Prepare to unlock the secrets of innovative law enforcement recruiting with Jake Peters from SAFEGUARD Recruiting, whose fresh perspective on law enforcement recruitment is nothing short of revolutionary. Jake's journey from a business graduate to a recruitment guru demonstrates the transformative power of cross-sector skill transfer. With co-founder and former law enforcement officer Doug Larson, he's not only tackled the turbulent trucking industry but is now reshaping the law enforcement recruiting landscape through a potent mix of technology, traditional methods, and sheer ingenuity that is staffing agencies to the fullest in the toughest time within the profession. This episode is a treasure trove for leaders in any field facing hiring hurdles, offering a roadmap to success where many see dead-ends.
Jake's commentary, backed by case studies from SAFEGUARD Recruiting, challenges the status quo and urges decision-makers in law enforcement to take a hard look at their recruitment strategies. The episode is a clarion call for leadership to pivot towards strategic, informed choices that have been proven to work, even with limited resources.
For those ready to leave outdated methods behind and step into a future of effective recruitment, Jake Peters offers an indispensable guide.
You can contact SAFEGUARD Recruiting for a free analysis of your current recruitment strategies.
You can read Shiny Objects (mentioned in episode) here.
Today’s episode is brought to you by Officer Privacy! OfficerPrivacy.com is an LEO-owned company that scrubs your private information from the internet so you and your family don't have to worry about crazies or criminals showing up at your front door. The best way to reclaim your privacy going into 2024 is to use Officer Privacy. You won’t regret it!
Prepare to unlock the secrets of innovative law enforcement recruiting with Jake Peters from SAFEGUARD Recruiting, whose fresh perspective on law enforcement recruitment is nothing short of revolutionary. Jake's journey from a business graduate to a recruitment guru demonstrates the transformative power of cross-sector skill transfer. With co-founder and former law enforcement officer Doug Larson, he's not only tackled the turbulent trucking industry but is now reshaping the law enforcement recruiting landscape through a potent mix of technology, traditional methods, and sheer ingenuity that is staffing agencies to the fullest in the toughest time within the profession. This episode is a treasure trove for leaders in any field facing hiring hurdles, offering a roadmap to success where many see dead-ends.
Jake's commentary, backed by case studies from SAFEGUARD Recruiting, challenges the status quo and urges decision-makers in law enforcement to take a hard look at their recruitment strategies. The episode is a clarion call for leadership to pivot towards strategic, informed choices that have been proven to work, even with limited resources.
For those ready to leave outdated methods behind and step into a future of effective recruitment, Jake Peters offers an indispensable guide.
You can contact SAFEGUARD Recruiting for a free analysis of your current recruitment strategies.
You can read Shiny Objects (mentioned in episode) here.
Today’s episode is brought to you by Officer Privacy! OfficerPrivacy.com is an LEO-owned company that scrubs your private information from the internet so you and your family don't have to worry about crazies or criminals showing up at your front door. The best way to reclaim your privacy going into 2024 is to use Officer Privacy. You won’t regret it!
Welcome to Courageous Leadership with Travis Yeats, where leaders find the insights, advice and encouragement they need to lead courageously.
Jake Peters:
Welcome back to the show. I'm so honored you've decided to spend a few minutes with us here today and this is actually a special episode. We, of course, release our episodes every week, usually Monday or Tuesday of every week. We have a brand new website now where all those episodes are on YatesLeadership. com, and I know you can grab it on Spotify or Apple and if you're doing that, great, keep doing that. That's the way you'd like to listen to it. Hit that review button, give us some comments, because now this website pulls all that in. It's kind of a one stop shop for all of them, if you wanted to research some of them. So thank you for doing that.
Jake Peters:
And this is a special episode today because it's urgent and we're not going to put this in the hopper for down the road in the year. We need to get this information to you and I'm so honored that we have Jake Peters with us here today. He first began working in the recruiting space in 2018 in the challenging area of recruiting in the trucking industry. Peters novel approach to bridging technology, online marketing and traditional recruiting methods created a high level of success and he has brought those skills to safeguard recruiting to help the law enforcement profession. Jake has a master's degree in business creation from the University of Utah. He is spending a few minutes with us here today. Jake Peters, how are you doing?
