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 for applicants (summary provided separately in header)

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Why this role matters

Confidential Client is hiring full-time Border Patrol Agents (BPA) to join a mission-focused federal law-enforcement team protecting the nation’s borders. This is a career-track position offering structured grade progression, formal academy training, federal benefits, and recruitment/retention incentives that can total up to $60,000 for eligible hires.

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What You’ll Do

Confidential Client Border Patrol Agents perform a range of field, investigative, and patrol duties that protect national borders and enforce immigration and customs laws. Typical responsibilities include:

• Detecting and questioning people suspected of violating immigration or customs laws and inspecting documents and possessions
• Conducting surveillance and apprehension operations, including covert night operations using infrared and related equipment
• Interpreting tracks, marks, and other physical evidence of illegal entry
• Conducting farm checks, building checks, traffic stops, city patrols, and transportation inspections
• Patrolling boundaries and waterways using vehicles, horses, vessels, off-road vehicles, ATVs, snowmobiles, and motorcycles
• Making arrests and exercising sound judgment in the use of force and firearms consistent with training and policy

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Compensation & Benefits

• Annual base pay for new appointees (GL-5 / GL-7): $51,632 — $92,912 per year (grade-dependent; locality pay may apply)
• Estimated pay for this listing: approximately $88,984/year (varies by location and grade)
• Recruitment incentive: up to $20,000 (first $10,000 after Academy completion; additional $10,000 for accepting certain prioritized locations)
• Retention incentive: may qualify for up to $40,000 distributed over the first four years
• Federal benefits: health, dental, vision plans; generous annual and sick leave; Thrift Savings Plan (federal retirement savings)
• Paid training: detail to the Border Patrol Academy for approximately 6 months of advanced instruction in law enforcement, firearms, driver training, physical techniques, and immigration/nationality law

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Duty Locations & Assignment Notes

• Duty assignments may be at the Southwest Border and other mission-critical sectors. Available duty locations include multiple sector stations (examples listed in the full job announcement).
• Confidential Client determines duty assignment at the time of offer based on operational needs; reassignment or relocation may be required.
• Locality pay can materially affect total compensation (some duty stations include higher locality pay under federal LEO pay rules).

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Minimum Qualifications

You may qualify for different entry grades based on experience and education:

GL-5 (entry-level)

• One year of general work experience demonstrating the ability to take charge, make sound decisions, and maintain composure in stressful situations; OR
• A bachelor’s degree from an accredited college/university; OR
• A combination of experience and education (evaluated from resume and transcripts)

GL-7

• One year of specialized experience showing skills to make sound firearms judgments, interact courteously on law-enforcement matters, analyze information rapidly, and make prompt decisions in enforcement contexts; OR
• A bachelor’s degree with superior academic achievement, OR one year of graduate-level education in a related field (criminal justice, homeland security, forensic studies, etc.); OR
• A combination of experience and education (evaluated from resume and transcripts)

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

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Other legal & statutory requirements

• Citizenship: U.S. citizenship is required.
• Residency: Primary U.S. residency for at least 3 of the last 5 years is required.
• Age: Candidates must be referred for selection before reaching their 40th birthday per law enforcement retirement rules; exceptions may apply for certain prior federal or military service and veterans’ preference.
• Veterans’ preference: May be eligible for excepted service hiring (VRA) and related exceptions.
• Formal training: New hires attend the Border Patrol Academy for roughly six months (location noted in the full announcement).
• Language: Spanish reading and speaking ability is highly beneficial; language training is provided during Academy as needed.

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Preferred skills & attributes

• Strong situational awareness and decision-making under stress
• Ability to follow procedures and protocols precisely
• Physical fitness and stamina for field operations
• Professional conduct when interacting with diverse communities
• Willingness to relocate / accept duty assignments where operational needs require

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How selection works

Applicants will be evaluated on submitted resume, supporting documents (transcripts, etc.), pre-screening answers, and performance on the BPA entrance exam. The recruitment process follows federal hiring rules — carefully review the job opportunity announcement on USAJOBS and follow all application instructions.

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Note on confidentiality

This posting is managed by Careertakes as a third-party recruiting platform. The hiring organization is listed in the client-industry field above as Federal law enforcement (Customs and Border Protection). Specific employer names have been replaced with "Confidential Client" in this posting per platform policy.

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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.