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 and 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

This is a full‑time, entry‑level federal law enforcement role to join an operational border security team. As a Border Patrol Agent (BPA) you will protect borders, deter illicit activity, and support lawful trade and travel. Typical duties include:

• Detecting, interviewing, and inspecting people and belongings to identify immigration or customs violations.
• Preventing and apprehending undocumented noncitizens and smugglers using surveillance, patrols, and investigative techniques.
• Conducting farm checks, building checks, traffic stops, city patrols, and transportation inspections.
• Patrolling international boundaries and coastal waterways using vehicles, horses, vessels, ATVs, snowmobiles, and motorcycles as required by operations.
• Using night‑vision and other surveillance equipment; interpreting tracks, marks, and other physical evidence.
• Making arrests, writing reports, and participating in training and community liaison activities.

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Qualifications

You may qualify at one of multiple entry grades (GL‑5, GL‑7) depending on education and experience.

• GL‑5 eligibility (one of the following):

  • One year of general work experience showing the ability to take charge, make sound decisions under stress, learn regulations and procedures, and gather information through questioning and observation; OR
  • A bachelor’s degree (four‑year) from an accredited college/university; OR
  • A combination of experience and college coursework (evaluated from resume and transcripts).

• GL‑7 eligibility (one of the following):

  • One year of specialized work experience demonstrating competency in firearms judgment, courteous and tactful law enforcement interactions, rapid analysis of information, arrest authority after training, or related security/military/law enforcement duties; OR
  • Bachelor’s degree with superior academic achievement or one year of relevant graduate‑level education in law enforcement‑related fields; OR
  • A combination of relevant work experience and education (evaluated from resume and transcripts).

Preferred/Additional considerations:

• Previous law enforcement or military police experience may qualify candidates for higher grade levels (GL‑9 / GS‑11)—please review corresponding announcements if applicable.
• Ability to speak and read English; training is provided to build Spanish proficiency.
• Strong decision‑making, observation, and interpersonal skills.

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Other Requirements

• U.S. citizenship required.
• Primary U.S. residency for at least three of the last five years.
• Age restriction: candidates must be referred for selection before their 40th birthday per law enforcement retirement provisions, unless exempt (e.g., certain prior federal civilian law enforcement or veterans’ preference considerations).
• Successful completion of background investigation, medical, and fitness requirements.
• Successful completion of approximately six months of formal training at the Border Patrol Academy (Artesia, NM) following hire.
• Candidates must be willing to relocate to the duty assignment determined at time of offer; relocation may be required.

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Salary & Benefits

• Annual base salary range for newly appointed BPAs (GL‑5 / GL‑7): $51,632 – $92,912 per year.
• Eligible for federal benefits including health and dental plans, generous annual and sick leave, Thrift Savings Plan (retirement), and federal retirement coverage.
• Potential incentives:
  • Recruitment incentive up to $20,000 (first $10,000 upon successful completion of the Academy; remaining $10,000 for accepting a prioritized location).
  • Retention incentives up to $40,000 distributed over the first four years for qualifying hires.
• Fully trained BPAs may be eligible for locality and law enforcement pay differentials (BPA Pay Reform Act) that can increase total pay.

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Duty Locations

Duty assignments are based on operational need and may include mission‑critical stations across multiple sectors (Southwest border and others). Examples of station areas where vacancies may be prioritized include (non‑exhaustive):

• Big Bend Sector: Presidio, Sierra Blanca, Sanderson, Marfa, Van Horn, Alpine
• Del Rio Sector: Del Rio, Eagle Pass, Brackettville, Uvalde
• El Paso Sector: El Paso, Lordsburg, Las Cruces, Alamogordo
• El Centro Sector: El Centro, Calexico, Indio
• San Diego Sector: Boulevard, Campo, Chula Vista, Imperial Beach, Murrieta
• Tucson, Yuma, Rio Grande Valley, and other sectors

Duty location affects pay and may require willingness to accept assignments in prioritized or remote locations.

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What We’re Looking For (Skills & Attributes)

• Calm decision‑making and sound judgment in high‑pressure situations.
• Strong interpersonal and communication skills; tactful and professional in public interactions.
• Physical fitness and willingness to complete rigorous training.
• Ability to learn quickly and follow rules, procedures, and law enforcement protocols.
• Commitment to public service and mission‑focused teamwork.

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Selection Process & Notes

Applicants will be evaluated on submitted resume, supporting documents (transcripts, etc.), and the BPA Entrance Exam where applicable. Selection includes background checks, medical and fitness assessments, and completion of the Academy when hired.

(Do not include application instructions here — candidates will be directed to the Confidential Client’s application channels via 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.