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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Overview

Confidential Client is hiring entry-level Border Patrol Agents to join a federal law enforcement career ladder. This is a full-time, career-oriented role that includes training at a federal academy, competitive base pay, comprehensive benefits, and recruitment/retention incentives of up to $60,000 for eligible hires. Duty assignments may require relocation and can include mission-critical border locations.

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What You’ll Do

Confidential Client seeks candidates to perform frontline border security duties. Typical responsibilities include:

• Detect and question people suspected of violating immigration and customs laws; inspect documents and possessions.
• Prevent and apprehend undocumented noncitizens and smugglers using surveillance, patrols, and tactical operations.
• Interpret and follow tracks, marks, and other physical evidence of illegal entry or contraband.
• Conduct farm checks, building searches, traffic stops, city patrols, and transportation inspections.
• Patrol international boundaries and coastal waterways using vehicles, horses, vessels, off-road vehicles, ATVs, and other government assets.

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Salary & Benefits

• Annual base salary range for newly appointed agents (GL-5 / GL-7): $51,632 – $92,912 per year.
• Estimated midpoint (for reference): ~$72,147 per year.
• Federal benefits package including health, dental, retirement (Thrift Savings Plan), generous annual and sick leave, and other employee programs.
• Pay differentials and locality pay may apply depending on duty location; fully trained agents may be eligible for additional locality adjustments (up to ~25% in certain areas).

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Recruitment & Retention Incentives

• Recruitment Incentive: Up to $20,000 for newly appointed agents (e.g., $10,000 paid after academy completion + $10,000 for accepting a prioritized location).
• Retention Incentive: Eligible agents may qualify for up to $40,000 distributed over the first four years for certain assignments and priorities.
• Total potential incentives: up to $60,000 for qualifying candidates.

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Duty Locations

Duty assignments may include the Southwest Border and other mission-critical sectors. Candidates will be asked to indicate preferred locations, but final assignment is based on operational needs. Examples of mission sectors include (not exhaustive):

• Big Bend Sector (Presidio, Van Horn, Sierra Blanca, etc.)
• Del Rio Sector (Del Rio, Eagle Pass, Uvalde, etc.)
• El Paso Sector (El Paso, Lordsburg area, etc.)
• Laredo Sector (Laredo, Hebbronville, Freer, etc.)
• Rio Grande Valley Sector (McAllen, Brownsville, etc.)
• Tucson, Yuma, San Diego, Spokane, Swanton, Grand Forks, Havre, Houlton sectors

Relocation may be required; duty location affects locality pay and promotion progression.

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Qualifications

You may qualify at GL‑5, GL‑7 (or higher with previous law enforcement/military experience). Typical qualification pathways:

• GL‑5 qualification options:
  • One year of general work experience demonstrating responsibility, decision-making, and the ability to learn through training/on‑the‑job instruction; OR
  • A bachelor’s degree from an accredited institution; OR
  • A combination of relevant experience and college coursework (transcripts required).
• GL‑7 qualification options:
  • One year of specialized experience involving law enforcement, corrections, security, or related fields demonstrating judgment in use of firearms, arrests, and rapid analysis; OR
  • Bachelor’s degree with superior academic achievement or one year of relevant graduate study; OR
  • Combination of experience and education (transcripts required).
• Candidates with prior federal or military law‑enforcement experience may qualify at higher grades (GL‑9 / GS‑11). Submit transcripts and documentation as requested.

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Other Requirements & Important Notices

• Citizenship: Must be a U.S. citizen.
• Residency: Must have had primary U.S. residency for at least three of the last five years.
• Age: This position is covered by law enforcement retirement provisions; candidates must generally be referred before turning 40, unless an exception applies (e.g., certain federal law enforcement or veterans’ service). Age restrictions may not apply for some veterans’ appointments.
• Language & Training: Assignment requires English proficiency; Spanish proficiency is commonly required in field operations. Formal training at a federal Border Patrol Academy (approximately six months) is required after hire.
• Physical & Background: Successful candidates must complete fitness, medical, and background investigations consistent with federal law enforcement hiring standards.
• Veterans’ Preference: Eligible veterans may qualify for special hiring authorities; veterans should review applicable guidance.

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What We’re Looking For

• Strong judgment, composure in high‑stress situations, and sound decision-making skills.
• Ability to learn federal regulations, investigative techniques, and operational procedures.
• Effective interpersonal and communication skills—courteous and professional engagement with the public.
• Willingness to complete academy training and accept operational assignments that support mission needs.

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Recruiter Notes (Careertakes)

Careertakes is supporting this search as a third‑party recruiting platform. We screen for candidates whose experience aligns with the GL‑5/GL‑7 qualification paths and who meet the legal and training requirements listed above. Applicants may be contacted about additional, related opportunities available through Careertakes.

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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.