Starting April 2025, this purchase will contain two of my best trainig programs. The original Amazon Onsite Training Program (launched in 2021; 6.5 hours) which contains the Leadership Principles also present at BlueOrigin as well as a generous amount of interview questions, with mistakes to avoid. The second training is a more concise version of a behavioral interview training (3 hours). Both versions can be consumed as video and text.

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)

Pricing

Select the scenario that best suits your needs.

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)

Training 1: Advanced Behavioral Interviewing

What types of questions can be answered behaviorally?

Any non-technical question can, and often should, be answered behaviorally. Examples:
  • questions starting with “Tell me about a time when you… [e.g. failed, dealt with conflict, faced a challenge]”.
  • Introductory / general questions; for example: Tell me about yourself, Why you, why this company, why this role; what’s your weakness
  • Open ended questions: how do you [prioritize, learn, help people develop their careers etc..]
  • Hypothetical questions: how would you deal with [conflict inside your team, ambiguity etc.. ]

Key behaviors:

  • Conflict & Influence
  • Prioritization & Speed
  • Failure Questions
  • Vision / Strategic Thinking
  • Results / Outcome Orientation
  • Customer Obsession
  • Elevator pitch. Why this company.
  • Strength and weakness
  • .. and more

This training program, at its core, is a bunch of videos designed to help you excel in behavioral interviews. Over time, more features were added:

  • Stories dashboard: a place where you can add your stories in a structured format, filter them by behavior, score etc..
  • Ability to evaluate your stories using AI reports on things such as behavioral fit, length, strength etc..
  • Quizzes to test your knowledge while (or after) going through the videos; or quizzes to help you improve your listening skills
  • The script of the videos (text) in each section as a recap.
  • New sections such as employer, and candidate interviewing techniques
  • More (notable) examples from exceptional people are constantly added
  • Sections are also constantly being adjusted to both add new trends and trimmed to save you time
  • Flexible access (6, 12 months or unlimited)

Any role

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 principal (advisory) 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 and roles.

Why buy this training?

This content is biased towards benefiting the candidate, on what connects with success in job interviews.
  1. Minimize risk of surprise by covering a broad range of behaviors and scenarios, specific to behavioral interviews.
  2. Examples from exceptional candidates who succeeded in their careers. Improve your listening skills through a variety of examples & quizzes
  3. AI done right; who passes interviews using AI? Very few people do; many more fail them because of AI; others capitalize on hooking you up on AI features which actually degrade your performance
  4. Time is something most candidates don’t have; this is why the training has been trimmed from 9 to 6 to 3 hours (over 5 years)
  5. Engagement triggers via regular YouTube videos

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.