Travis Yates:
I'm doing great. Travis, thank you for that kind introduction.
Jake Peters:
Well, I think people that have been listening to me for a few years now knows that I love your company. I've seen all the people out there trying to do recruiting and you guys are doing stuff so different and so special. But it's been a slow go because it's you and I know Doug and you guys have a handful of other folks that help you out, but it's been slow. But I think law enforcement has kind of been slow to come to you because everybody that's been working with you guys I know loves you guys. You guys share that with me all the time.
Jake Peters:
But before we get to all that and people need to listen to this because you're going to get some gyms today just kind of tell us how you got here. I mean, how in the world is Jake Peters? You're a young kid, you're handsome, if you don't mind me saying, and you're, you know you're. You're out of college a few years ago, you just got your graduate degree and you don't have any law enforcement experience. But you're the technology guy, kind of the kind of the the cog behind the scenes of this safeguard recruiting man. How did you get there?
Travis Yates:
Yeah, so you mentioned my co-founder, Doug Larson. He and I were working together in the truck driver recruiting space. We just met through another colleague but there we were seeing the average turnover for these trucking companies is 100 percent. Company has 100 drivers. Over the course of the year they're going to have to replace all 100 of those drivers, essentially. And so we really were honing our skills together, competing with a sister company where we were helping carriers hire and, like you mentioned, bringing in technology into recruiting for them.
Travis Yates:
And while we were doing that, doug spoke a lot Connections from his law enforcement career and he was sharing what we were doing for trucking this in casual conversation. He and I got dragged into this. I mean, they were there, people in law enforcement like, oh, like we haven't seen anything like this, like we need help with recruiting and you guys have this unique background in trucking which no one that we've seen in law enforcement recruiting has the same experience we have. You guys got to come in, you got to bring these solutions to us, so started in truck driver recruiting and got to go drive in law enforcement recruiting because of Doug's law enforcement career and just been going at it now for almost two years.
Jake Peters:
Well, that's fascinating because you know we'll get into marketing companies in a minute, because you make it very clear hey, you know how to market, You've got the people to market, but you recruit If you need people. That's what you do and that's sort of an issue going on right now. We'll get to that. But is that what the trucking industry was doing? Like, if you're saying a hundred percent turnover, you're talking about getting thrown in the fire, right, you guys? Right, you're probably learning more in such a short amount of time because of that. What were they doing so wrong before you guys came in, where you were able to give them so many solutions?
Travis Yates:
Right. So when you're talking about the trucking market, it's important to note that the country's short 60,000 drivers and the number is increasing every year. The biggest thing that we see is these trucking companies. They don't have the technological skills to get drivers interested in their positions now, and so they rely on these database companies to send them essentially interested drivers in their area. But the database companies they're sending these same names to every trucking company that's hiring in that same area. So it's just a war of phones, just people trying to call and contact.
Jake Peters:
Yeah, so it's like a massive email list right, so they're selling the email list to all the different companies and then, once you have the name, it's how do you deal with that name? And that's probably what you've seen in law enforcement as well. So carry on about the trucking industry. We want to convert this over to the problems in law enforcement right after that.
Travis Yates:
Yeah. So really the big thing that Doug and I worked on with the trucking industry is let's get the drivers interested in the specific client. Let's not mass sell the list, and then let's work with the trucking company to, like you said, once you have that name, you know the driver's interested in you. How are you actually going to hire that person? What are your processes there? You know how many times you're calling. Are you texting them, emailing? What's your contact rate? Essentially working with the truck driver recruiters for these carriers and turning them into salespeople. And if they have higher quality leads and a higher quality sales process, they can hire more and more efficient, rate more effectively, and so we're trying to bring that same sort of mindset to the law enforcement community.
Jake Peters:
Well, it's such an amazing learning curve that you guys were able to do, because I would imagine the truck driving industry is like hey, we don't care about a website, we don't need some video or commercial, we need people.
