Mayor Harrell Celebrates Significant Increase in Police Hiring in 2025

Seattle has hired 60 officers in 2025, a 500% improvement compared to this time in 2024.

Additional officers will support Mayor Harrell’s commitment to improving safety, building on an almost 25% reduction in violent crime in the first quarter of 2025 compared to 2022.

Seattle – Mayor Bruce Harrell joined Police Chief Shon Barnes at a police training facility to celebrate the hiring of 60 officers this year as of mid-April, compared to 10 hired at this point in 2024. The Seattle Police Department (SPD) received 1,218 officer applications by the end of the first quarter this year, compared to 690 applications at that point in 2024.

“A well-staffed and well-trained police department is essential to effective public safety in Seattle. Our work to modernize recruiting and increase qualified applications is showing results through record hiring in 2025 – putting us on a path to restore Seattle Police Department staffing,” said Mayor Harrell. “Seattle a city where officers are valued, supported, and part of the team, and together we are making meaningful progress to improve safety for our community. I want to thank my colleagues on City Council for their partnership and unwavering support of officer recruitment and retention. For anyone who wants a rewarding, challenging, and fulfilling career, we’re hiring.”

The 60 officers hired so far in 2025 are more than in the last three years at this point combined. This includes experienced officers who can get started working sooner, with as many lateral hires in 2025 as in the previous five years at this point combined, and as many re-hires as in the last three years combined. Separations are also below the last five years through mid-April. If current trends continue, SPD is on track to hire over 150 officers in 2025, which would be the largest total hires in any year in recent record.

“We’re having success in terms of hiring and I am so proud of the work being done by our recruiters, background detectives, and training unit,” said Chief Barnes. “Since I arrived in Seattle, I have had the pleasure of swearing in four classes of promising new officers. These officers are the next generation of the Seattle Police Department. They’re a smart, diverse, and community-focused group.”

Seattle has prioritized police officer recruitment and retention through three key strategies: attracting more candidates, improvements to the hiring process, and investing in existing officers.

In May 2024, Mayor Harrell signed a new contract for rank-and-file officers that included their first wage increase since January 2021. New recruits now start at $103,000 with a $7,500 hiring incentive, and lateral transfers from another agency start at $116,000 with a $50,000 incentive. Before the new contract, Seattle had fallen to 15th in police pay in the Puget Sound Region.

“The Seattle Police Department’s success is significant after the challenges we and so many other cities have faced with police recruitment,” said City Councilmember Bob Kettle (District 7), Chair of the Public Safety Committee. “As the Public Safety Committee Chair, police staffing and retention make up one of the important pillars in our public safety approach. After passing more than a dozen public safety bills last year, I am pleased to see the impacts we as a City are having that can help make residents feel safe.”

Seattle’s average hiring process for police officer candidates has been streamlined from 5-9 months to 3-5 months, eliminating months of waiting when qualified candidates would often receive offers from other agencies. Through an interdepartmental effort to simplify and update the hiring process, Seattle made changes including electronic background checks, increased examination support leading to a bi-weekly schedule, remote physical agility testing, and enhanced candidate tracking.

Seattle has made extensive investments to retain existing officers in addition to the new contract, including improvements to officer well-being, equipment, and access to more opportunities. SPD hired a clinical psychologist to help mitigate officer stress and improve overall wellness and shifted to a 4/10 schedule for more consistent and predictable time off between shifts. SPD also adopted a quartermaster system to help provide officers with required equipment and provided new uniforms for civilian employees to recognize the critical role they play in the department. The department continues to invest in educational opportunities for its employees and in initiatives like the 30x30 program to increase female representation and foster a positive work environment that boosts morale, improves retention, and attracts new talent.

“Nothing is more critical to improving public safety in Seattle than building back SPD staffing levels,” said City Council President Sara Nelson (Position 9). “The positive trends we’re seeing today are the result of an all-hands-on-deck effort over the past three years, from implementing hiring bonuses, to increasing officer compensation and improving recruitment and hiring processes – and so much more. I look forward to monitoring progress as we continue to recruit the best officers and build trust through accountability.”

In the first quarter of 2025, SPD received 1,218 officer applications, 1,167 entry-level and 51 lateral, compared to 663 entry-level and 27 lateral at the same point in 2024. There was an average of over 12 entry-level applications per day so far in 2025, the highest on record in recent years, and lateral applications were at their highest level since 2021.

