for you. 
- [Small Agency Recruiting with Dion Olson](https://safeguardrecruiting.com/podcast/small-agency-recruiting/): If losing two officers would rock your agency, this conversation is a blueprint for stability. We sit down with Sgt. Dion Olsen of Crestwood, Missouri, explores how a 29-officer department recruits year-round, accelerates hiring without cutting corners, and turns culture into a real competitive edge. No fluff, just practical tactics you can adapt tomorrow for small agency recruiting. 
- [From Hire to Retire with ResponderStrong](https://safeguardrecruiting.com/podcast/responderstrong/): In today's episode, Travis Yates and Doug Larsen discuss their new partnership with ResponderStrong. The mission of ResponderStrong is to improve mental health supports for Emergency Responders, including Healthcare Workers, and their families, by focusing on intervention and prevention.
- [Solving Police Recruiting with Dr. Marshall Jones](https://safeguardrecruiting.com/podcast/solving-police-recruiting/): Join Travis Yates and Doug Larsen as we push past “crisis” talk to show how culture, clarity, and speed drive real results in police recruiting and retention. Dr. Marshall Jones shares practical steps, from mobile‑first pipelines to stay interviews and leadership pipelines, that agencies can use now.
- [This System Could Change Police Hiring Across America](https://safeguardrecruiting.com/podcast/police-hiring/): SAFEGUARD Recruiting is proud to join with The National Testing Network in a joint effort to ensure that every public safety agency has the ability to be fully staffed. Travis Yates discusses the coordination between both companies with Greg Hyde, NTN's Chief Experience Officer.
- [The Sacred Cow Of Recruiting](https://safeguardrecruiting.com/podcast/the-sacred-cow-of-recruiting/): Recruiting for public safety is not a checkbox assignment you hand to the next person who is available. Over the past decade, we’ve seen departments civilianize many support functions, including policy management, media relations, and data analysis, for effectiveness and efficiency. When recruiting is treated as “extra duty,” agencies lose consistency, speed, and the specialized skills needed to build a steady pipeline of qualified candidates.
- [Mission Driven Recruiting with Banning Sweatland](https://safeguardrecruiting.com/podcast/mission-driven-recruiting-with-banning-sweatland/): Few understand the law enforcement profession or the recruiting crisis more than Banning Sweatland. A law enforcement professional and military veteran, Banning discusses all things leadership, recruiting, and retention with Travis Yates and SAFEGUARD Recruiting. 
- [How To Improve Your Recruiting Website](https://safeguardrecruiting.com/podcast/how-to-improve-your-recruiting-website/): SAFEGUARD Recruiting is dedicated to recruiting first responders and in the latest podcast, Doug Larsen and Travis Yates discuss the importance of a department's website and how that can translate to more applicants and hires.
- [Von Kliem: The Politics of Police Recruiting](https://safeguardrecruiting.com/podcast/von-kliem-the-politics-of-police-recruiting/): Von Kliem is the President and Director of Communications with Force Science and a worldwide expert in law enforcement operations. Von discusses vital issues facing  profession including recruiting, retention and leadership. 
- [Chief Scott Hughes: The Culture Hack for Police Recruiting](https://safeguardrecruiting.com/podcast/culture-hack-for-police-recruiting/): If you follow police recruiting trends, you know it can feel like every week there’s a new headline about “the crisis” and what to do about it. But as Doug Larsen and Travis Yates discuss, there is no shortage of law enforcement recruits. On Today's episode, Chief Scott Hughes discusses how building a winning culture has helped him avoid the typical recruiting issues that so many other agencies are enduring. 
- [Police Recruiting Is Broken. This Sergeant Found the Fix](https://safeguardrecruiting.com/podcast/police-recruiting-is-broken/): Larimer County Sheriff Sergeant Seth Graham is a prime example of the new generation of law enforcement recruiters. With 18 years on the job, he's seen firsthand how much it's changed. Seth’s story, told in an honest, practical, and down-to-earth style, is a how-to guide for anyone looking to bring new life (and new people) into their agency.