Travis Yates:
And is that kind of the impression you?
Jake Peters:
got from them.
Travis Yates:
That's exactly what it is. It's almost I know we're gonna touch on it but the opposite law enforcement. So the trucking industry, a lot of our clients, don't even have a Facebook page. They have no Instagram presence. They don't even know what TikTok is.
Jake Peters:
Let me get this straight Jake you, even though they don't have a web presence, you were sending them people.
Travis Yates:
Yep, helping them hire. It's all about names and you can use, we'll talk about it. But recruiting is a little bit different than marketing, and so we just meet these carriers where they're at and get the names of what they have. We don't work, focus on creating the flashiest video or a new website for them, because they don't care about that, it's not essential to their business and we can help them hire without that type of marketing materials.
Jake Peters:
Yeah, if you're just listening to us, we're speaking to Jake Peters. He's given us a master's class in recruiting and man law enforcement needs it. You need to stay tuned to this because it's hot already. Jake, so you're doing, you're plenty busy over in the trucking industry and Doug showed me some of your clients. You were real busy, you were doing very well and of course, you say you were drug over to law enforcement, probably because you don't have time for that. You're really busy now.
Jake Peters:
But I tell you what I gotta thank you because I've seen some of the success you had and I know you've shaken your head at some of the things you've seen in law enforcement and I think people that are in law enforcement and this knows we're always behind the curve. We were the last in the business world to get emails and computers and here we are in recruiting. That's kind of the Y2K of the day. This is a crisis and we're behind the curve. The truck driving industry they're caught up. Organizational businesses are caught and here we are behind the curve. And you saw tons of issues with law enforcement. Thought they were recruiting but they really weren't Kind of explain that to us.
Travis Yates:
Yeah. So one thing I will say that law enforcement has going for them is they do recognize the issue and there's a lot of people putting in effort. The biggest issue that we're seeing, however, is almost the opposite of the trucking industry. Trucking is all recruiting, no marketing. Law enforcement, from our experience, has been all marketing and almost no recruiting, and so we'll run into departments where they've spent over $100,000 just a couple of years ago on high end professional videos, a new website, outreach the works right. They really devoted a lot of resources to this.
Travis Yates:
Two years on the road, they say it's outdated and the outdated video is why they're not hiring the outdated websites, why they're not hiring and so they need to put another 100,000 into their marketing. And we try to come in and reach these people and say, no, it's not a marketing problem, we have a recruiting problem.
Jake Peters:
Yeah, I know you've had a hard time selling that to a lot of these agencies because you know I wrote an article. You guys told me this story a few months ago. I wrote an article called I believe it was Shiny Objects. I'll put a link down in the show notes today and it was about how we like cool things. Right, we want a cool video, we want a cool website and I get it. Man, there's no reason why we shouldn't have that. But we can't mix and match. We can't think by doing that you're solving a recruiting issue and I know in my agency that's what I saw. We bragged about web hits. Other agencies they brag about web hits and you guys go web hits don't matter. You proved it in the trucking industry. I mean, what matters is are you getting people?
Jake Peters:
And it's really amazing to me that after all the money spent, all the money spent in the last few years on on what's essentially marketing, that thing's recruiting and the recruiting stuff is still a problem and they're going back to the marketing. And so you guys have been just trying to educate people. I know, as you came out with this, you know you broke, you branched off from your trucking side to go to law enforcement. You've been on a big education campaign. Is that working for you? Have you seen any success with that?
Travis Yates:
Yes, we have. We've seen and we worked with everything from corrections to law enforcement in the south, to Midwest, the northeast, and we've just been taking the materials they have and generating names at different price points. You know different budgets, similar to trucking. You know, doug and I, this philosophy that we're going to meet the departments where they're at and we work with what they got, the budget. You know the spending processes they have in place and we're providing results for people. You know the scenario you name it, the hiring scenario, and we're getting them. We work with one corrections department. They usually had one training day per month this is in Illinois, one training day per month and they were struggling to get people to show it for that and just after a month of working with Safeguard, it had run two fully loaded training days Each month. They work with us.
