1
Own the local military recruiting lane early
Establish relationships, awareness, and installation-adjacent recruiting access before nearby agencies create competing SkillBridge pathways.
Fall 2026 Founding Agency Cohort · Research-Selected Outreach
Why PHS contacted your agency
Your agency is one of a small number identified through market data and prior research as having unusually strong potential for a successful, scalable law-enforcement SkillBridge program. PHS considered access to transitioning military talent, limited local law-enforcement SkillBridge competition, recruiting conditions, and the potential to build a repeatable pipeline before reaching out.
Be among the first agencies to build a repeatable military recruiting pipeline.
Police Hiring Solutions is conducting targeted outreach to police departments and sheriff’s offices that appear well positioned to implement a law-enforcement-specific SkillBridge recruiting model for the Fall 2026 application window. PHS expects to select approximately 5–10 Founding Agencies. Founding Agencies receive preferred pricing on PHS’s one-time program-development and implementation fee, first-year ETSOps access, focused implementation guidance, and priority launch support.
One-Time Professional-Services Fee
Covers the defined program-development and implementation scope for the initial engagement.
First Year of ETSOps Included
Founding Agencies receive the program-management platform during the launch year.
Annual ETSOps Thereafter
ETSOps is the only standard recurring component after the included first year.
Confirming interest begins an exploratory conversation only. It does not obligate your agency to participate.
Fall Application Window Opens In
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Weeks
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Days
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Hours
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Minutes
October 1–December 1, 2026
The application opens in October. Founding Agency selection happens before it.
Leadership alignment, legal review, training plans, stakeholder roles, and application materials should be prepared before submission. PHS is limiting the cohort to agencies it can support directly through launch.
Countdown uses 12:00 a.m. Eastern Time on October 1, 2026, as a planning anchor. The SkillBridge program controls official enrollment dates, portal availability, and application processing.
The first-mover advantage
Why an agency should want to be first.
The strongest reason to move first is not the discount. It is the opportunity to establish a scalable local military recruiting position while direct competition remains limited and law-enforcement interest in SkillBridge continues to grow.
A deliberately selected market
Build a local-base advantage while direct competition remains limited.
PHS did not select this outreach cohort at random. We prioritized agencies near military installations where transitioning service members have relatively few established local law-enforcement SkillBridge options. An early agency can become the recognizable local pathway before surrounding competitors build comparable access.
A narrowing opportunity
Interest is growing faster than most programs are learning to scale.
Law-enforcement interest in SkillBridge is expanding, but approval alone does not create a recruiting pipeline. Many agencies still produce only a handful of hires because their programs are rigid, manually administered, disconnected from hiring timelines, or difficult to repeat at volume.
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Build for repeatable hiring—not isolated success
Launch with flexible program design, parallel-process coordination, and operational infrastructure intended to support more than one or two occasional hires.
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Shape ETSOps around real agency needs
Founding Agencies influence workflows, reporting, alerts, training milestones, and management features while the platform continues to develop.
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Receive priority implementation access
Receive focused PHS support through executive alignment, application development, workflow design, staff preparation, and launch.
A brief orientation
What SkillBridge means for your agency.
Agencies do not need to become SkillBridge experts before exploring the opportunity. They need to understand why the program creates a recruiting window that conventional outreach does not.
Authorized career-transition training before military separation
SkillBridge allows eligible service members to participate in approved civilian training and career-transition programs during their final months of active-duty service. During authorized participation, the service member continues receiving military pay and benefits.
Earlier access to qualified military talent
A well-designed law-enforcement SkillBridge program gives an agency time to build a relationship before the candidate separates, enters the open employment market, or commits to another employer.
Introduce the agency, profession, culture, and career pathways.
Begin established recruiting and hiring processes earlier.
Coordinate military transition dates with backgrounds and academies.
Build familiarity and informed commitment before formal training.
SkillBridge creates access. PHS builds the recruiting system that helps the agency convert that access into hires.
PHS brings together former military recruiting experience, specialized law-enforcement recruiting expertise, SkillBridge provider knowledge, implementation support, and ETSOps technology in one operating model.
Recruiter efficiency
Protect recruiter time—and reduce the resources required for every successful hire.
Every applicant consumes agency resources. Recruiter screening, testing, background investigations, medical and psychological evaluations, command review, academy coordination, and administrative processing all carry a cost—whether that applicant is ultimately hired or not. Better-qualified candidates help agencies concentrate those resources where they are most likely to produce a successful officer.
Traditional volume strategy
Qualifying the interested
A broad applicant pool can create substantial processing activity without producing a proportional number of durable hires.
Initial applicants
500
Meet minimum standards
200
Background investigations
80
Officers hired
20
High cost distributed across a large applicant pool
The agency invests time and resources throughout the process, including in applicants who withdraw, fail to qualify, or never reach appointment.
PHS military recruiting pipeline
Inspiring the qualified
A structured military recruiting pipeline begins with service members who already bring a record of service, accountability, and experience operating within standards.
Transitioning service members
50
Continue the process
48
Successfully complete hiring
46
Officers hired
44
Resources concentrated on stronger candidates
The objective is not to lower hiring standards. It is to direct recruiter time and agency resources toward candidates with a stronger foundation for completing the hiring process.
