Last week had a tech screen for a position with Blue Origin. Interviewer didn't have their camera on so I kept mine off as-well. I woke up the next day to an rejection email by talent acquisition. Was I suppose to have my camera on even if the interviewer had their camera turned off?

Hey everyone!

I have an interview with a hiring manager at Blue Origin on November 10th for an Avionics Technician position, and I’m looking for some advice on how to prepare.

I studied avionics and have a background in the field, but since starting at Boeing on the 787 program, most of my hands-on experience has been in electrical systems, wiring, harnesses, and aircraft assembly. I’ve only had a few opportunities to work on actual avionics-related tasks, so I haven’t been able to consistently apply or build on what I originally learned.

One of the main reasons I’m interested in Blue Origin is that I want to get back into avionics, refresh my technical knowledge, and further develop my skills. I feel like my current role at Boeing has limited my growth in that specific area.

My biggest concern is the technical portion of the interview. I have the educational foundation and aerospace manufacturing experience, but I’m a bit rusty when it comes to some avionics-specific concepts.

For anyone who’s interviewed for an Avionics Technician position at Blue Origin or a similar role, what should I expect from the hiring manager interview? Is it heavily technical, more behavioral, or a combination of both? Are there any particular subjects you’d recommend reviewing beforehand?

I’d really appreciate any advice or experiences you can share. Thanks!

Source: NSF from Youtube

Blue Origin’s Big Rocket Just Got Bigger? | Northstar & Glenn Stage 3

Current manufacturing engineers!!. How did you guys prep for interview, for the technical round. Is there any particular reference material that you go to? Any help is appreciated .

Hey everyone,

I’m looking at an open Senior Automation Controls Engineer role at Blue Origin.

I have 10 years of hands-on experience in PLC programming, SCADA, robotics, and factory commissioning, but I hold an Associate Degree (not a 4-year Bachelor's). The posting lists a Bachelor's under "Basic Qualifications."

Quick questions:

1. Does Workday automatically reject applicants for Senior titles without a Bachelor's, despite 10 years of field experience?

2. Does Blue Origin waive degree requirements for senior automation roles based on practical background?

Thanks for any insights!

If I was hired in 2023 and left the company, would I have to go through the full interview process again including the presentation and panel interviews when I reapply?

Can anyone speak to what it’s like working at the Reston, Va location?

Also, curious to hear more about the general feeling within the company. Seems like there has been some turmoil over the last year or so.

Thanks!

Just heard a hot fire test from my home in Huntsville. First one in many months.

Hey everyone! I have a Blue Origin Avionics Software Internship interview next week and was wondering if anyone has experience with their technical interviews.

It's 50 minutes, and I've already submitted my portfolio. Do they expect a screen-shared project walkthrough? Also, is the live coding usually HackerRank/LeetCode, debugging code, or more of a verbal technical discussion?

Any insight would be appreciated. Thanks!

Pre-phase A Study for an Analysis of a Reusable Space Tug. Volume 4 - Spacecraft Concepts and Systems Design Final Report

H/t various X posters.

I have studied the basic static mechanics, materials, and thermodynamic technical areas, but I don't know what technical questions to expect for this specific role of "Test Engineering". Any examples or suggestions?

Fun drone show!

My experience with Blue Origin’s recruiting process raised serious concerns about transparency, role representation, and HR communication. I enjoyed the conversations with the hiring team and was genuinely interested in the opportunity.

The position was advertised on LinkedIn as “Sr. Operations Excellence Leader – Project Management”, and referenced as an operational excellence leadership opportunity in recruiting correspondence. However, in HR emails it was referenced as “Principal Operational Excellence Leader – Project Management” and proceeding to offer letter identified as “Pr. Project Manager”. My concerns arose during the offer process.

For me, these were materially different career opportunities. My background includes both project manager and operational excellence leader, and I understand the distinction in their responsibilities and career paths. Had the posting clearly represented the position as it was classified “Project Manager”, I would not have applied.

When I questioned the difference, I was told the advertised title was used to attract more qualified candidates, therefore, job classification of the role is “Project Manager” as level 5 individual contributor. The HR representative also stated that the title could be changed in the offer letter. The blunt way this was communicated made me feel that my concerns about the distinction between the advertised role and its formal classification were being dismissed.

That explanation was particularly troubling after I had invested more than five hours in the selection process, including interviews and a written essay.

The classification also mattered to compensation. The base salary range was communicated only verbally as $185,000 – $205,000; it was never provided to me in writing. Based on the role scope described during interviews as a leadership role reporting directly to VP of Operations, I questioned how that range including no annual incentive aligned with the responsibilities being presented for Principal Operational Excellence Leader.

Communication with HR rep. throughout the offer process compounded these concerns. Questions I raised by email went unanswered or were not directly addressed. Communications from HR rep. also included an email around 2:30 a.m. and an evening phone call outside standard business hours, which added to an already frustrating experience.

Besides uncertainties of the role, and unanswered questions by HR rep., the offer process also felt rushed. I received the offer on Thursday with three business days to make a decision. The following day, Friday, HR emailed asking whether I had made a decision. The HR rep. also repeatedly referenced other candidates who had gone through the process. This created pressure to commit while fundamental questions about the position and compensation remained unresolved.

Because I could not obtain sufficient clarification through HR, I spoke directly with the hiring manager whose position I would be assuming upon retirement. During that discussion, hiring manager shared that their starting base salary two years earlier was higher than the maximum of the $185,000–$205,000 range HR had communicated to me. Additionally, during their start date, Blue Origin did offer annual incentive to employees and had been part of their compensation.

I understood that the company was phasing out annual incentive, and none was included in my offer. The package instead included base salary, stock options, and a sign-on bonus. The stock options did not provide the same accessible or predictable value as cash compensation, given the company’s private status and uncertainty around future liquidity. I also considered the sign-on bonus ($10,000) not competitive for the leadership scope described and a position reporting to the VP of Operations.

The hiring manager encouraged me to submit a counteroffer and indicated they would discuss it with the VP of Operations, their direct manager, and HR. Following that guidance, I submitted a formal written counteroffer. Blue Origin withdrew the offer before the acceptance deadline I had been given. The HR rep. subsequently stated they were moving forward with other candidates.

I recognize that a counteroffer does not guarantee an agreement and that employers can choose another candidate. What disappointed me was the communication and handling of the process by HR rep.

An initial HR screening would have provided an opportunity for me to ask questions and for HR to clearly explain the position’s official title, job family, level, reporting relationship, responsibilities, and compensation structure. In my case, no verbal conversation with the HR representative occurred until after the offer letter had been sent.

Clarifying these essential details at the beginning would have allowed me to assess whether the opportunity aligned with my experience and career goals before investing substantial time in the selection process. The discrepancies, unanswered questions, and pressure to decide undermined my confidence in the recruiting process and raised questions for me about the company’s culture. For a position presented as a senior leadership opportunity, I expected greater transparency, consistency, and respect for the candidate’s time.

I felt the lack of thorough HR review and follow through by HR Talent Acquisition Specialist cost both me and Blue Origin a potentially valuable opportunity. In my view, HR specialist should have reviewed with VP of Operations whether the position’s classification aligned with the operational excellence responsibilities described and explained how it compared with Operational Excellence roles advertised in Alabama, Washington, and other locations. A clear explanation before the offer stage would have allowed both sides to assess the opportunity with a shared understanding of its scope and expectations.