ResumeAdapter
Updated 2026-07-21

Boeing relaunched its values in 2025.
Safety & Quality leads, and your resume must show it.

What this page covers

Boeing relaunched its Values and Behaviors in February 2025 under CEO Kelly Ortberg, so the older sets you still find online, the Calhoun-era values and the seven enduring values, are superseded. This page maps each of the five official values, Safety & Quality, Trust, People Focus, Ownership, and Innovation, plus its three behaviors, to resume language: the verbatim description, a show-this example, an avoid-this, and the behavioral probe Boeing would map to it.

Free to scanFifteen behaviors gradedEvidence over adjectives
By the numbers
Official values
5
Safety & Quality first
Behaviors
15
Three per value
Relaunched
2025
February, Ortberg reset
Named scorecard
None
Behavioral STAR

The quick answer

What are Boeing's core values, and how many are there?

Boeing has five official values, relaunched in February 2025 under CEO Kelly Ortberg as a post-crisis culture reset: Safety & Quality, Trust, People Focus, Ownership, and Innovation. Each value carries three behaviors, 15 in total, and those behaviors are the real bar interviewers grade against because they read like STAR scoring criteria. Safety & Quality is deliberately listed first, and after the 737 MAX and door-plug crises interviewers weight it most heavily. These five replaced the 2022 Calhoun-era values (engineering excellence, accountability, predictability and stability, apply Lean+ principles, and crush bureaucracy) and the older seven enduring values, both of which are superseded; integrity is now folded into Trust rather than standing alone. On a resume, do not list the values as labels. Embed each one inside an achievement with a metric, a defect rate you drove down, a commitment you owned end to end, a safety concern you raised under pressure, so a reviewer reads the value in the work itself. .

Boeing publishes five official values on boeing.com and relaunched them in February 2025 under CEO Kelly Ortberg: Safety & Quality, Trust, People Focus, Ownership, and Innovation. Safety & Quality is listed first. Each value carries exactly three behaviors, 15 in total, and those behaviors are the single most useful thing candidates overlook.

The relaunch was a deliberate culture reset after the 737 MAX crisis, built from a broad employee survey and rolled out under CEO Kelly Ortberg, which is why Safety & Quality sits at the top and carries the most weight in interviews.

Two older sets are superseded. The 2022 Calhoun-era values, engineering excellence, accountability, predictability and stability, applying Lean+ principles, and crushing bureaucracy, and the older seven enduring values, Integrity, Quality, Safety, Diversity & Inclusion, Trust & Respect, Corporate Citizenship, and Stakeholder Success, are both retired. Integrity is now folded into the Trust description rather than standing alone.

Boeing frames the values as the culture spine of its turnaround, which is why Safety & Quality sits first. The resume reading is the same for all five: a reviewer indexes on the value being visible in the outcome itself, not asserted as an adjective. A line that reads safety-conscious team player fails; a line that reads redesigned a fastener sequence that cut recordable defects 41% passes, because it shows Safety & Quality without ever using the words.

What Boeing does not publish

Boeing publishes the five values and their 15 behaviors, but no named interview scorecard and no per-behavior grading sheet. The behaviors are what Boeing operates and hires against, assessed through behavioral STAR rounds, not a public graded rubric. Do not present the Calhoun-era values or the seven enduring values as current, and do not read Seek, Speak & Listen or the Safety Management System as branded values, they are candor and safety practices that support Safety & Quality, not part of the five. All three businesses, Boeing Commercial Airplanes, Boeing Defense, Space & Security, and Boeing Global Services, run on the same five values, so there is no separate divisional list to map to.

The five values, deep-dived

Every value and its three behaviors,
a worked bullet, and the probe.

Source for the five values, their behaviors, and the verbatim descriptions: Boeing, People and Culture, on boeing.com. Safety & Quality leads; the descriptions below are quoted exactly as Boeing publishes them. The what-it-means, resume examples, and interview probes are ResumeAdapter's mapping, illustrative templates rather than Boeing-supplied.

