Talent acquisition
Available
Applicant Tracking
Requisitions, structured screening, candidate pipelines, and hiring analytics built for public safety roles.
Learn moreHire faster. Deploy from one record.
Hiring and workforce software built by a public safety company. 1 Bridge Tec HRIS carries a person from first application to active member on one employee record — the same record One Bridge 10-8 reads to staff paid duty, callbacks, and overtime.
1employee record from first application to active member
7modules built around how police services actually hire and keep people
10-8reads the same record to staff paid duty, callbacks, and overtime
On siteAI assistance for hiring runs on your premises, never a third-party service
The suite
Seven modules. One employee record.
Every module is labelled with its current maturity. Available means it is deployable today. In development means it is being built with early customers. Planned means it is on the committed roadmap.
Talent acquisition
In development
Careers Site and Job Distribution
A branded careers experience for each agency, with a shared public safety job network on the roadmap.
Learn moreNew hires
Available
Onboarding
Turn an accepted offer into a deployable member with checklists, hand-offs, and records that carry forward.
Learn moreDocuments
In development
Employee Documents and Forms
Digital personnel forms, routing, approvals, and a personnel file that stays complete.
Learn morePeople data
Available
Core HR
The employee record every other module reads from: positions, assignments, credentials, and work rules.
Learn morePay
Planned
Payroll
Pay-ready time and assignment data flows to your payroll provider today. Native processing is on the roadmap.
Learn moreBenefits
Planned
Benefits Administration
Plan setup, enrollment, life events, and carrier files, designed around public sector and association plans.
Learn more
Why a public safety company
A general HR system does not know what a constable is.
Corporate HR software treats every hire the same. Police services do not have that luxury. 1 Bridge Tec HRIS is built around the parts of public safety hiring and workforce management that generic tools leave to spreadsheets.
Sworn and civilian
Two very different hires in one pipeline
Background investigation, psychological and fitness testing, security clearance, and academy intake are stages in the pipeline, not notes in a file. Civilian roles run a simpler path on the same system.
Credentials
Readiness that expires is tracked before it lapses
Firearms qualification, use-of-force recertification, first aid, and specialist courses are recorded once with their expiry dates, and they decide who One Bridge 10-8 can offer work to.
Work rules
Rank, seniority, and the collective agreement built in
Positions, units, ranks, and ratified rules live on the employee record, so scheduling, callbacks, and overtime follow the agreement instead of relying on someone remembering it.
Scrutiny
Records that stand up to a grievance or a disclosure request
Every hiring, onboarding, and staffing action is logged with who did it and when. Access is scoped by role, and the record is complete when someone asks for it.
Start with the problem
Two challenges most agencies bring us first
Most services do not start with a suite. They start with a hiring backlog or a first shift that arrived before the paperwork did.
Recruiting
Filling public safety roles takes too long
Applications arrive through email and web forms, screening is manual, and candidates hear nothing for weeks. The suite shortens the path from posting to offer and keeps every candidate informed along the way.
- Branded careers site with one application per role
- Structured screening and panel scoring in one pipeline
- Candidate status visible to the recruiter and the candidate
Onboarding
New hires are ready on paper, not in the field
Forms, credentials, equipment, and training live in different places, so the first shift arrives before the record is complete. Onboarding closes every item before day one and hands a deployable member to 10-8.
- Checklists assigned to HR, training, fleet, and IT
- Credentials and certifications captured once
- Readiness passed to One Bridge 10-8 automatically
The lifecycle
From applicant to active member without re-keying
The same record moves through each stage. Nothing is copied by hand into the next system.
01 — Attract
Post and reach
Branded careers pages and job distribution put public safety roles in front of the right candidates.
02 — Hire
Screen and select
Structured pipelines and screening move qualified applicants through interviews, checks, and offers.
03 — Onboard
Prepare
Checklists, documents, credentials, and training hand-offs finish before day one.
