Milwaukee Fire Department details recruitment push as summer application window opens

The Milwaukee Fire Department told the Fire and Police Commission's Testing and Recruiting Committee on May 6, 2025, that it will run a firefighter recruitment campaign that began in early May and is scheduled to run through June 30, and outlined steps the department says will improve candidate readiness, retention and diversity.

The department described the recruitment as a “bucket” process—building a pool of applicants and then moving qualified candidates into selection and the department academy—and said the effort pairs marketing, community outreach and one-on-one support for candidates who need academic or fitness help. “We're looking to basically fill a bucket and then do things with the people in that bucket,” Assistant Chief Parrish said during the presentation.

The committee was told the posting opened in early May and that staff had already seen more than 200 applications within days; recruiter Jordan Dickerson reported "2 40 ish" applications on the first day of the opening. Recruiters Jocelyn Morales and Jordan Dickerson described outreach including community events, library and community resource center drop-offs, targeted Spanish-language media (Telemundo), and a candidate engagement newsletter and video series intended to reduce attrition while candidates wait for class assignment. "They do not have to be citizens in order to apply," Morales said during the presentation, referring to applicants with work permits and DACA status.

Why it matters: MFD trains firefighters in its own academy and has prioritized smaller, repeat recruitments rather than large media blitzes that once yielded thousands of applicants and unmanageable candidate lists. Department speakers told commissioners the smaller approach produces a more manageable pool and improves the quality of candidates who reach the academy.

Key details and supports: presenters described one-on-one academic and fitness supports, peer support programs, and partnerships with external consultants for pre-physical exams and human performance. Staff said the department has added recruitment marketing materials aimed at women (posters for nursing programs, college campuses and gyms), runs youth and community events such as Camp Hero, and produces testimonial videos from current firefighters to send to candidates. Assistant Chief Parrish and recruiters said these steps are intended to improve both applicant volume and candidate preparedness for the academic and physical demands of the academy.

Timing and capacity: presenters said the department has recently increased class frequency, resulting in faster use of eligible lists; staff reported they may be able to place candidates in classes beginning in late 2026 or in 2027 depending on attrition and hiring targets. The department described a temporary increase to back-to-back classes driven in part by Act 12 (referenced during the meeting); once the department reaches its maintenance-of-effort staffing target it expects to return to a less frequent schedule.

What commissioners asked: Commissioners praised the department's shift to smaller recruitments and asked about retention and targeted outreach. Commissioner Evans called the presentation “thorough” and noted improvements the department has made. Commissioners asked about the candidate newsletter and specific outreach to women; recruiters said the newsletter will combine video and print material and that targeted posters and social-media posts are being used to reach female applicants.

What the department did not decide: the committee received the communication for information; no formal action or vote on the recruitment plan was taken at the May 6 committee meeting. Staff said they will return with further updates about timing and the department's maintenance-of-effort projections.

Taper: recruiters said they will continue community events and targeted outreach through the summer application window and will report back on application counts and the department’s projected timeline to reach its staffing goals.