About Careertakes

👉 Important disclosure: Careertakes is a third-party recruiting platform supporting this hiring process. If selected, you will be employed directly by our client, Federal law enforcement (border security & customs).

Applicants for this role may also receive access to additional matched opportunities through the Careertakes platform.

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What You’ll Do

Confidential Client is hiring entry-level Border Patrol Agents (BPA) to join a federal law enforcement mission focused on border security and customs enforcement. As a BPA you'll:

• Patrol assigned areas and enforce immigration and customs laws.
• Detect, intercept, and apprehend individuals and contraband attempting unlawful entry.
• Inspect documents and possessions to determine identity and legal status.
• Conduct surveillance (including covert night operations using infrared equipment).
• Interpret and follow tracks, marks, and other physical evidence of illegal entry.
• Perform farm checks, building checks, traffic and city patrols, and transportation inspections.
• Operate a variety of government assets: vehicles, off-road vehicles, ATVs, horses, vessels, watercraft, and motorcycles where required.
• Work collaboratively with law enforcement partners and support the agency’s mission to protect public safety and economic prosperity.

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Salary & Incentives

• Annual base salary for newly appointed Border Patrol Agents (grade levels GL-5 / GL-7): $51,632–$92,912 per year.
• Estimated pay (varies by duty location, locality pay, and grade). A fully trained BPA may be eligible for up to an additional 25% locality pay in some locations.
• Recruitment incentive: up to $20,000 (first $10,000 upon successful completion of the academy; remaining $10,000 for accepting a prioritized location).
• Retention incentive: up to $40,000 distributed over the first four years for qualifying hires.
• Federal benefits package including health and dental insurance, generous annual and sick leave, and participation in the Thrift Savings Plan (federal retirement savings).

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Who We’re Looking For / Qualifications

You may qualify for appointment at GL-5 or GL-7 depending on experience and education.

To qualify for GL-5, meet one of the following:

• One (1) year of general work experience demonstrating decision-making, composure under stress, ability to learn regulations and techniques, and information-gathering skills; OR
• A bachelor’s degree (four-year course of study) from an accredited institution; OR
• A combination of general work experience and college coursework (evaluated from your resume and transcripts).

To qualify for GL-7, meet one of the following:

• One (1) year of specialized experience showing ability to make sound firearms judgments, handle law enforcement interactions tactfully, rapidly analyze information, make prompt decisions (examples: criminal enforcement, corrections, security, military police); OR
• Education substitution: bachelor’s degree with superior academic achievement or one full year of graduate-level education in a law-enforcement-related field; OR
• A combination of specialized experience and education (evaluated from your resume and transcripts).

If you have prior federal or military law enforcement experience, you may qualify for higher grade levels (GL-9, GS-11).

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Other Requirements

• U.S. citizenship is required.
• Primary U.S. residency for at least 3 of the last 5 years.
• Age limitation: candidates must generally be referred before their 40th birthday due to law enforcement retirement provisions; exemptions apply for certain federal or veterans’ appointments — review official guidance.
• You may be eligible for Veterans’ Preference or a Veterans Recruitment Appointment (VRA).
• Successful candidates will attend intensive formal training at the Border Patrol Academy (~6 months) covering immigration law, law enforcement operations, driver training, physical tactics, firearms, and language training.
• Border Patrol duties commonly require reading and speaking Spanish; language training is provided at the Academy.
• Duty assignments are determined by operational needs; relocation may be required. Applicants should be prepared to accept prioritized duty locations if required.

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Duty Locations

Duty assignments may include mission-critical locations across multiple sectors. Prioritized locations (eligible for incentives) include, but are not limited to:

• Big Bend Sector: Presidio, Van Horn, Sanderson, Alpine, Sierra Blanca, Marfa
• Del Rio Sector: Del Rio, Brackettville, Comstock, Eagle Pass, Carrizo Springs, Uvalde
• El Paso Sector: Alamogordo, Clint, Deming, El Paso, Fort Hancock, Las Cruces, Lordsburg, Santa Teresa
• Laredo Sector: Laredo South, Cotulla, Hebbronville, Freer, Laredo West, Laredo North, Zapata
• Rio Grande Valley Sector: Rio Grande City, McAllen, Brownsville, Weslaco, Kingsville, Harlingen
• Tucson Sector: Ajo, Tucson, Nogales, Douglas, Sonoita, Casa Grande, Willcox
• Yuma Sector: Blythe, Yuma, Wellton
• (Additional sector stations across the country may be used based on operational needs)

Note: Duty location affects pay and locality rates. You will be asked to select preferred locations, but assignments are made based on mission requirements.

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Selection Process & Next Steps

Applicants will be evaluated on resume, supporting documents (transcripts as applicable), and performance on entrance assessments. Successful candidates will proceed through the agency’s hiring steps, which typically include background investigation, medical and fitness screening, and successful completion of the Border Patrol Academy.

(Apply instructions and application links are provided through the recruitment posting on the agency’s official hiring site. Careertakes will connect candidates to the application flow for this opportunity.)

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Equal Opportunity & Hiring Transparency

Careertakes and our client are Equal Opportunity Employers committed to building a diverse and inclusive workforce. We prohibit discrimination or harassment of any kind. To support a fair and efficient hiring process, AI tools may be used to assist with application review or resume screening. These tools do not replace human decision-making. Final hiring decisions are made by people.

If you have questions about how your data is used, please contact us directly.