Why candidate quality changes cost
Every unsuccessful applicant consumes resources that cannot be recovered.
The true cost of recruiting an officer is not limited to advertising or recruiter salaries. It includes the cumulative time and expense required to move applicants through each stage of the process. A smaller, better-aligned candidate pool can improve how efficiently those resources are used.
Recruiter screeningInitial review, communication, scheduling, and follow-up
Testing and evaluationWritten, physical, oral-board, medical, and psychological steps
Background investigationsInvestigator time, records checks, interviews, and documentation
Command and administrative reviewDecision-making, approvals, academy coordination, and onboarding preparation
The objective is not simply more applicants. It is more successful hires from every hour and dollar already committed to recruiting.
Police Hiring Solutions helps agencies build a concentrated military talent pipeline so recruiting resources are spent evaluating qualified prospects—not repeatedly processing applicants who were unlikely to become officers.
Police Hiring Solutions doctrine
Inspiring the qualified instead of qualifying the interested.
Explore the philosophy behind our approach
Funnel figures are illustrative examples used to explain the difference between high-volume applicant processing and a concentrated military recruiting pipeline. They are not a guarantee of agency hiring outcomes.
ETSOps program management
The operating layer that protects recruiter time.
ETSOps is a purpose-built law-enforcement SkillBridge program-management layer that synchronizes the agency qualification track with the military transition track—connecting candidate records, testing, backgrounds, command approvals, out-processing, academy alignment, leadership oversight, and DoD reporting in one operating environment.
Recruiter Dashboard
Leadership Oversight
Agency Information
DoD Reporting
Interactive product demonstration
See how ETSOps coordinates the entire SkillBridge pipeline.
Explore recruiter workflow, leadership oversight, agency configuration, academy alignment, and DoD reporting in the same operational environment agencies use to understand the platform.
No login required · Demo data only
Demo data only. This is the same ETSOps master environment used to demonstrate recruiter workflow, leadership visibility, agency configuration, academy alignment, and reporting readiness.
The complete offer
What a Founding Agency receives.
PHS does not stop at application approval. The partnership is structured to give the agency the documents, workflows, technology, and implementation support needed to launch and operate the program.
PHS builds and prepares
- Agency-specific SkillBridge program structure and training plan.
- Application, MOU, and organizational-document support.
- Stakeholder roles, implementation roadmap, and launch materials.
- Agency qualification and SkillBridge workflows sequenced together, with parallel steps where practical.
- Testing, backgrounds, military approvals, academy timing, and bridge-employment alignment.
- Agency-immersion and mentor framework.
- ETSOps configuration to coordinate agency vetting milestones with military approvals and out-processing.
Founding Agency advantages
- Preferred Founding Agency pricing on the one-time program-development and implementation fee.
- First year of ETSOps included; annual platform renewal begins only after the included year.
- Priority implementation guidance and launch support.
- Early influence on ETSOps workflows, features, and reporting.
- Protected preferred renewal pricing during the initial partnership period.
- Potential recognition as an early reference or case-study agency.
A clear pricing structure
One-time professional services. First-year ETSOps included.
The agency pays a one-time professional-services fee for the defined program-development and implementation scope. First-year ETSOps access is included. Beginning after that included year, the only standard recurring charge is the annual ETSOps software subscription.
One-time program-development and implementation fee
The one-time fee covers the defined initial scope: agency-specific program structure, application and MOU support, training-plan development, parallel-process workflow design, stakeholder materials, academy and hiring alignment, ETSOps configuration, staff preparation, and launch support.
First-year ETSOps access is included
The agency uses ETSOps during its initial launch year to manage candidates, transition timelines, recruiter tasks, training milestones, communications, reporting, and outcomes without a separate first-year software charge.
Annual ETSOps subscription begins thereafter
PHS does not rebill the original program-development and implementation scope each year. After the included first year, the agency may continue ETSOps through its annual software subscription.
Future consulting, major expansion, additional pathways, or redesign work outside the agreed initial scope would be separately defined, priced, and approved. Those services are not automatic annual charges.
Selective by design
Founding Agency positions are not offered indiscriminately.
PHS is prioritizing agencies with a meaningful opportunity to build a sustainable military recruiting pipeline, the leadership capacity to prepare for implementation, and a willingness to participate as active development partners.
Leadership interest
Executive and recruiting leaders are willing to explore the program seriously.
Military-market opportunity
The agency can reach a meaningful population of transitioning service members.
Fall readiness
The agency can align stakeholders and decisions before the application window.
Operational capacity
The agency can support participants while preserving established hiring standards.
Collaborative development
Leadership, recruiters, HR, and program users are willing to provide practical feedback that improves implementation and ETSOps.
Shared success by mutual agreement
When results support it, PHS and the agency may jointly document lessons learned or serve as a reference—with agency approval.
A Founding Agency is a development partner—not simply a customer.
PHS contributes program design, application support, implementation structure, technology, and launch guidance. The agency contributes operational insight, stakeholder participation, and practical feedback. Any public reference, case study, or shared success story is developed only by mutual agreement and with agency approval.
Build the recruiting capability before the market catches up.
Become one of the first agencies to establish a repeatable military recruiting model—and help shape the technology designed to manage it.
Selected partnerships are based on agency readiness, military-market opportunity, leadership commitment, reference value, and PHS implementation capacity.