Recruit those who meet your standards
Performance Protocol strengthens recruiter competency and simplifies hiring processes through focused training and integrated technology. Leaders gain visibility into activity, forecasts, and outcomes. This makes hiring faster, more predictable, and data driven.
More Hires
+
157%
Hire to-applicant show
+
187%
Recruiter Satisfaction
+
91%
FTO Pass Rate
+
100%
Candidate and recruiter workflow management built exclusively for public safety. Run recruiting like a mission-critical operation—from contact to contract—with one shared data set for command, HR, backgrounds, and recruiters.
Powered by your agency’s data, processes, and policies. Predict retirements, run what-if scenarios, identify bottlenecks, and model how training and retention programs impact staffing trajectory.
Predict Headcount Needs
Model Hiring Pipeline
Understand Retirement Behavior
Run What-If Scenarios
Forget Spreadsheets
Replace Staffing Studies
A real-time command view of recruiting activity, pipeline health, and hiring progress—giving leaders immediate visibility into what’s working, what’s stalled, and where to intervene.
Recruiter Performance Metrics
Source Attribution
Time to Hire Data
Reporting
A clear, recruiter-focused view of where candidates are in the hiring process, helping teams stay timely, coordinated, and deliver a high-quality experience at every touchpoint.
Match Scoring
Time in Stage
Direct Candidate Comms.
Reporting on Stages
Early DQ Criteria
Candidate Organization
Assign & delegate tasks to recruiters. Centralizes daily operations in one place—combining calendar, tasks, email, video, and SMS—while enabling leadership transparency and oversight so priorities stay clear and execution stays on track.
Centralized Comms. Integration
Prioritized To-Do’s
Leadership Oversight
Task Assign & Delegate
Act before surprises with shortfall warnings, aged cases, SLA compliance, owners & due dates, retirement waves, early-career churn, class under-fills—all flagged early.
Clear Ownership
Defined Standards
Performance Visibility
Real-Time Accountability
Create and manage open positions, with unique identifiers that track lead sources, recruiter performance, and hiring outcomes.
Recruiter Performance
Hot Target Locations
Unlimited Unique QR Codes
A unified candidate record that centralizes resumes, communications, documents, and activity in one place, while intelligently merging duplicate applications to maintain a single, accurate profile for each candidate.
Eliminiate Candidate Duplication
Complete Records per Candidate
Easy Handoff to Other Recruiters
Simplicity & Organization
Move beyond spreadsheets and outdated processes—Strata gives agencies a modern, data-driven system to recruit smarter, reduce churn, and achieve real, measurable staffing results.
Strata is our Workforce Intelligence Platform.
A workforce intelligence platform is a system that consolidates recruiting, hiring, retention, and staffing data into one unified, decision-ready view. Instead of tracking applicants in one place, attrition in another, and headcount projections in spreadsheets, workforce intelligence connects those variables so leaders can see cause and effect.
Strata provides:
In short, it turns staffing from a reactive activity into a measurable, forecastable operational function.
Strata does not replace your existing systems (in most cases). It integrates and aligns them — giving command staff a clear, defensible staffing plan supported by live data.
Many agencies use systems such as NeoGov, GovernmentJobs.com, Workday, or other ATS and HR platforms, which are often repurposed from the corporate sector and not a great fit for public safety. These tools are are designed to:
They are administrative systems. They are not designed to manage public safety recruiting as a mission-critical staffing strategy. As such, most agency’s current software systems do not:
As a result, agencies often experience predictable issues:
The issue is not compliance. It is conversion, forecasting, and readiness.
Strata replaces the traditional approach with a Workforce Intelligence platform purpose-built for public safety. It provides:
Where traditional systems manage paperwork, Strata manages velocity, forecasting, and operational readiness. It ensures qualified candidates do not disappear, recruiters operate with clarity and ownership, and leadership sees staffing shortfalls before they become operational crises.
That is the difference between tracking applicants and managing outcomes.
The Staffing Forecaster models your agency’s sworn strength month by month — using your real data.
It pulls in variables such as:
From there, it projects:
Leaders can then run real-time “what-if” scenarios:
Instead of reacting when an academy cannot be filled, the Forecaster provides early warning signals months in advance. The result is a defensible staffing plan tied directly to operational readiness — not guesswork or hope.
