Training 1: Blue Origin Interviewing Training Program

Since 2018, this training program has helped Senior Directors, Principal PMs, Managers, Sales & marketing specialists, Accountants, Analysts, Software Engineers and many others, to pass job interviews. It is the only training program offering a standardized, simplified, and time bound approach to excel in behavioral interviews. You can complete it in under 3 hours (videos), or you can dive deeper into more examples from exceptional candidates. Assessments & quizzes to self-evaluate and improve your listening skills.

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Videos

Easy to follow advice on how to best answer any non-technical interview question.
  • Key behaviors: Conflict & Influence, Ambiguity & Prioritization, Learning & Innovation, Customer Obsession, Vision & Strategic Thinking and more
  • Commonly asked questions: Tell me about yourself, Why this company, Failure, Strength & weakness, Interpersonal, Speed, Questions for them and more
  • Candidate & employer interviewing techniques.
    • launched in 2019, 3 hours (& text version)

    Stories Dashboard

    95% of candidates fail building a proper story bank (by their own standards).
    • Add, revise, rank & label your stories - using both quantitative & qualitative indicators (e.g. revisions to stories ratio)
    • Comprehensive feedback on your answers with over a dozen types of reports from ChatGPT, Vertex & Cohere
    • Best practices and guidance at every step
      • launched in 2022, 1000s of users

    Assessments

    Each module includes short knowledge-check assessments plus longer, skill-building evaluations.
    • Practice identifying core behaviors in unfamiliar contexts
    • Interviewing tips and tricks
    • Mistakes to avoid
      • launched in 2025, 100s of questions

    BlueOrigin’s 14 Principles mapped to sections in the training programs

    1. Passion for our Mission
      2. Our mission is bold – to radically reduce the cost of access to space, harness in space resources, and inspire the next generation to enable millions of people to live and work in space for the benefit of Earth. Blue leaders are, above all else, mission-driven. Mission-driven leaders create and communicate a direction that inspires results, and their actions and attitudes are guided by “mission first.”
        Sections in the training:
      • Advanced Interview training program -> Vision & Strategic Thinking
      • Amazon Onsite Training Program -> Think Big (section 1, section 2)
    2. Customer Focus
      3. Leaders start with their customers and work backward. They work vigorously to earn and keep customer trust.
        Sections in the training:
      • Advanced Interview training program -> Customer Obsession
      • Amazon Onsite Training Program -> Customer Obsession (section 1, section 2)
    3. Deliver Results
      4. Leaders focus on the key inputs for their business and deliver on their customer commitments with the right quality in a timely fashion. Despite setbacks, they rise to the occasion and never settle. Leaders convey optimism without naiveté. They say, “let’s figure it out.” They take setbacks in stride and know it’s not about how they start, but how they finish. They display grit by refusing to stop at the first barrier and constantly looking for ways to move forward.
        Sections in the training:
      • Advanced Interview training program -> Deliver Results
      • Amazon Onsite Training Program -> Deliver Results (section 1, section 2)
    4. Embrace Team Blue
      5. Going to space requires a team, and leaders know this. Leaders derive energy from pulling people together and moving in the same direction while leaving room for healthy tension and dissent. Leaders develop their teams by giving timely, critical feedback in the spirit of helping others and strengthening Blue.
        Sections in the training:
      • Advanced Interview training program -> Conflict & Influence (section 1, section 2)
    5. Resourceful
      6. Leaders are frugal and accomplish more with less, recognizing that constraints breed self-sufficiency, invention, and innovation.
        Sections in the training:
      • Amazon Onsite Training Program -> Frugality (section 1, section 2)
    6. Bias for Action
      7. Speed matters in business. Many decisions and actions are reversible and do not need extensive study. We value calculated risk-taking.
        Sections in the training:
      • Advanced Interview training program -> Ambiguity & Prioritization (section 1, section 2)
      • Amazon Onsite Training Program -> Bias for Action (section 1, section 2)
    7. Ownership
      8. Leaders are owners. They think long-term and don't sacrifice long-term value for short-term results. They act on behalf of the entire company, beyond just their own team, and never compromise safety. They never say, "that's not my job."
        Sections in the training:
      • Ownership (section 1, section 2)
    8. Operational Excellence
      9. Leaders have a habitual drive to quickly correct errors at the root. Leaders ensure that defects do not get sent down the line and that problems are fixed so they stay fixed. They have incredible attention to detail. They replace good intentions with mechanisms and never rely on “we’ll do better next time.” They demand that processes exist to serve them; they don’t exist to serve processes.
        Sections in the training:
      • Amazon Onsite Training Program -> Insist on the highest standards (section 1, section 2)
      • Advanced Interview training program -> Ambiguity & Prioritization (section 1, section 2)
    9. Earn the Trust of Others
      10. Leaders are sincerely open-minded, genuinely listen, and examine their own strongest convictions with humility. They value diversity in all its forms because different viewpoints result in novel ideas. Their openness enables them to trust those around them – and to earn the trust of others in turn.
        Sections in the training:
      • Advanced Interview training program -> Conflict & Influence (section 1, section 2)
      • Amazon Onsite Training Program -> Earn trust (section 1, section 2)
    10. Hire and Develop the Best
      11. Leaders raise the performance bar with every hire and promotion. They value diversity, recognize exceptional talent, and willingly move them throughout the organization. Leaders develop leaders, invent mechanisms for people development, and take seriously their role in coaching others.
        Sections in the training:
      • Amazon Onsite Training Program -> Hire and Develop the Best (section 1, section 2)
    11. Insist on the Highest Standards
      12. Leaders have relentlessly high standards and always keep safety front and center. Many people may think these standards are unreasonably high. Leaders are continually raising the bar and driving their teams to hire great people and produce high-quality products, services, and processes.
        Sections in the training:
      • Amazon Onsite Training Program -> Insist on the highest standards (section 1, section 2)
      • Advanced Interview training program -> Ambiguity & Prioritization (section 1, section 2)
    12. Technical Ambition and Simplicity
      13. Leaders push for high-performance architectures and are willing to break new ground with novel inventions. They look everywhere for new ideas and are not limited by “not invented here.” They always find ways to simplify. They do not accept requirements at face value and are willing to push back. They understand that medium-performing variants of high-performance architectures can meet mission needs and provide a path to higher-performing upgrades.
        Sections in the training:
      • Amazon Onsite Training Program -> Insist on the highest standards (section 1, section 2)
      • Advanced Interview training program -> Ambiguity & Prioritization (section 1, section 2)
    13. Practice Humility
      14. Leaders are bold in their mission and humble in their execution. They look to the past for inspiration and knowledge. They know that there are many future lessons to be discovered and – more importantly – lessons to be truly learned. They know when to ask for help and embrace that help when given. Leaders are slow to take credit for their own contributions but are quick to point out the value of others.
        Sections in the training:
      • Advanced Interview training program -> Learning & Innovation (section 1, section 2)
      • Amazon Onsite Training Program -> Learn & Be Curious (section 1, section 2)
    14. Have Backbone; Disagree and Commit
      15. Leaders are obligated to challenge decisions respectfully when they disagree, even when doing so is uncomfortable or exhausting. Leaders have conviction and are tenacious. They do not compromise for the sake of social cohesion. Once a decision is determined, they commit wholly.
        Sections in the training:
      • Advanced Interview training program -> Conflict & Influence (section 1, section 2)
      • Amazon Onsite Training Program -> Have Backbone; Disagree and Commit (section 1, section 2)

