A VC, a Headhunter, and a Trainer Walk into a Bar

A VC, a Headhunter, and a Trainer Walk into a Bar
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VHTB is your guide to the talent, culture, and capital forces shaping the hard tech startup ecosystem. Each episode, hosts Justus Kilian of Space Capital, Seyka, and Brian Mejeur of AdAstra Talent Advisors, and Matt Gjertsen of Better Every Day Studios bring stories and lessons from the front lines of building and backing some of the most innovative companies on the planet.

  1. How do you build a culture where people actually surface problems?

    2D AGO

    How do you build a culture where people actually surface problems?

    Managing up is one of the most overlooked skills in hard tech. In this episode of VHTB, Justus Kilian from Space Capital is joined by Matt Gjertsen from Better Every Day Studios and Seyka Mejeur from Ad Astra Talent Advisors to talk about what it really means to move critical information up an organization, especially when it’s uncomfortable, unpopular, or urgent. We will discuss how to surface urgent or uncomfortable information in a way that leadership can act on. We cover why communication breakdowns are often behind major failures, including the Space Shuttle Challenger, and how groupthink and hierarchy can prevent critical information from reaching decision-makers. The VHTB team breaks down the difference between personal feedback and mission-critical information, how leaders can get better at receiving feedback, how individuals can escalate issues thoughtfully, and how to think through consequences before going around a manager. Seyka also shares practical ways to assess intellectual honesty during hiring and what signals show that someone will take ownership instead of deflecting responsibility. If you are building in aerospace, energy, autonomy, or other high-stakes industries, this episode focuses on the communication habits that help teams make better decisions. The natural state of a growing company isn’t clarity – it’s drift, and managing up is how you correct it. Episode Highlights[00:00] Why managing up is so critical in hard tech [02:10] Communication breakdowns behind major industry failures [04:14] How leaders can receive feedback effectively [07:36] When and how to escalate issues [10:43] Difference between feedback and mission-critical information [14:41] How to spot leaders who take responsibility [17:05] Assessing intellectual honesty during hiring [20:50] Communication norms in early startups [24:05] Designing systems that support transparency Key TakeawaysManaging up means moving critical information clearly and quickly.Feedback and mission-critical information require different approaches.Leaders set the tone by asking for and receiving honest input.Individuals can escalate issues thoughtfully and consider consequences first.Hiring for intellectual honesty helps build teams that take ownership.Early-stage startups benefit from clear communication systems. Subscribe to VHTB for more insights on the talent, culture, and finance sides of space startups. Resources & Links: Space Capitala href="https://bettereverydaystudios.com/" rel="noopener...

    26 min
  2. What is founder mode – and what happens when founders step into it?

    JAN 28

    What is founder mode – and what happens when founders step into it?

    What Happens When Founders Go Into “Founder Mode”? Founder mode, a concept popularized by Brian Chesky and Paul Graham, describes how founders can take a highly selective, hands-on approach to solving the critical problems that employees or managers alone cannot tackle. In this episode, Justus Kilian of Space Capital is joined by Matt Gjertsen of Better Every Day Studios and Brian Mejeur of AdAstra Talent Advisors to analyze what founder mode really means, how it differs from micromanagement, and why it is particularly important in space startups. The team outlines when and where founder involvement is most valuable, how managers can adopt a similar “owner mode,” and the risks of over-involvement. They discuss examples from SpaceX, Rocket Lab, and Nvidia, and show how founder mode can empower teams, remove bureaucratic barriers, and accelerate high-stakes problem solving. Whether you are a founder, manager, or aspiring space startup leader, this episode gives a practical framework for selectively taking ownership to achieve critical milestones. Episode Highlights:[00:00] Introduction: What founder mode is and why it matters [02:19] How Leaders Solve Problems Employees Can’t [04:25] Owner mode: how managers can exercise selective ownership [08:04] Micromanagement vs. empowering involvement [10:51] Selective engagement: choosing the right problems to dive into [12:48] Risks of over-involvement and potential distractions [14:49] Why founder mode is especially critical in space technology Episode Takeaways Founder mode lets leaders solve high-impact problems that employees or managers alone cannot.Selective involvement prevents micromanagement while empowering teams.Deep technical knowledge and intimate understanding of the business are essential for effectiveness.Over-involvement or misalignment can be disempowering; prioritization is key.Owner/founder mode can extend beyond founders to managers who take responsibility for outcomes.High-stakes industries like space tech benefit most from these approaches.Teams feel empowered when leaders remove barriers and provide immediate authority for action. Subscribe to VHTB for more insights on the talent, culture, and finance sides of space startups. Resources & Links: Space CapitalBetter Every Day Studiosa href="https://adastra.us/"...

