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, Customs & Border Protection (Federal Law Enforcement).

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 for full-time, career positions in federal law enforcement. This role offers structured academy training, a clear promotion ladder (GL-5 → GL-7 → GL-9 → GS-11 → GS-12), federal benefits, and eligibility for recruitment and retention incentives (up to $60,000 total in qualifying cases). Positions may require relocation and assignment to mission-critical border or coastal locations.

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What You’ll Do

• Detect, question, and inspect to enforce immigration and customs laws.
• Perform surveillance (including night operations using infrared scopes) and apprehend undocumented noncitizens and smugglers.
• Interpret and follow tracks, marks, and other physical evidence of illegal entry.
• Conduct 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 a multi-disciplinary federal law enforcement team focused on border security and public safety.

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Salary & Incentives

• Annual base salary range for newly appointed Border Patrol Agents (GL-5 / GL-7): $51,632 – $92,912 per year (varies by grade and duty location).
• Recruitment incentive: up to $20,000 (first $10,000 paid after academy graduation; remaining $10,000 for accepting certain prioritized locations).
• Retention incentive: may qualify for up to $40,000 distributed over the first four years.
• Eligible for federal benefits including medical/dental insurance, generous leave, Thrift Savings Plan (retirement), and locality pay adjustments (up to ~25% additional in some areas).

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Training & Career Path

• Successful candidates attend an approximately six‑month Border Patrol Academy for intensive training: immigration and nationality law, law enforcement operations, driver training, firearms, physical techniques, and Spanish language support.
• This is a career-ladder role with automatic eligibility for promotion after meeting time-in-grade requirements.

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Qualifications

You may qualify at GL-5 if you meet one of the following:

• One (1) year of general work experience demonstrating: decision-making under stress, ability to learn regulations and procedures, and competency in gathering concise information; OR
• A bachelor’s degree (any field) from an accredited college/university; OR
• A combination of education and general work experience (evaluated from transcripts and resume).

You may qualify at GL-7 if you meet one of the following:

• One (1) year of specialized experience demonstrating: sound judgment in firearm use, effective people skills for law enforcement interactions, ability to analyze information and make prompt decisions in enforcement contexts (e.g., criminal code enforcement, corrections, security, military police); OR
• Bachelor’s degree with superior academic achievement (class standing, GPA ≥ 3.0, or honor society membership), or one year of relevant graduate-level study (criminal justice, homeland security, forensic studies, etc.); OR
• A combination of specialized experience and education (evaluated from resume and transcripts).

Note: Applicants with prior federal civilian law enforcement or military law enforcement experience may be eligible for higher grade placement (GL-9, GS-11). Provide transcripts and detailed experience when applying.

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Other Requirements

• U.S. citizenship required.
• Must have maintained 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 under law enforcement retirement provisions, unless exempt (e.g., prior eligible federal law enforcement service or Veterans’ Preference exceptions).
• Veterans may be eligible under Veterans Recruitment Appointment (VRA) rules—age restriction may not apply.
• Ability to speak and read English is required; Spanish proficiency is highly desirable and language training is provided during the academy.
• Successful completion of background checks, medical/physical evaluations, and the BPA Entrance Exam are required.

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Duty Locations & Assignment Notes

• Duty assignments will be determined by the confidential client based on operational needs and may include Southwest Border and other prioritized mission-critical stations. Relocation may be required.
• Examples of sectors with mission-critical stations include (but are not limited to): Big Bend, Del Rio, El Paso, El Centro, Laredo, Rio Grande Valley, San Diego, Tucson, Yuma, and others across the U.S. Some prioritized locations may carry additional incentives.

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What We Look For (Recruiter Notes)

• Applicants with backgrounds in public safety, security, corrections, military police, or law enforcement are competitive.
• Strong candidates demonstrate: sound judgement, composure under stress, clear written and verbal communication, physical fitness, and willingness to relocate for duty needs.
• Be prepared to provide a detailed resume, official or unofficial transcripts (if claiming education-based qualification), and documentation supporting any veterans’ preference or prior law enforcement experience.

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What Careertakes Provides

As a third‑party recruiting platform, Careertakes will:

• Present qualified, compliant candidates to the confidential client.
• Provide access to matched opportunities and recruiter support during the hiring pipeline.
• Respect applicant privacy and follow transparent AI-assisted screening practices (human hiring decisions remain final).

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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.