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.

---

What You’ll Do

Confidential Client is hiring entry-level Border Patrol Agents (BPA) to join an operational law‑enforcement team protecting the nation’s borders. This is a full‑time, career‑track position focused on detection, interdiction, and public safety.

• Detect and question people suspected of violating immigration and customs laws; inspect documents and possessions.
• Prevent and apprehend undocumented noncitizens and smugglers using surveillance, patrols, and investigative techniques.
• Interpret and follow physical evidence such as tracks and marks to locate illegal entry points.
• Conduct farm checks, building checks, traffic stops, city patrols, and transportation checks.
• Patrol international boundaries and waterways using vehicles, mounted units (horses), boats, ATVs, off‑road vehicles, and motorcycles as required.
• Operate covert observation posts and use night‑vision/infrared equipment during operations.

---

Salary & Benefits

Confidential Client offers competitive federal pay and a comprehensive benefits package.

• Annual base salary for newly appointed BPAs varies by grade: GL‑5 / GL‑7 — $51,632 to $92,912 per year.
• Estimated midpoint shown on some listings: approximately $80,584 per year (varies by location and grade).
• Recruitment incentive: up to $20,000 (first $10,000 at successful completion of the training academy; remaining $10,000 for accepting a prioritized location).
• Retention incentive: may qualify for up to $40,000 additional incentives distributed over the first four years.
• Federal benefits include health, dental, and life insurance plans; generous annual and sick leave; and participation in the Thrift Savings Plan (federal retirement/savings).

---

Qualifications

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

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

• One (1) year of general work experience demonstrating ability to take charge, make sound decisions, maintain composure under stress, learn rules/methods via training, and gather information through questioning and observation.
• OR a bachelor’s degree (four‑year) from an accredited institution.
• OR a combination of experience and education (evaluated from resume and transcripts).

GL‑7 — one of the following:

• One (1) year of specialized experience showing skills to: make sound firearms judgments; interact effectively and tactfully in law enforcement situations; rapidly analyze information and make prompt decisions; or develop/maintain informant networks.
• OR superior academic achievement in a bachelor’s degree (GPA/class standing/honor society) or one year of relevant graduate‑level study in fields like criminal justice, homeland security, forensic technology, etc.
• OR a combination of specialized experience and education (evaluated from resume/transcripts).

Candidates with prior law enforcement or military police experience may qualify at higher grades (GL‑9, GS‑11).

---

Other Requirements & Important Notices

• U.S. Citizenship is required.
• Residency: primary U.S. residency for at least three of the last five years.
• Age restriction: candidates must generally be referred before reaching their 40th birthday due to law enforcement retirement rules; exceptions exist for certain prior covered service and for Veterans’ Preference eligibles.
• Veterans: may be eligible for an excepted service Veterans Recruitment Appointment (VRA).
• Formal training: newly hired Agents attend an approximately six‑month intensive training program at the client’s training academy (Artesia, NM) covering immigration and nationality law, law enforcement operations, driver training, physical techniques, firearms, and Spanish language proficiency training.
• Language: Border Patrol work requires the ability to speak and read English; proficiency in Spanish is strongly desired and language training is provided.
• Pre‑employment screening includes background checks, medical and fitness standards, and the BPA entrance exam.

---

Duty Locations & Assignment Notes

Duty assignments are determined at the time of offer based on operational needs and may include Southwest Border and other mission‑critical locations. Relocation may be required.

Mission‑critical sectors and sample stations include (not exhaustive): Big Bend (Presidio, Van Horn, Sanderson, Sierra Blanca, Marfa), Del Rio (Del Rio, Brackettville, Comstock, Eagle Pass), El Paso (El Paso metro, Lordsburg), Laredo (Laredo, Hebbronville, Freer), Rio Grande Valley (McAllen, Brownsville), Tucson (Tucson, Nogales, Ajo), San Diego (Campo, Chula Vista, Imperial Beach), Yuma (Yuma, Blythe), Grand Forks (Pembina), Spokane (Colville, Oroville), Swanton (Champlain, Newport), Havre (Havre, Malta), Houlton (Calais, Jackman), and others.

Note: Pay rates vary by location; fully trained BPAs may be eligible for locality and other law‑enforcement pay adjustments (e.g., up to an additional ~25% in some locations under applicable pay reform acts). This is a career ladder position (GL‑5 → GL‑7 → GL‑9 → GS‑11 → GS‑12) with promotion opportunities after meeting time‑in‑grade requirements.

---

Why Join (Highlights)

• Meaningful federal law enforcement career with mission impact.
• Competitive base pay plus substantial recruitment/retention incentives (up to $60,000 total in many cases).
• Comprehensive federal benefits and retirement savings.
• Structured career progression and professional training at the Academy.
• Opportunities to work across diverse environments and specialized assignments.

---

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.