Explore police hiring resources in Georgia.

Partial profile reviewed 2026-10-24. Not proof of an opening.

Minimum requirements

• The general requirements state U.S. citizenship by birth or naturalization, age 18 or older, an accredited high-school diploma or GED, and no felony or family-violence convictions. Generic age 18 does not establish every sworn appointment or certification age; obtain the current deputy or detention requisition and Georgia POST conditions.
• For non-certified applicants, the page lists aptitude-test exemptions through an accredited associate degree or higher, or passing scores from named college-entry tests. Those are alternatives, not a requirement that all applicants have a degree. The linked score table and current test availability were not reviewed; ask recruitment before arranging or paying for an exam.
• Certified detention and certified deputy exemption categories require relevant Georgia POST credentials in good standing. A separate military-veteran exemption refers to a Member-4 DD214 and completed honorable service. These are exemption paths; prior military service, police experience and instructor/specialty credentials are not universal entry requirements.
• The source describes mandatory job training after hire, including basic jail-officer certification within six months for detention officers. Participation in later pre-mandate or basic law-enforcement training depends on the route; obtain the current eligibility, academy costs, employment terms and any repayment agreement directly.

Selected requirements, not a complete eligibility or disqualifier checklist.

Lateral entry

A valid Georgia POST basic law-enforcement certification in good standing is a named aptitude-test exemption for certified deputy applicants. The page does not establish an out-of-state waiver, credited-service formula or guaranteed pay step. Ask recruitment which certified route and training requirements apply.

Recruiting contact

Explicit recruitment and employment contact; no outreach performed

Hiring outline

1. Start with the official application link and confirm the current deputy or detention position. The linked application workflow was not reviewed or used.
2. Complete the aptitude test unless the agency approves an applicable exemption. Verify the accepted examination and score requirements directly.
3. Complete the published physical agility assessment. Ask for the current movement protocol, scoring and role applicability before attending.
4. Complete the pre-employment questionnaire, then the oral interview with a background investigator, as listed by the page.
5. Complete the extensive background investigation and the named truth-verification examination. The reviewed page does not identify that examination as a particular polygraph or VSA protocol.
6. Attend the oral interview with the division director. The source does not provide a fixed overall timeline or guarantee advancement.
7. If offered conditional employment, pass the psychological evaluation, medical sports physical and drug screen. These are the published post-offer screening categories; their exact appointment order and final appointment process require confirmation.

Physical testing

The hiring page publishes 20 proper push-ups within 60 seconds, 25 sit-ups within 60 seconds, and 120 steps on a 12-inch platform within five minutes. Obtain the current movement/counting protocol, role applicability, scoring, accommodations and retest instructions. The page separately describes a later pre-mandate class preparing interested detention officers for the POST physical course and firearms qualifications; do not substitute the hiring checks for academy standards. No structured automatic fitness preset or individualized exercise prescription is established by this summary.

Benefits

Published benefits include healthcare/dental/vision, retirement plans with employer contributions, accrued leave, overtime opportunities, a take-home car for qualified positions and fitness equipment access. The linked benefits summary was not reviewed. Obtain current plan documents, employee costs and vehicle eligibility directly; these are not guaranteed benefits for every assignment.

Hiring incentives

The page advertises up to 10% additional compensation based on qualifying experience or education and mentions degrees, POST credentials and specialized skills. Eligibility, stacking and actual approved placement are not established for every applicant. Prior SWAT, K9, FTO or military experience is not thereby a universal hiring requirement.

Partial guide from the official hiring page. No current vacancy, requisition deadline, complete disqualifier policy, guaranteed academy funding or final appointment timeline verified. Starting pay has no explicit period/effective date; fitness protocol and accepted academic testing need confirmation. No JobPosting or recruitAnnual ranking. Separate county sheriff employer from Fayetteville city police and similarly named counties elsewhere. No forms, accounts, documents or outreach submitted.

No test preset is imported from this profile. Bring current employer instructions to your preparation.

Recruiter contact, hiring stages, physical-test standards, benefits and incentives need confirmation. Use official sources; missing information does not mean unavailable.