    17 min
  3. Why do startup employees leave vs. stay after big milestones?

    JAN 14

    Why do startup employees leave vs. stay after big milestones?

    What happens to space startup teams after big milestones? Big milestones in space startups, whether a Dragon 2 launch, a major funding round, or an IPO, often bring excitement, celebration, and sometimes turnover. After all the long hours and high stakes, some employees naturally take a step back, pivot, or even leave entirely. But is this a problem to solve, or a natural part of how talent flows in mission-driven startups? In this episode, Matt Gjertsen of Better Every Day Studios is joined by Brian Mejeur of AdAstra Talent Advisors and Justus Kilian of Space Capital to dig into what happens to teams after major milestones. They discuss how founders can retain key people, structure incentives around achievements, and even leverage departures to build stronger alumni networks. Whether you are a founder, manager, or aspiring startup talent, this conversation explains how to turn milestone-driven transitions into opportunities instead of surprises. Episode Highlights [00:00] Introduction & talent movement after major milestones [01:35] Why employees often leave or stay after hitting big goals [04:42] Reloading the mission: keeping teams motivated through next big goals [07:48] Retaining Top Talent Through Purpose [10:40] Understanding personal motivations to prevent unexpected departures [11:52] Leveraging alumni networks and healthy turnover for long-term company growth [15:26] Creating open conversations about career plans and talent flow Episode Takeaways Talent movement after milestones is natural, not always a sign of failure.Aligning equity and incentives with milestones can improve retention.Clear mission and next-step goals keep employees motivated through big achievements.Open communication and manager-level engagement help anticipate transitions.Alumni networks turn departures into opportunities for referrals and industry growth.Structuring transitions thoughtfully prevents operational disruption and preserves culture. Subscribe to VHTB for more insights on the talent, culture, and finance sides of space startups. Resources & Links: Space CapitalBetter Every Day StudiosAdAstra Talent AdvisorsVHTB...

    18 min
  4. What do abundant launches and big liquidity actually mean for founders in 2026?

    JAN 7

    What do abundant launches and big liquidity actually mean for founders in 2026?

    What’s Really Driving the Space Industry Right Now? Q4 2025 wasn’t just another quarter; it may go down as one of the most pivotal in the modern space economy. Between Blue Origin’s New Glenn landing, massive defense-driven capital inflows, and the looming SpaceX IPO, the space startup ecosystem is facing new opportunities and new challenges at every turn. In this episode, Brian Mejeur of AdAstra Talent Advisors, Matt Gjertsen of Better Every Day Studios, and Justus Kilian of Space Capital review the quarter’s key developments. They discuss what the new launch vehicles mean for the industry, how recent investments affect companies, and why these events matter for founders, investors, and anyone following space startups. Whether you’re a founder, investor, or just interested in space, this episode gives a clear, practical look at recent milestones, financial trends, and talent dynamics, and what they could mean for the industry going forward. Episode Highlights: [00:00] Introduction & Q4 2025 space industry overview [00:58] Blue Origin New Glenn landing: What it means for launch markets [06:38] What K2 Space’s funding means for founders [07:50] Golden Dome defense program & implications for space startups [10:56] SpaceX IPO talk and what it means for founders [15:05] Emerging commercial opportunities in space: data centers & manufacturing [18:02] The competition heating up in the launch market [19:15] IPO liquidity as a catalyst for Mars and deep-space ambitions Episode Takeaways: Abundant launch is closer than ever, but landing is only the first step; cadence and refurbishment will define real market impact. Capital is flowing in multiple directions, and defense-focused funding introduces both opportunity and risk for commercial players. Liquidity unlocks talent: IPOs and equity events could spark a new wave of founder-driven innovation. New markets demand new thinking: From space-based data centers to mission design, founders must reconsider traditional constraints. Execution remains key: Technical milestones matter, but real-world deployment and economics will separate winners from hype. Subscribe to VHTB for more insights on space startups, talent, and finance, and follow along as we track how these trends continue into 2026. Resources & Links: Space Capital Better Every Day Studios AdAstra Talent Advisors VHTB Podcast Channel

    22 min
  5. How do startups weigh experience vs. hunger?

    12/29/2025

    How do startups weigh experience vs. hunger?

