Principal Program Manager

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.

Blue Origin is assembling the leadership team that will enable humanity's future in space. As Principal Program Manager for Interview Experience, Candidate Experience, and our Bar Raiser Program, you will own and evolve the systems that determine who joins Blue Origin—and how they experience us along the way. This is a founding-level opportunity to build net-new strategy in a space with enterprise-wide visibility, direct executive sponsorship, and a mandate to raise the bar (literally) on hiring quality across the company.

You will be the definitive voice on interview and candidate experience at Blue Origin, translating hiring quality signals into action, and building programs that scale with our growth while preserving the rigor that keeps our talent bar high. This role requires someone equally comfortable in a whiteboard strategy session with the CPO and in the operational details of interviewer calibration data.

• Own the Strategy Architect Blue Origin's end-to-end candidate and interview experience strategy—from first touch through offer—identifying where we lead the industry and where we must improve
• Design and scale the Bar Raiser Program, including selection criteria, calibration mechanisms, and governance that protects hiring quality as the company scales
• Develop net-new frameworks, tools, and interventions where no existing playbook exists; you are expected to build the plane while flying it
• Define what “great” looks like for candidate and interviewer experience, and build the measurement systems to prove it
• Influence at the Highest Levels Serve as a trusted advisor to senior leadership—including the CEO and CPO—on hiring quality, interview effectiveness, and candidate experience risk
• Translate qualitative feedback and quantitative signals (interview scores, time-to-decision, candidate NPS, offer-accept rates, bar raiser calibration data) into narratives that drive executive decisions
• Build the business case and secure executive sponsorship for structural changes to how Blue Origin interviews and evaluates talent
• Navigate and resolve tension between hiring velocity and hiring quality at the executive level
• Drive Enterprise-Wide Execution Partner with TA leaders, hiring managers, business unit leaders, and HR partners across global operations to implement consistent, high-quality interview practices
• Establish governance and escalation frameworks for interview and bar raiser program health—including risk identification (e.g., calibration drift, interviewer capacity, candidate drop-off)
• Build and lead a coalition of Bar Raisers across the org, including their training, certification, ongoing development, and recognition
• Coordinate cross-functionally to ensure interview practices scale consistently across business units, levels, and geographies without becoming bottlenecks
• Build for Scale and Quality Simultaneously Design interview processes and tooling that scale with hypergrowth while protecting signal quality and reducing interviewer fatigue
• Institute analytics frameworks connecting interview/candidate experience metrics to downstream outcomes (quality of hire, retention, time-to-fill,…