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 (Customs and Border Protection).

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

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Position Overview

Confidential Client is hiring full-time, entry‑level Border Patrol Agents (BPA) at GL‑5/GL‑7 grade levels. This is a federal law enforcement career focused on protecting borders, deterring illicit activity, and supporting national security. Candidates with prior public safety, security, military police, or law enforcement experience may qualify. This role includes formal academy training and opportunities for a multi‑grade career ladder (GL‑5 → GL‑7 → GL‑9 → GS‑11 → GS‑12).

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Salary & Benefits

• Annual base salary (newly appointed BPAs): GL‑5 / GL‑7 — $51,632 to $92,912 per year.
• Additional incentives: up to $60,000 total (up to $20,000 recruitment incentive and up to $40,000 retention incentive distributed over the first four years).
• Federal benefits package including health and dental insurance, generous annual/sick leave, and participation in the Thrift Savings Plan (similar to a 401(k)/Roth option).
• Locality pay and pay reform provisions may increase total compensation in certain locations (up to ~25% for fully trained BPAs).

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Recruitment & Retention Incentives

• Recruitment Incentive: Up to $20,000 — $10,000 paid after successful completion of the Border Patrol Academy; remaining $10,000 for accepting selected prioritized locations.
• Retention Incentive: Up to $40,000 paid over the first four years for eligible hires.

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Duty Locations & Mobility

• Duty assignments may include the Southwest Border and other mission‑critical locations. Prioritized locations and sectors include (examples):
  • Big Bend Sector (Presidio, Van Horn, Sanderson, Sierra Blanca, Marfa)
  • Del Rio Sector (Del Rio, Brackettville, Comstock, Eagle Pass, Carrizo Springs, Uvalde)
  • El Paso Sector (Alamogordo, Clint, Deming, El Paso, Lordsburg, Santa Teresa)
  • El Centro Sector (El Centro, Indio, Calexico)
  • San Diego Sector (Boulevard, Campo, Chula Vista, Imperial Beach, Murrieta, San Clemente)
  • Tucson, Yuma, Laredo, Rio Grande Valley, Spokane, Grand Forks, Havre, Houlton, Swanton sectors
• Confidential Client determines duty assignment at time of offer based on operational needs. Relocation may be required.

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Duties & Responsibilities

Typical BPA duties include:

• Detecting, questioning, and inspecting individuals and possessions to enforce immigration and customs laws.
• Preventing and apprehending undocumented entrants and smugglers using surveillance (including night operations with infrared scopes).
• Interpreting tracks, marks, and other physical evidence of illegal entry or contraband.
• Conducting farm checks, building checks, traffic stops, city patrols, and transportation inspections.
• Patrolling international boundaries and coastal waterways using vehicles, horses, vessels, ATVs, snowmobiles, motorcycles, and other government assets.

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Qualifications

You may qualify at GL‑5 if you have ONE of the following:

• One year of general work experience demonstrating decision‑making, composure under stress, and the ability to learn rules/methods via training or on‑the‑job instruction; OR
• A bachelor’s degree (four‑year) from an accredited college/university; OR
• A combination of general work experience and college education (evaluated via resume/transcripts).

You may qualify at GL‑7 if you have ONE of the following:

• One year of specialized work experience showing ability to:
  • Make sound judgments and decisions in the use of firearms;
  • Deal effectively and courteously with people in law enforcement contexts;
  • Rapidly analyze information and make prompt decisions (including making arrests after training); OR
• A bachelor’s degree with superior academic achievement (GPA, class standing, or honor society) OR one year of relevant graduate‑level study; OR
• A combination of specialized experience and education (evaluated via resume/transcripts).

Note: Applicants with prior federal or military law enforcement experience may qualify at higher grade levels (GL‑9 / GS‑11). Qualifications will be verified from submitted materials.

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Other Requirements

• Citizenship: Must be a U.S. citizen.
• Residency: Must have had primary U.S. residency for at least 3 of the last 5 years.
• Age: Candidates must be referred for Border Patrol Agent selection before their 40th birthday per applicable federal law enforcement retirement provisions, unless an exception applies (e.g., prior federal civilian LEO service or Veterans’ Preference eligibility).
• Veterans: Veterans may be eligible for excepted service appointments; age restrictions may not apply for eligible veterans.
• Background & Screening: Position requires background checks, medical and fitness standards, and other hiring clearances.
• Language: Ability to read and speak English is required; training to develop Spanish language proficiency is provided during the academy.

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Training & Career Progression

• Newly hired agents attend the Border Patrol Academy (approx. six months) for intensive instruction in immigration/nationality law, law enforcement procedures, driver training, physical techniques, firearms, and USBP‑specific operations.
• Career ladder advancement occurs with time in grade: promotion eligibility after 52 weeks in each grade level (GL‑5 → GL‑7 → GL‑9 → GS‑11 → GS‑12), without reapplying.

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Selection & Evaluation

Candidates are evaluated on resume, supporting documents (e.g., transcripts), and performance on entrance assessments. Hiring decisions are made by the Confidential Client following federal hiring and screening processes.

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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.