- [Recruiting For Small Agencies](https://safeguardrecruiting.com/podcast/recruiting-for-small-agencies/): In this episode, Doug Larsen and Travis Yates discuss how small agencies can recruit with less resources than larger agencies. From leveraging technology to automation, SAFEGUARD Recruiting has launched numerous police hiring campaigns for agencies of all sizes with tremendous results. 
- [Police Recruiting Proposals That Deliver Results](https://safeguardrecruiting.com/podcast/police-recruiting-proposals-that-deliver-results/): In this episode, Travis Yates and Doug Larsen discuss the importance of agencies writing request for proposals correctly so that they can actually staff their agencies full. You can download our guide to writing effective proposals here.
- [Police Recruiting and Hiring: How We Do It](https://safeguardrecruiting.com/podcast/police-recruiting-and-hiring-how-we-do-it/): One thing that makes SAFEGUARD Recruiting different is our background in law enforcement combined with our unique perspective on what agencies need to fully staff. Travis Yates and Doug Larsen have over 50 years of law enforcement experience and they not only recruited inside agencies, but have taken that success and formed SAFEGUARD Recruiting, an all encompassing company that is assisting police agencies to hire and staff full.
- [Recruit with Urgency](https://safeguardrecruiting.com/podcast/recruit-with-urgency/): Join Travis Yates on the latest SAFEGUARD Recruiting Podcast where he discusses the importance of urgency in law enforcement recruiting. The idea of urgency is not new and it's a psychological trigger that gets people to finally take action. After 500+ recruiting campaigns, SAFEGUARD Recruiting has dialed in this important feature in communication and on today's show, we tell you how and why to implement it.
- [How Culture Drives Recruiting](https://safeguardrecruiting.com/podcast/how-culture-drives-recruiting/): In this episode, Dr. Travis Yates discusses how culture of an agency begins with recruiting and how that can lead to improved culture within the organization. Culture isn’t just built from within, recruiting and marketing shape it from the outside. By showing the full spectrum of what your agency does and why it matters, you widen your recruiting funnel and create better retention. If you want help aligning your external messaging with the real culture inside your agency, SAFEGUARD Recruiting offers free consultations to discuss practical, mission-aligned recruiting strategies.
- [Recruit Law Enforcement Like A Coach](https://safeguardrecruiting.com/podcast/recruit-law-enforcement-like-a-coach/): Travis Yates and Doug Larsen join together to discuss how first responder recruiters can recruit modern day candidates by treating them like athletes.  If you want to attract, convert, and retain quality candidates, especially passive prospects, you need a recruiting playbook that emphasizes relationship-building, clear communication, and smart use of technology. Join us as we talk how your agency can bring practical strategies and insights to help your agency recruit like a coach and fill your ranks more effectively.
- [Recruiting Webinar: Part 2](https://safeguardrecruiting.com/podcast/recruiting-webinar-part-2/): Join Doug Larsen and Travis Yates as they continue their webinar on the five things that law enforcement agencies can immediately implement to improve their recruiting and hiring. These are practical and actionable steps that every agency can use to attract and hire the next generation of law enforcement officers. After running 400+ recruiting campaigns and having decades of collective law enforcement experience, the team at SAFEGUARD Recruiting has the evidence to know what works and this webinar is your key to unlocking that success.
- [Recruiting Webinar: Part 1](https://safeguardrecruiting.com/podcast/recruiting-webinar-part-1/): Join Doug Larsen and Travis Yates as they discuss five things that law enforcement agencies can immediately implement to improve their recruiting and hiring. These are practical and actionable steps that every agency can use to attract and hire the next generation of law enforcement officers. After running 400+ recruiting campaigns and having decades of collective law enforcement experience, the team at SAFEGUARD Recruiting has the evidence to know what works and this webinar is your key to unlocking that success. 
