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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Summary (skip — provided in page header)

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Role Overview

Confidential Client is recruiting entry-level Border Patrol Agents (BPA) for full-time, career federal law enforcement roles. This is a mission-focused position ideal for candidates seeking long-term public service, stability, strong benefits, and significant recruitment/retention incentives. Training is provided at the Border Patrol Academy; new hires will perform operational border security duties after graduation.

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What You’ll Do

• Detect, question, and inspect individuals and possessions to determine citizenship or violations of immigration/customs laws.
• Conduct surveillance and interdiction operations (including night operations using IR scopes).
• Interpret and follow tracks, marks, and other physical evidence of illegal entry or contraband.
• Perform farm checks, building checks, traffic checks, city patrols, and transportation checks.
• Patrol international boundaries and coastal waterways using vehicles, horses, vessels, off‑road vehicles, ATVs, snowmobiles, and motorcycles.
• Work as part of an operational team to deter illicit activity and enhance national security and economic prosperity.

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Salary & Incentives

• Annual base salary for newly appointed BPAs (GL-5 / GL-7): $51,632 – $92,912 per year (grade-dependent).
• Estimated local salary shown for this posting: ~$84,008/year (estimated).
• Recruitment incentive: Up to $20,000 total (first $10,000 after Academy graduation; remaining $10,000 for accepting certain prioritized locations).
• Retention incentive: May qualify for up to $40,000 additional incentives spread over the first four years.
• Other federal benefits: health/dental plans, generous annual and sick leave, Thrift Savings Plan (retirement), and locality pay adjustments in some locations (BPA pay reform provisions may add up to ~25% locality pay in some areas).

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Duty Locations & Mobility

• Duty assignments may include Southwestern border and other mission‑critical stations. Candidates will be asked to select preferred locations but final assignments are based on operational needs. Relocation may be required.
• Example sector locations include (not exhaustive): Presidio, Sierra Blanca, Sanderson, Lordsburg, Comstock, Ajo, Wellesley Island, Del Rio, El Paso, El Centro, Grand Forks, Havre, Houlton, Laredo, Rio Grande Valley, San Diego, Spokane, Swanton, Tucson, Yuma and others.

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Qualifications

You may qualify at one of the posted grade levels based on experience and/or education.

GL-5 (entry-level) — one of:

• One year of general work experience demonstrating decision-making, composure under stress, and ability to learn rules and procedures; OR
• A bachelor’s degree (four-year) from an accredited college/university; OR
• A combination of relevant experience and education (evaluated from resume and transcripts).

GL-7 — one of:

• One year of specialized work experience demonstrating:
  • Sound judgment and decision-making in the use of firearms;
  • Effective, tactful interaction with the public in law enforcement contexts;
  • Rapid information analysis and prompt decision-making (e.g., arrests, enforcement, security, corrections, military police); OR
• A bachelor’s degree with superior academic achievement (GPA or honors), or one year of relevant graduate-level study; OR
• A combination of specialized experience and education (evaluated from resume and transcripts).

Note: applicants with prior federal civilian or military law enforcement experience may qualify at higher grade levels (GL-9, GS-11). Provide transcripts and complete experience documentation for grade determination.

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Required Conditions & Other Important Notices

• Citizenship: Must be a U.S. citizen.
• Residency: Must have maintained primary U.S. residency for at least 3 of the last 5 years.
• Age restriction: Candidates must be referred before their 40th birthday under applicable federal law enforcement retirement provisions, unless an exception applies (e.g., current or prior federal civilian law enforcement covered under specific statutes). Veterans’ preference or certain hiring authorities may provide exceptions.
• Formal training: Selected candidates attend the Border Patrol Academy (~6 months) for instruction in immigration law, law enforcement operations, driver training, physical techniques, firearms, and more. Spanish language proficiency is beneficial; training is provided to develop Spanish reading/speaking skills.
• Selection and assignments: Final hiring decisions and duty assignments are made by Confidential Client based on operational needs.
• This role requires passing entrance exams, background investigations, medical/physical assessments, and other federal hiring steps.

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Preferred Attributes

• Background in public safety, security, military police, corrections, or law enforcement.
• Strong observational, communication, and decision-making skills under pressure.
• Willingness to relocate and work varied shifts, including nights and weekends.
• Physical fitness and the ability to complete academy and field training requirements.

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What We Offer

• Career-ladder progression across multiple grade levels (e.g., GL‑5 → GL‑7 → GL‑9 → GS‑11 → GS‑12), with promotion eligibility after required time-in-grade.
• Competitive federal salary, locality pay where applicable, and substantial incentive programs for recruitment and retention.
• Comprehensive federal benefits package and retirement plan options.
• Opportunity to serve in an operational, mission-driven law enforcement role with strong team camaraderie.

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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.