Recruiting and hiring
What the pipeline does, where it leaks, and what it costs.
Strata // Workforce IntelligenceThe Police Recruiting Funnel: What Each Stage Should Convert At
Atlanta ran 12,129 applications to hire 171 officers. Every stage from application to sworn, the conversion rates actually published by audited agencies, and what a shortfall at each stage tells you.
What One Vacancy Actually Costs Your Agency
The arithmetic done honestly: recruiting spend, testing, academy seat cost, field training officer time, overtime backfill, and the compounding cost when that officer leaves in year three. Worked examples for small, medium and large agencies.
Speed Is the Whole Game: Why Your Best Candidates Take Another Offer
Time to first contact, follow-up cadence, what silence costs, and where days disappear inside a hiring process nobody owns end to end.
Retention and leadership
Why people leave, and what shows up before they do.
Why Officers Leave, and the Signals That Show Up First
The reasons officers give at exit are not the factors that predict departure. The early signals — engagement decline, supervisor relationship, development stall, shift and assignment history — appear months ahead of a resignation.
Your Sergeants Decide Your Retention Rate
First-line supervision is the largest controllable factor in whether officers stay. Why agencies promote excellent officers into supervision with almost no preparation, and what that costs.
Working on one of these problems now
Performance Protocol helps law enforcement agencies get fully staffed and stay fully staffed — workforce intelligence, recruiter and leadership training, and career development in one system.
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