Real Impact, Real Results

Broadcast Systems partnered with AST to boost candidate volume for multiple technical and operations roles. Using a multi-channel digital strategy, AST drove over 350 candidates in a short time, with a strong conversion rate from click to apply.

To support the San Francisco Police Department’s urgent hiring needs, we launched a comprehensive digital recruitment campaign focused on attracting qualified, diverse applicants. The strategy included targeted social media ads, a mobile-friendly recruitment website, and data-driven optimizations. By highlighting SFPD’s commitment to community policing, equity, and career advancement, the campaign generated strong engagement and helped drive a significant increase in applicant interest.

To combat persistent recruitment challenges, the Louisiana Department of Public Safety and Corrections worked with AST Consulting to develop a data-driven hiring strategy. The project focused on expanding outreach in rural areas, refining job messaging to highlight career benefits, and optimizing digital advertising campaigns—leading to a stronger applicant pipeline and improved retention rates.

The City of Palo Alto partnered with AST to recruit for specialized utility roles requiring strict technical qualifications. We built a tailored landing page with detailed job descriptions and launched data-driven recruitment campaigns optimized across multiple platforms. In just one month, the campaign generated 780 candidates and 62 completed applications at an average cost per candidate of $8.65, significantly improving applicant flow and quality compared to previous efforts.

The Missouri State Highway Patrol (MSHP) partnered with AST to modernize its recruitment process and improve accountability across multiple troop locations statewide. By combining targeted recruitment marketing, a dedicated landing page, and a custom-built CRM system, we streamlined candidate management, enhanced recruiter performance tracking, and improved overall communication.

All-Star Talent provided digital recruitment campaigns for Instrumentation & Control Technicians, Industrial Electricians, Industrial Mechanics, Principal IT Analysts, Hydroelectric Specialists, and Senior Environmental Specialists.

Faced with critical staffing shortages at two state-run correctional facilities, the Wyoming Department of Corrections partnered with AST Consulting to increase applications and drive qualified hires. Through a targeted recruitment campaign leveraging digital advertising, virtual hiring events, and personalized follow-up, the initiative significantly boosted application volume, reduced vacancy rates, and delivered measurable hiring results within just three months.

With high turnover rates and staffing shortages across multiple facilities, the Nevada Department of Corrections enlisted AST Consulting to revamp its hiring approach. By implementing geo-targeted advertising, refining employer branding, and streamlining the application process, the department saw measurable improvements in applicant quality and hiring efficiency.

To boost recruitment for entry-level and lateral officers, North Las Vegas Police partnered with AST to target candidates in northern Nevada, including the Reno-Sparks area. Through targeted digital ads, a direct-call strategy, and a custom landing page, AST drove strong engagement. A one-week campaign around a department-led symposium brought in 13 attendees, and over 12,700 leads were generated overall—helping reduce the vacancy rate from 31.8% to 12.3%.

Facing increasing vacancies in law enforcement and emergency services, the City of Columbus Department of Public Safety partnered with AST Consulting to modernize its recruitment efforts. Through market research, digital outreach, and strategic messaging, the initiative improved candidate engagement and helped the city attract a diverse pool of qualified first responders.

The Berkeley Police Department (BPD) faced familiar recruitment challenges—but with a unique obstacle: limited access to application data. Internal constraints prevented the HR team from sharing detailed applicant information, making CRM updates inconsistent and manual. This lack of visibility into the hiring funnel hindered attribution and optimization, forcing All Star Talent to approach the campaign from a candidate-focused perspective.

To support the Missouri Department of Mental Health’s critical staffing needs, we executed a statewide digital recruitment campaign targeting a range of healthcare and support roles across seven facilities. The initiative combined geo-targeted social media ads, a centralized mobile-optimized recruitment website, and continuous data-driven refinements. By emphasizing DMH’s mission-driven work, supportive environment, and opportunities for professional growth, the campaign successfully increased visibility, engagement, and candidate interest across urban and rural regions.

Placer County Sheriff’s Office needed to fill four distinct positions—Deputy Sheriff, Correctional Officer, Public Safety Dispatcher, and Administrative Legal Clerk (Records Specialist). Unlike campaigns focused on one or two roles, this recruitment effort required a multi-pronged strategy capable of attracting and engaging multiple candidate pools simultaneously.

In December 2024, All-Star Talent Consulting teamed up with the Nevada Department of Health and Human Services to create a comprehensive marketing and candidate funnel to source interested candidates for 3 departments: DHHS, DVS, and DOC. We sourced candidates for 7 positions and 32 unique job postings. We also built a Candidate Relationship Management (CRM) system to help manage the influx of interested candidates, automating much of the marketing and communications to keep candidates engaged beyond the their initial contact.

The California Department of Corrections & Rehabilitation (CDCR) is the third-largest law enforcement agency in the United States, employing thousands across the state. With a workforce of this size, coupled with ongoing retirements, CDCR faces the constant challenge of filling vacancies at scale—processing over 4,000 applications each month.

When Nevada State Police (NSP) partnered with All Star Talent, they were facing a familiar but critical challenge: strong ad spend but declining application volume. Despite a healthy $25,000 monthly budget, weekly candidate numbers hovered between 108–115, and there was growing concern about the quality and consistency of incoming leads.