ZipRecruiter

Log In

1

Interview Jobs in Seattle, WA (NOW HIRING)

CROSSMARK1

Interview Today! Retail Merchandiser

Seattle, WA

$15.75 - $19.25/hr

Company Description CROSSMARK is a leading sales and marketing services company founded in 1908, and for over 100 years we have been working with retailers and manufactures to increase product sales ...

CROSSMARK1

Interview Today! Retail Merchandiser

Seattle, WA

$15.75 - $19.25/hr

Company Description CROSSMARK is a leading sales and marketing services company founded in 1908, and for over 100 years we have been working with retailers and manufactures to increase product sales ...

Nscale

Recruiting Coordinator

Seattle, WA · On-site

$22.75 - $30.50/hr

You'll be at the center of our interview operations - orchestrating complex schedules, supporting on-site interview days, and ensuring every candidate interaction reflects Nscale's standards of ...

next page

Showing results 1-20

All JobsInterview JobsInterview Jobs in Seattle, WA

Interview information

See Seattle, WA salary details

$48

$63

$96

How much do interview jobs pay per hour?

As of Jul 13, 2026, the average hourly pay for interview in Seattle, WA is $63.86, according to ZipRecruiter salary data. Most workers in this role earn between $54.71 and $69.76 per hour, depending on experience, location, and employer.

What are the 5 types of job interviews?

The five common types of job interviews are structured interviews, unstructured interviews, behavioral interviews, technical or skills assessments, and panel interviews. Each type assesses different aspects of a candidate's qualifications, communication skills, and suitability for the role, often requiring preparation and familiarity with interview formats. Understanding these types can help candidates tailor their responses and improve their chances of success.

What is the 70 30 rule in hiring?

The 70 30 rule in hiring suggests that interviewers should spend approximately 70% of the interview assessing a candidate's skills, experience, and qualifications, and 30% evaluating their cultural fit and interpersonal skills. This approach helps ensure a balanced evaluation of both technical ability and soft skills during the hiring process.

What are interviewers?

Interviewers are professionals responsible for conducting interviews with job candidates, clients, or other individuals to assess their qualifications, skills, or opinions. Their main role is to ask relevant questions, evaluate responses, and determine whether the individual is a good fit for a position or purpose. Interviewers may work in various fields such as human resources, journalism, market research, or academic admissions. They help organizations make informed decisions by collecting and analyzing information from interviewees.

What are the key skills and qualifications needed to thrive as an Interviewer, and why are they important?

To thrive as an Interviewer, you need strong communication skills, active listening, and the ability to assess candidates objectively, typically supported by experience in human resources or recruiting. Familiarity with applicant tracking systems (ATS), video conferencing platforms, and structured interview frameworks is often required. Empathy, professionalism, and critical thinking help Interviewers build rapport with candidates and evaluate responses effectively. These skills ensure fair, insightful hiring decisions and a positive candidate experience.

What are some common challenges faced by interviewers when conducting job interviews, and how can they be addressed?

Interviewers often face challenges such as unconscious bias, managing time effectively during interviews, and ensuring consistency across candidate assessments. To address these, it's important to use standardized interview questions and structured evaluation forms, which help create a fair and objective process. Additionally, interviewers can benefit from training on diversity and inclusion, as well as practicing active listening to better evaluate each candidate's responses. Collaborating with other team members to calibrate expectations and feedback also helps ensure a balanced and informed hiring decision.

What is the difference between Interview vs Recruiter?

AspectInterviewRecruiter
Primary RoleCandidate assessment and selectionTalent sourcing and candidate screening
Required CredentialsInterviewing skills, industry knowledgeHR or recruiting certifications often preferred
Work EnvironmentConducted in company offices or virtual settingsWork in HR or staffing agencies, often coordinating multiple candidates
Industry UsagePart of the hiring process within companiesRecruitment agencies, HR departments, staffing firms

While an interview involves evaluating candidates for a position, a recruiter focuses on sourcing, screening, and coordinating candidates throughout the hiring process. Both roles are essential in recruitment but serve different functions within the hiring ecosystem.

What jobs have the easiest interviews?

Jobs such as retail cashier, data entry clerk, or warehouse associate typically have simpler interview processes that focus on basic skills and availability. These roles often require minimal experience and may involve straightforward questions or assessments, making the interview process quicker and less intensive.

What is the 80 20 rule for interviews?

