Sheer audacity: How SpaceX built a relentless team that redefined an industry
In 2002, Elon Musk founded SpaceX with a straightforward yet audacious vision: to make a space-faring civilization possible.
Four years later, a small, scrappy team launched their first low-cost orbital rocket. In six years and against all odds, they reached orbit. Fast forward two decades and SpaceX is a household name, celebrating nearly 400 launches with an astounding 99% landing success rate.
How did they do it?
SpaceX wasn’t the first private company to tackle commercial space missions. But it was the first to succeed while Beal Aerospace, Rotary Rocket, and Conestoga Rocket failed.
SpaceX's success story is rooted in sheer audacity. This boldness extends beyond their mission; it’s also embedded in how the company hires and nurtures its talent. Elon Musk’s relentless drive for success meant he demanded the same pursuit of excellence from every single person who joined the company. While not every company will have such a high-flying mission (literally), the principles that fueled SpaceX’s success can inspire and transform any ambitious organization.
Let’s explore 4 questions you can ask to see if your team embodies the audacity that made SpaceX what it is today.
1. Are you modeling the way you want to operate?
In his book Liftoff: Elon Musk and the Desperate Early Days that Launched SpaceX, Eric Berger tells the story that when Musk was told that Jeff Bezos had outlined a seven-year timeline for engine development at Blue Origin, he laughed and claimed that Bezos isn’t great at engineering, boasting about his own skills in optimizing engineering teams. Lo and behold, SpaceX built and tested its first rocket in less than three years. Musk is known for moving quickly, but what gives his demands merit is that he made a point to avoid creating bottlenecks and he created an environment where speed could be achieved.
In the book, Berger tells the story of an engineer named Brian who had a 30-minute interview with Musk. In it, Musk delved into Brian’s background and shared his vision for SpaceX. A few days later, Brian received an email from Musk’s assistant at 1:00 am asking if he wanted the job. This story is a prime example of how Musk understood what he wanted and got rid of any unnecessary time-sucking bottlenecks to make it happen.
Brian certainly got the message from Musk that SpaceX was a company that would be operating on its own timeline. By modeling a culture where speed is a top priority, Musk ensured that he would hire people who could keep up.
2. Are you leveraging your network find the best talent?
As a startup founder, one of your most valuable resources is the network you’ve likely built while growing your company. When you’re looking for a star founding engineer, for example, chances are high that you know someone who knows someone who can get you the best of the best.
Musk has a reputation for audacity because when something (or someone) is important to him, he uses any resource at his disposal — especially existing networks — to make it happen.
For example, when he wanted to hire a talented, SF-based engineer at SpaceX, he learned the engineer’s wife worked at Google, making relocation to LA challenging. Most people would see this as a deal-breaker, but not Musk. Instead of giving up, he picked up the phone and dialed Larry Page, Google’s co-founder, to arrange a job transfer for the engineer's wife to Google's LA office. With this obstacle removed, the engineer happily accepted the position at SpaceX.
Is every founder going to be able to call their billionaire friend for a favor? No. But did Elon Musk always have Larry Page’s number on speed dial? Also no.
The lesson here goes beyond connections. It's about Musk's willingness to use every resource to secure the people he believed would make his company extraordinary. This audacity in building a network helped make him the powerhouse he is today, able to get the best talent for SpaceX.
Consider this: Elon Musk personally interviewed the first 3,000 employees at SpaceX. That's over 1,500 hours of interviews! Many CEOs would delegate such tasks, but Musk knew the impact each hire could have on the company. By ensuring every employee shared SpaceX's vision and values, Musk built a team that was not just good, but exceptional.
As a startup founder, are you using your network to find and hire the best talent? Are you making sure that every person on your team resonates with your mission and contributes to its success? Remember, your company is only as strong as the people who build it.
3. Are you hiring for audacious optimism?
Thomas John Mueller, an aerospace engineer, exemplifies the type of optimism Musk values. Mueller graduated during the space shuttle era, a time when the competition for aerospace jobs was fierce. Yet, despite his father's skepticism, he unwaveringly pursued his dream of becoming a rocket scientist.
Mueller's optimism caught Musk's attention. Mueller’s positivity was infectious, aligning perfectly with SpaceX's culture of relentless problem-solving. In 2002, Mueller designed SpaceX’s Merlin rocket engine.
To this day, Musk is known for running a tight ship. But he’s also cultivated a team that views every setback is viewed as a learning opportunity. After Falcon 1's third launch failure, Musk could have gotten angry and blamed the team. Instead, he sent a letter emphasizing resilience:
"The most important message I’d like to send right now is that SpaceX will not skip a beat in execution going forward…There should be absolutely zero question that SpaceX will prevail in reaching orbit and demonstrating reliable space transport. For my part, I will never give up, and I mean never."
To build a relentless team as a startup founder, you should prioritize hiring candidates with a natural inclination towards optimism. They see every problem as a chance to innovate and inspire the same relentless drive in those around them. They’ll drive your company forward, even when the going gets tough.
When interviewing candidates, focus on their attitude towards past challenges. Ask how they've handled adversity and listen for signs of optimism: did they view the challenge as an opportunity to learn and grow, or did they see it as an insurmountable roadblock?
There is power in hiring for mindset over skills alone. An optimistic team won’t only perform well when times are good, but will be driven to overcome hardships when the company is struggling and turn them into stepping stones for success.
4. Is your mission attracting passionate, driven people?
SpaceX’s mission is pretty extraordinary: making humanity multi-planetary. A mission like this attracts individuals who are passionate and motivated to overcome challenges for a cause greater than themselves.
SpaceX's mission goes beyond launching rockets. It's about ensuring the survival and prosperity of humanity beyond Earth. This mission resonates with people who want to make a meaningful impact with an aligned team, creating a culture where challenges are expected and overcoming them is part of the journey.
Consider the Falcon 1. The first three launches failed, each one nearly crippling the company. But team's relentless dedication led to success on the fourth attempt, marking a pivotal moment for SpaceX. This only happened because the people Musk hired were driven to make the mission happen, despite previous setbacks.
Even if your startup doesn't have a humanity-saving mission, the takeaway is clear: Define a mission that goes beyond profits and growth. Craft a vision that is bold, inspiring, and meaningful. Communicate this vision throughout your organization, ensuring everyone understands why the problem you're solving matters.
Sam Altman of OpenAI agrees, stating “The power of a compelling mission cannot be overstated. It’s a magnet for top talent and a catalyst for relentless drive and innovation.” When your company has a clear and inspiring mission, it draws in skilled and passionate individuals who are eager to contribute. These are the people who will find creative solutions to tough problems and stay committed to the company through thick and thin.
If there's one key takeaway from Musk's approach to hiring, it's this:
Have the audacity to do the best you can in every endeavor you take on, and expect the same from anyone you hire. With the right team and mindset, your startup will be better positioned to achieve extraordinary success.
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