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 (Homeland 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

As an Entry-Level Border Patrol Agent with our confidential client you will be part of federal law enforcement protecting the nation’s borders. Typical duties include:

• Detecting, questioning, and inspecting people and possessions for compliance with immigration and customs laws
• Preventing and apprehending undocumented entrants and smugglers; maintaining covert and overt surveillance (night and day)
• Interpreting and following physical evidence such as tracks and marks
• Performing farm checks, building and traffic checks, city patrols, and transportation inspections
• Patrolling international boundaries and coastal waterways using vehicles, horses, vessels, ATVs, snowmobiles, motorcycles and other government assets
• Preparing reports, providing testimony, and coordinating with other law enforcement agencies as required

Employment type: Full time.

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Salary & Benefits

• Annual base salary range for newly appointed BPAs: $51,632 – $124,717 (varies by grade level).
• Estimated median: $81,616 (estimate shown on source posting).
• Recruitment incentives: newly appointed agents may receive up to $20,000 (first $10,000 paid after successful completion of the academy; additional $10,000 for selecting a prioritized duty location at final offer).
• Retention incentives: newly appointed agents may qualify for up to $30,000 distributed over the next three years.
• Total incentive potential (recruitment + retention): up to $50,000.
• Federal benefits: health, dental, generous annual and sick leave, Thrift Savings Plan (retirement), and other federal employee benefits.
• Promotion potential: selections may be at GL-5, GL-7, GL-9, or GS-11 with promotion potential to GS-12.

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Qualifications

Minimum qualification pathways vary by grade level. Examples from the announcement include:

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

• One year of general work experience showing ability to take charge, make sound decisions, remain composed under stress, learn regulations and techniques, and gather concise information; OR
• A bachelor’s degree (or completion of a full four-year course of study) from an accredited college or university; OR
• A combination of general work experience and college education.

GL-7 — one of the following:

• One year of specialized experience demonstrating judgment in the use of firearms, and effective, courteous interaction in law enforcement contexts; OR
• A bachelor’s degree with superior academic achievement (GPA or class standing/honor society) OR one year of graduate-level education in a related field; OR
• Combination of specialized experience and education as documented via resume and transcripts.

GL-9 / GS-11 (if you have prior law enforcement or military police experience):

• One year of specialized experience equivalent to the next lower grade performing duties such as searches, apprehensions, firearms use, investigative reporting, and evidence handling (GL-9); OR
• One year of specialized experience with authority to enforce laws, make arrests, investigate crimes, utilize intelligence and complex technology, and lead investigations (GS-11).

KSAOs (Knowledge, Skills, Abilities, and Other Characteristics) expected for higher grade levels include:

• Knowledge of immigration and nationality law
• Knowledge of use-of-force policy and criminal law/procedure
• Skill in physical techniques (self-defense, baton, OC spray), firearms (handgun, shotgun, M-4), and vehicle operation
• Ability to analyze information rapidly and make prompt decisions

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Preferred Skills & Attributes

• Spanish language proficiency (speaking and reading) — training is provided to improve Spanish skills at the Academy
• Experience in law enforcement, military police, corrections, security, or related fields
• Strong judgment, physical fitness, and the ability to work irregular hours and in austere environments
• Surveillance, tracking, and investigative skills
• Ability to qualify on firearms and other defensive systems

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Duty Locations & Assignment Notes

Prioritized and example duty locations listed in the source include (non-exhaustive): Sierra Blanca, Presidio, Sanderson, Comstock, Lordsburg, Freer, Hebbronville, Ajo, and many sector and station assignments across the U.S. If prioritized locations are not available at time of final offer, you may be assigned to another duty location within the United States.

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Additional Requirements & Legal Notices

• Citizenship: You must be a U.S. Citizen to apply for this position.
• Residency: You must have had primary U.S. residency for at least three of the last five years.
• Age restriction: Candidates must be referred for selection before reaching their 40th birthday in accordance with Department of Homeland Security Directive 251-03, unless an exception applies (e.g., certain qualifying prior federal law enforcement service or Veterans' Preference eligibility).
• Veterans: Veterans may be eligible for certain appointment authorities; some age restrictions may not apply for Veterans' Preference eligible candidates.
• Training: Appointees will attend the U.S. Border Patrol Academy in Artesia, NM (approximately six months) for intensive instruction in law enforcement and Border Patrol operations.
• Background & clearances: Standard federal background checks, medical, and fitness-for-duty evaluations apply.
• This posting is for positions with the confidential client; selected candidates will be hired directly by the confidential client.

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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.