386 selected agency hiring resources to start your research. This is not a complete Texas agency directory, a live job feed or a list of confirmed openings.
Texas peace officer licensing and hiring routes
The Texas Commission on Law Enforcement (TCOLE) sets peace officer licensing and training standards. Passing the licensing process does not require an agency to hire you; each police department, sheriff's office, campus force, or other employer makes its own hiring decision and may add requirements.
Check eligibility before enrolling
TCOLE's current rules generally set the minimum licensing age at 21, with an age-18 route for applicants with an associate degree or 60 college credits, or an honorable discharge after at least two years of active military service. Academy enrollment also requires a high-school diploma or GED, with a limited military-discharge alternative. Criminal-history, family-violence, medical, psychological, and other standards apply; review the current rule and FAQ for your situation before paying for a course.
The Basic Peace Officer Course is at least 720 hours under Texas law. Find a TCOLE training provider and ask about the current academy schedule, enrollment requirements, cost, and whether any employer sponsorship is available. TCOLE requires a licensing examination; follow its current exam-site instructions. TCOLE's FAQ says medical and psychological examinations must be completed before academy enrollment. Agency selection steps and hiring fitness tests are separate and vary by employer.
Already licensed in another state or federal service
Do not assume another state's license transfers automatically. TCOLE reviews out-of-state and federal training and service individually. Use the current Out of State Eligibility Packet, gather your training and employment records, and contact TCOLE about the route before applying to an academy or relying on prior certification. Some applicants may need supplemental training and the Texas licensing examination; military pathways use separate eligibility materials.
TCOLE posts statewide peace officer vacancies submitted by employers, but listings and closing dates should be checked against the department's own current announcement. Search the state list for recruit, cadet, peace officer, deputy, and lateral roles, then confirm each employer's age, education, license status, sequence, physical test, pay, and deadline. There is no one statewide application or guarantee of academy sponsorship.
Reviewed October 30, 2026 · Licensing rules can change; confirm the current TCOLE rule, provider requirements, and exam instructions. Follow the hiring employer's announcement for application status, sequence, fitness standards, sponsorship, and deadline.
8 partial researched agency profiles in this state. Pay and other fields remain unknown where sources have not established them.
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County coverage varies by state and remains incomplete. County filters exclude unrecorded locations and do not define jurisdiction. Research filters describe available information, not vacancies.
1 matching listing. Coverage is incomplete; no result does not mean no agencies or jobs exist.
Partial profile reviewed 2026-10-25. Not proof of an opening.
Minimum requirements
Online applications must be complete; the page says paper applications are not accepted and incomplete submissions are rejected. Actual form fields, required attachments and current job-specific eligibility were not reviewed.
Minimum age, education, citizenship or work authorization, driving requirements, Texas licensing prerequisites, complete disqualifiers and any academy arrangements are not established by this recruiting outline. Ask the employer for the controlling current announcement rather than substituting another department's criteria.
Selected requirements, not a complete eligibility or disqualifier checklist.
Lateral entry
The recruiting outline does not verify interstate credential recognition, Texas certification requirements for this role, prior-service credit, salary placement, shortened training or a funded novice route. Confirm the specific classification and applicable licensing instructions with the employer.
Recruiting contact
Named recruiting contact on the original city hiring page; confirm current assignment
Phase 1: submit the online application for the applicable role. The linked third-party current-openings service and application form were not reviewed or submitted; no active vacancy, posting date or general closing deadline is verified here.
Phase 2: physical-readiness and written testing. The city describes a 50-question multiple-choice examination covering Texas criminal, procedure, health/safety and transportation law plus other police topics, with a stated minimum score of 70 percent. Confirm the current scope and preparation instructions; no confidential questions or external study material is reproduced.
Phase 3: personal-history statement and document submission. The page says the department emails a personal-history packet and allows two weeks from receipt to return it with required documents. That relative submission window is not a public vacancy deadline. The packet itself remains unreviewed.
Phase 4: oral-board interview. The published outline describes at least five department employees on the panel and an approximate duration of 15–30 minutes. Confirm the current format; this does not establish the actual questions, scoring rubric or interview date.
Phase 5: background investigation, including a further interview with the assigned investigator. The outline says a polygraph may be requested; it is not presented as mandatory for every applicant. Confirm how this stage uses the personal-history statement already requested in phase 3.
Phase 6: interview with the Chief of Police, as described in the published outline. No separate scoring or scheduling instructions were verified.
Phase 7: conditional offer from city HR, contingent on successful psychological assessment and medical screening. Do not treat this as the final employment offer or infer unlisted screening steps.
Phase 8: final offer and start date. Confirm the current sequence with the recruiter: the page's testing paragraph cross-references later phases inconsistently, so no omitted stage or corrected test order is invented.
Physical testing
The published readiness test is a 500-meter row on a Concept2 rowing machine with a stated minimum score of 70 percent. The reviewed page supplies no scoring formula, time chart, demographic categories, technique standard, attempts or retest rules. A percentage cannot be converted into a rowing time from this evidence. Confirm current standards and test-day instructions directly. No numerical fitness preset or individualized exercise prescription is supplied.
Benefits
Needs confirmation
Hiring incentives
Availability and terms need confirmation.
Partial guide preserves the source's eight headings while flagging inconsistent phase cross-references and older 2023 flyer labels. Additional named recruiting contact: Adavidson@angletonpd.net. Staffing counts and general benefits/training language are not current vacancies, contractual benefits or academy sponsorship. Pay, current job status and a real closing deadline remain unverified; no normalized salary or JobPosting data. Source independently summarized, with no account, consent, form submission or outreach.
No test preset is imported from this profile. Bring current employer instructions to your preparation.
Official recruiting resource · vacancy not verified
Only details explicitly shown above have been researched. Current vacancies, deadlines and complete eligibility must be confirmed with the employer. Read the applicable current announcement before applying.
Official source links reviewed: . This is not a vacancy verification date. Hiring information can change; use the employer's current announcement.
The city's recruiting page publishes eight phases: online application; physical-readiness and written testing; personal-history documents; oral board; background investigation with possible polygraph; chief interview; conditional offer with psychological and medical screening; and final offer. It describes an emailed personal-history packet due within two weeks of receipt and named recruiting contacts Cland@angletonpd.net and Adavidson@angletonpd.net. The page also links 2023 hiring flyers, so confirm the current announcement and applicable candidate route. A 500-meter Concept2 row and a 70-percent score are described without the scoring method or time chart; no numerical fitness preset is inferred. Current full eligibility, pay, academy funding, actual vacancy and closing date remain unverified. Linked third-party openings and application forms were not reviewed or submitted.
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