How do you hire for ownership and get out of the way? | Andy Lapsa, CEO of Stoke Space

How do you hire for ownership and get out of the way? | Andy Lapsa, CEO of Stoke Space

How do you build a rocket company where speed, safety, and trust all scale at once? What does it actually take to build a fully reusable launch system in today’s space industry? Not in theory. Not in a pitch deck. But in reality. where capital is massive, the physics are unforgiving, and execution is everything. In this episode of VHTB, hosts Justus Kilian [https://www.linkedin.com/in/justuskilian/](Space Capital), Seyka Mejeur [https://www.linkedin.com/in/seyka](Ad Astra Talent Advisors), and Matt Gjertsen [https://www.linkedin.com/in/matthewgjertsen/] (Built) sit down with Andy Lapsa, CEO and co-founder of Stoke Space, to unpack how one of the most ambitious new space companies is being built from the inside out. Stoke is developing a fully reusable, medium-lift launch system designed to operate more like an aircraft than a traditional rocket. But this conversation goes far beyond hardware. It’s about how you design an organization that can actually execute at that level of complexity. We dig into how Andy thinks about hiring elite talent, building trust at scale, and maintaining speed without breaking the system. He breaks down why great leadership is less about control and more about removing friction so exceptional people can operate at full capacity. The conversation also explores how Stoke structures execution internally, how priorities get set week to week, how bottlenecks are surfaced, and how leaders stay close enough to the work without becoming the constraint. From there, we go into the realities of scaling a hard-tech company: recruiting outside of major hubs, managing rapid capital inflows without distorting culture, and why conviction from investors ultimately comes down to one thing. delivering on what you said you’d do. EPISODE HIGHLIGHTS [00:00:00] What makes a rocket company actually move fast without breaking? [00:03:27] Why does speed come from people, not leadership? [00:08:15] How do you unify engineers from SpaceX, Blue Origin, and legacy aerospace? [00:10:33] How do you scale trust when the organization grows from 10 to 350+ people? [00:15:14] What does it take to keep a hard-tech company focused on the real bottlenecks? [00:18:06] Personal Operating System: Energy, Sleep, Exercise, and Sustainability [00:21:31] Stress, Burnout, and Why Over-Optimization Can Backfire [00:24:06] Hiring at Scale While Maintaining a High Talent Bar [00:29:50] Recruiting Top Talent to the Pacific Northwest & Relocation Challenges [00:32:46] Why Stoke Wins: Ownership, Learning, and Talent Density [00:37:13] AI, Software, and Building Internal Tools (BoltLine) [00:41:23] Convincing Investors in a Contrarian, Capital-Intensive Thesis [00:45:04] Surviving Bad Market Timing & Hard Fundraising Cycles [00:48:34] Building & Evaluating a Strong Cap Table (Investors as Long-Term Partners) [00:51:05] Final Advice: Ownership, Introspection, and Founder Lessons Episode Takeaways * Speed is a function of people quality, not management intensity * Trust is the operating system of high-performance engineering teams * The best organizations are designed around bottlenecks, not hierarchy * Hiring mistakes usually come from overvaluing skill and undervaluing collaboration * Capital doesn’t create execution. It amplifies whatever system already exists * Ownership is the ultimate driver of performance in technical teams Subscribe to VHTB for more insights on the talent, culture, and finance sides of space startups. Resources & Links Andy Lapsa * LinkedIn [https://www.linkedin.com/in/andylapsa/] * Website [https://www.stokespace.com/] * YouTube [https://www.youtube.com/@stoketube] * X [https://x.com/stoke_space] VHTB Team: * Space Capital [https://www.spacecapital.com/] * Better Every Day Studios [https://bettereverydaystudios.com/] * Ad Astra Talent Advisors [https://adastra.us/]

Can you be fully committed to a startup on a 9-to-5 schedule?