The 80/20 rule in interviews suggests that candidates should focus approximately 80% of their preparation on their strengths and key skills, and 20% on areas for improvement. For interviewers, it means prioritizing the most relevant questions that assess a candidate's core competencies efficiently.
What are popular job titles related to Interview jobs in Seattle, WA? For Interview jobs in Seattle, WA, the most frequently searched job titles are:
What job categories do people searching Interview jobs in Seattle, WA look for? The top searched job categories for Interview jobs in Seattle, WA are:
Interview jobs near you
Infographic showing various Interview job openings in Seattle, WA as of July 2026, with employment types broken down into 45% Full Time, and 55% Part Time. Highlights an 91% In-person, and 9% Remote job distribution, with an average salary of $132,838 per year, or $63.9 per hour.
Interview Assessment Senior Program Manager- Talent Acquisition

Interview Assessment Senior Program Manager- Talent Acquisition

Blue Origin

Seattle, WA

$123K - $173K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 4 days ago

Blue Origin rating

8.7

Company rating: 8.7 out of 10

Based on 91 frontline employees who took The Breakroom Quiz

13th of 61 rated aerospace companies

Job description

Application close date:

Applications will be accepted on an ongoing basis until the requisition is closed.

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.

Interview Assessment Program Manager

The Interview Assessment Program Manager will own the strategy, audit, and execution of talent assessments that shape how our company assesses and hires talent. Interview Assessment is a new function that will requirea high levelof ownership. This role will partner closely with Recruiting, L&D, HRBPs, and Business Leaders to assess and improve the end-to-end candidate experience, enhance the way we assess talent, and build mechanisms that drive measurable hiring outcomes.

This is a highly cross-functional role requiring strong program management, stakeholder influence, and the ability tooperatein ambiguity while building new and expanding on existing programs.

This is an on-site,full timerole with benefits eligibility. Relocationprovided.

Key Responsibilities:

  • Design and develop structured interview guides, competency-based assessments, work samples, and other selection tools aligned to job requirements and Blue Origin's core competencies

  • Conduct jobanalysesin partnership with hiring managers and HRBPs toidentifycritical knowledge, skills, abilities, and other characteristics for key roles across the organization

  • Assess external assessment tools based on business input and independent research. Propose tools forappropriate businessunits and implement where appropriate

  • Establish andmaintainscoring rubrics, behavioral anchors, and interviewer guidance materials to ensure consistency and reliability across hiring panels

  • Lead interviewer calibration and/or supporttraining programs to improve hiring manager capability and reduce bias throughout the selection process

  • Partner with Talent Acquisition leadership to evaluate anditerate onassessment strategies using data, metrics, and feedback loops

  • Conduct ongoing validation studies and adverse impact analyses to ensure assessments are legally compliant and predictive of job performance

  • Maintain documentation of assessment development processes in alignment with the Uniform Guidelines on Employee Selection Procedures (UGESP) and professional standards (SIOP, APA)

  • Benchmark external best practices in talent assessment and proactively recommend improvements to our selectionmethodology

  • Manage multiple assessment projects simultaneously, including prioritization, stakeholder communication, and delivery timelines

  • Collaborate withWorkforce Intelligenceto build dashboards andreportingframeworks that measure assessment effectiveness and hiring quality over time

  • Designassessments that reduce systemic bias and expand access to qualified candidates

Minimum Qualifications

  • Master's degree in Industrial/Organizational Psychologyor a closely related field (e.g., Organizational Behavior, Applied Psychology)

  • 3+ yearsof experience in talent assessment, selection system design, or a related HR/Talent function

  • Demonstrated experience conductingjob analysesand developingstructured, competency-based interview frameworks

  • Working knowledge ofpsychometric principles, including reliability, validity, and adverse impact

  • Familiarity withEEOC guidelines, the Uniform Guidelines on Employee Selection Procedures, and SIOP professional standards

  • Strong programmanagement skills with the ability to manage multiple priorities in a fast-paced environment

  • Excellent written and verbal communication skills, with the ability to translate complex assessment science into practical, actionable guidance for non-technical stakeholders

  • Must be a U.S. citizen or national, U.S. permanent resident, or lawfully admitted into the U.S. as a refugee or granted asylum(asrequiredfor access to export-controlled data)

Preferred Qualifications

  • Experience in ahigh-growth technology, aerospace, defense, or engineering-driven organization

  • Exposure topre-employment assessmentsand third-party assessment vendors (e.g., cognitive ability tests, personality assessments, situational judgment tests)

  • Proficiencywithdata analysis tools(e.g., Excel, R, Python, Tableau, Databricks) for psychometric and adverse impact analyses

  • Familiarity withApplicant Tracking Systems (ATS)and assessment platform integrations

  • PhD in Industrial/Organizational Psychology or a related field is a plus


Base Pay Range for:

CO applicants is $123,611.00 - $173,054.70 WA applicants is $134,434.00 - $188,207.25

Other site ranges may differ

Culture Statement

Don't meet all desired requirements? Studies have shown that some people are less likely to apply to jobs unless they meet every single desired qualification. At Blue Origin, we are dedicated to building an authentic workplace, so if you're excited about this role but your past experience doesn't align perfectly with every desired qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.

