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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What You’ll Do

Confidential Client is hiring entry-level Border Patrol Agents (BPA) at the GL-5 / GL-7 grade levels to join a federal law enforcement career protecting the nation’s borders and public safety.

Typical assignments and responsibilities include:

• Detecting and questioning people suspected of violating immigration and customs laws; inspecting documents and possessions
• Preventing and apprehending undocumented noncitizens and smugglers, including covert surveillance and night operations using infrared equipment
• Interpreting tracks, marks, and other physical evidence of illegal entry
• Performing farm checks, building checks, traffic checks, city patrols, and transportation checks
• Patrolling international boundaries and coastal waterways using vehicles, horses, vessels, off-road vehicles, ATVs, snowmobiles, and motorcycles

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Salary & Benefits

Confidential Client offers competitive federal pay and benefits for newly appointed Border Patrol Agents.

• Annual base salary range (GL-5 / GL-7): $51,632 – $92,912 per year
• Eligible federal benefits including health, dental, other insurance plans, annual and sick leave, and participation in the Thrift Savings Plan (similar to a ROTH 401(k))
• Recruitment Incentive: Up to $20,000 (first $10,000 paid upon successful completion of the Border Patrol Academy; remaining $10,000 for accepting a prioritized location)
• Retention Incentive: May qualify for up to $40,000 distributed over the first four years
• Additional locality or pay reform adjustments may apply (a fully trained BPA may be eligible for up to an additional 25% of base pay under applicable pay reform rules)

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Duty Locations & Assignment Notes

Duty assignments may include Southwest Border mission-critical locations and other sectors across the U.S. Operational needs determine assignments at the time of offer; relocation may be required.

Examples of mission-critical and sector locations (not exhaustive):

• Big Bend Sector: Presidio, Van Horn, Sanderson, Sierra Blanca, Marfa
• Del Rio, El Paso, Laredo, Rio Grande Valley, Tucson, Yuma sectors (multiple stations)
• San Diego, El Centro, Spokane, Grand Forks, Havre, Houlton, Swanton sectors

Candidates will be asked to select preferred locations but should expect assignments based on operational requirements. Location affects pay via locality adjustments.

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Minimum Qualifications

You may qualify at GL-5 or GL-7 based on the following:

GL-5 (one of the following):

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

GL-7 (one of the following):

• One year of specialized work experience showing ability to:
  • Make sound judgments and decisions in the use of firearms
  • Deal effectively and courteously with people in law enforcement contexts
  • Analyze information rapidly and make prompt decisions (including arrest authority after training) — experience may come from criminal code enforcement, corrections, security, military, or related fields; OR
• A bachelor’s degree with superior academic achievement (class standing, GPA ≥ 3.0, or honor society membership), or one full year of graduate-level education in a related field (criminal justice, homeland security, forensic studies, etc.); OR
• A combination of specialized experience and education (evaluated from resume and transcripts)

Note: Candidates with prior federal or military law enforcement experience may qualify at higher grade levels (GL-9 / GS-11). See corresponding announcements for details.

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Other Requirements & Important Notices

• U.S. citizenship is required.
• Residency: primary U.S. residency for at least 3 of the last 5 years.
• Age restriction: Candidates must be referred for selection before reaching their 40th birthday in accordance with applicable federal law and DHS directive, except when statutory exceptions apply (e.g., certain veterans or current federal law enforcement employees).
• Veterans’ Preference: Eligible candidates may be considered under Veterans Recruitment Appointment (VRA) rules; age restrictions may not apply for VRA-eligible candidates.
• Formal Training: Selected candidates will attend the Border Patrol Academy (approximately six months) in Artesia, NM, covering immigration and nationality law, law enforcement operations, driver training, firearms, physical techniques, and other subjects.
• Language: Border Patrol work requires speaking and reading Spanish as well as English; Spanish language training will be provided at the Academy as needed.

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Preferred Experience & Skills

• Prior experience in public safety, security, military police, or civilian law enforcement (strongly preferred)
• Demonstrated decision-making under stress and sound judgment with firearms
• Strong communication skills and professional conduct in law enforcement interactions
• Physical fitness and ability to operate a variety of field assets (vehicles, ATVs, horses, watercraft, etc.)
• Willingness to relocate and accept duty assignments based on operational needs

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Note on Recruitment Process

This role is an entry-level federal law enforcement position with a structured hiring process. Applications will be evaluated based on submitted resumes, supporting documents (transcripts where required), and entrance testing. Confidential Client will determine next steps and final hiring decisions.

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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.