01
Boeing value 01Listed first, 2025 reset

Safety & Quality

“Safety is the foundation of everything we do, and we deliver quality at every step, every time.”

The official Boeing description, verbatim
The three behaviors, verbatim
Behavior 01
Keep people safe
Behavior 02
Respect the consequences of our work
Behavior 03
Speak up

In commercial aerospace and defense, safety and quality are gating requirements rather than slogans: product safety, flight safety, first-pass quality, and process discipline on the line. After the 737 MAX and the door-plug blowout, Boeing reads hardest for people who treat safety and quality as design constraints and stop-work authority, not variables to trade against schedule or cost.

What it means in practice
Show this on your resume

Show a safety or quality outcome you owned with a number: an escape rate or defect rate you drove down, a hazard you designed out, a nonconformance you caught before it shipped, or a first-pass-yield bar you cleared. Lead with the measured reduction, not a quality-focused label.

Redesigned a fuselage fastener-installation sequence that engineered out a recurring rework loop, cutting recordable defects on the line 41% and raising first-pass yield above 97% across two shifts over 11 months.

Avoid this anti-pattern

Naming safety or quality as a trait with no incident, no mechanism, and no number. A safety-conscious, quality-focused self-label says nothing about what you actually made safer or better.

Safety-conscious, quality-focused team player committed to a strong safety culture and following all protocols.

Behavioral STAR probe

“Tell me about a time you stopped work or escalated a quality concern under schedule pressure. What did you do, and what was the outcome?”

02
Boeing value 02

Trust

“We do what we say we will do. We work with integrity and build trust by consistently meeting our commitments and communicating transparently with customers, colleagues, and stakeholders.”

The official Boeing description, verbatim
The three behaviors, verbatim
Behavior 01
Make customer priorities ours
Behavior 02
Follow through
Behavior 03
Do the right thing

Trust at Boeing is integrity under pressure: meeting commitments, communicating transparently, and doing the right thing on quality, certification, and reporting even when it is slower or costlier. With the FAA, airlines, and defense customers watching, it also maps to honest status reporting rather than optimistic cover.

What it means in practice
Show this on your resume

Show integrity you can audit: a commitment you met on a hard date, a discrepancy you reported, a transparent status call you made, or reliability a customer kept depending on. Attach the counterparty and the number.

Flagged a certification-test data gap to the customer before a delivery review rather than letting it slide, then rebuilt the sign-off checklist that closed it, taking late-stage documentation defects to zero across 40 subsequent deliveries.

Avoid this anti-pattern

Trusted partner or high integrity asserted with no counterparty and no auditable outcome. Integrity claimed as an adjective is filler.

Trusted professional of high integrity known for always doing the right thing by the customer.

Behavioral STAR probe

“Tell me about a time you told a customer or a leader something they did not want to hear because it was the truth. What was the situation, and how did you handle it?”

03
Boeing value 03

People Focus

“Our global team is our greatest asset. We invest in and care for our people, and we treat each other with respect even when we disagree.”

The official Boeing description, verbatim
The three behaviors, verbatim
Behavior 01
Look out for each other
Behavior 02
Ask for help and give it freely
Behavior 03
Collaborate respectfully

People Focus at Boeing is investing in and caring for the team and treating each other with respect even in disagreement, across a large global workforce spanning engineers, machinists, suppliers, and customers. It reads as how you looked out for teammates and worked across differences to reach an outcome.

What it means in practice
Show this on your resume

Show a specific instance where you supported a teammate, asked for or gave help, or worked through disagreement and it improved the result. Name the mechanism and the outcome, not a respectful and collaborative label.

Restructured shift handoffs to surface build issues early and pull mechanics and engineers into the same daily review, resolving a recurring installation dispute that had stalled a section and recovering 3 weeks on the line schedule.