For years, startup culture has pushed the idea that if you're not working around the clock, you're not really committed. But is that actually true? Can you be fully committed to a startup while still making time for your family? Where's the line between being mission-driven and burning people out? And how should founders think about commitment as their companies grow? In this episode of VHTB, Matt Gjertsen [https://www.linkedin.com/in/matthewgjertsen/] is joined by Justus Kilian [https://www.linkedin.com/in/justuskilian/] of Space Capital and Brian Mejeur [https://www.linkedin.com/in/brian-mejeur/] of AdAstra Talent Advisors to unpack why commitment isn't as binary as people often make it out to be. We explore what founders should expect from themselves versus their teams, why trust and autonomy matter more than hours in the office, and how great leaders create clarity around expectations instead of relying on optics. From the intensity of the earliest startup days to building organizations that can support different life stages, we discuss what sustainable, high-performing cultures actually look like, why clearly defining roles matters, and how leaders can create environments where ambitious work and life outside the office don't have to be at odds. EPISODE HIGHLIGHTS [00:00] Introduction and the question: Can someone be fully committed on an 8-to-5 schedule? [02:19] Why long hours are often about optics rather than productivity [06:23] What leaders can do to shape healthy company culture [07:00] Why founders eventually need to step away and trust their organizations [09:55] Different expectations for founders versus employees [12:22] Incentives, ownership, and why employees shouldn't be expected to think exactly like founders [15:33] How organizational structure naturally creates different levels of flexibility [16:28] When management responsibilities create burnout [18:16] Why clearly defining roles leads to healthier expectations [19:38] The importance of communication, planning, and setting expectations before critical milestones EPISODE TAKEAWAYS * Commitment exists on a spectrum, not as an all-or-nothing mindset. * High-performing teams are built around trust, autonomy, and outcomes rather than time spent in the office. * Founders and employees have different incentives, and healthy cultures acknowledge those differences. * Early-stage startups may require intense commitment, but mature organizations should evolve beyond that model. * Leaders shape culture by modeling the behaviors they want their teams to feel comfortable embracing. * Clearly defining roles helps employees understand expectations without relying on unspoken assumptions. * Companies that support different life stages are better positioned to attract and retain great talent. * Management responsibilities should be intentional, not simply added on top of individual contributor work. * Proactive communication prevents many of the commitment issues managers often attribute to motivation. * Sustainable hard tech companies are built by creating environments where ambitious work and personal life can coexist. Subscribe to VHTB for more conversations on the talent, culture, and capital forces shaping the hard tech startup ecosystem. LINKS & RESOURCES * Space Capital: https://www.spacecapital.com/https://www.spacecapital.com/ [https://www.spacecapital.com/] * BUILT: https://builtleaders.com/https://builtleaders.com/ [https://builtleaders.com/] * Ad Astra Talent Advisors: https://adastra.us/https://adastra.us/ [https://adastra.us/]

