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, Customs and Border Protection — Federal law enforcement.

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

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What You’ll Do

This entry-level Border Patrol Agent (BPA) role is a full-time federal law enforcement position focused on safeguarding borders, deterring illicit activity, and protecting the public. Typical assignments include:

• Detecting and questioning people suspected of violating immigration and customs laws; inspecting documents and possessions.
• Preventing and apprehending undocumented noncitizens and smugglers through surveillance and tactical operations, including night operations using infrared scopes.
• Interpreting tracks, marks, and other physical evidence of illegal entry of persons or contraband.
• Conducting farm, building, traffic, city, and transportation checks.
• Patrolling international boundaries and coastal waterways using vehicles, horses, vessels, off-road vehicles, ATVs, snowmobiles, and motorcycles.

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Salary & Benefits

• Annual base salary (newly appointed BPAs): GL-5 / GL-7 — $51,632 to $92,912 per year (grade-dependent).
• New Hire Recruitment Incentive: Up to $20,000 (first $10,000 upon successful completion of the Border Patrol Academy; remaining $10,000 for accepting a prioritized location).
• Retention Incentive: May qualify for up to $40,000 distributed over the first four years.
• Additional pay: Fully trained BPAs may be eligible for up to 25% additional locality pay per the BPA Pay Reform Act of 2014 (location-dependent).
• Federal benefits package: health, dental, and other insurance plans; generous annual and sick leave; participation in the Thrift Savings Plan (retirement savings).

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Duty Locations & Mobility

Duty assignments may include Southwest Border and other mission-critical stations. Candidates will be asked to select preferred locations, but assignments are based on operational needs and may require relocation. Prioritized locations for some incentives include Sierra Blanca, Presidio, Sanderson, Comstock, Lordsburg (NM), Freer, Hebbronville, and Ajo (AZ).

Representative sector/location list (non-exhaustive):

• Big Bend Sector — Presidio, Van Horn, Sanderson, Sierra Blanca, Marfa, Alpine
• 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, Cotulla, Hebbronville, Freer, Zapata
• Rio Grande Valley Sector — Rio Grande City, McAllen, Brownsville, Weslaco, Harlingen
• San Diego Sector — Campo, Chula Vista, Imperial Beach, Murrieta, San Clemente
• Tucson Sector — Ajo, Tucson, Nogales, Douglas, Sonoita, Casa Grande, Willcox
• Yuma Sector — Blythe, Yuma, Wellton
• Additional sectors: Buffalo, Grand Forks, Havre, Houlton, Spokane, Swanton

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Qualifications

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

GL-5 (examples):

• One (1) year of general work experience demonstrating the ability to take charge, make sound decisions under stress, learn rules/procedures, and gather concise information through questioning and observation; OR
• A bachelor’s degree (any field) from an accredited institution; OR
• A combination of education and general work experience (evaluated from resume and transcripts).

GL-7 (examples):

• One (1) year of specialized experience demonstrating law-enforcement-related judgment and decision-making (use of firearms, arrests, enforcement, security, corrections, military police, etc.); OR
• Bachelor’s degree with superior academic achievement (GPA/inter-class standing/honor society); OR
• One full year of graduate-level education in a law-enforcement-related field; OR
• A combination of relevant education and specialized experience (evaluated from resume and transcripts).

Note: Applicants with prior civilian or military law enforcement experience may qualify at higher grade levels (GL-9 / GS-11). See the applicable BPA grade announcements for details.

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Other Requirements & Conditions

• U.S. Citizenship is required.
• Must have had primary U.S. residency for at least three of the last five years.
• Age restriction: Candidates generally must be referred before reaching their 40th birthday (Title 5 retirement provisions). Exceptions may apply for certain prior federal law enforcement or Veterans’ Preference eligibilities.
• Formal training: Hired candidates will attend the U.S. Border Patrol Academy (approximately six months) for intensive training in immigration and nationality law, law enforcement operations, driver training, physical techniques, firearms, and Spanish language proficiency. Spanish language training is provided as part of the Academy.
• Background/security checks, physical fitness standards, medical and drug screening, and other federal clearances are required.
• RELOCATION MAY BE REQUIRED. Duty assignment affects pay (locality and incentives).

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What We’re Looking For

• Demonstrated ability to make quick, sound decisions under pressure.
• Strong interpersonal skills and the ability to deal courteously and tactfully with diverse populations.
• Willingness to work irregular hours and in austere or remote locations.
• Commitment to public service and adherence to federal law enforcement standards.
• Prior experience in law enforcement, security, military police, or public safety is helpful but not required.

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Reasonable Accommodations

Confidential Client and Careertakes are committed to providing reasonable accommodations to qualified applicants with disabilities. If you require an accommodation during the application or hiring process, please contact us through the Careertakes platform.

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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.