Jake Peters:
Well, Doug was showing me some of your numbers and you know, let me.
Jake Peters:
I want to give people behind the scenes of what's really going on out here, and I think Jake's going to be nice about it. I've talked with you guys a lot because I care about this and and here's what's going on the law enforcement agencies are being scanned by the marketing agencies. Most of the marketing agencies I know you guys have you know, you guys know most of these players. Jake, I know you've put on, you've put in bids against most of these players, so you know what most of them are. Most of them are marketing companies. They market for businesses. That's where the money is. So they they go in for a business. They'll, you know business is going to give them $50,000 or $100,000. They'll do the website stuff, they'll do the video stuff. They'll, they'll, they'll see things on the line for them. You know, and that's what they do is how they make money and there's a huge market for that. You know I see these places charging agencies 30, 40, $50,000 for a website. Well, jake, you and I both know I won't give the retail level, but I know what the operational cost is. I'll just give you an example. If you have a web guy on salary making a decent salary for probably a part-time web guy, $30, $40,000 a year. He's already. You know that's costing you less than $2,000, $6,000 of his time, right. And so when they're charging these agencies 10, 20, $30,000, they're. That's a huge market. Same with video. If you have a videographer on staff, they're getting paid, you know, either hourly or for the year, and you're charging 35, 40,000 for a couple of videos. Meanwhile, this, this cap, made $1,200 bucks doing a video for you. Hey, it's a great business model.
Jake Peters:
I'm not saying they shouldn't be doing it. What I'm saying is, if you're in law enforcement and you want the cool video, you want the cool website, you want people, that's fine. I wouldn't pay that kind of money. You can get that done elsewhere. But because you guys do that you love to do that, jake because you make a ton of money. But what's your but you're? You're actually being honest about it. You're saying of course we can do the website work. Anybody can, for the most part. Of course we can do the, the general, all this different stuff, but your processes drives recruiting, not the, not the appearance, right. And so you guys go in behind the scenes, even after people have spent tons of money on marketing, and you fixed the processes and you actually start giving them names.
Jake Peters:
And Doug showed me you guys have case studies on your website, safeguardrecruitingcom, where you've taken you've taken the name of the department off, but you've, because you give these folks a dashboard, right, jake, where they can see all the people coming to them, from what parts of the country they're coming in their edge. All this. It's amazing. When I've seen it, well, they, these are on the website, folks, and I look at some of those and I call Doug when I saw him and I go this can't be accurate. You guys are dragging in people at now. I know you don't want to talk about price here, jake, but I mean, some of these case studies are amazing. I could spend $7 and get a recruit what? Yeah? And you guys are literally sending, depending on the package they buy. You're literally sending them hundreds of names, sometimes in a week right, even less four days.
Travis Yates:
You get 200 names. Oh, I know what department you're talking about.
Jake Peters:
You guys told me that before we got on the phone Big department, large department, top 10 city. Okay, I'm not going to give too much away. And you sent them. How many names in four days?
Travis Yates:
I believe the number was 209. Oh my gosh.
Jake Peters:
So at the end of the month they're going to get like thousands or so Dude. And let me tell you something that's how it's done. Now, once they get the names, jake, law enforcement's going to have a different mindset because you can give them the names and we'll talk a bit of a minute how you're doing it. You probably won't give it all away, but it's amazing, because what you're doing I mean folks, if you're having troubles recruiting, I'm telling you right now stop, you're not having troubles, you're making the wrong decisions. Don't get arrogant and think you can do this. We're not experts in recruiting. We never have been. We just never had to recruit, okay, until now. So now that we have to do it, let's get this right.
Jake Peters:
Folks, this is not a activist problem or lawyer problem or defund the police problem. This is a leadership problem. You just need to make the right decision. And maybe you're thinking well, I can't spend that kind of money. Well, first off, you will, because if it's not a website video, you will. But, jake, when I'm telling people, with seven bucks a person, just do the math on how much money you need to get you 50, 60, 70, 100 candidates, I mean it's amazing to me how easy you guys have made this look and how you don't have 5,000 clients right now. What I mean? What do you think is going on there?