SpaceX IPO LIVE from Vegas: The Hard Tech Era Just Changed Forever

For the first time, the VHTB crew got together to record a live episode from Las Vegas on SpaceX IPO day, watching one of the biggest moments in hard tech history unfold in real time. Joined by former SpaceX employees, founders, investors, and operators, we discuss how SpaceX became more than just a company and how its culture, talent, and lessons learned have spread throughout the industry. We also sit down with Josh Jetter [https://www.linkedin.com/in/joshjetter/], CTO of Fortastra [https://www.fortastra.com/], and Brian Taylor [https://www.linkedin.com/in/brianjtaylor/], Founder and CEO of Lux Aeterna [https://www.luxaeterna.com/], to talk about the engineering philosophies that defined their time at SpaceX, from first-principles thinking to building and testing hardware faster. Together, we explore why this IPO matters far beyond the stock market and what it could mean for the next generation of hard tech companies. From generational wealth and talent mobility to startup formation and the future of the space economy, this conversation explores the ripple effects of a milestone long in the making. Episode Highlights [00:00] Live from Las Vegas: The VHTB crew gathers on SpaceX IPO day [01:33] Justus on Space Capital's early investment thesis and the rise of Starlink [04:01] How SpaceX helped shape today's hard tech ecosystem [04:28] Why the IPO is bringing new attention to the space economy [05:43] "The future is underpriced" and the long-term opportunity in frontier technology [07:31] The overlooked stories of welders, technicians, mechanics, and builders [11:20] Josh Jetter on SpaceX's culture of first-principles thinking [12:12] The SpaceX alumni network and its influence across the industry [15:03] Brian Taylor on lessons learned building Starlink [16:03] Building, testing, and learning faster through hardware-rich development [18:15] What happens when experienced operators become founders [20:06] Closing reflections on the future of hard tech after the SpaceX IPO Episode Takeaways * SpaceX's impact extends far beyond rockets, influencing how an entire generation of founders and operators approach hard tech. * The company's culture of first-principles thinking continues to spread through startups founded by former employees. * Large liquidity events can create generational wealth for builders across every level of an organization not just executives and founders. * Successful outcomes reinforce the value of equity and strengthen recruiting for early-stage companies. * The SpaceX IPO serves as a powerful validation point for hard tech and hardware-focused businesses. * Access to capital, talent mobility, and operational experience could accelerate the next wave of startup formation. * Building and testing hardware quickly often produces better outcomes than over-optimizing through analysis alone. * The space economy is still in its early stages, with significant opportunities emerging beyond launch and communications. * Resource constraints can drive better decision-making, even as companies and individuals become more financially successful. * The next chapter of hard tech will likely be shaped by operators applying lessons learned at companies like SpaceX to entirely new markets. Subscribe to VHTB for more conversations on the people, companies, and ideas shaping the future of hard tech. Special Guest: * Brian Taylor [https://www.linkedin.com/in/brianjtaylor/]of Lux Aeterna [https://www.luxaeterna.com/] * Josh Jetter [https://www.linkedin.com/in/joshjetter/] of Fortastra [https://www.fortastra.com/] LINKS & RESOURCES * Space Capital [https://www.spacecapital.com/] * BUILT [https://builtleaders.com/] * Ad Astra Talent Advisors [https://adastra.us/]

The SpaceX IPO just broke the best retention tool in hard tech, so what happens now?

What happens to the top talent when companies like SpaceX go public? Do big windfalls make people retire, consult, or start the next hard tech startup? How do internal dynamics shift when early employees suddenly hold life-changing equity? Could liquidity windows open up opportunities for fresh talent and new growth? What ripple effects will these post-IPO moves have on the broader ecosystem? In this episode of VHTB, Justus Kilian [https://www.linkedin.com/in/justuskilian/] sits down with Brian Mejeur [https://www.linkedin.com/in/brian-mejeur/]from AdAstra Talent Advisors [https://adastra.us/]and Matt Gjertsen [https://www.linkedin.com/in/matthewgjertsen/]of Built [https://builtleaders.com/] to talk about talent, incentives, and opportunity in the wake of mega IPOs. They explore what it really means when engineers, founders, and early employees suddenly have financial freedom, and how that changes the culture, leadership dynamics, and growth trajectory inside hard tech companies. From golden handcuffs to new pathways for rising talent, this conversation uncovers the tension between personal wealth, mission-driven work, and the next generation of hard tech founders. They also dig into what this means for the wider ecosystem: who takes risks next, how AI and new tools lower the bar for starting companies, and why post-IPO liquidity could fuel a new wave of innovation. EPISODE HIGHLIGHTS [00:00] Introduction: The SpaceX IPO and what it could mean for talent [02:18] Timing of IPOs and why going public earlier changes dynamics [05:55] Military retirement analogy and incentive cliffs [08:13] Talent retention, equity perception, and “golden handcuffs” [09:50] Mission-driven work in hard tech vs software cycles [13:03] What leavers do: startups, consulting, taking breaks [17:01] Future funding cycles; liquidity vs scarcity [21:29] Impact of IPO windfalls, potential pullbacks, talent decisions EPISODE TAKEAWAYS * Liquidity events create both movement and opportunity inside hard tech companies. * Post-IPO, some employees may retire or take breaks, but many return to tackle tough problems. * Real wealth can unlock pathways for new talent to rise and lead. * Mission-driven work often outweighs pure financial incentive in deep tech. * AI and accessible tools may spark a golden age of company formation. * Founders with personal capital can take early risks and reduce dilution. * Market contractions post-IPO could reshape life plans and startup strategies. * Maintaining engagement and alignment with mission is the strongest retention tool. * Short-term talent gaps can catalyze new companies and new leadership. * The hard tech ecosystem thrives when liquidity and ambition intersect. Subscribe to VHTB for more insights on the talent, culture, and finance forces shaping hard tech startups. LINKS & RESOURCES * Space Capital: https://www.spacecapital.com/https://www.spacecapital.com/ [https://www.spacecapital.com/] * BUILT: https://builtleaders.com/ [https://builtleaders.com/] * Ad Astra Talent Advisors: https://adastra.us/https://adastra.us/ [https://adastra.us/]

