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description=Attract and hire top candidates with Performance Protocol s recruiting technology and recruiter training built for modern public safety agencies.;

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Text of the page (random words):
law enforcement recruiting solutions performance protocol p2 recruit develop retain the protocol about faq sign in book a demo p2 public safety hcm lat 33 36 n lon 111 91 w tempe az status operational recruit develop retain the protocol faq sign in book a demo strata workforce intelligence fully staffed starts here strata is the hiring pipeline and workforce intelligence platform built for law enforcement see your numbers move your candidates fill your ranks tracked in strata agency staffing readiness live authorized 1 420 filled 1 236 vacant 184 87 staffed the gap 184 unfilled without intervention attrition outpaces hiring the gap widens another 9 over 24 months start here 01 the problem why the status quo fails 02 strata highlights the core features 03 why strata wins today vs strata the problem most agencies have no idea government job boards repurposed corporate software frustrating applicant tracking systems and endless spreadsheets a stack of tools built for other jobs none of them built for yours and none of them talking to each other open each box below see how many questions you can answer click each to expand problemthemes see how strata turns every one of these into an answer meet strata one operating system for public safety staffing eight connected capabilities one pipeline strata gives command staff control of recruiting from first contact to career outcomes and gets smarter with every class you run single source of truth 01 pipeline visibility control see and control the whole pipeline run the pipeline your agency actually uses and read your staffing position straight off a screen custom workflow stages build the pipeline to match your real process application background poly academy so candidates move through the steps your agency actually uses not a generic vendor template real time candidate status see exactly where every applicant stands at any moment so command staff read the staffing answer off a screen instead of chasing it down strata v4 2 sys pipeline active pipeline 140 12 this week lead 47 dr 2d ma 5d tc 1d application 38 dr 2d ma 5d testing 24 dr 2d ma 5d background 16 academy 9 hired 6 drag to advance stages configured for your agency strata v4 2 sys conversion stage conversion worst drop testing background applied 420 100 tested 298 71 29 background 181 43 39 conditional 122 29 33 academy 92 22 24 02 stopping the drop off find the leak keep recruits warm pinpoint where candidates fall out and give the ones you want a reason to stay stage level attrition tracking pinpoint the exact stage where candidates stall or quit so you fix the leak instead of guessing why the class came up short candidate experience engagement give applicants a fast responsive respectful process with timely updates and no dead air so good recruits stay warm instead of drifting to a faster agency 03 forecasting planning walk in with a number not a hope project who reaches the street and know exactly where the process drags headcount class forecasting project how many recruits reach the academy and the street so you walk into a budget meeting with a defensible number instead of a hope time to hire analytics measure how long candidates spend at each stage so you know where the process drags and what it is costing you in lost applicants strata v4 2 sys forecast sworn strength 12 mo projection authorized 1 420 projected filled authorized proj hires 96 next 12mo proj attrition 72 retire resign net 24 to strength strata v4 2 sys targeting 92 match candidate cand 8472 profile high retention lateral prior service local ties fitness top converting sources employee referral 31 regional academy 22 job fair asu 14 04 targeting the right recruits spend effort on the recruits who make it screen for who succeeds at your agency and report it up without losing a week ideal candidate profiling define and screen against the traits of the recruits who actually succeed at your agency so you spend effort on the applicants most likely to make it to the street and stay there command staff dashboards stakeholder reporting give leadership a top level view of pipeline health and generate the numbers for councils budget hearings and grants on demand so reporting stops eating your recruiters week 05 process accountability nothing sits in limbo route the work to the right person and enforce the steps under pressure auto assignment task ownership route candidates and tasks to the right person automatically so nothing sits in limbo because no one knew it was theirs stage gated checklists enforce that each step is complete before a candidate advances so background packets and requirements don t get skipped under pressure strata v4 2 sys tasks auto assigned cand 8472 1 overdue schedule polygraph sr 2d verify references dp 1d background packet ic sla 3d stage gate packet must clear before academy strata v4 2 sys