There were 4,080 entry-level and 183 lateral applications total in 2024. For entry-level applicants, the over 1,600 who took the exam and over 1,100 who passed in 2024 were more than the last two years combined, and the most seen in more than a decade.

In addition to hiring more officers and receiving more applications than at any point in recent records, Seattle is also seeing encouraging trends that reported crime is going down. From 2022-2024, violent crime offenses dropped 5% and total crime dropped 8%. For the first quarter of 2025, violent crime went down almost 25% and total crime decreased by 24% compared to the first quarter of 2022.

There are seven steps for entry-level candidates applying to start their law enforcement career. Candidates must apply, complete a written test, take a physical agility test, pass a background investigation, and complete a medical evaluation, and polygraph assessment. The most competitive candidates receive an employment offer and then attend Washington’s the Basic Law Enforcement Academy, which is overseen by the state’s Criminal Justice Training Commission (WSJCTC).

“At WSCJTC, we’re not just training officers—we’re helping shape the future of public safety in Washington,” said Monica Alexander, Executive Director WSCJTC. “By preparing individuals from our communities to serve their communities, we’re creating the next level of policing—one grounded in empathy, accountability, and professionalism. This work is bigger than a badge; it’s about trust, connection, and service.”

On average, it takes about a year after graduating from the academy for recruits to become a Seattle Police Officer working an assigned patrol beat. That includes both receiving top-notch training and connecting with community through the Before the Badge program.

During that time, new recruits will be taking classes, doing hands-on training specific to Seattle policy and practice, and participating in the field training process. Field Training includes having them go on patrol with an experienced officer who grades their performance and ensures they are policing in a fair and equitable manner while remaining safe.

All police officer candidates must be at least 20.5 years of age, have a high school diploma or GED equivalent, be generally physically fit, and be able to obtain a Washington State Driver’s License. Click here for the complete list of qualifications, including requirements for lateral and exceptional-entry candidates.

Individuals interested in a career with the SPD should apply online at seattlepolicejobs.com. SPD holds regular applicant workshops which anyone can register for here.

What People Are Saying

Erin Goodman, Executive Director SODO BIA

"Today’s announcement is an encouraging sign for both SODO and the City of Seattle. With more officers entering the pipeline, the SODO BIA is proud to support these efforts and looks forward to continuing our work alongside the city to address the public safety challenges facing our businesses. This investment lays the foundation for continued collaboration to ensure SODO and Seattle remain safe, thriving places to work and do business."

Charlotte Starck, President Alki Community Council

"Our needs are great. And so is the calling. One of the most powerful things communities can do now is show support for these brave individuals who risk their lives to protect others. As we work together to build a city and culture where people want to live and thrive, every resident plays an active role in strengthening our community.  We warmly welcome Seattle’s newest police officers."

Lisa Dixon Howard, Executive Director, Alliance for Pioneer Square

“We are grateful for the City’s ongoing commitment to public safety in Pioneer Square, and the hiring of over 50 new officers this year is a significant step forward. A proactive approach to safety is critical to our neighborhood’s continued revitalization, as well as to the wellbeing of our residents and businesses. This effort not only supports Pioneer Square but also strengthens our broader Seattle community, and we look forward to continuing to work closely with the Seattle Police Department to ensure our historic district remains welcoming for all.”

Pete Hanning, Executive Director, Fremont Chamber of Commerce

"We are grateful to Mayor Harrell and the current City Council for their tireless efforts to increase the Seattle Police Department's staffing levels. More officers mean better community engagement and a safer, healthier, and more vibrant Seattle. Fremont stands united in support of this important and ongoing work—keep it up!"

Jeff Liang, Interim Executive Director, and Tuyen Than, Incoming Executive Director, Chinatown-International District Business Improvement Area; Quynh Pham, Executive Director, Friends of Little Saigon

“The Chinatown-International District Business Improvement Area and Friends of Little Saigon recognize that public safety is essential to protecting our blocks, supporting our businesses, and safeguarding the lives of everyone in our community. We appreciate the City’s efforts to rebuild the Seattle Police Department and invest in a safer future for all who live, work, and visit the Chinatown-International District and Little Saigon. We look forward to continuing to work with the Mayor, Chief Barnes, and the officers who serve our neighborhoods.”