Guardian Alliance Technologies (Guardian) announced today that it has reached Amazon Web Services (AWS) Partner Network (APN) Select Tier partner status. Using AWS, Guardian is able to accelerate its efforts to help law enforcement agencies better vet and hire law enforcement professionals using innovative cloud technology—strengthening the integrity of the profession and building public trust.

“As a former law enforcement officer, I’m seeing first-hand how harnessing the power of the AWS cloud is improving various activities within the public safety profession,” said Guardian President and Founder Justin Biedinger. “Our clients have come to expect excellence in both the AWS cloud and Guardian’s background investigation solutions, and we are looking forward to delivering even more offerings in the near future that will forever leave a positive mark on the public safety sector.”

Reaching Select Tier partner status lays the foundation for Guardian to transform how current and future clients investigate law enforcement applicants with accuracy, precision and speed. Additionally, Guardian and AWS will be releasing an educational series outlining innovative criminal justice reform technology solutions built specifically for Justice and Public Safety agencies. This follows Guardian’s participation in the recent FBI National Academy Associates (FBINAA) 2020 Virtual Leadership, Education and Networking Event.

“We’re pleased Guardian continues to expand their use of AWS—especially during a time when we are needed most by this sector,” said Ryan Reynolds, Justice and Public Safety Leader, Amazon Web Services, Inc. “We are committed to providing Guardian with AWS cloud services that are resilient, scalable and secure—all at the highest level—expected by this industry.”

About Guardian Alliance Technologies

Guardian Alliance Technologies, Inc. is dedicated to protecting the integrity of the law enforcement profession through innovative solutions, technology, and strategic partnerships aimed at improving the process of vetting and hiring law enforcement professionals.

In addition to proprietary technology solutions, Guardian is proud to be regularly adding other, like minded companies and individuals to the Guardian Alliance, which is a consortium of community members, business leaders, law enforcement professionals, risk mitigation specialists, public safety officials, academia, NGOs, government officials, as well as like-minded industry partners that are committed to positively impacting their communities, cities and states by helping to support and advance the law enforcement profession.

For more information about Guardian, visit:  www.guardianalliancetechnologies.com 

STOCKTON, Calif., Wednesday, August 26, 2020, Guardian Alliance Holdings, Inc. announced today the addition of Dennis J. Cagan to its Board of Directors, further demonstrating the company’s commitment to innovation and leadership.

Dennis Cagan is a noted high-technology entrepreneur, executive, and board director.  He has founded or co-founded over a dozen different companies and has taken some of them public.  He has served as CEO of both public and private companies, functioned as a venture capitalist, a private investor, a consultant, and a long-time professional board member – having served on over 67 corporate fiduciary boards.  

Adam Anthony, Chairman of the Board of Guardian, stated “We are honored and excited to have Dennis join our board.   He is a living embodiment of our core values of service, community, and integrity, and his vast experience, expertise, and in-depth understanding of our industry, make him uniquely suited to contribute significantly to our governance and growth.” 

Dennis is a recognized authority on corporate governance, boards of directors, information technology (including mobile applications, Internet, infrastructure, e-commerce, software, hardware, systems, cybersecurity, and communications), in the disciplines of governance, strategy, distribution channels, sales/marketing, and services.  He is in the IT Hall of Fame, and his book, The Board of Directors of a Private Enterprise, which released in 2017, is considered by many to be the most authoritative perspective available on private company boards and governance issues. 

“I am exceptionally pleased to be joining Guardian and its very accomplished team.” Cagan stated.   “Having previously run a public company dedicated in part to training professional law enforcement officers, both local and Federal, Guardian’s mission is very close to my heart. Guardian’s background investigation platform is more critical than ever to identifying officers best suited to lead the coming new age in police standards.”

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About Guardian

Guardian Alliance Holdings, Inc. and its subsidiary Guardian Alliance Technologies, Inc. are dedicated to protecting the integrity of the law enforcement profession through innovative solutions, technology, and strategic partnerships aimed at improving the process of vetting and hiring law enforcement professionals.

Guardian Alliance Technologies (GAT), today announced that the US District court in the Western District of Oklahoma will decide whether patents held by Miller Mendel, Inc. are valid or not. The announcement comes in the wake of a July 27, 2020 announcement by the US Patent and Trademark Office that they will forego a review of the MMI patent.

