Executive Recruiting Coordinator

Blue Origin•Seattle, WA

62d•$36 - $50

About The Position

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. As a member of our executive recruiting team, you'll serve as a strategic partner to executive leaders at Blue and the candidates who will shape our future-not just a scheduler. This is a high-judgment role where you'll orchestrate complex, confidential hiring processes for VP and C-suite leaders. You'll make independent decisions that protect executive stakeholder time, anticipate risks before they materialize, and solve problems in real-time while maintaining the confidentiality and precision these searches demand. The leaders you help hire will define Blue's strategy, safety culture, and mission success. You'll have the autonomy to make decisions, identify process risks, and escalate strategically when you need partnership (not permission). Your work directly enables executive recruiters to focus on search strategy while you own flawless execution and proactive problem-solving. You'll work closely with executive recruiters, senior leaders, executive assistants, and external search firms to deliver a seamless, premium candidate experience. If you thrive in ambiguity, can think several steps ahead, and want ownership over mission-critical work with direct C-suite impact, this is your role.

Requirements

4+ years of recruiting coordination or complex project coordination experience, with 2+ years supporting executive or senior leadership hiring (VP/C-suite preferred).
Demonstrated high-judgment decision-making: proven ability to work independently, anticipate risks, identify solutions proactively, and escalate strategically in fast-paced, ambiguous environments.
Mastery of complex stakeholder management: expert-level multi-time zone scheduling, calendar orchestration with senior executives and EAs, and managing competing priorities with diplomacy and urgency.
Technical proficiency: Advanced Microsoft Outlook (calendaring), Teams/Zoom, Word, Excel, PowerPoint; experience with Workday or comparable ATS platforms.
Exceptional communication and discretion: polished written and verbal skills, meticulous attention to detail, and trusted partner for confidential executive-level information.
High school diploma or GED.

Nice To Haves

Prior experience coordinating executive interviews (VP/C-suite) in aerospace/defense, advanced manufacturing, or high-growth technology companies.
Experience partnering with executive assistants, chiefs of staff, and external executive search firms.
Demonstrated track record of identifying process risks and implementing solutions that improved cycle time, candidate experience (NPS), or executive stakeholder satisfaction.
Experience with data-driven decision-making: using metrics, SLAs, or bottleneck analysis to drive operational improvements.
Familiarity with scheduling automation tools and structured interviewing practices.
Process-improvement mindset with curiosity and confidence learning new tools and driving operational upgrades.

Responsibilities

Exercise strategic judgment in executive interview orchestration: Design and manage end-to-end processes for VP and C-suite candidates-making independent decisions about scheduling priorities, risk mitigation, and when to escalate. Coordinate multi-day onsite interviews, virtual loops, technical assessments, and stakeholder pre-briefs/debriefs across time zones while anticipating what could go wrong before it does.
Protect executive stakeholder time through proactive decision-making: Navigate competing calendar demands with senior leaders, executive assistants, and cross-functional interviewers. Decide when to hold firm on scheduling constraints, when to flex, and when conflicts require escalation vs. creative problem-solving. Own contingency planning and real-time adjustments.
Serve as trusted advisor for candidate experience: Think beyond logistics to anticipate candidate needs and potential friction points. Greet and escort candidates onsite, troubleshoot day-of issues independently, coordinate travel/accommodations with concierge-level service, and make judgment calls that ensure every touchpoint reflects Blue's mission and values.
Own operational excellence and process integrity: Maintain accurate Workday data, create detailed agendas and interview schedules, prepare for pre-brief and debrief meetings, and manage decision timelines-but also identify bottlenecks, spot data inconsistencies, and flag process risks to executive recruiters before they impact outcomes.
Uphold confidentiality as a strategic imperative: Handle sensitive candidate information, NDAs, references, and executive-level communications with discretion and mature judgment. Recognize when information should be shared vs. protected and understand the broader implications of confidentiality breaches in executive searches.
Partner strategically on continuous improvement: Contribute to initiatives that elevate executive hiring operations-bringing insights from your frontline experience to drive improvements in interviewer readiness, cycle time, and candidate experience.

Benefits

Medical, dental, vision, basic and supplemental life insurance, paid parental leave, short and long-term disability, 401(k) with a company match of up to 5%, and an Education Support Program.
Paid Time Off: Up to four (4) weeks per year based on weekly scheduled hours, and up to 14 company-paid holidays.
Discretionary bonus: Bonuses are designed to reward individual contributions as well as allow employees to share in company results.

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