outcomes retention by cohort 3 yr 88 strata cohort prior baseline enps 42 18 yoy early exits 6 0 2 yr flagged 11 at risk 06 beyond the hire retention outcomes connect who you hired to how they did follow recruits into their careers and get ahead of attrition post hire career tracking follow recruits past the academy into their career so you connect who you recruited to how they actually performed and recruit smarter next cycle retention insights surface the patterns behind who stays and who leaves so you stop treating attrition as a surprise and start getting ahead of it 07 the intelligence layer smarter every cycle your numbers sharper every class every class teaches the system your real conversion so each cycle sharpens the next predictive pipeline modeling every class you run teaches the system what your real conversion and drop off rates look like so forecasts stop being industry averages and start being your numbers and they get more accurate with each cycle closed loop recruiting intelligence strata connects who you recruited to who made it through the academy stayed and performed then feeds that back into ideal candidate targeting so each hiring cycle sharpens the next instead of starting from scratch strata v4 2 sys intelligence forecast accuracy by cycle 78 91 21 22 23 24 25 recruited academy retained targeting closed loop each class sharpens the next 9 41 strata field capture lead name m alvarez phone 480 555 0148 source job fair asu stage lead add to pipeline entering new prospect added to pipeline m alvarez cand 8472 lead application ma m alvarez calling 00 12 call logged to record ma m alvarez messages thanks for stopping by our booth of course when s the next test date this saturday 8 am i ll send details texts logged to record new email to m alvarez next steps in your application sent delivered email logged to record pipeline capture tasks me 08 in the field the recruiter app the pipeline in your recruiters hands capture and advance prospects on the spot before the lead goes cold recruiter field app put the pipeline in your recruiters hands at job fairs campuses and academies capture prospects log interactions and move candidates forward on the spot so leads get entered while they are hot instead of dying on a business card in a glovebox candidate communications hub calls texts and emails happen inside the app and log automatically to the candidate s record so every conversation is captured and the whole file stays organized in one place download on the app store get it on google play captures sync to strata live the difference today vs strata what you run today spreadsheets neogov guardian workday custom workflow pipeline neogov generic stages built for civil service forms or other uses not hiring your process your stages one pipeline every candidate tracked from application to academy and beyond command staff picture workday style reports built for hr not command staff or leadership live authorized vs filled vs vacant any time academy class fill you learn the class is short after it s too late forecasted fill with confidence ranges months ahead of time recruiter performance no accountability no set goals or kpis nobody owns the candidate every candidate owned followed up and measured recruiter performance tracked candidate experience application portals feel like a dmv form major turn off a fast guided journey that respects the recruit s time and is mobile optimized time to next step days of silence guardian background handoffs stall applicants lose interest automated follow up the second a stage clears applicants in constant contact lead source roi clicks and impressions you can t bank know where hires originated from which strategies campaigns produce actual results let data drive strategy process bottlenecks you feel slow but can t prove where time in stage exposed for every step staffing forecast a guess that ages out in a month 12 36 month attrition adjusted projection for overall agency staffing levels academy attrition early warning you find out at the exit interview at risk officers flagged months before they quit with course correction career development ad hoc if at all depends on the supervisor structured growth paths that give people a reason to stay attrition insights anecdotes and hallway theories cliché answers like pay or bad culture attrition drivers modeled across the workforce get the real no b s answer single source of truth does not exist any data is fragmented across disconnected tools recruit develop retain in one operating picture visible to all user experience employees use these systems begrudgingly user friendly intuitive design people actually want to use your current systems simply tell you who applied strata tells you whether your staffing strategy is working recruit develop retain see if strata is a fit for your agency get fully staffed stay fully staffed book a demo read the faq 1305 w auto dr tempe az 85284 info performance protocol com 1 480 442 4447 about about us contact faq s our solutions the protocol aptitude strata training readiness request briefing 2026 hundred 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