Overview:
Seattle has hired 60 new police officers as of mid-April 2025, a 500% increase over this time last year, which supports Mayor Harrell's plan to rebuild the Seattle Police Department (SPD) and enhance public safety. Violent crime in the city dropped nearly 25% in the first quarter of 2025 compared to the same period in 2022, and total crime fell by 24%. The department received 1,218 officer applications in the first quarter of 2025, almost double the 690 submitted during the same timeframe in 2024.
Copy
Earlier this week, Seattle Mayor Bruce Harrell and Police Chief Shon Barnes announced that Seattle has hired 60 new police officers as of mid-April 2025—a 500% increase over this time last year—as the city sees a steep decline in crime and a record influx of applicants.
The hiring surge supports Mayor Harrell’s plan to rebuild the Seattle Police Department (SPD) and enhance public safety. Violent crime in the city dropped nearly 25% in the first quarter of 2025 compared to the same period in 2022, and total crime fell by 24%.
“A well-staffed and well-trained police department is essential to effective public safety in Seattle,” said Mayor Harrell. “Our work to modernize recruiting and increase qualified applications is showing results through record hiring in 2025—putting us on a path to restore SPD staffing.”
SPD received 1,218 officer applications in the first quarter of 2025—almost double the 690 submitted during the same timeframe in 2024. Entry-level applications averaged over 12 per day, and lateral applications reached their highest level since 2021.
More officers have already been hired in 2025 than in the previous three years at this point combined. The department has also matched the past five years’ total of lateral hires and equaled three years of re-hires. Separations are down compared to each of the last five years. If trends continue, SPD is on pace to hire over 150 officers in 2025—marking its highest annual recruitment in recent memory.
“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. “These new officers are the next generation of SPD—smart, diverse, and community-focused.”
To support recruitment and retention, the city has made critical changes to the hiring process and officer compensation. In 2024, Seattle signed a new contract with officers that included the first wage increase since January 2021. New recruits now start at $103,000 with a $7,500 signing bonus; lateral officers begin at $116,000 with a $50,000 bonus—bringing SPD from 15th to among the top-paying police departments in the region.
“Recruitment and retention are vital pillars of our city’s public safety,” said City Councilmember Bob Kettle, Chair of the Public Safety Committee. “I’m pleased to see the impacts we’re achieving.”
Seattle also streamlined its hiring process from 5–9 months to 3–5 months by adopting electronic background checks, offering remote physical agility tests, increasing exam frequency, and enhancing candidate tracking.
In parallel, SPD has invested in officer wellness and working conditions. The department now employs a clinical psychologist to help mitigate stress, adopted a more predictable 4/10 work schedule, implemented a quartermaster system for equipment access, and launched initiatives to boost morale and improve representation—such as the 30×30 program aimed at increasing female officer participation.
Council President Sara Nelson praised the city’s comprehensive approach.
“Nothing is more critical to improving public safety than building back SPD staffing. The positive trends we’re seeing are the result of years of work—hiring bonuses, process reforms, and accountability,” said Nelson.
The impact of these changes is resonating in Seattle neighborhoods, where community leaders are beginning to see the benefits.
“In Alki, our needs are great, and so is the calling,” said Charlotte Starck, president of the Alki Community Council. “We warmly welcome Seattle’s newest police officers.”
In Pioneer Square, where public safety remains essential to neighborhood revitalization, Lisa Dixon Howard, executive director of the Alliance for Pioneer Square, called the staffing surge “a significant step forward,” noting, “A proactive approach to safety is critical to our neighborhood’s continued revitalization.”
To join SPD, candidates must be at least 20.5 years old, possess a high school diploma or GED, and complete a rigorous seven-step process that includes a written exam, physical test, background check, medical evaluation, and academy training. Recruits typically take about a year from hiring to active patrol duty, including immersive local training through the “Before the Badge” program and field work under the guidance of experienced officers.
“At WSCJTC, we’re not just training officers—we’re helping shape the future of public safety,” said Monica Alexander, executive director of the Washington State Criminal Justice Training Commission. “This work is about trust, connection, and service.”