Reach
Postings go where candidates are not
General job boards attract volume, not fit. Agency careers pages are hard to find and harder to apply through on a phone.
Hire at the speed candidates expect.
Police services compete for the same people as every other employer, then ask them to wait months. 1 Bridge Tec HRIS shortens the path from posting to offer — mobile applications, sworn and civilian pipelines, on-site AI screening, and a candidate who always knows where they stand — without giving up the rigour the badge demands.
1application per candidate, completed on a phone
2pipelines — sworn and civilian — with the stages each one actually has
0weeks of silence: every stage change is visible to the candidate
On siterésumé scoring on AI installed at the agency, never a third-party service
The problem
Where public safety recruiting loses candidates
Screening
Manual review does not scale
Recruiters read every application by hand, so qualified people wait behind unqualified ones.
Experience
Silence after applying
Candidates hear nothing for weeks and accept other offers before the first interview is scheduled.
Insight
No picture of the pipeline
Leaders cannot see time-to-hire, drop-off points, or which sources produce sworn members.
How the suite answers it
Reach, screen, and keep candidates — from one record
Three places recruiting breaks, and what changes when the careers site, the pipeline, and the candidate's status all live on the same employee record.
Reach
Meet candidates where they already are: on a phone, at night
Most people who would make good officers are not browsing a police website at their desk. They find the posting on a phone after a shift somewhere else. A branded, mobile-first careers site and one application per role mean the moment of interest becomes an application, not a bookmark.
- Branded careers site for each agency, built for phones first
- One structured application per role, no PDF to download
- Cross-posting to a shared public safety job network, in development
Screening
Screen the way a sworn hire actually works
Sworn hiring is not one interview. It is minimum requirements, written and fitness testing, panel interviews, psychological assessment, background investigation, and clearance — each with its own owner and its own outcome. Applicant Tracking models every stage, so a background unit and an interview panel work the same record.
- Sworn and civilian pipelines with different stages on one system
- Structured screening and panel scoring recorded per stage
- Résumé scoring against the posting on private, on-site AI, with reasons a panel can check
Experience
Nobody hears silence for six weeks
The candidate who accepts another offer usually did not fail a stage. They stopped hearing from you. Every stage change sends a status the candidate can see, recruiters see who is waiting on whom, and the booth conversation at a career fair becomes a record the same afternoon.
- Candidate status visible to the candidate and the recruiter
- Stage-tied messages, so nobody waits without knowing why
- Career-fair and open-house interest captured into the pipeline on the spot
The sworn pipeline
Seven stages a corporate applicant tracker has never heard of
Each stage has an owner, an outcome, and a message to the candidate. Applicant Tracking ships with a sworn pipeline like this one and a shorter civilian pipeline, both configurable to your service.
01
Apply
Minimum requirements checked at submission, so nobody waits weeks to learn they were never eligible.
02
Test
Written and fitness testing scheduled and scored in the pipeline.
03
Panel
Structured interview scoring recorded per panellist.
04
Assess
Psychological and medical assessments tracked with results held under restricted access.
05
Background
The background unit works its own queue on the same record, with its own permissions.
06
Offer
Conditional and final offers issued, accepted, and dated from the pipeline.
07
Onboard
The accepted candidate becomes an onboarding checklist and, on day one, a member 10-8 can staff.
AI assistance, inside your building
Screening help that never sees the internet
With Private AI, recruiting help runs on hardware installed at the agency. No applicant's résumé, background notes, or assessment result is sent to a third-party AI service — and a recruiter or panel makes every decision.
Scoring
Rank applications against the posting
Every applicant scored on the requirements of the role, with the reasons shown, so a panel can agree, disagree, and override.
Postings
Draft the posting in the service's own voice
Job descriptions and postings drafted from your existing roles, policies, and past postings, ready for a recruiter to edit.
Questions
Answer eligibility and policy questions with the source
Recruiters ask how a requirement or a policy applies and get the relevant passage with a citation, not a guess.
See it working
One posting to one offer, in thirty minutes.
We post a role, apply from a phone, score the application, run it through a panel and a background queue, issue the offer, and show the moment it becomes an onboarding checklist. Bring your own job description and we will use it.
Who it helps
Built for the people doing the hiring
Recruiters
Spend time on candidates, not spreadsheets
Screening, scheduling, and status updates run in the workflow.
Hiring leads and panels
See every candidate's stage at a glance
Interview panels and background units work from the same record with their own permissions.
Chiefs and executives
Know the real time-to-hire
Pipeline analytics show where candidates stall and which sources produce members who stay.
Built by the same company
Connected to One Bridge 10-8
A candidate who accepts becomes a member 10-8 can staff. Credentials verified during hiring travel with the record, so the first paid duty or overtime offer already knows what the person is qualified to do.
HRISWho is hired, qualified, and on record
10-8Who is staffed, deployed, and paid for the work
PlatformShared identity, permissions, audit, and hosting
Common questions
Questions recruiting units ask
Can candidates apply from a phone?
Yes. The careers site and the application are built for phones first. A candidate can start, save, and finish an application on a phone without downloading a form, and every status update reaches them the same way.
Does it handle sworn stages like background and psychological assessment?
Yes. The sworn pipeline includes testing, panel, assessment, background, and offer stages, each with its own owner and permissions. Assessment results and background notes are held under restricted access, and a panel member never sees what only the background unit should.
Can we keep our existing careers page?
Yes. Applicant Tracking accepts applications from any careers page that links to it. Many services later move to the branded careers site because it converts phone visitors better, but it is not a requirement.
Will it post to external job boards?
Cross-posting is part of Careers Site and Job Distribution, which is in development, along with a shared public safety job network. Until it is available, postings are published to your careers site and shared by link.
Does the AI decide who gets hired?
No. AI scores and ranks applications against the posting and shows its reasons. Recruiters and panels make every decision, can override any score, and the decision is logged with the person who made it. All of it runs on hardware installed at the agency.
Related
Shorten the path from posting to offer.
See how 1 Bridge Tec HRIS recruits for sworn and civilian roles, with the team that builds it.