Strata produces operational staffing metrics — not just application counts.
It provides visibility across four primary areas:
In short, Strata connects recruiting behavior, retention trends, and academy throughput into one operational view.
Instead of asking, “How many applicants do we have?”
Leadership can answer, “Will we be fully staffed 12 months from now — and what must change today to ensure it?”
Strata is built specifically for public safety agencies that need predictable, defensible staffing plans.
It is designed for:
Strata is especially valuable for agencies with complex hiring processes, academy throughput constraints, civil service requirements, and ongoing attrition pressure.
Operationally, it is built for:
Strata is not a generic HR tool. It is purpose-built for sworn staffing environments where recruiting, attrition, academy capacity, and operational readiness are tightly connected.
If your agency is managing staffing across multiple spreadsheets, disconnected systems, and reactive decision-making, Strata was built for you.
That’s common — and not a problem.
Most citywide CRM or ATS platforms are designed for broad municipal hiring, compliance, and administrative workflow. They are built to standardize processes across departments, not to optimize sworn staffing strategy.
Public safety hiring is different. It involves:
Citywide systems typically do not model those variables in an integrated way.
Strata is built specifically for public safety. It replaces the traditional ATS approach for sworn recruiting and layers workforce intelligence on top of your staffing strategy. It connects recruiting behavior, attrition trends, academy throughput, and headcount forecasting into one operational view.
If your city requires certain HR systems for payroll or enterprise records, those can remain in place. Strata focuses on managing pipeline velocity, forecasting staffing levels, and ensuring operational readiness.
The question is not whether you have software.
The question is whether your current system can tell you — with confidence — what your sworn staffing level will be 12 months from now and what must change today to protect it.
Marketing data answers:
“How many people saw or clicked our ad?”
Strata answers:
“How many of those people became qualified hires — and how does that impact next year’s staffing level?”
Marketing firms typically provide:
Those metrics measure awareness and engagement.
Strata measures operational outcomes:
Marketing data stops at the top of the funnel.
Strata follows the candidate all the way to graduation — and then models how that hire offsets attrition.
Marketing tells you if people are interested (kind of).Strata tells you if you will be fully staffed.
Yes — onboarding and training are part of how agencies get value from Strata.
We set you up to use Strata confidently — so it becomes an operational tool, not just another platform you log into.
We don’t just hand over access and send you a login. Setup includes:
You’ll walk away with:
Training is delivered on site and in person as part of The Performance Protocol rollout. It’s practical, agency-specific, and tied directly to your real data and workflows.
Yes.
Data migration is included with the cost of the software for up to 35 active candidates during initial setup. We work with your team to ensure those candidates are properly loaded, staged correctly, and aligned with your policies and workflow.
For agencies requiring migration beyond 35 candidates, additional pricing applies. The cost varies depending on the size, complexity, and condition of the existing data.
Our goal is to ensure a clean, accurate transition — so you begin with a functioning, reliable system rather than inheriting legacy data issues.
Security is foundational to Strata’s architecture — not an afterthought.
Here is how we protect your data:
Data Isolation
Strata operates on a secure multi-tenant architecture using PostgreSQL Row-Level Security (RLS). Each agency’s data is isolated at the database level. There is no scenario in which one customer can access another’s data.
Encryption
All data is encrypted:
Authentication & Access Control
We use WorkOS for enterprise-grade authentication, supporting SSO and SAML integration. Within the platform, fine-grained, role-based permissions ensure users can only access what they are authorized to view or modify.
Infrastructure Protection
Strata runs on hardened AWS infrastructure with a Web Application Firewall (WAF) providing real-time protection against OWASP Top 10 threats (including SQL injection and cross-site scripting). Application-level rate limiting adds an additional defensive layer.
Monitoring & Audit Logging
Security events are continuously logged and monitored with automated alerting. Database-level audit trails track changes to sensitive records, supporting compliance and incident response requirements.
Compliance
Strata is SOC 2 Type I certified, with Type II in progress. We maintain defined data retention policies, structured export capabilities, and controlled data deletion processes aligned with industry best practices.
We understand that public safety data requires a high level of trust. Strata is built to meet that standard.