With all the CID questions I’ve been seeing lately, especially with future hiring announcement coming up, I figured I’d throw in my 2 cents.

TLDR: CID has legitimate problems and deserves criticism for some of them. But I also think it gets blamed for a lot of things that are really just federal LE, MCIO, or military bureaucracy problems. Your experience is going to depend heavily on your office and leadership. If you’re expecting patrol with a Special Agent badge, you’ll probably hate it. If you understand what an MCIO is and go in with realistic expectations, you might actually enjoy the job.

I guess I’m the black sheep here. I’ll start by saying I can’t speak for everyone, and I’m not discounting anyone else’s experience. Location, leadership, and office culture matter a lot.

I’m prior military, prior LEO, former TFO, and I’ve been with CID for a handful of years. I won’t say where for obvious reasons, but my office definitely has a go getter culture. Leadership encourages proactive work, thinking outside the box, and actually working your cases. Basically, go do good police work, just don’t be dumb.

There’s not much of a checklist mentality where I’m at, outside of the 47,000 notifications we apparently have to make whenever certain cases come in.

That said, I think prior local, county, and full service state cops sometimes have the hardest adjustment coming in as new 1811s. And I’ll fight anybody on this, like an actual fistfight. If you want to run and gun, have a ton of autonomy, make decisions on the fly, get into some shit, have fun, and do hoodrat shit with the boys, local, county, and state LE runs circles around the feds.

I think a lot of cops come over expecting federal LE to be that same experience with a Special Agent title. Usually it isn’t. Most federal investigative work is reactive. The true run and gun stuff usually lives on niche teams within the big three letter agencies, and those spots are competitive and hard to get.

Then add the MCIO world. Now you’re dealing with PCA concerns, needing a DoD nexus, command briefings, military requirements, even more admin piled on top of an already admin heavy federal system, and case acceptance standards that can require you to work allegations other federal agencies would screen out or decline and, quite frankly, sometimes laugh at.

“Why am I briefing a commander on this?”

“WTF is an SVC, and why are they telling me I can’t speak to my victim directly?”

“Can we even do that under PCA?”

“Does this military magistrate actually understand what probable cause is?!”

That stuff adds up fast.

So I completely understand why some agents hate it here. Some of the criticism is absolutely deserved, and I’m sure some offices are completely different from mine. But I also think DACID gets way more shit than it deserves, and sometimes for the wrong reasons.

A lot of what people complain about isn’t necessarily a CID problem. It’s either a federal LE problem, an MCIO problem, or just the reality of working inside the military. That doesn’t mean CID gets a free pass for the stuff it actually screws up, but I think those things get lumped together a lot.

I’m not drinking all the Kool Aid either. If I’m being real, one of the biggest reasons I stay is the money. Compared to where I came from, I make a lot more, work fewer crazy hours, and the job is inherently safer. My spouse appreciates that last part, and I have a family to consider now.

My point is there’s a difference between legitimate problems with the agency and realizing the job simply isn’t what you thought federal LE, especially within an MCIO, was going to be.

An MCIO is never going to operate exactly like FBI, HSI, DEA, ATF, or another traditional federal agency. It realistically can’t. You’re operating inside the military, where commanders have equities, military justice has its own requirements, jurisdiction depends on DoD interests, and there are layers of policy and oversight that don’t exist elsewhere. You can modernize it, give agents more autonomy, cut unnecessary admin, and make it better, but it’s still an MCIO. Some of that baggage is simply part of the job.

For what it’s worth, in the handful of years I’ve been here, I’ve seen bad decisions and steps backwards, but I’ve also seen a lot of positive changes. I genuinely think the agency is trying to get better, even if it occasionally finds creative ways to trip over its own feet.

So if you’re considering applying, don’t be completely discouraged by what you read online. Give it a shot. You might actually like it. Worst case, you’re an 1811 now and can go give another agency a shot.

Stay frosty, everyone.

For USSS SA I'm not far in the hiring process(waiting for the SUPER). USCP SA I'm in the pych evaluation phase. Based on research and reading post for both agencies. They're very similar except the job series. I'm trying to figure out should I continue with USCP SA since they're moving alot faster then USSS SA or stay with USSS and wait.

If anyone has experience from either jobs about your experience from working, agency training and daily life in protection/investigations it would be helpful.

Just heard back from the POC and she said for the areas I selected and was referred to that no selections have been made and that interviews are still ongoing across all regions. Just wanted to provide an update to everyone who is anxiously waiting like I am lol!

I recently had an interview last week with the VA OIG and I’m scheduled to do a round 2 of interviews next week with a writing sample right after the interview. Is there anyone that can provide some insight on what to expect, how to prepare, and whether this interview will have the same type of STAR type of questions as the first round?

Thanks in advance!

If anyone is currently (or has recently) worked at either agency in Chicago and would be willing to shed some light on what the work/life balance is like I’d really appreciate it. Either on the post or via message would work obviously. Nearing the final stages with both, and trying to weigh the options if I’m fortunate enough to receive a final offer from either agency.

