Interview Assessment Senior Program Manager- Talent Acquisition
Application close date:
Applications will be accepted on an ongoing basis until the requisition is closed.At Blue Origin, we envision millions of people living and working in space for the benefit of Earth. We’re working to develop reusable, safe, and low-cost space vehicles and systems within a culture of safety, collaboration, and inclusion. Join our team of problem solvers as we add new chapters to the history of spaceflight!
This role is part of Blue Origin corporate functions, providing centralized support across Blue Origin business unit teams, functions, and locations.The Interview Assessment Program Manager will own the strategy, audit, and execution of talent assessments that shape how our company assesses and hires talent. Interview Assessment is a new function that will requirea high levelof ownership. This role will partner closely with Recruiting, L&D, HRBPs, and Business Leaders to assess and improve the end-to-end candidate experience, enhance the way we assess talent, and build mechanisms that drive measurable hiring outcomes.
This is a highly cross-functional role requiring strong program management, stakeholder influence, and the ability tooperatein ambiguity while building new and expanding on existing programs.
This is an on-site,full timerole with benefits eligibility. Relocationprovided.
Design and develop structured interview guides, competency-based assessments, work samples, and other selection tools aligned to job requirements and Blue Origin's core competencies
Conduct jobanalysesin partnership with hiring managers and HRBPs toidentifycritical knowledge, skills, abilities, and other characteristics for key roles across the organization
Assess external assessment tools based on business input and independent research. Propose tools forappropriate businessunits and implement where appropriate
Establish andmaintainscoring rubrics, behavioral anchors, and interviewer guidance materials to ensure consistency and reliability across hiring panels
Lead interviewer calibration and/or supporttraining programs to improve hiring manager capability and reduce bias throughout the selection process
Partner with Talent Acquisition leadership to evaluate anditerate onassessment strategies using data, metrics, and feedback loops
Conduct ongoing validation studies and adverse impact analyses to ensure assessments are legally compliant and predictive of job performance
Maintain documentation of assessment development processes in alignment with the Uniform Guidelines on Employee Selection Procedures (UGESP) and professional standards (SIOP, APA)
Benchmark external best practices in talent assessment and proactively recommend improvements to our selectionmethodology
Manage multiple assessment projects simultaneously, including prioritization, stakeholder communication, and delivery timelines
Collaborate withWorkforce Intelligenceto build dashboards andreportingframeworks that measure assessment effectiveness and hiring quality over time
Designassessments that reduce systemic bias and expand access to qualified candidates
Master's degree in Industrial/Organizational Psychology or a closely related field (e.g., Organizational Behavior, Applied Psychology)
3+ yearsof experience in talent assessment, selection system design, or a related HR/Talent function
Demonstrated experience conducting job analyses and developing structured, competency-based interview frameworks
Working knowledge of psychometric principles, including reliability, validity, and adverse impact
Familiarity with EEOC guidelines, the Uniform Guidelines on Employee Selection Procedures, and SIOP professional standards
Strong programmanagement skills with the ability to manage multiple priorities in a fast-paced environment
Excellent written and verbal communication skills, with the ability to translate complex assessment science into practical, actionable guidance for non-technical stakeholders
Must be a U.S. citizen or national, U.S. permanent resident, or lawfully admitted into the U.S. as a refugee or granted asylum (asrequiredfor access to export-controlled data)
Experience in a high-growth technology, aerospace, defense, or engineering-driven organization
Exposure to pre-employment assessments and third-party assessment vendors (e.g., cognitive ability tests, personality assessments, situational judgment tests)
Proficiencywith data analysis tools (e.g., Excel, R, Python, Tableau, Databricks) for psychometric and adverse impact analyses
Familiarity with Applicant Tracking Systems (ATS) and assessment platform integrations
PhD in Industrial/Organizational Psychology or a related field is a plus
Base Pay Range for:
CO applicants is $123,611.00 - $173,054.70 WA applicants is $134,434.00 - $188,207.25Don’t meet all desired requirements? Studies have shown that some people are less likely to apply to jobs unless they meet every single desired qualification. At Blue Origin, we are dedicated to building an authentic workplace, so if you’re excited about this role but your past experience doesn’t align perfectly with every desired qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.
Description
- Master's degree in Industrial/Organizational Psychology or a closely related field (e.g., Organizational Behavior, Applied Psychology)
- 3+ years of experience in talent assessment, selection system design, or a related HR/Talent function
- Demonstrated experience conducting job analyses and developing structured, competency-based interview frameworks
- Working knowledge of psychometric principles, including reliability, validity, and adverse impact
- Familiarity with EEOC guidelines, the Uniform Guidelines on Employee Selection Procedures, and SIOP professional standards
- Strong program management skills with the ability to manage multiple priorities in a fast-paced environment
- Excellent written and verbal communication skills, with the ability to translate complex assessment science into practical, actionable guidance for non-technical stakeholders
- Must be a U.S. citizen or national, U.S. permanent resident, or lawfully admitted into the U.S. as a refugee or granted asylum (as required for access to export-controlled data)
- How much does the Interview Assessment Senior Program Manager- Talent Acquisition at Blue Origin pay?
- The posting lists a range of $124K–$188K per year. Ranges reflect what Blue Origin publicly declared on the source posting.
- Where is this Interview Assessment Senior Program Manager- Talent Acquisition role based?
- The role is based in Greater Seattle Area.
- What experience does Blue Origin expect for this role?
- The posting is tagged as a senior-level role, typically 5+ years of experience. Check the requirements section for specifics.
- How was this posting sourced?
- This role was pulled directly from Blue Origin's Workday careers site. Apply links open in the employer's own ATS — no reposts or aggregator middleware.
Apply links open in the employer's official ATS. Always verify recruitment messages on the company's careers page before sharing personal information.