Travis Yates:
That's a great question, Travis and I have been trying hard to figure that out. I think there's a big thing is education. We do see a lot that people. The assumption is, if we spend more in the flashy stuff like you're mentioning the website, the videos recruits are going to find us and they get these big grants from the state and the budget. Like it makes sense. You want to show them something cool and so we've been.
Travis Yates:
I think our biggest hurdle has been educating people that you can spend a hundred thousand another video, but Really we need to focus on getting names in the door and you know recruiters calling these names and Officers. You know following up and building almost I use the term sales process, but a recruiting process. You know you can't just treat somebody who sends you the information. You know call them ten days later, call them a month later. That's not going to be success. It doesn't matter how cool your video is. So I think the biggest hurdle we face is an education and Education process trying to share with people the difference between recruiting and marketing and get them to see Kind of our vision of how we can get results with what you already have.
Jake Peters:
If you're just listening to us, we're talking to Jake Peters, who is just an expert in law enforcement, recruiting. And Jake, I have another theory. Yes, I think education is an issue. I think there's a couple other theories that are possible. I think, just like everything, it's law enforcement slow to come on. You know, they start talking about body cameras or like what? No, no, no tasers, no, it said, takes a while. We're kind of in the middle of that with alternative shifts right now. Right, 12 hours shifts, 10 hours shifts I won't say work at home, because we don't want to get that opportunity, but but we're a little bit slow. We get there, but we're slow. And so you guys thought, okay, let's, let's educate, let's speed that along, and I think you probably have made progress. But my other theory is this I think many, not many, some police departments are just lazy. You know, and you're you're right.
Jake Peters:
The chief of police gets a $200,000 grant on recruiting and he just, you know, slings it to the recruiter, who doesn't know anything about recruiting and marketing. He's just the pretty face of the department, maybe, maybe making a few Facebook posts and the guy goes. I've always wanted a fancy website. We always wanted a fancy video. Now we have the money to do it right and they and they only have the knowledge of that. So that's, that's the other one, instead of just diving into research, because you guys have put a bunch of training out. You got much training videos, you got a bunch of training articles. You guys do on-ground seminars. So I mean there's nobody out there doing what you guys are doing on education. So I applaud you, for that's how I've learned most of what I know and I've seen it work. You know you can tell me something all day long, but then when you see it work, I get those from my seminars all the time, or I get calls later man, I can't believe this actually happened and you said it would happen. So that's good validation. You guys have had the validation. But Thirdly, I think Not only are some leaders just lazy, don't understand.
Jake Peters:
I think the education part is also important. But I think there's almost this we throw our hands in the air and say, well, we tried, because you're right, they've a lot of people put effort in. Well, we try, we try. It didn't work. So now we'll just reduce services, now We'll just reduce entry standards.
Jake Peters:
And listen, I think people also just don't believe it, jake, when I say, hey, seven bucks, and you've done better than that. Actually, seven bucks, tim, and you get people. So you spend a thousand bucks. You're liable to get four or five hundred people, I don't know, it all depends, right? I think literally people don't believe it because I know, I know departments that were recruiting Four or five hundred people a year Three years ago. They're down with 175. Like they don't believe it. They just think there's just no way, there's something broken all together.
Jake Peters:
And what you're saying, jake and I want people to understand this, this is legitimate. If somebody calls you today, jake, and says I'm just gonna throw us out there, I'm uh, I could make a sub because I know it's not true the Los Angeles Police Department calls you today and says, hey, we're gonna be down 2000 people in two years, and that's that's actually in a lot of big cities that they're projecting, projecting these huge numbers leaving, and some of them are already down, like Baltimore and stuff's already down, plus a thousand. What you're telling, what you're telling me, is, if they call you and go, jake, we need two thousand bodies in the next 12 months, and what you're telling me is that's not a problem. That's what you're telling me, isn't it? Yeah, pretty much yeah. And listen, let me tell you why it's legitimate folks, I have seen it with my own two eyes. It's amazing to me. The answer is right in front of our face. And you know, I mean, and Jake's not running around the country with multi-million-dollar marketing budget to let people know who he is. But, man, I'm telling you right now this is the answer and I can't believe. I'm looking at and Jake, I know, I know what you're gonna say here.
