The coordinator's evenings
Chasing paper applications, re-typing them, and texting recruits for missing pages is unpaid hours on top of a day job. It is the first thing a coordinator quits over.
Pricing
TurnoutFlow is priced per department, with a generous amount of room to grow. Every officer, member, and applicant is included, billed monthly or annually. What that comes to depends on your size and what you turn on, so we put a real number in writing for your department instead of posting a table you would have to guess your way into.
Before the number
A quote only makes sense next to what you are paying now. None of this shows up on a budget line, which is why it keeps getting paid.
The coordinator's evenings
Chasing paper applications, re-typing them, and texting recruits for missing pages is unpaid hours on top of a day job. It is the first thing a coordinator quits over.
The recruit you trained and lost
Turnout gear, an academy seat, and months of drill nights go into every probationary member. When one drifts off because onboarding stalled, the department paid for all of it and got nothing back.
The class that starts short
Every applicant who abandons a PDF halfway is a seat nobody fills this year. Departments rarely see this number, because nobody counts the people who never finished.
How you get a number
There is no form maze and no qualification call before the real call. Ask, and we price it.
01
Tell us who you are
How many members you carry, whether you run volunteer, combination, or career, and what your recruiting looks like today.
02
We scope what you want
Some departments start with recruiting and onboarding alone. Others want the roster, training, and truck checks running from day one.
03
The quote is valid for 45 days
Plenty of time to show it to your board, and for us to answer any questions about how it works for your department.
Cost of asking: $0 · Obligation: none
What the quote depends on
So you know what we will ask about, and what we will not.
The size of your department
A 20-person volunteer company and a 200-person combination department do not pay the same. Roster size is the main input.
Which areas you run
You are not billed for parts of the system your department has no use for. What features you need are part of the conversation.
Add-ons, specialized capabilities
Custom services and consulting can be quoted on top of your department price if needed.
What does not move it: how many people log in.
Every officer, member, and applicant is included. Add a probationary class in the spring and nothing about your bill changes. There is no seat count to true up.
The terms
What your board will ask, answered before they ask it.
What you are pricing
One system for the whole life of a member, from the first application to the truck check they run next week.
Recruiting
Turn interest into a finished application.
A public application any candidate can finish on their phone, and a pipeline that tells coordinators who needs attention today.
Onboarding
The first 30 days, without the paperwork chase.
Build an onboarding packet once, assign it to every new member, and watch completion instead of asking around at drill night.
Roster & Records
One personnel file per member, current as of today.
Ranks, certifications, emergency contacts, and issued gear on one record, with expiry alerts before a certification lapses.
Training & Readiness
Know who is actually ready, skill by skill.
Schedule drills, capture attendance in seconds, and see a readiness matrix of every member against every skill your department requires.
Checks & Assets
Truck checks that leave a record.
Apparatus and bag checks on a cadence, expiration tracking on every item, and a registry of the gear your department owns and who has it.
The Member App
What your members see on their phone.
Members get their own view, including checks due, onboarding items, training hours, skills, and the gear they have been issued.
See what each area actually does before you ask us to price it.
Not ready for a call? Start here
Where real candidates come from, what gets them to finish an application, and the referral scripts and follow-up templates, in one PDF you can hand to your recruitment officer.
Get the Guide