Seattle expects to hire 150 police officers this year as the department launches a new advertising initiative targeting potential recruits.
Department statistics released Monday indicate the agency will reach 150 new hires in 2025, representing an increase from 84 officers hired in 2024 and 61 in 2023.
Applications to the department rose approximately 20% during the first three quarters of the year, reaching 3,300 applicants compared to 2,800 during the same period last year.
“We’re going to continue bringing in good, qualified applicants to serve the city,” Chief Shon Barnes said. “After speaking with dozens of recruits, it’s clear we’re not only getting top talent but we’re attracting people who are dedicated to keeping the peace, excited to engage with community members to work on complex societal issues, and eager to enjoy all that our beautiful region has to offer.”
SPD has introduced a new “As You Are” recruiting campaign featuring videos that showcase the city and the department’s operations.
Campaign advertisements appear on social media platforms and streaming services, including YouTube and Hulu.
The department also anticipates fewer officers will leave the agency this year compared to 2024.
Last week, the city ratified a new labor agreement with the Seattle Police Officers Guild that raises starting salaries for new officers to $118,000 annually and permits the city to expand a civilian response team handling low-level behavioral health calls.
The city council must approve the new contract before implementation.
The 150 officer hiring projection for 2025 represents nearly double the 84 hires achieved in 2024, demonstrating Seattle’s recruitment momentum after years of staffing crisis that saw hundreds of officers depart following 2020 protests and political tensions.
The three-year hiring trajectory showing 61 officers in 2023, 84 in 2024, and projected 150 in 2025 illustrates accelerating recruitment success as the department recovers from its staffing nadir when departures exceeded new hires for consecutive years.
The 20% application increase from 2,800 to 3,300 during the first nine months suggests Seattle’s recruitment efforts are resonating with candidates despite lingering concerns about working conditions and political climate that deterred applicants during recent years.
Chief Shon Barnes’ emphasis on recruits who are “dedicated to keeping the peace” and “excited to engage with community members” reflects messaging designed to attract community-oriented officers rather than aggressive enforcement personalities that sparked criticism during past eras.
The “As You Are” campaign branding suggests inclusivity messaging welcoming diverse candidates regardless of background, likely responding to criticism that traditional police recruitment favored military veterans and excluded candidates from underrepresented communities.
The video content highlighting Seattle and SPD operations provides prospective officers glimpses of job responsibilities and lifestyle benefits, addressing candidate concerns about what daily policing entails in Seattle’s unique political and geographic environment.
The YouTube and Hulu advertising placement targets younger demographics consuming streaming content rather than traditional television, recognizing millennial and Gen Z candidates represent future recruiting pools requiring different media strategies than previous generations.
The social media campaign component enables targeted advertising reaching specific demographic groups and geographic regions, allowing SPD to concentrate recruitment spending on audiences most likely to apply rather than broad untargeted campaigns.
The anticipated reduction in officer separations suggests improved retention alongside enhanced recruitment, indicating existing officers feel more satisfied with working conditions, compensation, or department leadership than during previous years when departures exceeded hiring.
The $118,000 starting salary represents substantial increase from previous compensation levels, positioning Seattle among the highest-paying police departments nationally and addressing candidate concerns that cost of living made policing financially unviable for families.
The Seattle Police Officers Guild contract ratification provides labor stability after contentious negotiations, giving recruits confidence that compensation and working conditions reflect collective bargaining agreements rather than unilateral city decisions subject to political pressures.
The civilian response team expansion addressing behavioral health calls removes tasks from officers’ responsibilities that many recruits find frustrating, allowing police to focus on criminal matters rather than social service interventions for which they receive inadequate training.
The city council approval requirement introduces uncertainty whether negotiated contract terms will survive political scrutiny, as progressive council members may object to salary increases or contract provisions they view as insufficiently addressing accountability concerns.
Seattle’s staffing recovery remains incomplete despite hiring gains, as the department still operates hundreds of officers below authorized strength, meaning 150 new hires only partially offset years of attrition that depleted patrol divisions and specialized units.
The recruitment success occurs against backdrop of national police hiring challenges where departments across the country struggle attracting candidates amid increased scrutiny of law enforcement and competing private sector opportunities offering comparable compensation without physical dangers.
Washington state’s rigorous police training requirements at the Criminal Justice Training Commission add months to the hiring-to-deployment timeline, meaning 2025’s 150 hires won’t reach full operational capacity until 2026 after completing academy and field training programs.
The emphasis on recruits “eager to enjoy all that our beautiful region has to offer” markets Seattle’s outdoor recreation, cultural amenities, and quality of life to candidates prioritizing lifestyle alongside career considerations, distinguishing the city from less appealing locations.
The Pacific Northwest’s reputation for progressive politics creates recruitment challenges attracting conservative-leaning candidates traditional to law enforcement, requiring messaging that reassures potential officers they can succeed professionally despite ideological differences with some community members.