In October of 2018, Miller Mendel, Inc. (“MMI”) sued the City of Oklahoma City (“OKC”) in Oklahoma federal court, after the OKC Police Department chose the Guardian Background Investigation Platform over MMI’s eSoph system in an open bidding process. MMI alleges that the Guardian software infringes on MMI’s patent, but MMI did not sue Guardian, electing instead to sue OKC, a Guardian customer. Guardian is providing OKC with legal defense and has gathered overwhelming evidence that patents held by Miller Mendel are invalid and unenforceable. Guardian had asked the USPTO to review the evidence on hand, but they declined to commence a review and, thus, the matter will be decided in federal court. 

Evidence submitted to the court includes:

• The Patent Contains No Patentable Subject Matter.  The basic functions of the Miller Mendel software are not patentable under current US patent law. 
• Other Systems Existed Prior To The MMI Patent Filing (“prior art”).  Guardian and OKC have gathered overwhelming evidence that other software systems that performed identically to Miller Mendel’s eSOPH system were available years before Miller Mendel filed for its patent.  The prior existence of these systems render Miller Mendel’s patent invalid and unenforceable. 
• Failure To Disclose Constitutes Fraud On The Patent Office.  Unfortunately, despite clearly being aware of these systems and despite their legal obligation to disclose their existence to the Patent Office, Miller Mendel did not tell the US Patent Office about them and the Patent Office erroneously granted their patent.   A violation of duty of candor as mandated by 37 C.F.R. 1.56 with respect to any claim in an application or patent, renders all the claims thereof unpatentable or invalid and may constitute fraud.  US Patent Office – Violation of Duty To Disclose

Indisputable evidence [click to view evidence], gathered through a public records request, clearly shows that Tyler Miller had detailed information about at least one of the pre-existing systems, but failed to disclose this information to the patent office.

North Charleston, SC (February 24, 2020)- Guardian Alliance Technologies Inc., announced today that North Charleston Police Department (NCPD) has made advancements in the speed and accuracy of their pre-employment background investigations thanks to use of the Guardian Software Platform.  The department’s use of Guardian has streamlined background investigations for the now fully staffed North Charleston PD, assisting in the department’s ongoing efforts to put well qualified law enforcement personnel to work without the delays associated with traditional background methods.

“The Guardian platform and its host of services help us hire the best people,” said Keith Summey, Mayor of North Charleston.  “It’s the first time in over a decade that our North Charleston Police Department is fully staffed, making North Charleston safer and engaged with our communities more effectively. This is a rare feat for law enforcement. In the hiring process, we are doing what we can to put tangible, proven systems in place, like Guardian.”

That’s music to the ears of Guardian Founder and President, Justin Biedinger, a retired Stockton, California police officer and former background investigator, who says, “The Guardian platform was specifically designed by law enforcement professionals, for law enforcement professionals, to eliminate the inefficiencies and long timelines associated with traditional investigation management methods.  Hearing that one of our customer’s is fully staffed for the first time in over a decade is music to my ears.  That’s exactly the kind of impact Guardian was designed to make.”

Use of Guardian enables NCPD to complete backgrounds far faster, and with more accuracy than ever before thanks to advanced data mining and management tools, time-saving automation for certain tasks, and artificial intelligence used for social media screening.  With Guardian, as part of each investigation, NCPD can scan the web and identify any problematic social media posts that could indicate a candidate’s lack of suitability for public service with the push of a button, something that never happened before.

“Guardian has been a valuable tool in getting our background investigations completed,” said North Charleston Police Department, Deputy Chief Scott Deckard. “It allows the applicant to be active in their hiring process, while compiling the vital information into a concise report for review by those making hiring decisions. Guardian provides efficiency in the hiring process and increases the capacity of the background investigator.”

In addition to the time saving tools and social media screening abilities, Guardian’s National Applicant Information Center (NAIC), a centralized database exclusively available to Guardian users, gives investigators access to critical applicant information, such as job-seeking activity (i.e. tracking which agencies they’ve previously applied to) and a complete record of all information previously provided to any agency in the Guardian Alliance.  The NAIC offers an advanced level of security for participating agencies by flagging any changes applicants may make from one background questionnaire submission to the next.

