I had my technical assessment and then received an email saying that I’ll be pushed forward to the onsite.

My biggest concerns after seeing this sub is the hire to fire, PIPs, and stressful work life balance.

My biggest concerns after the HR screen and technical is that the position is a satellite role. Where the team is scattered throughout the US but the manager is remote. Idk how I feel about that.

The person who interviewed me was really cool, easy to talk to, unfortunately I went over the allotted time because they were just really interesting to talk to and share thoughts. They pretty much told me it’s going to be a fast paced environment and you’ll need to learn a lot on your own.

Another concern of mine is the ratings/reviews on Glassdoor doesn’t look to hot. I’ll have to move across the country if I’m given this opportunity but I’m debating if I should even go through as I don’t want to waste anyone’s time.

or is that not a thing here

50+ VPs. You would figure that statistically, a few of them would have a clue. Nope. The things they say, the ideas they propose, the promises they make, the things they take credit for (one in particular) are complete lies. No idea how Jeff has no idea that everyone is a liar. It is like a reality television show at every program review.

Just had my hiring manager technical screen a few days ago for a test engineer II position. Anyone know on average how long it takes to hear back if I've made it to the next round?

So I applied for a job at blue origin. Went through the whole interview process with recruiters and managers, then was given a job offer. They called later in the day asking about a different job I would be interested in, but it wasn’t the shift that I wanted. I was told I was guaranteed a job, they just have to find one to accommodate the preferred shifts I would like. I was told to call back every couple of days following that conversation to get an update. It’s been 2 weeks now and I’ve gotten nothing but crickets. What should I do?

What’s the hiring process like and what can you expect in the initial screening for a launch ops engineer role? Any technical questions? I think this will be for C or D shifts, what salary could you expect for level 2, 5 years aero experience?

I can refer one person directly to a recruiter please dm me ur resume

***EDIT*** I’m reading from some comments that blue guides are not for training. I was definitely told during orientation and from my manager that my blue guide will be the one to train me and guide me through my work tasks. The inconsistency definitely says a lot about Blue and its onboarding “structure” 😅

I’m only a few weeks in, and I know that’s nowhere near enough time to start feeling completely comfortable in a new role. I like to think I’m fairly competent and usually catch on to things quickly, but it’s been challenging to fully understand the processes because of how my training has gone.

My blue guide is nice, but I don’t think they were really equipped or prepared to train someone. Usually, they’d spend about an hour walking me through a single example, and then I’d be expected to work through my tasks on my own. I’d ask questions whenever I got stuck, but the team is very busy, and I could tell my guide sometimes seemed a little inconvenienced by having to stop and help.

Because of that, I started reaching out to other people on my team for guidance. Surprisingly, they’ve been much more approachable and helpful, even though they’re based in another state. If I’m being honest, I’d say about 80% of what I’ve learned so far has come from them.

I genuinely believe my blue guide was put in a difficult position and likely didn’t have much, if any, training experience before being assigned to mentor me. It feels like they were given the short end of the stick when I joined the team.

A new hire joined our team last week, and I noticed they spent the majority of each workday shadowing or being shadowed by their blue guide throughout the entire week, and the training is still ongoing. It was a stark contrast to my own experience, where I typically had about an hour of shadowing every few days.

Because of all that, I’ve been focusing more on teaching myself using all of the AI tools available to me and spreading my questions across different members of the team instead of relying on just one person. I am making progress, but I’m not sure if it’s happening fast enough.

It also doesn’t help that nothing really seems standardized. Everyone has their own "right" way of doing things, which has made learning the processes a bit more confusing and slowed me down. Since I’m still new, my manager has reassured me not to worry about metrics yet, but I can’t help feeling anxious. I keep ending up on the scary side of Reddit where people describe the environment as very "sink or swim." On top of that, someone who started only a couple of weeks before me was already let go because of poor performance, despite having been there for less than a month.

Is it normal to be let go that quickly, or would someone have to be really struggling to be let go after only four weeks?

With all that being said, I’m curious what everyone else’s training experience was like. How long did it take before you started feeling comfortable in your role? Any advice or feedback on how to keep pushing forward would be greatly appreciated.

Just got done with the technical interview (30 minute ms teams chat) last week for a mech engineer role.

I hear that there will be 4 more panel interview rounds if I get through this one. What would those interviews be about? Technical or behavioral?

There have been a few posts already about the non-compete clause buried in the stock grant acceptance fine print. Consensus seems to be just not accept the grant of it bothers you - there is no apparent deadline to accept.

