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Washington first · Statewide discovery

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Know your next step.

Explore where you could serve, find recruiting information, and compare published pay before planning your preparation.

Explore WashingtonHow to compare offers
Employer listings
186
Contracted services
40
Counties represented
39 / 39

42 listings with pay snapshots · 6 expanded hiring profiles · Source review: September 9, 2026

Researched agency guides

Direct, public guides for the agencies with expanded research. Other listings remain available below; we do not publish empty agency pages.

Explore Washington agencies

City and county departments, state agencies, tribal and campus police, and contracted services. County filters describe location, not the limits of an agency’s jurisdiction; statewide employers are listed under “All counties.”

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1–1 of 1 matching listings · 226 total. “Pay snapshot” means published figures were found, not a complete compensation comparison.

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County sheriff · King County

King County Sheriff's Office

Expanded hiring profile
Published 2026 entry-deputy range
$95,908.80–$134,284.80 / year

See source and pay notes for effective dates · Pay source reviewed 2026-09-09 · Review due—reconfirm these historical figures

The continuous entry posting publishes the full classification range, not a confirmed academy rate or guaranteed starting step. Excluded from recruit-rate sorting.

King County: entry-level deputy posting (checked October 3, 2026) ↗
Recruiting contact, hiring process & preparation
KCSO recruitingkcsorec@kingcounty.govKing County: entry-level deputy posting (checked October 3, 2026) ↗

Conditional hiring incentive

Official lateral posting rechecked October 3, 2026: Washington laterals may qualify for $40,000. The same posting separately describes a $25,000 lateral incentive paid as $10,000 on the first paycheck and $15,000 after probation, with a three-year commitment. It does not clearly map every term to each applicant group, so confirm the applicable program with recruiting; neither offer is entry-level pay.

King County: lateral deputy posting (checked October 3, 2026) ↗

Benefits to compare

Employer-paid medical, dental and vision premiums for employees and dependents; LEOFF 2, deferred compensation and conditional take-home vehicle access.

King County: 2026 salary and benefits ↗

Public hiring outline · entry focus

  1. PST written exam, PAT and personal-history statement
  2. Complete county application
  3. Oral board
  4. Background investigation, polygraph, medical and psychological assessments
  5. Entry-level eligible register

The continuous entry posting requires a 70% or higher written score and a PAT completed within 30 days of application. Lateral and exceptional-entry applicants use separate routes.

King County: entry-level deputy posting (checked October 3, 2026) ↗

Physical testing

Entry PAT: 20 push-ups / 90 sec, 25 sit-ups / 90 sec, 35 squat thrusts / 3 min.

King County: deputy hiring process ↗

Your preparation focus

Learn the communities and contract jurisdictions served. Gather examples that show both independent judgment and willingness to seek guidance.

Review entry PAT requirements in the planner →Prepare for an entry-level oral board →Organize application documents →

Independent practice, not this agency’s official questions, scoring system or endorsement. We do not coach people to evade screening.

Official entry and lateral postings rechecked October 3, 2026. Entry recruitment is continuous with a $95,908.80–$134,284.80 annual classification range; it requires a 70% or higher PST written score, PAT within 30 days of application, personal-history statement, county application, oral board, background, polygraph, medical and psychological assessments before the eligible register. The range is not a confirmed academy rate or starting step. Lateral recruitment is open through December 31, 2026 at 11:59 p.m. Pacific, with a $46.11–$64.56 hourly range. Washington laterals may qualify for $40,000; the posting separately describes a $25,000 lateral incentive with $10,000 on the first paycheck, $15,000 after probation and a three-year commitment. Confirm which program applies before relying on an incentive.

Recruiting & directory sources

Directory sources checked 2026-09-09. Testing-provider listings may outlast an opening. General directory links are not recruiter contacts.

PST: Deputy Sheriff ↗PST: Lateral Deputy Sheriff ↗PST: Exceptional Entry Deputy Sheriff ↗Washington State Sheriffs' Association: King ↗King County: entry-level deputy posting (checked October 3, 2026) ↗King County: lateral deputy posting (checked October 3, 2026) ↗
Direct link to this listing →

Compare the offer—not just the headline

A bigger bonus isn’t the whole picture.

01 · Match the career stage

Compare academy pay with academy pay, sworn starting pay with sworn starting pay, and lateral offers at the same credited experience. Ask when each step increase occurs.

02 · Separate one-time money

Record the eligible hiring track, payout schedule, service commitment and repayment terms. Keep relocation reimbursement separate from a signing bonus. Ask whether funds remain available.

03 · Price the benefits

Get employee and dependent health costs, retirement and 457 contributions, leave accrual, education premiums and take-home vehicle conditions. Do not add benefits you are not eligible to receive.

04 · Consider the life you want

Compare housing and commuting costs, shift patterns, training opportunities and the work itself. We do not assign a best-agency score from incomplete financial information.

Research scope, sources and updates

186 employer listings and 40 separately labeled contracted services provide statewide discovery—not a complete count of every Washington employer. The 6 expanded profiles are a subset; 42 listings have pay snapshots. Missing details mean “not researched,” not “none offered.”

Coverage sources: PST’s Washington employer listings, Washington State Sheriffs Association county directory, and WADEPS contracted-agency list (dated May 6, 2026). City-to-county matching uses AWC’s member-city directory; tribal locations use linked local sources. County labels are geographic filters, not jurisdictional advice.

Current agency announcements and agreements take priority over testing-provider listings. New pay snapshots use explicitly stated periods and career stages; older, ambiguous or conflicting figures are withheld. Expanded profiles retain their individual caveats. Direct recruiting contacts are only supplied where specifically researched, never inferred from emergency or dispatch numbers.

After 30 days without review, pay gets a review-due label and is excluded from recruit-rate sorting. Requirement imports pause after 90 days without review. A source check is not editorial verification of every fact. Application deadlines can expire even when a page has not changed. A small Washington monitoring pilot records changes for review; it does not automatically publish facts or mean every agency is checked daily.

PST’s Washington PAT protocols ↗. A shared screen is not every agency’s complete test. Imports are limited to individually researched profiles; listing an agency does not create a test preset.

Suggest an agency or send a correction with a public source. Please do not send confidential candidate questions, personal background records or medical information. Other states will follow after local source review, not by reusing Washington requirements.

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