Want to apply for blue origin? Job seekers say the interview takes five hours and they have to write articles about manned spaceflight

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Tencent technology news on September 27, employees and job seekers of the space company Blue origin revealed that the company requires engineering and technical personnel to write an article on manned spaceflight and accept a five hour interview.
The source said that job seekers with blue origin sometimes need to talk to the head of the designated department after receiving calls that have passed the preliminary screening. Candidates for engineering positions were asked to write an article on manned spaceflight before the group interview. Although the article has no page limit or any specific requirements, it should be between 500 and 1000 words. The title is: “Why are you enthusiastic about manned spaceflight?”
Blue origin, a current employee and a former employee, and three job seekers confirmed the company’s recruitment process. Blue origin declined to comment on its recruitment process. Insiders also did not confirm whether this process is applicable to job seekers outside the engineering field. Engineers account for a large proportion of the company’s more than 4000 employees.
According to relevant sources and more than 50 comments on the recruitment platform Glassdoor, about 4 to 7 blue origin engineers will be present in the group interview for job seekers. During this period, job seekers must introduce themselves for one hour, including relevant project experience. After completing the presentation, each interviewer will communicate with the candidate for about 30 minutes. The whole process may take 4 to 5 hours.
Human resources company peak technical staffing recruits employees for SpaceX led by Elon Musk, a competitor of blue origin. Deborah Wagner, senior director of business development of the company, said that SpaceX has a similar process, and job seekers need to talk about ppt related to SpaceX’s mission. SpaceX did not respond to requests for comment.
Wagner said: “many job seekers are rejected directly. You will be surprised to find that many people are not so interested in manned spaceflight, but just want to get a high paying job in SpaceX.” “this is the kind of people musk wants to eliminate.”
Four recruitment experts said that although blue origin and SpaceX continue to compete for NASA contracts and recruitment, their technology seems to be in sharp contrast to most companies in the aerospace industry.
Dennis theodorou, general manager of JMJ Phillip, a headhunting company, said that job seekers are competing to apply for space companies such as blue origin, while traditional companies such as Boeing are trying to retain talents, which makes it less space for traditional companies to set more additional conditions in interviews.
“Most engineers, especially those who don’t reach the corresponding level, don’t want to write articles,” theodoru said. “People always think that engineers are rigid and introverted. What they expect more is that they don’t want to give a speech for an hour during the technical interview, and their speech skills don’t necessarily reflect their engineering skills.”
George Santos, talent director and marketing director of human resources enterprise 180 engineering, believes that start-ups such as blue origin have a high entry threshold in terms of work experience, so interviews often pay more attention to the personality of job seekers. Two blue origin job seekers revealed that the group interview included a series of behavioral questions, focusing on how they deal with stress.
Matt Abbott, President of the sourcery, an aerospace and technology recruitment company, said he knew that several Silicon Valley start-ups used strategies such as group interview and writing articles to express high expectations for employees’ professional ethics.
“When you set such extra conditions in front of people, many people will say no,” Abbott said. “If job seekers are unwilling to invest time and energy, if they have no passion, they will not be able to meet the high requirements of their work.” (compiled by Tencent technology / Jiao Han)