However, can any legal scholars tell me if this DELAYS your vesting "clock". In other words, does vesting start from grant date or acceptance date?

Please put in your role , level and offer (base bonus relocation and RSUs if any)

Hi there, my husband is a new engineer at Blue Origin in Kent, and he just recieved a 6 month review yesterday. So far, during his weekly checkins with his boss everything was going great, but during his 6 month review his boss labeled him as "not on track" due to slower progress on some projects than expected. He was surprised by this, because he hadn't received any feedback mentioning this until this point.

My question is, is there a way for him to get out of this by improving his work or is this just the start of Blue Origin's paper trail so that they can fire him at the end of the year when the 2nd review comes around? Should he be looking for another job now or work to improve his status? Has any one ever turned around a "not on track" by the end of the year?

I'm seeing this a lot especially at the corporate level. Mini engineers and managers from Amazon are not working for blue. This is so counterintuitive as Amazon pays way higher than blue. Any idea why this is happening?

Hi everyone, I have a virtual final interview coming up for a fluids engineer II position supporting New Glenn. I have already completed the initial technical screen, and the next step consists of four 45-minute one-on-one interviews. I was also asked to submit a short written summary about human access to space before the interview.

I do not come from a traditional aerospace background, but I am so excited to have this opportunity, so I am trying to prepare carefully for how these skills may be evaluated in this role. Any other tips would be great because I am not sure which areas to focus on for this role.

I am not looking for confidential information or exact interview questions, just general preparation advice. Thanks in advance.

So I’m new at BO and to the Seattle area and there’s really no one near my age range (mid 20’s) on my team. So im finding it impossible to meet other people here. If anyone is interested in making a new friend let me know. I’m always down for food, drinks, hiking, or any adventure. Feel free to dm!

Has anyone ever received a pre adverse action email requiring more info? If so and you provided all info were you fine afterwards and how long after did you ge a response?

However, the plan also includes an unusual non-compete clause, which has not previously been reported. It says that employees will forfeit all their stock options if they join a competitor within 18 months of leaving Blue Origin, according to a copy of the agreement seen by Business Insider.

The non-compete clause does not apply to workers in California and Washington, which have passed strict laws banning non-competes.

However, it still covers a significant portion of the company's workforce, which is based mostly in Florida, Texas, and Alabama. These workers now face greater restrictions on cashing in on their equity than colleagues on the West Coast.

Blue Origin's total number of employees is not known, but the company reportedly employed around 12,600 workers as of last February. Blue Origin has said it employs around 4,000 people in Florida and 1,600 in Alabama.

Blue Origin's new stock options plan, adopted in May, offers more opportunities for employees to cash out, including certain external funding rounds. In addition, it includes several restrictions on how employees can cash in their equity.

Under the agreement, Blue Origin employees would never actually own any of the company's stock. Instead, once their options have vested and are exercised to buy shares during a "liquidity event"— either an IPO, a sale of the company, or certain external funding rounds — those shares are "immediately and mandatorily" repurchased by Blue Origin.

Employees get paid for their options at a "fair market value," which, if Blue Origin hasn't gone public, is determined by the company.

The Blue Origin options, offered at a fixed price of $9.50 for employees, vest up to 25% in the first year, then in quarterly installments. If there is no liquidity event, they expire 18 months after the employee leaves the company.

I've had my eye on Blue Origin for a while now and would love to get a real sense of what it's actually like to work there before I dive into applying. If you're in the finance org (or know someone who is), I'd really appreciate the chance to pick your brain over coffee, a beer, or even a hike if you're the outdoorsy type.

Mostly I'm hoping to hear about your day-to-day, team culture, and what surprised you most once you were actually in the door — basically trying to set realistic expectations before I get too attached to the idea. Happy to work around your schedule. Seattle-based, willing to travel a bit for the right conversation.

Thanks in advance to anyone willing to chat!

PS to the mods: Don't see a July Career thread

https://www.nasa.gov/directorates/esdmd/artemis-campaign-development-division/human-landing-system-program/how-nasas-artemis-iii-lander-test-will-pave-way-for-moon-landings/

this was originally shared yesterday here: https://www.reddit.com/r/BlueOrigin/s/mhyfbrgM9e

Hope this is fine to post here as there are no career megathreads anymore. I am considering getting a referral for jobs at Blue Origin from a former supervisor who has since moved to Blue. How much do referrals really accomplish for lower level engineer job applications and would it be worthwhile to pursue?

How long does it typically take for the safety shoes to arrive after ordering? It’s been over a week and still no tracking number. Ordered same day as safety glasses and they already arrived.