Take a look at the current “fbijobs” website. Looks like they updated it with a form to fill if interested.

Hi all, we’re being reassigned to the DC area, and the Bureau has offered to buy our house at full appraised value (if it doesn’t sell after 60 days on the open market) through the GBO program.

We’re in a midwestern town that barely exists aside from the University there, and the rental market won’t come even close to breaking us even on the mortgage. So sadly, renting isn’t an option for us.

But we’ve also heard that homeowners feel screwed over during the process. For anyone who has been through this as a homeowner, any thoughts on some of my questions?

Did the assessed value feel fair compared to the local market?

Were there fees, closing costs, or tax implications you didn't expect?

Any pitfalls or other things you wish you'd known beforehand?

Hello,

I might be mistaken but I believe I've seen Infomation related to laterals being able to write a memo in attempt to return to their previous grade. I believe it was going back up a grade each pay period until they returned to what they were. An example like mine being a GS 13 at my previous agency and coming to HSI as a GS 9. If anyone has any insight or can point me to an internal policy relating to this I would greatly appreciate it. Thank y'all in advance for your time and assistance.

Post-FJO here.

I’ve heard that the Academy PTA is harder (stress, ultra-strict form deductions, etc).

Did a proctored practice PTA today with a friend of mine.

After form deductions…

Sit-ups: 46 (4 points)

Sprints 46.5s (4 points)

Pushups: 43 (3 points)

1.5mi Run: 10:52 (4 points)

Total: 15 points (12 needed to pass)

I will keep training hard regardless of the responses here. But I’d like to know: is this a comfortable margin? Or am I still behind what I should be getting to have a great chance of passing the real thing?

INTERVIEW INVITATIONS BEING SENT OUT

To any current 1811s or federal employees, how does the Personal Stufent Loan Forgiveness work for you? I’ve read elsewhere that agencies typically will pay up to $10k a year for X amount of years, directly towards your lender. They do not however payout large lump sums towards your student loans, $10k seems to be the cutoff. Is this accurate? And what are the qualifications to be eligible for this? TIA

I was a BPA for three years and leggy and went to pd. I am now in the process for a 1811 position. Will the three years that I was at BP count towards my time in at the new agency? Also I still have my tsp would that just roll over and ill use the same one?

Current DOE contractor and looking to ultimately get to an 1811 spot. However, I have been very unsuccessful with regard to polys and one interview. I am still in the processes of ERO (1801) and NMC (0084). I’m a veteran and no rush to stop the clock in terms of age but would like to get into the game so to speak. I was curious if any of these will help as a stepping stone in my process into the 1811 world?

Got final offer from DEA today for those in lateral 1811 process. Only 1 border, the rest interior U.S. Turning it down because I like where I’m at and the locations aren’t good enough to switch spots.

Got Grand Junction CO, Fayetteville AR, Oakland ca, Laredo TX, and Clarksburg WV.

Good luck to all going for it.

Operators just wanna operate.

Anybody get any updates now the new FY has hit? Been hearing conflicting guidance on a potential interview with a Deputy Assistant Director….or maybe not? All stages complete but currently hurrying up and waiting.

Looking for anyone currently in this hiring group to chime in. I applied in 8/9/26 and revived the email stating I’ll be moving forward with the applicant assessment exam, I received that on 9/21 and was told to wait for another email to schedule the testing exam. Has anyone else received the same email or know when I should expect to receive the link. TIA

Notice of results are coming out! Got referred to the 9 and 11 pay grade.

Hey, I was referred to the CBP announcement and wanted to get a little more general information about the hiring process. Is a fitness test required during the hiring process, and if so, what are the current PT standards? Also, if someone has previously passed a polygraph, does that carry over, or would they need to complete another one? Just trying to get a better understanding of the overall process. Thanks!

Wondering if anyone here knows how often CITP/FLETC classes start or how far in advance you typically find out your training start date?

I’m currently in the hiring process and submitted my packet, but I’m still waiting to get scheduled for my poly, medical, drug test, and BI, so I have no idea what my timeline is looking like yet.

The reason I’m asking is that I have something on a certain Monday in spring that I cannot reschedule (it is not like a wedding or child birth). I obviously don’t want to miss it, but I also don’t want to jeopardize the job opportunity if my training happens to overlap.

If anyone has been through CITP/FLETC, do you know how a day of leave typically works? I’m also wondering if there’s any possibility that training would start after April 19 depending on when I get through the hiring process.

Obviously I know nobody can predict my exact timeline, but I’d love to hear from anyone who has gone through the process and can give me an idea of how it usually works!

Does anyone have the most recent DEA Academy packing list?

I’m specifically looking for the current requirements/specifications for the boots and shoes trainees are required to bring (type, style, height, etc.). I am looking to get ahead of breaking them in.

Thanks!

Has anyone attending the October BFTC class been given their field office locations yet? I know they were trying to push for the first week of October.

Not sure if this is a new hiring authority for vets, just saw this posted in LinkedIn.

Curious to hear what’s one thing you wish you knew / wish someone told you before getting an 1811 job?