The Recruiting Problem Isn’t Solved With More Marketing
It’s Solved With a Better System.
We help police, sheriff, fire, and public safety agencies attract qualified candidates, keep them engaged, and move them toward hiring through a complete recruiting system combining strategy, marketing, people, process, and technology.
Built by public safety professionals. Designed around the entire recruiting process—not just another piece of software.
Staffing Is Bigger Than an HR Problem.
It’s an Operational Readiness Problem.
Every unfilled position…
Overtime
Forced overtime climbs while the people covering it burn out.
Training Capacity
Academy slots and FTOs sit idle, then bottleneck when volume finally arrives.
Morale & Retention
Short staffing drives experienced people out, widening the gap.
Response Coverage
Longer response times, thinner backup, delayed investigations.
Public Scrutiny
When council asks what you’re doing about staffing, a recruiting video is not an answer. A measurable pipeline is.
Five Connected Components.
One Recruiting Outcome.
More ads and more software do not fix a broken process. If you are asking how to hire more police officers, the answer is a system that runs every step from first contact to hire, with people and process behind the technology.
Strategy
Diagnose bottlenecks and build a recruiting plan.
Attraction
Reach qualified candidates with targeted campaigns.
Engagement
Keep candidates connected and moving forward.
Recruiter Support
Improve follow-up, process, and conversion.
Technology
Connect the process with Safeguard Connect.
Experience gets attention. Systems get hires. We deliver both.
Results Agencies Can Verify
What Agency Leaders Say
Chiefs, sheriffs, and command staff on what changed after they put a recruiting system in place.
Is Your Recruiting System Built to Produce Hires, or Just Interest?
Eight questions. No email required. You get a readiness score and the three improvements that would move it most.
What We Deliver
A Full-Service Public Safety Recruiting Partner
Safeguard is a law enforcement recruiting agency, not a software company. Strategy, campaigns, candidate screening, automated follow-up, and recruiter support are delivered as one service, connected by Safeguard Connect, our purpose-built applicant tracking for law enforcement.
Built by Professionals
Designed by experienced public safety professionals, we combine proven recruiting strategies, digital marketing, candidate sourcing, automated communication, and recruiting software into one complete solution.
Who We Serve
Police departments and sheriff’s offices through our police recruiting services. Fire departments through firefighter recruiting services. Jails and prisons through corrections recruiting. Ambulance providers through EMS recruiting solutions. One system and one guarantee, built to attract, engage, and hire more qualified candidates.
Measurable Results
Unlike traditional staffing firms or generic software, we focus exclusively on public safety hiring. We deliver measurable results, reduce applicant drop-off, and streamline your entire hiring process.
We combine decades of public safety experience with proven recruiting systems, digital marketing, and technology to help agencies attract, engage, and hire more qualified candidates. Experience gets attention. Systems get hires. We deliver both.
Milwaukee Police Department
Cleveland Division of Police
Choose the Recruiting Solution That Matches Your Staffing Gap.
Most marketing companies promise results and disappear. Law enforcement agencies have been burned for years by vendors who collect retainers and deliver excuses. We built Safeguard Recruiting because this profession deserves better. Every package is a complete police staffing solution with guaranteed police candidates in writing, and that guarantee exists for one reason — to prove we are not them.
Recruit Pipeline
For agencies with a handful of open positions that need a steady, screened flow of applicants without adding staff.
- Safeguard Connect Platform Desktop + Mobile App | Unlimited Users
- Unlimited Mobile App + Desktop Calling, SMS, and Email
- Automated Nurturing Program (Text + Email) 30 Days of Messages
- Candidate Screening for Qualification
- Quarterly Ad Creative
- Social Media Content Scheduling Tools
- Live Progress Tracking
- Monthly Strategy Meeting
- Customer Support via Email
Full Recruiting
For departments carrying 10 to 30 vacancies that need wider reach, consistent follow-up, and a strategist on call.
- Job Distribution Across 20+ Job Boards
- Automated Nurturing Program Upgraded to 60 Days of Messages
- Monthly Custom Ad Creative
- Dedicated Recruiting Strategist
- Recruitment Process Evaluation
- Phone + Email Support
- Bi-Monthly Strategy Meeting
Total Staffing
For agencies in a sustained staffing deficit that need maximum candidate volume, phone outreach, and weekly command-level strategy.
- Automated Nurturing Program (Text, Email & Phone) Upgraded to 90 Days of Messages
- Prioritized Access to Our Recruiting Team
- Recruiter Training to Improve Close Rates
- Brand Assessment + Strategy
- Ringless Voicemails for Outreach
- Weekly Strategy Meeting
Extend Your Recruiting System
Add the pieces your agency needs. Every add-on plugs into the same candidate pipeline.
Custom Recruiting Website
A mobile-first careers site built to turn visitors into applicants.
Professional Photography
Authentic photos of your own officers, stations and community.