- [The Data That Matters For Police Recruiting](https://safeguardrecruiting.com/podcast/the-data-that-matters-for-police-recruiting/): Doug Larsen and Travis Yates discuss how data can help agencies staff full. The key to success and using resources wisely is the measure the right things. Undersstanding how many contacts it takes to get applications and how many applications it takes to get one hire will permit every agency to accurately predict what the ciost will be to fully staff up. It's time to stop guessing and start staffing.
- [Turning Interest To Applicants](https://safeguardrecruiting.com/podcast/turning-interest-to-applicants/): Travis Yates and Doug Larsen dive  into a practical problem every fire, corrections, and law enforcement agency faces: turning general interest into committed applicants  and then keeping those applicants moving through a long, often complex hiring pipeline. Watch now and get a clear, actionable road map to improve your conversion rates and reduce drop-off.
- [Communication Is The Key To Recruiting](https://safeguardrecruiting.com/podcast/communication-is-the-key-to-recruiting-drops-on-8-21/): In this episode, Travis Yates and Doug Larsen explore why staying connected with candidates through nurturing campaigns can dramatically improve your hiring outcomes. Doug Larsen shares real data, automation tools, and proven strategies to keep applicants engaged from first contact to final hire. Learn how simple follow-up systems can prevent drop-off, boost conversions, and modernize your recruitment pipeline. If your agency is losing candidates mid-process, this episode gives you the tools to fix it fast and effectively.
- [Supercharge Your Recruiting Website](https://safeguardrecruiting.com/podcast/supercharge-your-recruiting-website/): Doug Larsen and Travis Yates of SAFEGUARD Recruiting share why great-looking public safety websites often fail to deliver real leads—and what fixes that. Learn how a few simple changes turned Asheville’s site from stagnant to a steady stream of candidates. We cover lead magnets, navigation, ATS integration, and how to skip RFP delays with cooperative contracts. If your site isn’t converting, this episode will show you how to turn traffic into real applicants—fast.
- [Police Recruiting Success: Part 3](https://safeguardrecruiting.com/podcast/police-recruiting-success-part-3/): In this episode, Doug Larsen and Travis Yates of SAFEGUARD Recruiting break down the three essentials of successful police recruiting: distinguishing recruiting from marketing, understanding your data, and building effective systems. With nearly 100 years of law enforcement experience, Doug explains why fancy videos alone won’t fill vacancies—and what will. Learn how real metrics, fast communication, and structured follow-up make all the difference. This is the first in a three-part series designed to help your agency recruit smarter, not louder.
- [Police Recruiting Success: Part 2](https://safeguardrecruiting.com/podcast/police-recruiting-success-part-2/): In this episode, Doug Larsen and Travis Yates from SAFEGUARD Recruiting reacts to real-world examples of what not to do in police recruiting. Using a viral recruiting video as the backdrop, Doug breaks down why style alone won’t bring in qualified applicants and how to shift your focus to what works. If your agency is investing in flashy content but still struggling to hire, this episode will show you what’s missing. It’s honest, insightful, and a bit eye-opening.
- [Police Recruiting Success: Part 1](https://safeguardrecruiting.com/podcast/police-recruiting-success-part-1/): Travis Yates welcomes Doug Larsen of SAFEGUARD Recruiting to discuss how agencies can have success recruiting in the first of a three-part series. Doug explains how tone, clarity, and structure can make or break your recruiting efforts, no matter the budget. Learn why authenticity and action-oriented content convert better than cinematic flair. If you’re planning video content for recruiting, don’t miss this breakdown of what works and what turns candidates away.
- [How Philadelphia PD Transformed its Recruiting with Captain John Walker](https://safeguardrecruiting.com/podcast/how-philadelphia-pd-transformed-its-recruiting-with-captain-john-walker/): In this episode, we sit down with Captain John Walker of the Philadelphia Police Department to discuss his bold transition from operations to recruitment. Tasked with filling 1,200 vacancies, Walker took a data-driven, no-nonsense approach to fix what wasn’t working—cutting processing times, improving candidate communication, and shifting recruitment branding to reflect real officers. If your agency is stuck in outdated methods, Captain Walker’s story offers a playbook for modernizing and transforming police recruiting from the inside out.
