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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Role summary

Confidential Client is recruiting for entry-level Border Patrol Agents (BPA) to join a federal border enforcement mission. This is a full-time, career-track law enforcement position with structured grade progression (GL-5 → GL-7 → GL-9 → GS-11 → GS-12), formal academy training, comprehensive federal benefits, and eligibility for recruitment/retention incentives.

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Salary & incentives

• Annual base salary range for newly appointed BPAs (GL-5 / GL-7): $51,632 – $92,912 per year.
• Estimated local pay for this posting: $79,298 per year (estimate).
• Recruitment incentive: up to $20,000 (typically $10,000 after academy + $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: health, dental, retirement (Thrift Savings Plan), paid leave, and other standard federal employee benefits.

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Key locations

Duty assignments are mission-driven and may require relocation. Prioritized locations and sectors (examples) include:

• Big Bend: Presidio, Van Horn, Sanderson, Sierra Blanca, Marfa
• Del Rio: Del Rio, Brackettville, Comstock, Eagle Pass
• El Paso: El Paso, Lordsburg, Santa Teresa
• Laredo & Rio Grande Valley: Laredo, Hebbronville, Freer, Brownsville, McAllen
• Tucson & Yuma: Tucson, Nogales, Ajo, Yuma
• San Diego & El Centro: Calexico, Imperial Beach, Chula Vista
• Additional sector stations across the U.S.; duty assignment is determined at offer based on operational needs.

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What you’ll do

As a Border Patrol Agent with Confidential Client you will be an LEO (law enforcement officer) responsible for protecting the border and public safety. Typical duties include:

• Detecting, questioning, and inspecting people and possessions for immigration or customs violations.
• Conducting surveillance and apprehensions using a variety of assets (vehicles, ATVs, horses, vessels, etc.).
• Performing farm, building, traffic, city patrols, and transportation checks.
• Interpreting tracks, physical evidence, and using night-vision or other surveillance equipment.
• Exercising sound judgment in high-pressure and enforcement scenarios.

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Minimum qualifications

You may qualify for GL-5 if you have ONE of the following:

• One year of general work experience that shows ability to take charge, make sound decisions under stress, learn regulations and techniques, and gather concise information through questioning and observation; OR
• A bachelor’s degree (any field) from an accredited college or university; OR
• A combination of general work experience and college education (evaluated from resume and transcripts).

You may qualify for GL-7 if you have ONE of the following:

• One year of specialized experience demonstrating abilities such as:
  • Sound judgment and decisions in firearms use;
  • Effective, tactful interaction with the public in law-enforcement settings;
  • Rapid information analysis and prompt decision-making (examples: criminal code enforcement, corrections, military security, etc.); OR
• A bachelor’s degree with superior academic achievement (GPA/honor society/class standing) or one year of relevant graduate-level coursework; OR
• A combination of specialized experience and education (evaluated from 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 determined from submitted documentation.

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Other legal & program requirements

• Citizenship: U.S. citizenship required.
• Residency: Must have been a primary U.S. resident for at least 3 of the last 5 years.
• Age: This position is under law enforcement retirement provisions; candidates must be referred prior to their 40th birthday per federal directive unless exempt (e.g., prior federal law enforcement service or Veterans’ Preference exceptions).
• Veterans: Veterans may be eligible under certain excepted appointments (VRA); age restrictions may not apply for eligible veterans.
• Background & fitness: Offer contingent on successful background investigation, medical and fitness evaluations, and completion of required training.
• Language: Border enforcement work requires proficiency in English and the ability to develop Spanish proficiency; language training is provided during academy.

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Training & career path

• New hires attend an intensive academy (approximately six months) covering law enforcement procedures, immigration and nationality law, firearms, physical techniques, driver training, and language training.
• Career ladder progression allows promotion to the next grade after successful completion of time-in-grade requirements (typically 52 weeks at each grade level), enabling long-term advancement without reapplying.

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Core skills & preferred attributes

• Strong decision-making and stress-management skills.
• Physical fitness and willingness to complete academy requirements.
• Interpersonal skills and the ability to interact professionally and tactfully.
• Observation, investigation, and basic evidence-gathering skills.
• Prior public safety, security, corrections, military police, or law enforcement experience is advantageous.

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Why apply

• Competitive federal pay and locality adjustments.
• Up to $60,000 in combined recruitment and retention incentives for qualifying hires.
• Comprehensive federal benefits and stable, long-term career pathway in federal law enforcement.
• Academy training and ongoing professional development.

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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.