Avoid this anti-pattern

Respectful, collaborative team player as a trait with no situation and no result. A belief statement is not evidence.

Respectful and collaborative team player who cares about people and treats everyone well.

Behavioral STAR probe

“Tell me about a time you disagreed sharply with a teammate but still had to deliver together. How did you handle it, and what came of it?”

04
Boeing value 04

Ownership

“We hold ourselves and each other accountable for delivering excellent products and services.”

The official Boeing description, verbatim
The three behaviors, verbatim
Behavior 01
Give a damn!
Behavior 02
Be accountable, be decisive
Behavior 03
Pursue excellence

Ownership at Boeing is holding yourself and others accountable for delivering excellent products, being decisive, and pursuing excellence, on programs where a missed milestone or a quality escape carries safety, contractual, and reputational consequences. It reads as ownership of a commitment end to end, not diffused across a group.

What it means in practice
Show this on your resume

Show a commitment you owned and delivered against a hard bar: a milestone you hit, a cost or schedule variance you closed, an escape rate you drove down, a program you took from red to green. Lead with the delta.

Took ownership of a behind-schedule wire-harness build, replanned the sequence, and delivered the milestone on the contractual date while holding first-pass yield above 98% and closing a 6% cost overrun.

Avoid this anti-pattern

Results-driven and accountable as an adjective stack with no commitment named and no outcome. Ownership claimed without an artifact is filler.

Results-driven professional who takes ownership and holds themselves accountable for excellence.

Behavioral STAR probe

“Tell me about a commitment you owned that was at risk of slipping. What did you decide, and what was the result?”

05
Boeing value 05

Innovation

“We see challenges as opportunities. We are curious, creative, and explore new ideas that move our company and industry forward.”

The official Boeing description, verbatim
The three behaviors, verbatim
Behavior 01
Do cool things
Behavior 02
Be curious and courageous
Behavior 03
Shape the future

Innovation at Boeing is treating challenges as opportunities and exploring new ideas in a regulated environment where novelty still has to clear certification and safety. It reads as a specific thing you built or improved and the measured delta, inside real constraints, not a sweeping claim.

What it means in practice
Show this on your resume

Name the approach you prototyped or the process you transformed and the measurable improvement. In a certification-bound environment, a small, qualified innovation with a metric beats a visionary label.

Prototyped a model-based systems-engineering workflow for a flight-control subsystem, cutting requirements-to-test cycle time 33% while keeping full DO-178C traceability.

Avoid this anti-pattern

Innovative and cutting-edge with no artifact and no delta. A buzzword is not an innovation.

Innovative and cutting-edge engineer passionate about transformation and next-generation aerospace.

Behavioral STAR probe

“Tell me about something you built or a process you changed to move faster inside real certification constraints. What was it, and what did it improve?”

Value names, behaviors, and descriptions quoted verbatim from Boeing, boeing.com/company/people-and-culture. Resume examples and interview probes are ResumeAdapter's mapping, illustrative templates.

The frameworks people confuse with the values

What the five values
are not.

The Calhoun-era values. Before the February 2025 relaunch, Boeing ran a 2022 set under then-CEO Dave Calhoun: engineering excellence, accountability, predictability and stability, applying Lean+ principles, and crushing bureaucracy. That set is retired, so any current-looking list quoting it is out of date.

The seven enduring values. The older Boeing enduring values, Integrity, Quality, Safety, Diversity & Inclusion, Trust & Respect, Corporate Citizenship, and Stakeholder Success, are also superseded. Integrity and safety did not disappear: integrity is folded into Trust, and safety leads the new first value, Safety & Quality.

Seek, Speak & Listen. Seek, Speak & Listen is Boeing's speak-up and candor practice, and it reinforces the Safety & Quality behavior Speak up. Naming it in an interview signals candor, but it is a habit set, not one of the five branded values.