Export Control Regulations

Applicants for employment at Blue Origin must be a U.S. citizen or national, U.S. permanent resident (i.e. current Green Card holder), or lawfully admitted into the U.S.as a refugee or granted asylum.

Background Check

  • Required for all positions: Blue's Standard Background Check

  • Required for Certain Job Profiles: Defense Biometric Identification System (DBIDS) background check if at any time the role requires one to be on a military installation

  • Required for Certain Job Profiles: Drivers who operate Commercial Motor Vehicles with a Gross Vehicle Weight (GVW), Gross Vehicle Weight Rating (GVWR) or combination of power unit and trailer that meets or exceeds 10,001 lbs. and/or transports placardable amounts of hazardous materials by ground in any vehicle on a public road while in commerce, may be subject to additional Federal Motor Carrier Safety Regulations including: Driver Qualification Files, Medical Certification (obtained before onboarding), Road Test, Hours of Service, Drug and Alcohol Testing (CDL drivers only), vehicle inspection requirements, CDL requirements (if applicable) and hazardous materials transportation/shipping training.

  • Required for certain Job Profiles: Ability to obtain and maintain Merchant Mariner Credential, which includes pre-employment and random drug testing as well as DOT physical

Benefits

  • Benefits include: 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.

  • Stock Options for all regular employees (working at least 20 hours/week)

  • Paid Time Off: Up to four (4) weeks per year based on weekly scheduled hours, and up to 14 company-paid holidays.

  • Dependent on role type and job level, employees may be eligible for benefits and bonuses based on the company's intent to reward individual contributions and enable them to share in the company's results, or other factors at the company's sole discretion. Bonus amounts and eligibility are not guaranteed and subject to change and cancellation. Please check with your recruiter for more details.

Equal Employment Opportunity

Blue Origin is proud to be an Equal Opportunity/Affirmative Action Employer and is committed to attracting, retaining, and developing a highly qualified and dedicated work force. Blue Origin hires and promotes people on the basis of their qualifications, performance, and abilities. We support the establishment and maintenance of a workplace that fosters trust, equality, and teamwork. We provide all qualified applicants for employment and employees with equal opportunities for hire, promotion, and other terms and conditions of employment, regardless of their race, color, religion, sex, sexual orientation, gender identity, national origin/ethnicity, age, physical or mental disability, genetic factors, military/veteran status, or any other status or characteristic protected by federal, state, and/or local law. Blue Origin will consider for employment qualified applicants with criminal histories in a manner consistent with applicable federal, state, and local laws, including the Washington Fair Chance Act, the California Fair Chance Act, the Los Angeles Fair Chance in Hiring Ordinance, and other applicable laws. For more information on "Know Your Rights," please see here.

Affirmative Action and Disability Accommodation

Applicants wishing to receive information on Blue Origin's Affirmative Action Plans, or applicants requiring a reasonable accommodation in order to participate in the application and/or interview process, please contact us atEEOCompliance@blueorigin.com. Please note this is a publicly managed inbox. Please do not include any personal medical information in your request.

What Blue Origin employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

Blue Origin logo

About Blue Origin

Sourced by ZipRecruiter

Blue Origin is a private aerospace manufacturing and suborbital spaceflight services company based in Kent, Washington, USA. Established in 2000 by Amazon founder Jeff Bezos, the company operates in the cutting-edge aerospace industry aiming to build a future where millions of people can live and work in space. They develop a variety of technologies, with a focus on reusable rocket systems which significantly reduce the cost of space travel. Blue Origin's core mission is to make this vision come to life by incrementally building on its successes with an ultimate vision of dramatic cost reduction and increased reliance on reusable spacecraft.

Industry

Space research administration

Company size

1,001 - 5,000 Employees

Headquarters location

Kent, WA, US

Year founded

2000

View All Blue Origin Jobs

Apply