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 (BPA) — GL-5 / GL-7 grade levels — for full-time, career positions across mission-critical locations. This role is ideal for motivated candidates seeking a long-term federal law enforcement career with comprehensive training, solid benefits, and cash incentives. Applicants should be prepared for academy training, potential relocation, and work in varied operational environments.

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Salary & Incentives

• Annual base salary for newly appointed BPAs (GL-5 / GL-7): $51,632 – $92,912 per year (varies by grade and locality).
• Additional incentives: up to $60,000 total (recruitment + retention). Example:
  • Recruitment Incentive: up to $20,000 (first $10,000 after academy graduation; remaining $10,000 for accepting a prioritized location).
  • Retention Incentive: up to $40,000 distributed over the first four years.
• Federal benefits: health, dental, retirement (Thrift Savings Plan), generous leave, and law enforcement locality pay adjustments that may add up to an additional ~25% in certain locations.

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What You’ll Do

As a Border Patrol Agent with Confidential Client you will protect U.S. borders and public safety. Typical duties include:

• Detecting, questioning, and inspecting persons and belongings for immigration or customs violations.
• Conducting surveillance (including covert/night operations using infrared equipment).
• Tracking and interpreting physical evidence (tracks, marks, signs of illegal entry).
• Performing farm, building, vehicle, city patrol, and transportation checks.
• Patrolling land and coastal boundaries using vehicles, horses, boats, ATVs, motorcycles and other assets.
• Making lawful arrests and using approved force protocols when necessary (after required training).

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Qualifications

You may qualify for GL-5 with one of the following:

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

You may qualify for GL-7 with one of the following:

• One year of specialized experience showing the ability to: exercise sound judgment in firearms use, interact effectively and tactfully in law enforcement matters, analyze information quickly and make prompt decisions (examples: criminal code enforcement, corrections, security, military police); OR
• A bachelor’s degree with superior academic achievement or one year of graduate-level study in a related field; OR
• A combination of specialized experience and education (evaluated from resume and transcripts).

Note: Applicants with prior federal or military law-enforcement experience may qualify at higher grade levels (GL-9 / GS-11). Provide details on your resume and transcripts for accurate evaluation.

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Other Requirements

• U.S. Citizenship required.
• Residency: primary U.S. residency for at least 3 of the last 5 years.
• Age: must be referred for selection before turning 40, unless an exception applies (e.g., prior federal civilian LEO service or Veterans’ Preference exceptions).
• Veterans: you may be eligible for Veterans Recruitment Appointment (VRA) or other veteran hiring authorities.
• Background & fitness: successful candidates will complete background investigations, medical and fitness standards, drug screening, and other Federal LEO checks.
• Language: English required; Spanish proficiency is highly helpful. The academy includes Spanish language training.
• Willingness to relocate: duty assignments are based on operational needs and may require relocation. Some prioritized locations are eligible for higher recruitment incentives.

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Training & Career Path

• New hires attend the Border Patrol Academy (approx. six months) for intensive instruction: immigration/nationality law, law enforcement operations, driver and firearms training, physical techniques, and Spanish.
• Career ladder progression: GL-5 → GL-7 → GL-9 → GS-11 → GS-12. Promotions to higher grade levels typically occur after successful completion of the required time-in-grade (usually 52 weeks per grade) without reapplying.
• On-the-job experience includes patrol operations, surveillance, interdiction, and community-focused enforcement.

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Duty Locations

Candidates will be asked to indicate preferred mission-critical duty locations; final assignments depend on operational needs and may include Southwest Border and other sectors. Examples of mission-critical stations include (not exhaustive):

• Big Bend Sector: Presidio, Van Horn, Sanderson, Sierra Blanca, Marfa
• Del Rio Sector: Del Rio, Brackettville, Comstock, Eagle Pass, Carrizo Springs
• El Paso Sector: El Paso, Lordsburg, Santa Teresa
• Tucson Sector: Ajo, Tucson, Nogales, Douglas
• San Diego, Rio Grande Valley, Laredo, Yuma, Spokane, Swanton, Havre, Houlton and others

Relocation may be required; accepting prioritized locations can impact incentive eligibility.

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Keywords & Skills (for applicants)

• Border Patrol Agent (BPA)
• Federal law enforcement
• Entry-level law enforcement
• Surveillance, tracking, interdiction
• Firearms and tactical decision-making
• Spanish language (beneficial)
• Willingness to relocate / work varied shifts

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What We Look For

Confidential Client seeks candidates who demonstrate integrity, sound judgment under pressure, physical fitness, teamwork, and a commitment to public safety and constitutional policing. Prior public safety, security, corrections, military police or law enforcement experience is advantageous but not required.

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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.