Police & Law Enforcement Agencies
Full academy classes. Officers who stay.
A recruiting strategy built for your agency — the right candidates, the right channels, real recruitment films, and a site that turns interest into applications. One plan. One team.
Recruitment marketing built only for public safety.
- Strategy firsta recruiting plan built around who you need to hire
- Two audiencesnew recruits close to home, laterals and veterans nationwide
- Online + on the groundsearch, social, streaming, events, job fairs, outreach
- In-house filmrecruitment films and creative from our own crew
Your first 90 days: from a plan to a pipeline
Build the Recruiting Strategy
We pin down exactly who you need — academy recruits, laterals, dispatchers, transitioning military — what makes your agency worth joining, and where those candidates already are.
Sharpen Your Story
A recruitment film, photography, and ad creative that show the real job and your real officers — plus a recruiting site that answers every question and drives to apply.
Launch Everywhere at Once
Search, social, and streaming go live alongside events, job fairs, and community partners — one message, everywhere your next officer looks.
Double Down on What Works
Budget moves to the channels producing applicants, every application is tracked to its source, and we review the results with you monthly.
What’s in the Plan · Online
Be the agency your next officer can’t scroll past
A recruiting site, real recruitment films, and coordinated campaigns across search, social, streaming, and display — one consistent message wherever candidates are online.
Custom Recruitment Websites
Recruitment-focused websites and landing pages that highlight benefits, explain the hiring process, and guide applicants toward the next step.
Recruitment Film & Video
Authentic testimonials, day-in-the-life videos, and department features that humanize policing and help candidates envision themselves in uniform.
Search (Google & Bing)
When a candidate searches “how to become a police officer near me,” your agency shows up — paid search plus a recruiting site built to rank.
Paid Social
Targeted campaigns on Instagram, Facebook, TikTok, and YouTube put your openings in the feeds of the people you want — not sprayed at everyone.
Streaming & Connected TV
Your recruiting spot runs between the shows candidates already watch on Hulu, Roku, YouTube TV, and Paramount+.
Display & Retargeting
Follow the candidates who visited but didn’t apply across the web until they come back and finish.
What’s in the Plan · On the Ground
And face to face, where trust is built
Events, job fairs, local advertising, printed materials, and community partners put your officers in front of candidates in person.
Dedicated Recruitment Events
Open houses, ride-alongs, and academy info sessions we plan and promote — so candidates meet your officers in person.
Job Fair Participation & Development
We get you into the right job fairs — and build your own when there isn’t one worth attending.
Local Offline Advertising
Billboards, print, radio, transit, and cinema ads placed across your hiring area.
Printed Collateral
Flyers, posters, banners, and handouts that match the campaign wherever candidates pick them up.
Community Outreach & Partnerships
Schools, colleges, trades programs, veteran and faith groups — the places your next recruit already trusts.
Lateral & Military Outreach
Experienced officers and transitioning service members open to relocating — reached where they look, with a message built for them.
Credibility-First Recruiting
Recruit on trust, not just job posts
Today’s candidates are weighing your agency against every other career they could choose. We build recruitment messaging around transparency, professionalism, accountability, and community service — so you attract the people who fit the mission, and keep the officers you hire.
- Credibility-first messagingBuilt for an era of heightened public scrutiny.
- Specialized officer recruitmentLaterals, detention officers, school resource officers, dispatchers, and other specialized roles.
- Retention strategiesInternal communications, recognition, and career-path storytelling that support morale and long-term retention.
- Recruitment strategy & planningMessaging, channels, and timelines aligned to sustainable hiring and long-term agency goals.
The best candidates decide fast. Be the agency they choose.
If your openings aren’t in the feed, in search, and on the screen — the agency next door’s are.
Recruitment films that show the real job
Produced in-house for police departments, sheriff’s offices, and the Marine Corps Police.
Recent Launches
Recruiting sites that turn interest into applications
The landing point every campaign drives toward — built for police departments, sheriff’s offices, and the Marine Corps Police. Launches shown span several years; sites built before the new Responder MAX Public Safety CMS may predate current WCAG requirements — see our ADA/WCAG support.
What law enforcement leaders say
We are seeing more followers and engagement on our social media platforms, along with an increase in local and regional recruiting applications. Responder MAX from top to bottom is excellent — their strategists develop a plan to reach your target audience, and they provide quarterly analytics to show everything is working.
Andre JonesBowie Police Department, MDTrusted by law enforcement agencies
Supporting municipal, county, and state law enforcement agencies of all sizes.
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Questions Chiefs Ask
What to expect from the plan
Which channels will you actually use for our agency?
It depends on who you’re hiring and where. A typical plan combines paid search, paid social, video and YouTube, streaming, and retargeting online — plus recruitment events, job fairs, local advertising, and community outreach on the ground — coordinated so the same candidate sees a consistent message wherever they are. We recommend the specific mix in your strategy session; we don’t force a one-size package.
How do you target local candidates versus out-of-state laterals?
We run them as one campaign with two audiences: a tight geographic radius around your agency for entry-level recruits, and nationwide targeting for experienced laterals and transitioning military who are open to relocating. Messaging and budget are tuned separately for each.
What do you track, and can we see it?
Application starts and completions, calls, and form submissions — set up through Google Tag Manager and GA4 and tied back to the channel and ad that produced each one, including cost per application. You get a live dashboard, not a monthly PDF you have to wait for.
Do you produce the video and creative too?
Yes — recruiting films, photography, graphics, and ad creative are produced in-house. The films on this page are real campaigns we’ve produced for police departments, sheriff’s offices, and the Marine Corps Police. Your data and creative are yours to keep.
How fast can a campaign go live?
Once creative and tracking are in place, campaigns can launch quickly — often within a few weeks of kickoff, depending on video production and any recruiting-site work.
Let’s fill your next academy class
Tell us who you’re hiring and where. We’ll come back with a recommended recruiting strategy, channel mix, and what your first 90 days would look like.