On October 14, 2024, Seyka Mejeur, CEO of AdAstra Talent Advisors, participated in a dynamic panel discussion at the “Long Beach Hardtech: Local Talent Meets CEOs” event during LA Tech Week. Held at Ampaire’s Hangar at Long Beach Airport, the event brought together leaders in New Space and hardtech industries to discuss key trends and strategies in talent acquisition.

A Look at Seyka’s Expertise

Seyka shared insights drawn from her extensive experience in talent acquisition, which spans consulting, internal talent management, and founding a CNC machining staffing agency. At AdAstra, she specializes in executive and technical searches for startups in space, clean tech, and defense sectors, while also advising on talent acquisition strategies.

Key Takeaways from the Panel

The panel focused on “Attracting and Retaining Legacy and New Talent in the New Space and Hardtech Sectors.” Highlights from Seyka’s contributions include:

• Post-Pandemic Workforce Trends: Seyka discussed how remote and hybrid work preferences have transformed candidate expectations. However, many hardtech companies still require in-person roles, creating challenges in aligning workplace demands with talent preferences.
• Talent Mobility and Relocation: Rising interest rates and housing market dynamics have reduced candidates’ willingness to relocate. Organizations must navigate these challenges to secure top talent.
• Scarcity of Specialized Talent: For highly technical roles, the pool of qualified candidates is often extremely limited. Cultural fit and job-specific requirements further narrow the field, emphasizing the importance of clear communication and tailored recruiting strategies.
• Cross-Industry Talent Integration: Seyka highlighted the value of candidates with transferable skills from adjacent industries, particularly those experienced in high-reliability, safety-critical, and high-performance technologies.
• Organizational Culture Alignment: AdAstra helps startups clarify their cultural values to ensure alignment with candidates. This includes assessing whether stated values reflect current practices or aspirational goals.
• Community Building for Talent Development: Creating hubs like aerospace games and networking events fosters collaboration and strengthens local talent ecosystems, benefiting both companies and employees.

Closing Thoughts

The panel concluded with Seyka emphasizing the importance of casting a vision for technical leaders who are hands-on, capable of scaling teams, and aligned with company strategy. By fostering transparency and community, startups can navigate the fierce competition for talent while creating environments where employees thrive.

Full Transcript

A full transcript of Seyka’s contributions during the panel is available below.

Introduction and Background

0:01
My name is Seyka Mejeur. My background is in talent acquisition, ranging from consulting to being an internal talent acquisition manager for organizations, to founding a CNC machining staffing agency. Now, I am the CEO of AdAstra Talent Advisors.

0:17
AdAstra was co-founded with my technical co-founder, a SpaceX veteran who spent seven years as a propulsion engineer. At AdAstra, we specialize in executive and highly technical searches for startups in the space, clean tech, and defense sectors. We also provide talent acquisition advising.

0:44
Fun fact: I lived in Long Beach for eight years, and I’m a private pilot. This is a perfect setting for me to be in!

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Workforce Trends and Post-Pandemic Changes

0:55
Reflecting on the past four years, we’ve faced a pandemic, seen growth in the space industry locally, and witnessed significant shifts in how people approach jobs, recruiting, and development.

1:38
Post-pandemic, we’ve noticed some significant changes. Many people are now comfortable working remotely or in hybrid roles. However, for the hardtech companies we work with, remote work is often not an option. This has created challenges in reconciling candidate preferences with workplace requirements.

2:08
Another trend is that fewer people are willing to relocate, partly due to rising interest rates and the complications of buying and selling homes. These factors must be considered when addressing talent mobility.

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Scarcity of Technical Talent

2:32
When it comes to future talent, the challenge is often the scarcity of qualified candidates. For highly technical roles, we’re sometimes working with a finite list of individuals, which shrinks even further when considering cultural fit and specific job requirements.

3:32
A critical factor in successful hiring is delivering a clear and compelling message to candidates. It’s about aligning the role with their personal motivations and showcasing how it can contribute to their career growth.

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Cultural Alignment and Organizational Values

4:11
Accurately representing an organization’s culture is equally important. We frequently help founders clarify whether their stated values reflect their current culture or aspirational goals. This helps ensure a strong alignment between candidates and organizational realities.

5:23
Integrating new hires with legacy employees during periods of rapid growth is another challenge. At AdAstra, we focus on hiring technical leaders who are still hands-on but capable of building teams and contributing to organizational strategy. Clear communication about career progression and team dynamics is essential to ensure everyone feels supported and valued.

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Community Building and Ecosystem Development

7:39
Hiring can be fiercely competitive, especially when multiple companies target the same top talent. However, building community hubs—like aerospace games, trivia nights, and networking events—can cultivate local talent and create a strong ecosystem that benefits everyone.

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Cross-Industry Talent Integration

8:49
Cross-industry hiring offers significant opportunities. Candidates from industries focused on high-reliability, safety-critical, and high-performance technologies can bring valuable perspectives. By identifying transferable skills, we can diversify talent pools and foster innovation in space and hardtech startups.