“Our partnership with North Charleston PD is indicative of the city’s commitment to better serve their community.  They join an ever-growing list of public safety agencies who are taking steps to gain efficiency and reduce costs in the process of putting only the best qualified applicants to work,” said Ryan Layne, Guardian’s CEO.  “Trust in public service has never been more critical than it is today, and adoption of the Guardian Platform is one tangible step agencies can take as part of their continual efforts to strengthen that trust.”

For more information about Guardian Alliance Technologies, Inc., visit www.guardianalliancetechnologies.com 

Stockton, CA (February 28, 2020) – Guardian Alliance Technologies announces its new Triage Center, a technologically advanced intake system for Guardian’s comprehensive Personal History Questionnaire (PHQ) that enables agencies of all sizes to digitally collect and review applicant answers in a secure environment free of charge. The Triage Center moves the vast majority of law enforcement agencies into the modern era and away from paper-driven file management. 

The Guardian Platform, a Software as a Service in use by public safety organizations throughout the U.S., was built with input from experienced law enforcement background investigators across the country, and is designed to streamline and improve the pre-employment background investigation process for public safety agencies of all sizes. The Guardian Platform provides advanced information management tools, including Artificial Intelligence used for social media screening, to help agencies conduct a comprehensive assessment of public sector applicants efficiently, accurately, and cost effectively, representing a quantum leap forward in conducting background investigations.

“We are thrilled to offer complimentary access to our exclusive technology to law enforcement across the United States,” said Ryan Layne, CEO of Guardian. “Providing these features at no cost is part of fulfilling our core mission to help protect the integrity of the law enforcement profession at large.”

The applicant and investigator access the new Triage Center through an online portal where the applicant completes and submits their PHQ (one of the most comprehensive in the country) and all related documents. Once the PHQ is submitted, the Guardian system automatically generates a data-driven Concerns Report, allowing investigators to quickly determine which applicants meet their agency standards. Use of the tools contained in the Triage Center greatly reduces the chance of human error, and expedites the pre-investigation review process, allowing investigators to move quickly to full background investigations on qualified applicants using the Investigation Center of the Guardian Platform.  

In addition, all PHQ’s submitted through the Triage Center are stored in Guardian’s National Applicant Information Center (NAIC) and can therefore be checked by other agencies in the Guardian Alliance Network who may investigate the same applicant(s) in the future.  Among other things, that means a candidate rejected by one Guardian agency is not able to change their PHQ answers in secret in order to get hired by another.  

Guardian, a member of the FBI National Academy Associates, Inc. (FBINAA) Strategic Alliance Program, relies on input from its Advisory Board, all of whom are FBINAA members. Chief Joey Reynolds (Ret.), 2017 President of the FBINAA, stated, “Guardian’s unique knowledge of technology and law enforcement practices has given way to a revolutionary platform that provides investigators with 21st century tools that enhance the quality and thoroughness of their investigations and dramatically streamlines the background investigation process.”

Use of the Guardian Platform for end to end management of applicant evaluation and investigation activities moves law enforcement agencies into the modern era and away from paper-driven file management, providing several layers of significant benefits. The Triage Center is just one more Guardian tool that agencies can use to continue to strengthen the public’s trust in public safety organizations.

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The FBI National Academy Associates, Inc. (FBINAA) is a 501 (c)(3) non-profit organization dedicated to providing the highest degree of law enforcement expertise, leadership training, and information to law enforcement executives around the world. The Association’s Mission is “Impacting communities by providing and promoting law enforcement leadership through training and networking.” Association members are graduates of the prestigious FBI National Academy Program. The FBINAA has over 16,500 members representing all 50 US states and 174 Countries world-wide. The FBINAA is the strongest law enforcement leadership network in the world. Located in Quantico, VA, the FBINAA is a non-political organization and is not affiliated with any special interest group.

For more information about Guardian, visit www.guardianalliancetechnologies.com

Silicon Valley, CA (February 20, 2020) – Today, Guardian Alliance Technologies broadened their efforts to improve the quality of public safety background investigations by allowing private background investigation firms (PI) access to the Guardian Platform.

The Guardian Platform, a Software as a Service in use by public safety organizations across the country, was built with input from professional background investigators and is designed to streamline and improve the pre-employment background investigation process for public safety agencies of all sizes. The Guardian Platform provides advanced information management tools, including Artificial Intelligence used for social media screening, to help agencies conduct a comprehensive assessment of public sector applicants efficiently, accurately, and cost-effectively, representing a quantum leap forward in conducting background investigations.