    How Should Startups Balance Hunger, Energy, and Experience? The space startup ecosystem attracts brilliant, ambitious people fresh out of school, people who want to build fast, learn everything at once, and take big swings early in their careers. But can raw tenacity really replace experience? And how should founders and hiring managers think about the tradeoff between youthful intensity and seasoned execution? In this episode, the VHTB team, Justus Kilian of Space Capital, Matt Gjertsen of Better Every Day Studios, and Seyka Mejeur of AdAstra Talent Advisors, looks at the realities of hiring young, scrappy talent inside fast-moving startups. They examine why early-career founders often struggle with people leadership, how urgency exposes missing experience, and what separates teams that harness raw ambition from those that get tripped up by predictable missteps. We also look at the other side: why experienced leaders bring crucial pattern recognition, how larger companies like SpaceX or Amazon can be the best crash course for ambitious young people, and what organizations need in place before they hire someone who’s going to learn by doing (and by making mistakes). Whether you’re hiring, leading, or debating whether to join a startup straight out of school, this episode gives a grounded look at how experience, energy, and self-awareness shape outcomes in early-stage companies. Episode Highlights00:00 The young-and-scrappy appeal, and its hidden pitfalls 02:38 Why some early-career founders struggle with “wisdom gaps” 04:07 When recruiters must push back on unrealistic expectations 05:59 What fresh founders often miss about people, friction, and alignment 07:47 When companies undervalue HR until it’s too late 09:36 Developing young managers: what you can’t assume they already know 11:32 How to weigh energy vs. experience in recruiting 12:29 When high energy and low experience become a compounding problem 13:25 The value of real mistakes, and why candidates shouldn’t hide them 15:48 Why self-awareness is the real differentiator at any age 17:00 Why big-company experience can build necessary pattern recognition Episode TakeawaysEnergy is powerful, but experience prevents avoidable pain.Self-awareness can compensate for low experience, but only if mentors and guardrails exist.High-tenacity early hires need space to make mistakes; not all startups can afford that.Experienced leaders bring pattern recognition new founders don’t know they’re missing.HR and talent fundamentals matter early, not only once things break.Mistakes aren’t liabilities; they’re how wisdom is earned.Joining a high-caliber company first can accelerate your trajectory when you later jump into a startup. Subscribe...

    18 min
  6. Do You Really Understand the Equity You’re Being Offered?

    12/17/2025

    Do You Really Understand the Equity You’re Being Offered?

    How to Actually Understand Startup Equity Equity is one of the biggest reasons people join early-stage companies, and one of the least understood parts of any offer. In this episode, the VHTB team digs into why equity feels so opaque, what the different types of stock-based compensation actually mean, and how candidates and founders can talk about it without confusion or hype. Matt Gjertsen of Better Every Day Studios is joined by Seyka Mejeur of AdAstra Talent Advisors and Justus Kilian of Space Capital for a practical walkthrough of the equity structures that show up in real startup offers: restricted stock, ISOs, NSOs, and RSUs. They break down how each one works, the tax traps people don’t see coming, and why liquidity and valuation paths matter more than the raw number of shares. We also get into the human side, why candidates often feel embarrassed to ask “basic” questions, how past experiences at places like SpaceX or Amazon shape expectations, and what sophisticated founders do differently when communicating equity. Whether you’re a candidate trying to make sense of an offer or a founder trying to explain one, this episode gives you the tools to translate equity into real-world outcomes instead of guesswork. Episode Highlights00:00 Why equity feels confusing for almost everyone 01:47 A simple breakdown of restricted stock, ISOs, NSOs, and RSUs 04:52 Tax considerations most candidates overlook 07:26 Why liquidity plans matter more than people think 09:44 The perspective candidates bring from previous companies 11:50 How to ask “dumb questions” without feeling dumb 14:36 How great founders communicate equity and valuation paths 17:04 Building a simple spreadsheet to model potential outcomes 19:39 Using an investor mindset when evaluating job offers Episode TakeawaysDon’t guess, get clarity: Understand how each equity type works, what it costs to exercise, and the tax implications.Ask about liquidity early: “When could this be worth something?” is a fair question, not a taboo one.Build simple scenarios, zero outcome, base case, upside case, so you know what you’re signing up for.Look at the company like an investor: Why this team? Why this mission? Why now?Equity is a portfolio: Most careers include a handful of high-risk, high-reward bets; choose them deliberately. Subscribe to VHTB for more insights on the talent, culture, and finance sides of space startups. Resources & Links: Space CapitalBetter Every Day StudiosAdAstra Talent AdvisorsVHTB Podcast Channel

    22 min
  7. How do technical founders prove they can scale into executives?

    12/10/2025

    How do technical founders prove they can scale into executives?

