ICE went on a hiring spree. Sterling credentials were not required, AP investigation finds
By RYAN J. FOLEY
Their backgrounds stand out. And not in a good way.
Two bankruptcies and six law enforcement jobs in three years. An allegation of lying in a police report to justify a felony charge against an innocent woman — an incident that led to a $75,000 settlement and criticism of his integrity. A third job candidate once failed to graduate from a police academy, then lasted only three weeks in his only job as a police officer.
Their common bond: All were hired recently by U.S. Immigration and Customs Enforcement during an unprecedented hiring spree — 12,000 new officers and special agents to double its force — after the agency received a $75 billion windfall from Congress to enact President Donald Trump’s mass deportation campaign.
The president put a premium on swift action, and for ICE that meant rapid-fire recruitment and hiring, which in turn led to new employees with questionable qualifications. Their backgrounds and training have come under scrutiny after numerous high-profile incidents in which ICE agents used excessive force.
“If vetting is not done well and it’s done too quickly, you have higher risk of increased liability to the agency because of bad actions, abuse of power and the lack of ability to properly carry out the mission because people don’t know what they are doing,” said Claire Trickler-McNulty, who served as an ICE official during the Obama, first Trump and Biden administrations.
The agency has said the majority of new hires are police and military veterans. But evidence is mounting that applicants with questionable histories were either not fully vetted before they were brought on or were hired in spite of their past, an investigation by The Associated Press found.
ICE’s acting director, Todd Lyons, said during a congressional hearing in February that he was proud of the hiring campaign, which drew more than 220,000 applications. “This expansion of a well-trained and well-vetted workforce will help further ICE’s ability to execute the president’s and secretary’s bold agenda,” he said. AP finds legal issues in new ICE hires’ backgrounds
Unlike many local law enforcement agencies, ICE said it shields the identity of employees to protect them from harassment, making a full accounting of the new hires impossible.
The AP focused on more than 40 officers who recently made public their new jobs as ICE officers on LinkedIn pages, using public records to check their backgrounds. All but one were male.
While most of them had conventional qualifications as former correctional officers, security guards, military veterans and police officers, it’s unclear how many should have potentially been disqualified because AP did not have access to their full personnel files. But several had histories of unpaid debts that resulted in legal action, two had filed for bankruptcy and three others had faced lawsuits that alleged misconduct in prior law enforcement jobs, the AP found.
Marshall Jones, an expert on police recruiting at the Florida Institute of Technology, said it’s hard to get a full picture of ICE’s new employee pool without more data. But he said ICE has likely hired some “less than ideal candidates” who meet minimum requirements but would be passed over in a normal hiring cycle.
“If you’re hiring hundreds or thousands of people, even with the best of background processes, there are going to be outliers,” he said. “The question is, are these normal outliers from human beings doing things, or is there a systemic challenge in properly vetting folks if there are issues?” DHS says ‘vetting is an ongoing process’
The Department of Homeland Security, ICE’s parent agency, did not answer questions about specific hiring decisions. But it acknowledged some applicants received “tentative selection letters” and offers to begin working on a temporary status before they had been subjected to full background checks.
“ICE is committed to ensuring its law enforcement personnel are held to the highest standards and rigorously vets them throughout the hiring process,” the department said. “Vetting is an ongoing process, not a one-time occurrence.”
The process includes reviewing their criminal histories and credit scores and conducting background investigations that include interviewing prior employers and other associates, which can take weeks. But the deluge of hires has strained the agency, which promised signing bonuses of up to $50,000 and advertised that college degrees were not required.
on April 17, 2026, 4:00 pm