“Making Guardian available to PI firms is another example of how Guardian can help to protect the integrity of the law enforcement profession,” said Ryan Layne, CEO of Guardian. “Not only does the use of Guardian streamline the investigation process, saving precious time for the investigators, resulting in completion of investigations more promptly, it’s use has been proven to increase overall thoroughness and accuracy of investigations, further ensuring the overall quality of new personnel. In addition, use of Guardian provides investigators with the ability to eliminate a dangerous blind spot through use of our integrated social media screening features, which can significantly reduce the exposure to liability for their clients.” 

Fred Freeman, president of The Freeman Investigative Group based in Seal Beach, CA, states “Since my firm started utilizing the Guardian platform, it has completely modernized the investigative product for our clients and improved the quality of the investigations we’re conducting. Applicants have taken to the platform very easily, and we have identified issues that we would not have located without use of Guardian, which shielded our client from liability that they most certainly would have been exposed to without the use of this platform. Guardian staff made the transition exceptionally smooth, our clients are happy, and the minimal cost of the system has been easily absorbed by saving investigative time in review and report completion.”  

With this move by Guardian, any firm conducting public safety backgrounds will be able to direct applicants to Guardian’s Triage Center at no cost. In the Triage Center, applicants fill out their background information in Guardian’s proprietary Personal History Questionnaire (PHQ), one of the most comprehensive PHQ’s in the country. The Guardian Platform then generates a data-driven “Concerns Report” from information entered into the PHQ allowing investigators to quickly sort out which applicants qualify for a full background investigation and which ones don’t – without spending a dime.  

In addition, all PHQ’s submitted through the Triage Center are stored in Guardian’s National Applicant Information Center and can, therefore, be checked by other members of the Guardian Alliance Network investigating the same applicant(s) in the future. Among other things, that means a candidate rejected by one Guardian agency is not able to change their PHQ answers in secret in order to get hired by another.  

About Guardian’s Social Media and Online Screening Features

Guardian screens the entire publicly available web. Whether it is social media, web results, or paid subscription databases, Guardian can help identify problematic behavior among potential hires and current employees by analyzing publicly available online information. Our technology helps businesses identify thousands of job-relevant behaviors, such as racism or harassment, without exposing hiring managers to unnecessary risk or manual work, identify problemati behavior before it becomes an issue.  

For more information about Guardian Alliance Technologies, Inc., visit www.guardianalliancetechnologies.com 

On October 10, 2019, Guardian filed a “Petition for Inter Parties Review” with the US Patent and Trademark Office challenging the validity of a patent held by Miller Mendel, Inc.  The filing requests that the patent undergo a new USPTO review in light of what Guardian regards as overwhelming evidence that indicates that the Miller Mendel patents are invalid and unenforceable.  

In October of 2018, Miller Mendel, Inc. sued the City of Oklahoma City in Oklahoma federal court for patent infringement after OKC implemented the Guardian Alliance Technologies, Inc. background investigation platform.  MMI claims that the Guardian Platform infringes on patents held by Miller Mendel.

Guardian has been defending OKC in the suit and Guardian and OKC have compiled evidence that the patents are invalid and unenforceable and have filed with the USPTO requesting that the patents be canceled.

The Evidence, in general, consists of the following:

(1) Other software systems that performed identically to Miller Mendel’s eSOPH system — such as those developed and sold by Background Solutions, ADP, and others — were available years before Miller Mendel filed for its first patent.  The prior existence of these systems render Miller Mendel’s patents invalid and unenforceable.  Unfortunately, Miller Mendel did not tell the US Patent Office about the existence of these other systems and the Patent Office erroneously granted their patents. 

(2) The basic functions of the Miller Mendel software are not patent-eligible under US patent law.

The US Patent Office is expected to render a decision on this matter sometime during 2020.

A copy of the Petition for Inter Partes Review can be reviewed here:

Petition for Inter Partes Review – Miller Mendel Patents – PDF

The filing is also accessible publicly through the USPTO website link below.

https://ptab.uspto.gov/#/login

Enter “IPR2020-00031” in the AIA Review Number field on the right side, then click on the “View Document” button on the right side of the next screen.