Recruitment Video Production
Short-form video that shows candidates the job and the culture.
Referral Program
Turn your current officers into your most trusted recruiters.
What Counts, What We Deliver, and What We Need From You
What is a “candidate”?
A real person who expressed interest in your agency through a Safeguard campaign, with working contact information, and who entered your pipeline in Safeguard Connect. Clicks, views, and impressions are not candidates.
What is a “qualified” candidate?
A candidate who has been screened against the minimum standards you set with us at onboarding: age, education, citizenship or residency, driver’s license, and disqualifiers such as recent drug use or certain convictions. Full background investigation remains your agency’s responsibility.
What your agency must do
Respond to recruiter follow-up tasks, keep candidate stages current in Connect, and keep the hiring process moving on your end. Candidates lost to an unanswered inquiry or a six-week gap between steps are not a sourcing problem, and we will tell you so.
Advertising budget
Monthly candidate volume depends on the media budget placed alongside your package. We recommend a range during the strategy call, you approve it, and you see every dollar in the live tracking dashboard.
If we miss the number
If a month closes below the qualified-candidate commitment in your agreement, we keep working at no additional service fee until it is met. Media costs are passed through at cost and are never marked up.
Exclusions
The guarantee assumes your agency responds to candidates and hires within its posted standards. It does not cover positions closed mid-campaign, hiring freezes, or changes to minimum qualifications after launch. Full terms are in the service agreement.
We Understand Your Agency Because We’ve Served In It.
Doug Larsen
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.
Travis Yates
Travis Yates spent 30 years on the job, retiring as a Commander, and watched leaders pour time and money into recruiting marketing that simply didn’t work. He knew the staffing crisis wasn’t just an operational problem — it was the biggest leadership crisis facing law enforcement today. That’s why he joined Safeguard Recruiting. Travis brings three decades of experience directly to your recruiting strategy. No fluff. No wasted budget. Just what actually works. A graduate of the FBI National Academy, recipient of the ILEETA International Law Enforcement Trainer of the Year award, and holder of a Doctorate in Strategic Leadership — he has trained and consulted law enforcement professionals across 47 states and internationally.
One Candidate. One Night. Here Is What the System Does.
Safeguard Connect is the tool that connects the process. Our team runs the campaigns, the screening, and the follow-up; Connect makes every step visible to your command staff. Here is one inquiry, start to finish.
- 9:42 PMA candidate taps “I’m interested” on their phone.Your recruiter is off duty. Nothing waits until Monday.
- 9:43 PMAutomatic text and email acknowledgment.The candidate hears from your agency first, before the department next door.
- Day 1 – Day 90Scheduled nurture messages keep interest alive.A follow-up task lands on the recruiter’s mobile app for a human conversation.
- OngoingScreened, staged, and visible in the command dashboard.Interest, qualified, applied, testing, background, hired. Every stage, every candidate, no spreadsheet.
Desktop and mobile. Unlimited users, so every recruiter, investigator, and command staff member sees the same pipeline.
Schedule a 30-Minute Live WalkthroughThe Questions Your Finance Director and IT Lead Will Ask
Straight answers so Safeguard is easy to evaluate internally. Anything not covered here, ask on the strategy call and we will put it in writing.
Request the Procurement PacketWho owns the candidate data?
Your agency does. Candidate records, notes, and communication history in Safeguard Connect belong to you and can be exported on request at any time, including at termination.
How is candidate privacy handled?
Candidate information is used only to recruit for your agency. It is not sold, shared with other agencies, or used for unrelated marketing. Messaging to candidates is consent-based with opt-out on every text and email.
How long is data retained?
For the life of the agreement, then exported to you and deleted on a schedule you approve. If your records-retention policy requires a specific period, we match it.
Who can access the system?
Unlimited users at no per-seat cost, with role-based permissions so recruiters, background investigators, and command staff each see what they need. Access is removed the day you tell us a user has left.
Does it integrate with what we already use?
Candidate data can be exported to your HR or applicant-tracking system, and intake forms can be embedded on your existing recruiting site. Tell us what you run and we will confirm the hand-off before you sign.
What if we need to end the contract?
Terms, notice period, and early-termination conditions are stated plainly in the agreement. You receive a full export of your candidate data and ownership of any creative produced for your agency.
How is the system secured?
Encrypted in transit and at rest, individual user logins, and audit history on candidate records. Our current security documentation is provided during procurement for your IT review.
How does the guarantee work?
A qualified-candidate commitment is written into your agreement. If a month closes below it, we keep working at no additional service fee until it is met. Definitions and exclusions are listed under the packages above.
WE GUARANTEE QUALIFIED CANDIDATES EVERY MONTH OR WE WORK FOR FREE UNTIL WE DO.
Build a Stronger Recruiting Pipeline Starting Today
Staffing The Mission Podcast
