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.

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 entry-level Federal Law Enforcement role places you on the front line of border security and trade enforcement. As a Customs and Border Protection Officer (CBPO) you will carry out duties that protect the nation from threats, enforce customs and immigration laws, and facilitate lawful travel and trade.

• Enforce U.S. customs, immigration, and agriculture laws and regulations.
• Conduct inspections of persons, baggage, cargo, and conveyances at ports of entry.
• Determine admissibility of individuals seeking entry to the United States.
• Detect and prevent smuggling of contraband, illegal drugs, and prohibited goods.
• Use observational techniques, interviews, and documentation review to make legally defensible determinations.
• Work collaboratively with other federal, state, and local agencies to support investigations and enforcement actions.

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Qualifications

Minimum qualifications vary by GS grade level. Candidates should review the specific GS-5, GS-7, and GS-9 criteria and apply only to the grade for which they meet the qualifications.

• GS-5 (examples of qualifying paths):
  • 3 years of general experience (one year equivalent to GS-4); OR
  • A completed 4-year bachelor’s degree; OR
  • A combination of education and experience (evaluated via resume and transcripts).
• GS-7:
  • At least 1 year of specialized experience equivalent to the next lower grade that includes physical inspections, observational/evaluative techniques, and applying laws/regulations; OR
  • Substitution with graduate education or superior academic achievement (see official JOA for details).
• GS-9:
  • At least 1 year of specialized experience equivalent to the next lower grade that includes detention/arrest procedures, enforcing import/export laws, intelligence techniques, and law enforcement interviews; OR
  • Advanced graduate education or combination of experience and graduate-level coursework.

Required knowledge, skills, abilities, and other characteristics (KSAOs) for higher-grade CBPO duties include:

• Knowledge of CBP laws, regulations, and enforcement procedures.
• Law enforcement methods: searching, seizing, interrogating, arresting, and defensive tactics.
• Ability to make rapid, accurate judgments and apply regulations appropriately.
• Ability to detect smuggling, fraud, and other illegal activity.
• Strong observational, communication, and decision‑making skills.

Additional job requirements (federal law enforcement specifics):

• U.S. Citizenship required.
• Residency: primary U.S. residency for at least 3 of the last 5 years.
• Age/retirement requirements apply for law enforcement positions (see official guidance); some age exceptions apply for qualified veterans or prior covered service.
• Successful completion of Federal Law Enforcement Training Center (FLETC) basic academy (approx. 103 days) is required after hiring.
• Some duty locations may require language training (e.g., Spanish).

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Compensation & Benefits

• Annual base salary for newly appointed CBPOs varies by grade: $41,863 – $127,464 per year (grade-dependent).
• A fully trained CBPO may also earn substantial overtime—reported eligibility up to approximately $45,000 in overtime pay in addition to base salary (actual overtime depends on assignments).
• CBPOs receive comprehensive federal benefits including health and dental plans, paid annual/sick leave, and participation in the Thrift Savings Plan (retirement).
• Promotion potential exists to higher GS levels (for example, promotion potential to GS-11 and GS-12 from entry grades).

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Incentives & Duty Locations

Recruitment and retention incentives are available for prioritized duty locations; incentives and service-contract terms vary by location and announcement. Examples of incentives and duty locations listed in the hiring announcement include (subject to change and availability at time of offer):

• Recruitment Incentive: Up to $15,000 per year (with a multi-year service contract) for selected prioritized locations.
• Duty locations (examples across multiple states): Arizona (Douglas, Lukeville, Nogales, San Luis), California (Calexico, Otay Mesa, San Francisco, San Ysidro, Tecate), Hawaii (Honolulu), Maine (Calais, Eastport, Houlton, Jackman, Madawaska, Van Buren, Vanceboro), Minnesota (Grand Portage, International Falls), Montana (Raymond, Roosville, Sweetgrass, Wild Horse), New Mexico (Columbus), New York (Alexandria Bay, Champlain, Massena, Trout River), North Dakota (Dunseith, Maida, Pembina, Portal), Texas (Eagle Pass, Presidio), Vermont (Beecher Falls, Derby Line, Highgate Springs, Norton, Richford), Washington (Blaine, Oroville), and more.

Note: Duty locations offered at the time of final offer depend on operational/mission needs; prioritized locations may not have vacancies at offer time.

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Selection & Training Notes

• This hiring announcement may use Direct Hire Authority—applicants who meet minimum qualifications may be reviewed without traditional rating/ranking procedures. Veterans’ preference rules may vary under Direct Hire.
• Applicants appointed at certain grades must pass the CBP Officer Entrance Exam.
• After hire, successful completion of FLETC basic training is required; additional location-specific training may be required.

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Legal & Compliance

Careertakes and our client follow all applicable U.S. federal and state hiring laws for positions listed in Bayway, NJ. This posting does not alter any statutory requirements for federal employment (citizenship, residency, age/retirement rules for law enforcement, medical/fitness standards, background checks, drug screening, and polygraph where applicable).

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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.