Jake Peters:
People, we're gonna get into processes a little bit, but we're not giving it all away. You, they can give you a call and talk to you. I mean, I know you have helped people for nothing. You've answered emails, so you guys are very available. You've done webinars. You've got a whole training series out there that I know I helped you with because I was so fired up about it, and so just go to the website If you have questions. They're not asking for money, folks. I have been.
Jake Peters:
I have been telling Doug this For for years. You guys are. You're killing yourself because you guys actually work on month to month contracts Like you. Don't even ask him to sign up for a long contract, do you? No, we don't, yeah, yeah, folks, we're a bunch of idiots. If we don't call safeguard up right now, if you are down, six people, and you don't know what you're doing, just call them, because you're gonna give them an answer, aren't you, jake? You're gonna say, well, this is what it's gonna cost to get you these people. Now, if somebody needs, let's go back to our 2000 people, let's go back to our 2000 people. That's extreme, our 2000 people. You don't. You don't have to just, you don't need to give them just 2000 people. You've got to give them more than that. Why is that?
Travis Yates:
Yeah, so it all comes down to closure rate. So say, your recruiters are hiring about five percent of the Leads that come into your department or the candidates that come in what? I'm not sure what that math is, but you're gonna need 20 times that, 2000. So you need Is that 40,000 names, that a 5% closure rate over two years To fill that 2000 spot.
Jake Peters:
So you have two goals. When you tell me that so you got to deal with the number of staff, they're down and you got to deal with the closure rate, makes sense, right, right? So first question If Philadelphia police calls you and says our closure rates 5% were down 2000. Or Los Angeles or whatever big city you want to make up, if they call them, tell you that and they say and you tell them you need 40,000 people and they go. Is that possible? What's what answer you're gonna give them?
Travis Yates:
Over two years, that's easy.
Jake Peters:
It's crazy man. And let me tell you I know for a fact. That's true and that's what I think. I think actually, a lot of people don't hire you because they don't believe you, because we're so used to being scammed, right, folks? I'm telling you you go to safeguard recruiting calm, I'm only fired up and you can tell I am because I'm so happy. The answer is here because I got you know, I've I've got so many friends in the profession. I've seen what's happening in the profession based on lack of staffing. My still live in this country, in the city and community. I got kids. I want law enforcement to be fully staffed. And and here it is, right in front of you, and you say it's easy. Well, it's easy for you, but you sling 40,000 people to department xyz. That ain't gonna be easy for them, and that's what you talk about. Closure, right, because it wouldn't be cool if you didn't have to send them 40,000. You could send them 20,000, right? Or 15, because that's that's better for them. It costs less.
Jake Peters:
It's more efficient. They don't have to work as many candidates, so that that entails increasing the closure rate. What's the national average on closure rates and where do you think you can get that to if they implement your processes? I?
Travis Yates:
Believe, the national average is four to eight percent, if I'm correct. Now that's industry-wide right, so it's probably somewhere in the middle for law enforcement as well right and and we think we can get that up I mean easily 10 to 12 percent, with just you know accurate or not accurate, but adequate Follow-up and contact rate, just simply increasing that yeah so.
Jake Peters:
So I tend to agree with you. In fact I I know some closure rates from some folks I've been talking to about this and you're right, I think it's four or five, six percent typically. It's kind of weird. They're all about the same about what department you talk to. So that's on the process in more than likely right. And so if you were to give it just just one tip to an agency, what? What makes the difference on that closure rate? Because there's there's a bunch of different sections.