    Training 2: Amazon Onsite Training Program

    In its first version this was over 9 hours; to save you time, I compressed it to 6h30, in 43 sections. This is best consumed over the course of a few consecutive days.

    My goal is to help you to improve your STAR answers using your best stories, in a 4 step process:

    • Section one: reasoning by analogy will help you to quickly and accurately find relevant stories for each principle.
    • Section two: general types of questions; outcome: your elevator pitch.
    • In section three, I'm using the examples from section one, in order to highlight behaviors to use and to avoid in your own answers.
    • Section four - more exercises to further improve the quality of your stories. Outcome: your stories, ready for the interview.

    I perfectioned this method throughout the years, while helping & learning from some really smart people.

    First, throughout my career, I've worked in both technical and non-technical roles.

    Second. My experience coaching people for all major job categories has taught me an important lesson: anyone applying for such jobs should be able to qualify if an answer, including its depth, is for them. Some stories will be for mid-level roles while others will be for L7+ roles, while others will be for sales.

    While it is true that many of these stories are from IT, I picked examples from a variety of industries. Furthermore, you have the option to generate examples for your own role.

    from a candidate in Seattle - under Invent and Simplify

    A side project of mine is to track potholes in the area by designing a reporting system using cameras mounted on garbage trucks; they would scan the road and using AI would find holes in the road, which would be reported to the city for review.

    Pricing

    6 months

    $299

    • scenario: “one-off” interview; note: acess to the stories dashboard is perpetual.

    1 year

    $399

    • scenario: multiple applications within a year for this and other companies with similar interview processes (all high performing companies use behavioral interviews)

    lifetime

    $500

      scenario: long-term approach to interview prep with any company (on request, it includes access to any other training program)

      Access to training is included in the 3x coaching package ($1050).