How do you align capital, talent, and execution to build a space station fast? | Max Haot, CEO of Vast

What does it actually take to build a space company from scratch? Not in theory. Not in a pitch deck. But in reality… where timelines are long, capital is massive, and failure isn’t an option. In this episode, Matt Gjertsen [https://www.linkedin.com/in/matthewgjertsen/], Seyka Mejeur [https://www.linkedin.com/in/seyka], and Justus Kilian [https://www.linkedin.com/in/justuskilian/] sit down with Max Haot [https://www.linkedin.com/in/maxhaot], CEO of Vast, for their first guest conversation to dive into what it really takes to build in hard tech. Max is leading one of the most ambitious efforts in the space industry, building Haven-1, the world’s first commercial space station. But instead of focusing on the hardware, this conversation goes deeper into the system behind it. How do you define a mission that actually keeps a team focused? How do you move fast… without compromising safety? And what does it take to attract and keep world-class talent working on problems this hard? We get into the reality of building a company where speed and risk live side by side, why talent is the single biggest driver of progress, and how capital can either accelerate or break a company’s culture. We also talk about the evolution of a CEO, from hiring and building early teams to raising capital and selling a vision globally, and why belief, more than anything else, is what keeps everything moving forward. If you’re building in hard tech, or thinking about it, this is a grounded look at what it actually takes. Episode Highlights [00:00] Introducing Vast and the mission behind Haven-1 [02:21] Why “minimum viable mission” matters in building hard tech [04:03] What it takes to assemble a human spaceflight team [07:54] Staying focused when engineering wants to do more [11:30] How speed and safety can actually reinforce each other [15:17] When to slow down: stopping work to fix critical issues [17:23] The CEO’s real job: serving the engineering team [18:41] How the CEO role evolves as the company scales [22:52] Why belief and persistence matter more than tactics [24:45] Turning vision into reality through incremental progress [27:26] Mission-driven talent stays motivated even when money is no longer a factor [3O:01] How capital shapes culture in hard tech companies [36:26] Convincing investors to believe in space [41:03] Using your cap table as a strategic advantage [44:17] What happens when pressure tests culture and talent [50:03] Why tough times can actually strengthen teams [50:26] Advice for founders: just start and figure it out Episode Takeaways: * Building in hard tech starts with a clear, focused milestone, not just a big vision * Speed and safety aren’t opposites when done right * Talent is the biggest differentiator, and the hardest thing to get right * Great leaders serve the team, not the other way around * Belief and persistence matter more than frameworks or advice * Capital can accelerate progress, but it can also distort culture if not handled carefully * The best teams are mission-driven, not money-driven * Incremental progress is what makes big, impossible goals feel achievable * Tough moments don’t always break teams, they can sharpen them * The best way to learn is to just start building Subscribe to VHTB for more insights on the talent, culture, and finance sides of space startups. Resources & Links Max Haot: * LinkedIn: https://www.linkedin.com/in/maxhaot [https://www.linkedin.com/in/maxhaot] * X: https://x.com/maxhaot [https://x.com/maxhaot] * Website: https://www.vastspace.com [https://www.vastspace.com] VHTB Team: * Space Capital: https://www.spacecapital.com/https://www.spacecapital.com/ [https://www.spacecapital.com/] * BUILT: https://builtleaders.com/ * Ad Astra Talent Advisors: https://adastra.us/https://adastra.us/ [https://adastra.us/]