- [How To Staff Full Down Hundreds of Officers](https://safeguardrecruiting.com/podcast/how-to-staff-full-down-hundreds-of-officers/): In this episode, Doug Larsen and Travis Yates from SAFEGUARD Recruiting react to a real-world example of an agency down hundreds of officers and what it would take, step by step, to staff them fully. From the initial discussion with the agency to messaging and the technology stack needed, this episode will give you hope that no matter the circumstances, every agency has the opportunity to staff full.
- [The Fit To Protect Program with Adam Boyd](https://safeguardrecruiting.com/podcast/the-fit-to-protect-program-with-adam-boyd/): In this episode, we’re joined by Adam Boyd, a former officer turned fitness expert, to explore “Fit to Protect”—a groundbreaking program helping recruits meet physical and oral board challenges. Travis Yates and Adam dive into how fitness gaps are keeping qualified candidates out and what agencies can do to address these gaps. From push-up progress to real-world communication skills, this episode covers the full spectrum of prep needed for law enforcement recruits.
- [Why Your Social Media Page Isn’t Working](https://safeguardrecruiting.com/podcast/why-your-social-media-page-isnt-working/): In this episode, Travis Yates and Doug Larsen break down a common misconception in law enforcement recruiting: that building a large social media following will solve your staffing issues. They explain why follower counts don’t equal applications and what drives results. With real-world examples and data-backed insight, they outline the strategies that work, how to monitor performance, and why proper support matters more than likes. If your agency is banking on social media alone, this is a must-listen.
- [Police Leaders Resign Due To Low Staffing](https://safeguardrecruiting.com/podcast/police-leaders-resign-due-to-low-staffing/): In this episode. Doug Larsen and Travis Yates unpack the recent resignation of an Illinois police chief over staffing shortages. They explore what went wrong, why disbelief around the crisis still exists, and how agencies can avoid similar outcomes. With practical solutions and a call for collaboration, this conversation highlights the urgency of adopting more innovative recruitment strategies before it’s too late. This is a must-listen for leaders facing critical staffing challenges.
- [This One Change Tripled Police Applicants](https://safeguardrecruiting.com/podcast/this-one-change-tripled-police-applicants/): In this episode, Doug Larsen and Travis Yates reveal how one department made a single, strategic change that led to a surge in police applications. They break down the critical role of early touchpoints and explain how something as simple as test scheduling can make or break your recruiting efforts. If you’re looking for low-cost, high-impact adjustments to boost your applicant pool, this episode delivers precisely that. A simple change can provide huge results.
- [Get Fully Staffed Today](https://safeguardrecruiting.com/podcast/get-fully-staffed-today/): Travis Yates and Doug Larsen confront a growing mindset in law enforcement: the belief that full staffing is no longer possible. They share insights from a Midwest agency and explain why this “no hope” mentality is both dangerous and unnecessary. With modern solutions and practical steps, the team outlines how any agency can turn things around fast. If your department has lost hope, this episode brings it back.
- [Police Laterals: The Good, Bad & Ugly](https://safeguardrecruiting.com/podcast/police-laterals-the-good-bad-ugly/): In this episode, Travis Yates and Doug Larsen share why relying too heavily on lateral recruiting may be hurting, not helping, law enforcement agencies. They break down the limitations of chasing already-employed officers and explain why a balanced strategy, including new recruits, is essential for long-term staffing success. If your agency is focusing only on laterals to solve a recruitment crisis, this episode offers a candid reality check and smarter alternatives.
