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 require a high level of 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 to operate in ambiguity while building new and expanding on existing programs.

This is an on-site , full time role with benefits eligibility. Relocation provided.

- 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 job analyses in partnership with hiring managers and HRBPs to identify critical 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 for appropriate business units and implement where appropriate

- Establish and maintain scoring rubrics, behavioral anchors, and interviewer guidance materials to ensure consistency and reliability across hiring panels

- Lead interviewer calibration and /or support training programs to improve hiring manager capability and reduce bias throughout the selection process

- Partner with Talent Acquisition leadership to evaluate and iterate on assessment 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 selection methodology

- Manage multiple assessment projects simultaneously, including prioritization, stakeholder communication, and delivery timelines

- Collaborate with Workforce Intelligence to build dashboards and reporting frameworks that measure assessment effectiveness and hiring quality over time

- Design assessments 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+ 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 pro gram 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)

- 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)

- Proficiency with data analysis tools (e.g., Excel, R, Python, Tableau , Data b ricks ) 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 - $188,207.25

- Required for all positions: Blue's Standard Background Check

- Required for Certain Job Profiles: Defense Biometric Identification System (DBIDS) background check if at any time the role requires one to be on a military installation

- Required for Certain Job Profiles: Drivers who operate Commercial Motor Vehicles with a Gross Vehicle Weight (GVW), Gross Vehicle Weight Rating (GVWR) or combination of power unit and trailer that meets or exceeds 10,001 lbs. and/or transports placardable amounts of hazardous materials by ground in any vehicle on a public road while in commerce, may be subject to additional Federal Motor Carrier Safety Regulations including: Driver Qualification Files, Medical Certification (obtained before onboarding), Road Test, Hours of Service, Drug and Alcohol Testing (CDL drivers only), vehicle inspection requirements, CDL requirements (if applicable) and hazardous materials transportation/shipping training.

- Required for certain Job Profiles: Ability to obtain and maintain Merchant Mariner Credential, which includes pre-employment and random drug testing as well as DOT physical

- Benefits include: Medical, dental, vision, basic and supplemental life insurance, paid parental leave, short and long-term disability, 401(k) with a company match of up to 5%, and an Education Support Program.

- Stock Options for all regular employees (working at least 20 hours/week)

- Paid Time Off: Up to four (4) weeks per year based on weekly scheduled hours, and up to 14 company-paid holidays.

- Dependent on role type and job level, employees may be eligible for benefits and bonuses based on the company's intent to reward individual contributions and enable them to share in the company's results, or other factors at the company's sole discretion. Bonus amounts and eligibility are not guaranteed and subject to change and cancellation.

Please check with your recruiter for more details.