Jake Peters:
This is why marketing doesn't work. First off, marketing is not recruiting. It never was. It's about recognition and and what people think about you right Now, that's fine, if law enforcement wants to do that, we should have a component of marketing. But when we're, when we're sucking wind on recruiting, it seems crazy to me we're not making that a priority, and maybe we think we are because it's shiny and we like it, stuff. But but here's the answer, right, it's amazing to me. And when people think, if people are setting their thinking, it's gonna cost millions of millions of dollars, jake's not gonna tell you, but I'm gonna tell you right now. You won't even believe what it would cost you. In fact, for most departments, jake, you don't even have to go through a bit process. You're so cheap, which is amazing, right.
Travis Yates:
We worked with departments through, yeah, various purchasing methods. So no bid. You know, if the chief has a limited amount of budget to work with the trial run, we'll meet you where you're at.
Jake Peters:
Yeah, no one, no one's offering that. So that's, that's awesome. So, as far as processes go, what's the one thing? What makes the difference on closure rate? Because if we can increase the closure rate, it's fewer people you have to, you know, work you don't have to do, fewer background checks, fewer everything. That's going to save you money all across the board, not only with the company you're using, but also the manpower it takes or staffing it takes to work those candidates up. So what's the one thing that makes a difference on closure rate? Just give them one. I know you guys, you guys increment, you plug together a whole bunch of processes that make this thing skyrocket, but just give them one. If they want some more days, they're going to have to contact you.
Travis Yates:
Yeah. So the number one thing that we've seen drive success with closure rate is your speed to contact the candidate, or your contact rate. If the department calls a candidate within the first five minutes of them sending over their information, that's 21 times more effective than if that recruiter waits 30 minutes to call to a candidate. And so you can expand that out. Imagine if you're waiting a week to call people. You know we've talked to departments who were waiting three weeks to call candidates as they came in, to really prioritize calling these people as soon as you can, as soon as they send that information over, and you're going to see your closure rate skyrocket.
Jake Peters:
Yeah, that is old school thinking People wanted to work for us. So bad, we just didn't get around to calling them anytime soon. You know, it could be months. I mean I know when I applied 30 years ago like I had to call them, I'm like, hey, what's the status? We'll look and call you back. I mean, dude, you had to drag because they didn't have to have that contact rate.
Jake Peters:
Jake, how they do and I know people are listening going well, how is that even possible? A five minute callback or a quick callback? Well, everybody else is doing it in the sales world and you guys automate that right, so they don't need to worry about that. You guys have a process. I don't want you to get those details, but you have a process to where a lot of that is automated. It's all on the technology side and, man, I got to tell you, jake I hope people listen to this, share this talk about this. This is probably one of the most important interviews we've had, because this, this solves a major problem for community safety, law and order. It's a leadership issue they can solve today by giving you a call, jake. Where can they reach you at?
Travis Yates:
Yeah, like you said, safeguardrecordingcom, you can reach me at my email directly, jake at safeguardrecordingcom.
Jake Peters:
Yeah, I'm looking on there right now you guys have a pretty cool deal. You've got a couple of case studies and then you've got this sort of a test demo where they can see some of this automated process. I know you're not revealing it all there, but that's pretty cool. So, jake, I appreciate what you've done. You very much done. I know you have a business, but this is a service to this profession. I certainly hope more people call you and you guys get very, very busy, because it is the answer. I mean, you're so bowed when I go. Can you send them 40,000 people? Yep, not a problem, because you've done that Pretty amazing stuff. Thank you so much for being here.
Travis Yates:
Yeah, if I could add one last thing, travis, I would just say you know it sounds crazy. We're coming in, we're not running bids, we'll talk to people for free. But we really were founded on a passion for law enforcement and seeing a need in recruiting and knowing how important recruiting is to keep the community safe. And, more importantly, the officers say if you don't want people overworked, so if you go to the website you can sign up for a free hour-long consultation. We'll work with any department to get their processes approved free of charge. This is, you know, co-founder, doug, sir, I have loved one soup, sir. This is important to us. We want to help anyway we can.
Jake Peters:
Amazing stuff, man. Thank you so much, Jake, and if you've been listening, thank you and just remember lead on and stay courageous.
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