04 — Manage
Maintain the record
Core HR holds positions, assignments, work rules, and history as the career progresses.
05 — Operate
Deploy through 10-8
Readiness and credentials flow to paid duty, callback, and overtime staffing.
AI assistance, inside your building
The hiring help other vendors send to the cloud, we install on your premises.
With Private AI, HRIS can score résumés, draft postings, and answer policy questions using models that run on hardware inside the agency. Nothing about a candidate or a member is sent to a third-party AI service, and a person reviews every result.
Screening
Score and rank résumés against the posting
Every applicant scored against the requirements of the role, with reasons a panel can check and override.
Postings
Draft job descriptions in the agency's own voice
Postings and descriptions drafted from your existing roles and policies, ready for a recruiter to edit.
Policy
Answer HR and procedure questions with the source attached
Staff ask how a policy applies and receive the relevant passage with a citation, not a paraphrase.
See it working
Thirty minutes from posting to first shift.
We walk one candidate through a live pipeline: posting, screening, panel scoring, offer, onboarding checklist, and the moment 10-8 sees them as ready for work. Bring your own job description if you like.
Built by the same company
Connected to One Bridge 10-8
An agency should not have to explain to its staffing system who it just hired. HRIS records — position, credentials, work rules — are the same records 10-8 reads when it offers and fills work. That is the reason One Bridge Tec builds both.
One identity
A member is created once. Roles and permissions carry into 10-8 without a second account.
Readiness, not paperwork
Credentials, certifications, and work rules recorded in HRIS decide who can be offered a paid duty or callback.
One audit trail
Hiring, onboarding, and staffing actions sit in the same log, so a question about a member has one place to look.
One partner
Security, hosting direction, implementation, and support are shared across both products.
Who it is for
One system, five people who stop chasing each other for the record.
Chiefs and executivesVacancy, pipeline, and readiness in one view
HR directorsComplete records without re-keying
Recruiting unitsEvery candidate's stage and next step
Training and standardsCredentials tracked before they lapse
Staffing sergeantsOnly eligible members offered work in 10-8
Common questions
Questions agencies ask about 1 Bridge Tec HRIS
Why buy HRIS from a public safety company instead of a general HR vendor?
Because a general HR system does not know what a constable is. Sworn hiring has stages a corporate pipeline never models: background investigation, psychological and fitness testing, security clearance, and academy scheduling. Readiness depends on credentials that expire, such as firearms qualification and use-of-force recertification. Work rules follow rank, seniority, and the collective agreement. 1 Bridge Tec HRIS is built around those realities, and it feeds them directly into One Bridge 10-8 so the people who are qualified to work are the people who are offered it.
Is this a brand-new product?
No. The Available modules — Applicant Tracking, Onboarding, and Core HR — are built on a mature HR platform that One Bridge Tec has adapted for police services and public safety organizations, and they are delivered under the One Bridge Tec platform with its security, permissions, audit, and support model. The In development and Planned modules are labelled that way so you can plan around what exists today.
Do we have to buy the whole suite?
No. Most agencies start with Applicant Tracking and Onboarding, add Core HR, and phase in documents, payroll, and benefits as those modules reach availability.
Can it replace our current HR system?
Available modules can replace applicant tracking, onboarding, and employee records today. Payroll and benefits are planned; until then, HRIS exports pay-ready data to the provider you already use.
Where is the data hosted?
One Bridge Tec plans deployments around public-sector requirements and confirms residency with each agency. Agencies that need on-premises processing can pair HRIS with the Private AI infrastructure described on the platform page.
How does it relate to One Bridge 10-8?
They are sibling products from the same company. HRIS is the system of record for people; 10-8 is the system of record for paid duty, callback, and overtime operations. They share identity, permissions, and the employee record.
Related
Hire, onboard, and deploy from one record.
See applicant tracking, onboarding, and Core HR with the team that also builds your staffing system.