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 & Border Protection).

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

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Why This Role Matters

Confidential Client is hiring entry-level Border Patrol Agents for full-time, career positions in federal law enforcement. This role is mission-driven: you will help protect borders, deter illicit activity, and support national security while building a long-term career with structured pay, benefits, training, and advancement opportunities.

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What You’ll Do

As an entry-level Border Patrol Agent you will perform a range of operational law enforcement duties, including:

• Detect and question individuals suspected of violating immigration and customs laws; inspect documents and possessions.
• Conduct surveillance (including night operations with infrared scopes) and apprehend undocumented noncitizens and smugglers.
• Track and interpret physical evidence of illegal entry.
• Perform farm checks, building checks, traffic stops, city patrols, and transportation inspections.
• Patrol international boundaries and coastal waterways using vehicles, horses, vessels, ATVs, motorcycles, and other government assets.

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Compensation & Benefits

• Annual base pay for newly appointed agents (GL-5 / GL-7): $51,632 – $92,912 per year (grade-dependent).
• Estimated median pay shown on public job boards: approximately $80,355/year (for market comparison only).
• Recruitment incentive: up to $20,000 (first $10,000 after successful completion of the academy; remaining $10,000 for accepting prioritized locations).
• Retention incentive: may qualify for up to $40,000 distributed over the first four years.
• Eligibility for federal benefits including health and dental insurance, annual and sick leave, and participation in the Thrift Savings Plan (retirement savings).
• Locality and pay reform differentials may apply; a fully trained agent may be eligible for additional locality pay.

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Where You May Serve (Duty Locations)

Duty assignments are determined at offer and may include the Southwest Border and other mission-critical sectors. Relocation may be required. Examples of duty areas 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, Las Cruces, etc.)
• El Centro Sector (El Centro, Indio, Calexico)
• San Diego Sector (Chula Vista, Imperial Beach, Murrieta, etc.)
• Tucson Sector (Tucson, Nogales, Ajo, Douglas, etc.)
• Rio Grande Valley, Yuma, Spokane, Grand Forks, Swanton, Houlton, Buffalo, and others.

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Minimum Qualifications

You may qualify at different entry-grade levels depending on experience and education.

GL-5 qualification (one of the following):

• One year of general work experience demonstrating ability to take charge, make sound decisions under stress, learn regulations/methods, and gather concise information; OR
• A bachelor’s degree from an accredited college/university; OR
• A combination of general work experience and college education (evaluated from your resume/transcripts).

GL-7 qualification (one of the following):

• One year of specialized work experience showing ability to: make sound firearms judgments; deal courteously and tactfully with people in law enforcement contexts; analyze information rapidly and make prompt decisions (examples: criminal code enforcement, corrections, security, military police); OR
• A bachelor’s degree with superior academic achievement or one full year of related graduate-level education; OR
• A combination of specialized experience and education (evaluated from resume/transcripts).

Notes:

• Previous/current law enforcement or military law enforcement experience may qualify you at higher grades (GL-9 / GS-11). See applicable announcements for advanced-grade hiring.
• Formal training: new hires attend an approximately six-month Border Patrol Academy for instruction in law enforcement, immigration and nationality law, firearms, driver training, physical techniques, and language skill development (Spanish training provided).
• Language: ability to speak and read English required; Spanish proficiency is often required or will be developed during training.

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Other Legal & Role Requirements

• U.S. Citizenship is required.
• Residency: primary U.S. residency for at least three of the last five years is required.
• Age: this law-enforcement position is subject to federal law enforcement retirement provisions; candidates must be referred for selection before turning 40, subject to statutory exceptions (e.g., certain prior federal civilian LEO service or Veterans’ Preference rules).
• Veterans: Veterans’ Preference and certain excepted hiring authorities (e.g., VRA) may apply and can affect age and appointment rules.
• This position requires passing background checks, medical and fitness standards, and successful completion of the academy and entrance exam.

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Training & Career Progression

• Entry is typically at GL-5 or GL-7 with a career ladder progressing to GL-9, GS-11, and GS-12.
• Promotion to the next grade level typically occurs after successful completion of 52 weeks in-grade (no reapplication required).
• Ongoing professional development, specialized assignments, and leadership opportunities are available across sectors.

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What We Value

• Integrity, accountability, and sound judgment in stressful situations.
• Teamwork, discipline, and commitment to public safety.
• Clear communication and the ability to work respectfully with diverse communities.
• Physical fitness, adaptability, and a willingness to serve in operational field roles.

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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.