Interview Assessment Senior Program Manager- Talent Acquisition
Blue OriginAbout the role
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.Interview Assessment Program Manager
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.
Key Responsibilities:
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
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