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, a federal law enforcement agency (border security).

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

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What You’ll Do

Confidential Client is recruiting Border Patrol Agents (BPA) to join their federal law enforcement team protecting the border. This full‑time, career position involves a variety of field and investigative duties focused on border security and public safety.

• Detect, question, and inspect persons and possessions to determine compliance with immigration and customs laws
• Conduct surveillance and interdiction operations (including covert and night operations) to deter and apprehend illegal activity
• Interpret physical evidence (tracks, marks) and perform perimeter, building, farm, and transportation checks
• Patrol land and waterways using a range of government assets (vehicles, horses, vessels, ATVs, motorcycles, etc.)
• Work collaboratively with multi-disciplinary teams and maintain professional conduct under stressful conditions

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Qualifications

You may qualify for different hiring grades depending on your experience and education. Review the options below and self-assess which grade you meet.

GL-5 (entry-level) — any one of the following:

• One year of general work experience demonstrating responsibility, sound decision-making, and the ability to learn procedures; OR
• A bachelor’s degree (any field) from an accredited college or university; OR
• A combination of education and experience (evaluated from resume and transcripts)

GL-7 — any one of the following:

• One year of specialized experience showing skills such as sound firearms judgment, effective public interaction in law‑enforcement contexts, rapid information analysis, or arrest/custodial experience; OR
• Bachelor’s degree with superior academic achievement (GPA 3.0+, class standing, or honor society), OR
• One year of relevant graduate-level education (criminal justice, homeland security, forensic fields, etc.); OR
• A combination of specialized experience and education

Other relevant notes:

• Prior law enforcement or military police experience may qualify candidates for higher grades (GL-9 / GS-11) — candidates with such experience should seek the appropriate announcement.
• Successful candidates must be U.S. citizens and meet residency requirements described below.

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Salary & Benefits

• Annual base salary range for newly appointed BPAs (GL-5 / GL-7): $51,632–$92,912 per year.
• Fully trained BPAs may be eligible for additional locality or pay adjustments (up to ~25% in certain locations per applicable pay reforms).
• Comprehensive federal benefits including health, dental, retirement (Thrift Savings Plan), paid leave (annual/sick), and other standard federal employee programs.

Incentives

• Recruitment incentive: Newly appointed BPAs may be offered up to $20,000 (e.g., $10,000 after academy + $10,000 for accepting a prioritized location).
• Retention incentive: Eligible new BPAs may qualify for up to $40,000 distributed over the first four years.
  Note: Incentive eligibility, amounts, and distribution are set by the hiring agency and vary by assignment.

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Duty Locations (May Require Relocation)

Duty assignments will be determined by the confidential client based on operational needs. Some prioritized mission-critical locations include, but are not limited to:

• Big Bend Sector — Presidio, Van Horn, Sanderson, Alpine, Sierra Blanca, Marfa
• 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, Ysleta
• El Centro Sector — El Centro, Indio, Calexico
• San Diego Sector — Boulevard, Campo, Chula Vista, Imperial Beach, Murrieta, San Clemente
• Tucson Sector — Ajo, Tucson, Nogales, Douglas, Sonoita, Casa Grande, Three Points, Willcox
• Yuma Sector — Blythe, Yuma, Wellton
• Additional sectors: Buffalo, Grand Forks, Havre, Houlton, Laredo, Rio Grande Valley, Spokane, Swanton

Duty location affects pay rates (locality pay); you will be asked to select preferred locations but final assignment is operationally determined.

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Training & Selection Process

• Selected candidates attend the Academy for approximately six months of intensive training covering immigration and nationality law, law enforcement operations, driver training, physical techniques, firearms, and field tactics.
• Language: BPAs must be able to read and speak English; instruction and language training (including Spanish proficiency training) are provided as part of Academy programs.
• Candidates are evaluated on resume documentation, any required transcripts, and the BPA entrance exam as part of the hiring process.

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Other Requirements & Conditions

• 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: Candidates must generally be referred before their 40th birthday per law enforcement retirement provisions; exceptions apply for prior federal civilian law enforcement service or certain veterans’ preferences.
• Veterans: Veterans’ Preference and certain excepted service appointments may apply and can affect age restrictions.
• Physical & background requirements: Appointment is subject to medical, fitness, background, and suitability checks per federal law enforcement standards.

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Preferred / Helpful Experience

• Prior public safety, security, corrections, or military law enforcement experience
• Experience using and maintaining firearms, defensive tactics, or field surveillance techniques
• Fluency in Spanish or relevant local languages (training provided to achieve proficiency)
• Ability to operate specialized vehicles and watercraft

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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.