    How Technical Talent Grows Into Leadership Deeply technical founders and engineers often struggle when their jobs shift from solving problems themselves to leading people who solve problems. In this episode, the VHTB team, Seyka Mejeur of AdAstra Talent Advisors, Matt Gjertsen of Better Every Day Studios, and Justus Kilian of Space Capital, break down why this transition is so challenging and what it takes to make it successful. Technical leaders are used to tight feedback loops, direct control, and the satisfaction of “fixing the thing.” But executive roles demand something different: longer time horizons, ambiguous feedback, strategic focus, delegation, and trust. We go over the psychological friction behind this shift, the risks of staying in the weeds, and practical ways to build the leadership capacity needed at the founder and executive level. From developing executive presence to building trust, and from knowing when to delegate to assessing whether founders can actually let go, we share a grounded look at one of the hardest transitions in the startup journey. Episode Highlights:00:00 Why the jump from technical expert to executive is so difficult 01:07 When strategic work feels like “not real work.” 03:22 The role of feedback loops and the loss of direct control 06:33 Turning long-term goals into clear quarterly targets 07:51 Communication, simplification, and learning to delegate 08:57 A three-part framework for understanding trust 12:24 How investors assess strategic thinking in technical founders 14:40 Red flags: under-leveling hires, decision bottlenecks, and weekend rescues 16:06 Why co-founders often outperform solo founders 17:29 “Who Not How”: hiring for leapfrog capability 21:22 The danger of being the constant bottleneck Episode TakeawaysReframe the Work: Leadership problems aren’t “a distraction”—they are the job.Shorten the Loop: Break long-term goals into quarterly, measurable targets.Delegate Deliberately: Choose one decision a week to stop owning and hand to the team.Use the Trust Framework: Assess gaps in skill, judgment, or personal connection.Hire Above You: Don’t under-level—bring in people who elevate the company.Beware Bottleneck Syndrome: If all paths go through you, you’re slowing the company down.Let Strategy Win Over Muscle: What got you here won’t get you there. Subscribe to VHTB for more insights on the talent, culture, and finance sides of space startups. Resources & Links: Space Capitala...

    22 min
  8. How do startups defy the Valley of Death and ignite growth?

    12/03/2025

    How do startups defy the Valley of Death and ignite growth?

    The Valley of Death, Part III: Breaking Through the Other Side In this final part of our Valley of Death series, the VHTB team, Matt Gjertsen of Better Every Day Studios, Brian Mejeur of AdAstra Talent Advisors, and Justus Kilian of Space Capital, break down how space startups can escape the treacherous middle of growth and begin to scale successfully. After early wins and the slog of the mid-valley, companies reach a critical inflection point: delivering on commitments, scaling operations, and building the leadership capacity to sustain growth. We will outline practical steps, mindset shifts, and structural strategies that distinguish startups that stall from those that soar. From empowering frontline managers to refining processes, and from talent alignment to capital strategy, we talk through how these lessons can be put into practice. Episode Highlights: 00:00 How to Escape the Valley of Death 01:05 Defining the Exit by Looking at Delivery, Unit Economics, and Investor Perspective   03:33 Building Managerial Muscle in the Crucial Middle Layer of Leadership   06:51 Scaling Teams from One-Off Hires to Cohesive Groups   08:40 Using Process as a Growth Lever While Balancing Structure with Agility   12:56 Considering Capital Options: Private vs. Public, Predictability, and Liquidity   15:49 Driving Strategic Growth by Investing in Talent, Technology, and Efficiency   18:45 Synthesizing the Three Stages through Clarity, Reflection, and Consistency   21:14 Empowering Leadership to Prepare Teams for Sustainable Growth   Episode Takeaways Execute Consistently: Deliver on contracts and scale operations while maintaining quality.Invest in Managers: Strong middle management is the connective tissue that turns strategy into execution.Build Processes Thoughtfully: Structure enables efficiency without sacrificing innovation or speed.Foster Open Communication: Align motivations, career paths, and expectations to retain top talent.Strategize Capital: Leverage private and public options wisely to support long-term growth.Empower Leadership Evolution: Prepare executives and managers to adapt roles as the organization scales. Subscribe to VHTB for more insights on the talent, culture, and finance sides of space startups. Resources & Links: Space CapitalBetter Every Day StudiosAdAstra Talent AdvisorsVHTB Podcast Channel

    23 min
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VHTB is your guide to the talent, culture, and capital forces shaping the hard tech startup ecosystem. Each episode, hosts Justus Kilian of Space Capital, Seyka, and Brian Mejeur of AdAstra Talent Advisors, and Matt Gjertsen of Better Every Day Studios bring stories and lessons from the front lines of building and backing some of the most innovative companies on the planet.

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