Guardian Alliance Technologies, Inc. announced today that it has entered into a strategic partnership with Fama Technologies, Inc. in order to provide law enforcement agencies with cutting-edge, AI-powered social media screening services.

“When hiring for positions of public trust, such as law enforcement personnel, it is critical that the hiring agency knows all that they can possibly know about the applicant prior to offering them a job,” said Ryan Layne, Guardian’s CEO. “However, it’s impossible for investigators to manually review the complete online identity of every candidate and accurately determine whether or not there are risks associated with their behaviors. Not knowing what sort of social media activity an applicant may be engaged in represents a huge blind spot for law enforcement all across the country, and this powerful new technology eliminates that blind spot efficiently and cost-effectively.  With Guardian’s new digital screening service, which utilizes Fama’s patented AI technology, agencies can now objectively evaluate social media behaviors and uncover racist, bigoted and/or other toxic behaviors before they’re a problem for the agency and the communities they serve. It is our belief that the adoption of this type of technology will become a standard practice as law enforcement agencies continue to do all they can to maintain and protect the public trust. Fama was the clear choice for us, as their focus on AI and technology to solve these issues was far better than anything we were seeing in the market.” 

The partnership with Fama further complements Guardian’s list of influential and market-leading strategic partners within the public safety industry, including the FBI National Academy Associates.

Guardian’s flagship background investigation software platform is a cloud-based application developed to improve the speed and quality of pre-employment background investigations required when hiring new public safety personnel. An exclusive and key component to the centralized, cloud-based Guardian platform is the enhanced communication capabilities it provides to investigators and law enforcement agencies on a national basis. In addition to the data analysis and intelligent reporting which produces accurate, up-to-date tracking of an applicant’s background investigation and pass-or-fail status, Guardian’s National Applicant Information Center (NAIC) allows investigators and agencies to share information securely and electronically while complying with the FBI CJIS Security Policy.

About Fama

Fama is an AI-based software solution that identifies problematic behavior among potential hires and current employees by analyzing publicly available online information. Historically, there hasn’t been a viable solution for companies that want to proactively address people risk management, prevent hostile workplaces and protect brand equity. Fama helps highlight toxic behaviors that draw down on innovation in the workplace and surfaces threats that are often hidden in reams of publicly available data. Enterprise customers count on Fama to help them intervene on problematic behaviors before they become a part of their culture, or worse yet, a news headline or incident.

Media Contact:

Ryan Layne, CEO
Phone: 415.655.2240
Email: [email protected]

By Yoona Ha, PoliceOne BrandFocus Staff

For most organizations, accidentally hiring someone who doesn’t perfectly fit their role is an unfortunate fact of life. It’s a mistake that companies don’t want to make often, since firing and rehiring can be costly. Rarely do firms worry about one bad apple spoiling the lot, but it’s a different story for law enforcement agencies. There’s so much at stake when just one problem-prone officer is hired. The misconduct of just a single officer can erode public trust or even bring tremendous liability to the agency. 

Paper-based record keeping can be hard to follow, plus it’s difficult to pinpoint areas where the process could be improved. (image/iStock)

Measuring the costs of a bad cop can be a bit tricky, since you’re not going to get a bill for your hiring mistakes. But cases that drew higher public scrutiny, like the re-hiring of a troubled officer in Oregon, show how lapses in law enforcement hiring practices can trigger a domino effect of negative consequences and tremendous costs.

So what could police departments do to make smarter hiring decisions as they endeavor to recruit and retain top talent?

According to retired Lieutenant Greg Taylor, who for years has been a background investigator and project manager for the Oklahoma City Police Department, one critical step toward tackling this question is to innovate hiring practices to improve efficiency.

Ignoring recruitment challenges in your department today can lead to bigger problems in the future and can cost you in several ways. Here’s how:

FOR CITY MANAGERS AND COUNCIL MEMBERS: COSTS GO BEYOND POLICE PAYOUTS

Joey Reynolds, the former police chief of Bluffton, South Carolina and the 2017 president of the FBI National Academy Associates, said city managers and council members should think proactively on how to avoid costly lawsuits against police personnel.

Take Chicago for instance, where more than half a billion dollars (approximately $662 million) was spent between 2004 and 2014 on legal costs for police misconduct cases.  

“Cities should rein in the practices that lead to these settlements and the erosion of public trust that follows incidents both inside and outside of the public glare,” said Reynolds.  

