Because it sure doesn’t look like it.
Look around. Space companies scratching their heads wondering why talent is evaporating like propellant in a vacuum. It’s almost as if ignoring what people want leads to fewer people wanting to stick around. Who knew.
Let’s break it down. There’s a hiring crisis. Not a surprise. But instead of asking engineers what would make them want to work here, the industry hosts webinars. Brilliant strategy. Engineers don’t want six months of radio silence after they apply. They want a job. Preferably one that pays better than a food delivery gig and doesn’t involve three layers of HR telling them to “stay passionate.”
The assumption is engineers want meaning. They want to change the world. And sure, some do. Until rent is due. Until they realize their job designing guidance systems pays less than working night shifts at a kebab shop. Until they see that the job ad requiring fluency in four languages, five years experience and a master’s degree in aerospace is offering a salary that barely covers heating.
Still, the hiring teams are shocked. Why aren’t we getting the talent. Where is everyone going. Why are the grads vanishing. It’s a mystery. Definitely not the fault of a compensation model imported directly from 1972.
Then there’s the job descriptions. Works well in high-stress environments. Willing to travel. Must be passionate about space. Translation: you’ll work late, move countries, get paid in exposure and like it. And just in case you thought there’s an escape hatch, most of these companies think “career progression” means you might one day be allowed to lead a meeting.
Let’s also pretend for a second that relocation is exciting. Sure, pack up your life, move to the edge of Bavaria, where the only social activity is waiting in line at the bakery. You’ll make less than your friend who writes ad copy for deodorant and gets equity on top.
So no, no one asked engineers what they want. Because the answers would be inconvenient. They’d include words like decent pay, flexible hours, real projects, mentorship, and not being treated like a cog in a broken machine that somehow still thinks it’s elite.
But please, keep throwing diversity buzzwords around. Keep building brand campaigns instead of pipelines. Keep wondering why the talent leaves and never comes back.
The rest of us will be watching from a distance.
Somewhere near the coffee shop.
Probably behind the counter.
Probably earning more.
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