The problem was BlueOrigin’s reference-questionnaire. One of my references shared it with me afterwards. It’s a stock template - except pretty much all the questions seem contrived to find reasons not to hire someone. One of the questions was along the lines of “On a percentage scale where would you rank [candidate] relative to other people you have worked with?” (Which is s problem if you’re a relatively poor player in a high-performing team). Another was (almost verbatim) “Please provide a reason why we should not hire [candidate]?” (As opposed to “Can you think of a reason?” - I was surprised that the question straight-up assumes there is a reason).
BlueOrigin’s cooldown period is 2 years which is long for Seattle, when you consider SpaceX’s is 1 year and Google can be 6 months. My recruiter at BlueOrigin did tell me to re-apply though and gave me his card. I’ll think about it.
In the interests of honesty - I will say that I am not a model employee and I do have productivity problems - I’m sure that my references gave honest answers with good intentions and I accept that I’m probably not BlueOrigin-material: I have punctuality problems, I’ll spend half a day procrastinating then working late until 1am to make up for it, and I stilll often go on code refactoring crusades without telling anyone. Sometimes I think I wouldn’t even hire me anyway :)