The first step agencies should take is to scrutinize current recruitment practices and policies.

That’s exactly what led Justin Biedinger, a former officer of 13 years at the Stockton Police Department and a former background investigator, to develop Guardian Alliance Technologies, which offers a standardized background investigations platform designed to overcome the unique challenges of law enforcement agencies.

“The lack of process transparency is one of the biggest pain points for departments in the hiring process,” said Biedinger, the president and founder of Guardian Alliance Technologies. 

Because many departments rely on paper records and snail mail to verify the background of candidates, agencies are between a rock and a hard spot. Paper-based record keeping can be hard to follow, plus it’s difficult to pinpoint areas where the process could be improved. On top of this, it often takes up to several months to complete the required screenings, yet alone fill vacant positions.

FOR POLICE CHIEFS: INEFFICIENT HIRING PROCESSES HINDER RECRUITMENT AND ACCOUNTABILITY

When Mason City police chief Jeff Brinkley started his position, he was determined to improve hiring practices within his agency in Iowa. After attending a training session on better recruitment practices, he learned about Guardian Alliance Technologies and tried a test-run of the platform in his department.

Prior to using a web-based system, the Mason City Police Department relied on paper records and snail mail to process background investigations.  Not only did that saddle the department with the typical inefficiencies associated with a paper-based workflow, but it also accrued ongoing costs for the agency. Filing, storing and accessing paper documents for years after investigations are complete can become very costly (imagine thousands of pages of documents in storage), and it’s incredibly time-consuming for officers to retrieve and make the most out of paper records.

“In the past, it was difficult to hold people accountable and make decisions surrounding delayed background investigations, but with the Guardian system, the entire process is transparent and we’ve cut down our candidate processing time from two months to just two to four weeks,”  said Brinkley.

By logging into Guardian Alliance Technologies’ platform, police supervisors can easily view investigator workload, monitor the progress of investigations, easily manage officer workload for investigations, add documents, control user settings and pull comprehensive reports on active and completed investigations.

In the Story County Sheriff’s Office in Nevada, Iowa, Captain Barry Thomas and his team also faced similar challenges by having a paper-based background investigations process.   

The biggest hidden cost for police chiefs, according to Thomas, is that when agencies fail to innovate their hiring processes they lose the opportunity to attract and retain top law enforcement talent.

“What we’re seeing now in the profession is that you can’t have hurdles in place that are going to slow you down from hiring the right candidate,” said Thomas, who also served as the 2016 president of the FBI National Academy Associates. “If you continue recruiting the old way you’re going to lose the best candidates and our profession simply cannot afford this right now.”

Thomas added that using Guardian Alliance Technologies’ platform, which puts all of the data and information officers need in one secure place, has not only optimized the workflow of his investigators, but has also attracted younger applicants, who generally expect the hiring process to be digital.

“By going digital you’re sending these young candidates a message that your department is efficient and progressive,” said Thomas.

FOR BACKGROUND INVESTIGATORS: IT’S ABOUT WORKING SMARTER

For background investigators like Taylor, handling a large volume of background investigations used to be overwhelming, since everything was on paper.

“Background investigations kept on paper are time-consuming in both the physical handling of the paper, and in the significant amount of data on each page that needs to be recorded, documented and evaluated easily,” he said.

That explains why the process could take up to several months. There’s only so many background investigators for each department, and processing thousands of applications puts a heavy burden on your investigators.

But when the Oklahoma City Police Department started using Guardian Alliance Technologies’ platform, the short-term and long-term issues related to recruiting, conducting background investigations and hiring were resolved because of the consistent and systematic process the platform introduced, according to Taylor.

By using the platform, investigators can contact all of an applicant’s employers and references with the click of a button, automatically store all contact correspondence for neighborhood checks, contact other law enforcement agencies using securely stored data, track completed areas of investigation and easily pull final investigation reports without having to draft them from scratch.

“The biggest positive change that Guardian Alliance Technologies brought to our department was the process efficiency that allowed us to automate many of the labor-intensive tasks like sending out a request for more information or asking for references,” said Taylor. “With this new process we’re now on track to process approximately 2,300 to 2,500 applications this year.”

By utilizing technological tools that promote efficiency and transparency, your department can see advantageous returns. When you add up all of the cost savings that better law enforcement hiring processes can provide, the answer is clear: it’s worth the value it provides.