- [The Viral Video Myth](https://safeguardrecruiting.com/podcast/the-viral-video-myth/): In this episode, Travis Yates and Doug Larsen tackle a hot topic: should your agency aim for a viral recruiting video? They break down what viral content can and can’t do for your hiring goals, and why focusing on flash over function often leads to disappointment. With a focus on long-term strategy, process, and applicant support, this episode explains how real recruiting success comes from substance, not just views.
- [Recruiting Women In Law Enforcement](https://safeguardrecruiting.com/podcast/recruiting-women-in-law-enforcement/): In this episode, Doug Larsen and Travis Yates dive into how law enforcement agencies can attract a more diverse workforce, beyond just checking boxes. With the 30x30 pledge as a backdrop, they explain how SAFEGUARD Recruiting’s data-driven strategies, custom campaigns, and intentional messaging help agencies move from intent to impact. From overcoming hidden barriers to analyzing real results, this episode offers actionable insight for any department committed to building a more representative and effective team.
- [The Power of a Phone Call](https://safeguardrecruiting.com/podcast/the-power-of-a-phone-call/): In this episode, Travis Yates and Doug Larsen uncover the often-overlooked key to successful law enforcement recruiting: making phone calls. Backed by surprising data, they explain why direct outreach outperforms fancy campaigns and how simple, consistent communication drives real engagement. If your agency is struggling to convert interest into applicants, this episode breaks down the processes that actually work and why the basics still matter the most.
- [Leveraging Data for Recruiting Success](https://safeguardrecruiting.com/podcast/leveraging-data-for-recruiting-success/): In this episode, Travis Yates and Doug Larsen explain why data is the foundation of any successful law enforcement recruiting campaign. From understanding what information agencies need to track cost-per-hire and application conversion rates, they show how data transforms guesswork into strategy. Learn how digital campaigns can be optimized through metrics that matter and why knowing your numbers is the first step to getting fully staffed. If you’re not tracking, you’re falling behind.
- [How To Tighten Your Processes for Success](https://safeguardrecruiting.com/podcast/how-to-tighten-your-processes-for-success/): In this episode, Doug Larsen, CEO of SAFEGUARD Recruiting, shares why effective recruiting is all about the process. From identifying common challenges to implementing strategic solutions, Doug breaks down how proactive communication, flexible approaches, and custom software can turn recruiting struggles into consistent success. If your agency is working hard but not seeing results, this episode highlights how refining your process can drive real, lasting change in law enforcement staffing.
- [How To Use Video For Recruiting](https://safeguardrecruiting.com/podcast/how-to-use-video-for-recruiting/): In this episode, Doug Larsen and Travis Yates dive into the role video should play in a successful law enforcement recruiting campaign. While videos can enhance messaging, Doug explains why they’re just one part of a larger strategy and how to use them effectively without wasting time and money. Learn what kinds of videos convert, what to avoid, and how to keep your recruiting efforts focused, strategic, and cost-effective from start to finish.
- [How a Referral Program Can Help You Recruit](https://safeguardrecruiting.com/podcast/how-a-referral-program-can-help-you-recruit/): In this episode, Doug Larsen, CEO of SAFEGUARD Recruiting, announces an innovative new referral program designed to supercharge agency recruiting efforts. Unlike traditional incentives, this system gives each employee a unique tracking link, making it easy to see which referrals turn into applicants and hires. Doug also shares details on SAFEGUARD’s flexible contracts and how this new program delivers accountability, transparency, and measurable results. If you’re ready to activate your whole department, this episode shows you how.
- [Turn Your Website Into a Recruiter](https://safeguardrecruiting.com/podcast/turn-your-website-into-a-recruiter/): In this episode, Doug Larsen and Travis Yates break down what makes a law enforcement recruiting website work. From functionality over flash to stand-alone sites and budget-friendly solutions, Doug shares how agencies can boost applications by focusing on the right digital strategy. Hear a real-world success story and learn why communication through your website is just as critical as design. If your site isn’t converting, this episode will help you rethink and rebuild with purpose.
