Recruiting & Retaining Firefighters in 2026

Fire agencies across the country are facing a crisis. One measured in empty seats on the apparatus, not in flames or smoke.

This isn’t a new problem. The number of volunteer firefighters has fallen by roughly 25% since 1984, and the firefighter workforce (career and volunteer combined) was about 62,000 smaller in 2022 than it was in 2010. The U.S. Fire Administration was already sounding the alarm on recruiting and retention as far back as 1998. But in 2026, that old problem has finally reached a breaking point.

Accelerated by a fiercely competitive job market, shifting workforce expectations, and an increasingly demanding job, fire agencies are struggling to fill seats—and keep them filled.

The stakes couldn’t be higher. According to the Firefighter Rescue Survey (FRS), firefighters recorded over 2,100 rescues in a single year—neighbors pulled from burning homes, families given a second chance. That number is likely much higher, since FRS reporting is voluntary.

But delivering that level of service requires more than courage. Today’s firefighters must navigate active fires, hazardous materials, and chemical threats. All while performing under extreme pressure with precise technical skill.

Finding people who can do all of that? Hard. Keeping them? Even harder.

Finding Recruits in Your Community

Recruiting firefighters should start where it matters most—in the communities they already serve. Every public event, school visit, and neighborhood interaction is an opportunity to plant a seed.

Starting early pays off. Partnering with local high schools and colleges to offer presentations, career fairs, and hands-on workshops introduces young people to the profession before they’ve committed to another path. Some departments have gone further, embedding firefighter and EMT training directly into school Career and Technical Education (CTE) programs. This builds a pipeline years before a candidate ever submits an application.

Local government partnerships matter too. By working alongside municipal leaders, agencies can develop recruitment initiatives with broader reach, dedicated funding, and community-wide visibility.

For the right candidates, this isn’t just a job—it’s a calling. Speak to that. Show recruits that firefighting is a career with purpose and long-term opportunities.

Professional Development

Recruitment gets someone in the door. Professional development keeps them there.

Today’s firefighters, especially younger ones, want to know their career has room to grow. Departments that invest in ongoing training, mentorship programs, and clear pathways to promotion give their people a reason to stay for the long haul.

This isn’t just good for morale. It builds stronger, more capable teams. When firefighters see a future within their agency, they’re more likely to commit, perform, and eventually become the experienced leaders the next generation of recruits will look up to.

Improving Compensation & Benefits

Purpose and culture go a long way. But they don’t pay the bills.

Competitive compensation remains one of the biggest factors in recruiting and retaining firefighters. The private sector continues to offer higher salaries, better benefits, and more predictable schedules. That makes recruiting an uphill battle, especially for candidates with paramedic certifications or advanced technical skills who have options elsewhere.

Pay, retirement benefits, and health coverage deserve the same strategic attention as recruiting and culture. Firefighters who feel fairly compensated are more likely to stay, and more likely to tell others the job is worth pursuing.

Prioritizing Mental Health

The physical dangers of firefighting are well-documented. The mental toll is less visible but just as serious.

Studies show that between 20% and 37% of firefighters meet the criteria for PTSD at some point in their career, a rate comparable to military combat veterans. Research also points to high rates of depression, anxiety, and sleep disorders among first responders, according to a 2022 Ruderman Family Foundation report.

Yet many suffer in silence. For some, seeking help carries a stigma, perceived by peers and even themselves as a sign of weakness. Studies show that up to 92% of surveyed firefighters cite stigma as a reason they won’t seek help.

Breaking that stigma starts within your agency. Support groups, peer check-ins, and manager-led conversations are among the most effective firefighter resources you can offer. They create space for firefighters to open up to a colleague, supervisor, therapist, or doctor.

First responder retention starts with support. When firefighters feel supported, they stay longer, serve better, and fight burnout more effectively.

Set Your Team Up for Success

Recruiting and retaining firefighters is hard. But the agencies that get it right have something in common: they equip their people well.

That starts with tools built specifically for the needs of first responders. Disconnected, outdated software creates inefficiencies that slow response times, frustrate staff, and quietly contribute to burnout. Easy-to-use, cloud-based technology eliminates those headaches and gives firefighters more time and energy for higher impact work.

Modern firefighter software, like ONESolution by CentralSquare, is built with that in mind. With flexible modules, customizable reports, and mobile access, it adapts to your agency’s unique needs rather than forcing your agency to adapt to it.

When your staff is comfortable with the software they use every day, they’re empowered to do more. They can serve faster, respond smarter, and find real meaning in their life-saving work. And that sense of purpose is one of the most powerful retention tools you have.

Your firefighters show up for their community every day. Make sure the technology shows up for them. Book a Demo today to learn more about ONESolution.