Just Culture and the Safety Management System. Boeing runs an FAA-approved enterprise Safety Management System grounded in non-punitive hazard reporting, often called a Just Culture. It is useful safety context and it supports Safety & Quality, but SMS is an industry safety term Boeing applies, not one of the five branded values.

Shared across the businesses. Boeing runs three businesses, Boeing Commercial Airplanes, Boeing Defense, Space & Security, and Boeing Global Services. They operate on the same five values, so there is no separate divisional values list a candidate needs to map to.

On a resume you do not quote any of these frameworks. You show that you already operate the five values and their behaviors, safety and quality designed in, commitments owned, teammates supported, each proven with a number. That, not a values statement, is what a Boeing reviewer can actually read.

Values and descriptions verbatim from Boeing, boeing.com/company/people-and-culture. Relaunched February 2025 under CEO Kelly Ortberg as a post-crisis culture reset.

FAQ

Boeing values, FAQ

The questions candidates surface about what Boeing actually screens for, after they have read the pillar. Answers are byte-identical to the FAQPage JSON-LD, because AI engines that extract HTML and AI engines that extract JSON-LD should not see different text.

What are Boeing's core values?

The five relaunched in February 2025 under CEO Kelly Ortberg: Safety & Quality, Trust, People Focus, Ownership, and Innovation. Each carries three behaviors, 15 in total.

What are Boeing's Values and Behaviors?

Five values, each with three behaviors: Safety & Quality, Trust, People Focus, Ownership, and Innovation. The 15 behaviors are the gradeable bar interviewers use, so they read like STAR scoring criteria.

Did Boeing change its values?

Yes. CEO Kelly Ortberg relaunched them in February 2025 as a post-crisis culture reset, replacing the 2022 Calhoun-era values and the older seven enduring values, both of which are superseded.

How do you demonstrate Boeing's values in an interview?

With STAR stories mapped to a specific behavior. For example, a time you spoke up about a safety or quality concern under schedule pressure maps to Safety & Quality and its Speak up behavior.

What is 'Seek, Speak & Listen' at Boeing?

Boeing's speak-up and candor habits that reinforce the Safety & Quality behavior Speak up. It is a candor practice, not one of the five branded values.

Why is Safety & Quality Boeing's first value?

It was placed first in the February 2025 reset after the 737 MAX and door-plug crises, and interviewers weight safety-and-quality behavior most heavily.

Is integrity still a Boeing value?

Integrity is now folded into the Trust value's description rather than standing alone. Trust reads as working with integrity and consistently meeting commitments.

Continue

The rest of the Boeing
resume cluster.

01 / Pillar

How to get a job at Boeing

The pillar covering Boeing's application path through Workday and a Radancy career site, the five values in summary, the levels read, and the defense-eligibility gate.

Read
02 / Spoke

Boeing levels

How Boeing engineering maps to the L1 to L6 levels.fyi shorthand, the base-plus-bonus comp with near-zero equity, the SPEEA salary floors, and the Technical Fellowship apex.

Read
03 / Spoke

The Boeing interview process

The behavioral STAR loop, how the five values and 15 behaviors surface across the panel, and the security-clearance gate on Boeing Defense, Space & Security roles.

Read
04 / Resume example

Boeing engineer resume

A worked engineer resume showing the quantified safety, quality, and program outcomes a Boeing reviewer reads for.

Read
Related

Boeing interview questions

A companion guide to the behavioral and technical questions Boeing panels ask, with STAR angles mapped to the five values and their behaviors.

Read
Related

Cleared defense engineer

A worked proof case for a security-cleared defense engineer, the eligibility gate that governs Boeing Defense, Space & Security roles.

Read
Engineer your Boeing resume

Run your resume against
a Boeing job description.

Get your match score against the Boeing posting, the five values your bullets state as adjectives instead of demonstrating, the generic phrasing that hides your safety, quality, and ownership impact, and a rewrite plan. Free to scan; no signup to see the score.

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