- [Leverage Technology for Recruiting Success](https://safeguardrecruiting.com/podcast/leverage-technology-for-recruiting-success/): In this episode, Doug Larsen and Travis Yates reveal how SAFEGUARD Recruiting leverages technology to transform law enforcement recruiting. From automation to real-time tracking, they explain how smart tools streamline communication, boost applicant engagement, and make recruiting more efficient for agencies of all sizes. If your team is stretched thin or stuck in outdated methods, this episode shows how the right tech stack can multiply your efforts and deliver measurable results.
- [How E-Mail Can Solve The Recruiting Crisis](https://safeguardrecruiting.com/podcast/how-e-mail-can-solve-the-recruiting-crisis/): Join Travis Yates and Doug Larsen from SAFEGUARD Recruiting as they explore modern strategies driving real success in police recruitment. From powerful email campaigns to reshaping agency narratives, they discuss how consistent communication and a dedicated team approach can dramatically boost candidate engagement. With real-world examples and flexible techniques, this episode is packed with actionable insights for agencies looking to modernize their recruiting game. Don’t miss this conversation on building trust, connection, and momentum with every applicant.
- [The Recruiting Crisis Myth](https://safeguardrecruiting.com/podcast/the-recruiting-crisis-myth/): In this episode, Doug Larsen and Travis Yates take on the so-called “recruiting crisis” in law enforcement and explain why it’s not a crisis, but a challenge that can be solved with the right approach. From generational shifts to broken recruiting processes, Doug shares practical strategies agencies can implement immediately. If your department is struggling to attract talent, this episode offers a grounded perspective and real solutions. Tune in, take notes, and be part of the conversation that’s changing the game.
- [Do Billboard Advertisements Work?](https://safeguardrecruiting.com/podcast/do-billboard-advertisements-work/): In this episode, SAFEGUARD Recruiting Founder Doug Larsen breaks down why billboards and bus ads might be doing more harm than good in your recruiting strategy. He shares what actually works in attracting and retaining law enforcement candidates, including key metrics, physical fitness considerations, and why tracking matters more than visibility. If your agency is investing in old-school advertising without results, this episode will help you refocus on strategies that truly move the needle.

## Testimonials
- [-Philadelphia Police Department](https://safeguardrecruiting.com/testimonials/name-and-title-4/): Our hires are up 287% and we are about to break our 21st-century record for recruiting.
- [-Asheville Police Department](https://safeguardrecruiting.com/testimonials/name-and-title-6/): SAFEGUARD Recruiting has exceeded our expectations in every aspect of service delivery. We’ve experienced a measurable increase in both volume and quality of applicants since partnering with them.
- [-Sheriff Mark Lamb (ret). Pinal County, Arizona](https://safeguardrecruiting.com/testimonials/name-and-title-7/): SAFEGUARD Recruiting is the answer to the recruiting crisis.
- [-Sheriff Jesse Watts (ret). Eureka County, Nevada](https://safeguardrecruiting.com/testimonials/sheriff-jesse-watts-ret-eureka-county-nevada/): I've known the team at SAFEGUARD Recruiting for many years and there is no one better to handle the recruiting crisis that our agencies face today.
- [-Law Officer Magazine](https://safeguardrecruiting.com/testimonials/name-and-title-3/): SAFEGUARD Recruiting is the answer to today’s recruiting crisis. Their law enforcement experience combined with their expertise in business processes has revolutionized recruiting first responders.
- [-Lt. Randy Sutton, Las Vegas Metropolitan Police Department](https://safeguardrecruiting.com/testimonials/name-and-title-5/): SAFEGUARD Recruiting has changed the game for police recruiting.
- [-Seminole County Sheriff’s Office](https://safeguardrecruiting.com/testimonials/name-and-title-2/): As soon as our campaign went live, candidates started rolling in.
- [-Campbell County Detention Center](https://safeguardrecruiting.com/testimonials/name-and-title/): I am in shock as to how effective and how quick the SAFEGUARD Recruiting campaign worked for our agency.