It's 'zon

Amazon opens newest Tech Hub in Houston and plans to hire

Amazon has invested over $10 billion into Texas since 2010. Photo via blog.aboutamazon.com

A year and a half after Houston was left off the list of 20 cities Amazon was pursuing for its second United States headquarters, the tech giant chose the Bayou City to house its 18th North American Tech Hub.

Amazon opened the doors of the hub on Friday, July 26, in 25,000-square-feet of space in CITYCENTRE, and the company has plans to hire to round out its team of 150 Amazon Web Services employees to work out of the hub.

"We're looking forward to becoming a bigger part of the Houston community," says Kris Satterthwaite, Gulf Coast enterprise sales leader of AWS, in a release. "Houston is a fantastic place to live and work, and has a strong local economy that we look forward to investing in and growing together."

The city of Houston, along with the Greater Houston Partnership, has worked to make Houston appealing to big business and tech giants, says Susan Davenport, senior vice president of economic development at the GHP.

"The expansion of Amazon's Houston workforce is indicative of a larger trend we are seeing of the major cloud players opting to locate their teams closer to their customers here in Houston," Davenport says in an email to InnovationMap. "Our energy, life sciences and manufacturing sectors are data-intensive, and this move makes a lot of sense. This is not the first, and I doubt it will be the last. A great portion of the digital tech industry's activity to this point has been focused on business-to-consumer, and is now shifting to business-to-business. Houston is largely a B2B city, so we stand to gain from this trend."

The Tech Hubs in North America have over 20,000 employees. Around 1,000 of those are from Amazon's Austin Tech Hub, which opened around four years ago and was recently announced to be in the process of expanding to include another 800 Austin employees, per the Wall Street Journal.

The company has invested $10 billion into Texas since 2010, according to the release, and Houston's diversity, universities, and quality of life were attractive to Amazon.

"Houston is such a culturally diverse city, with so many international companies based here," says Eddie Murray, global accounts lead, in a release. "We're excited to create great jobs and hire locally to boost the local economy while also giving back to the community through programs like Amazon Future Engineer."

The Amazon Future Engineer program is an initiative to help propel kids from under-served areas into careers in computer science. The program is in 35 Houston schools. Amazon also provided disaster relief aid after Hurricane Harvey in 2017.

"We have worked for the last couple of years to accelerate the growth of Houston's digital tech ecosystem, and we've got quite a bit of momentum with The Ion, TMC3, The Cannon, and so many others," Davenport adds. "The opening of Amazon's tech hub is another indicator of Houston's growing presence as an innovation-focused city."

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Building Houston

 
 

SurgWise is giving surgical teams the right support for hiring. Photo via Getty Images

A surgeon spends over a decade in school and residency perfecting their medical skills, but that education doesn't usually include human resources training. Yet, when it comes to placing candidates into surgical programs, the hiring responsibilities fell on the shoulders of surgeons.

Aimee Gardner, who has her PhD in organized psychology, saw this inefficiency first hand.

"I worked in a large surgery department in Dallas right out of graduate school and quickly learned how folks are selected into residency and fellowship programs and all the time that goes into it — time spent by physicians reviewing piles and piles of like paper applications and spending lots and lots and of hours interviewing like hundreds of candidates," Gardner tells InnovationMap. "I was just really shocked by the inefficiencies from just a business and workforce perspective."

And things have only gotten worse. There are more applicants hitting the scene every year and they are applying to more hospitals and programs. Future surgeons used to apply for 20 or so programs — now it’s more like 65 on average. According to her research, Gardner says reviewing these applications cost lots of time and money, specifically $100,000 to fill five spots annually just up to the interviewing phase of the process.

Five years ago, Gardner came up with a solution to this “application fever,” as she describes, and all the inefficiencies, and founded SurgWise Consulting, where she serves as president and CEO.

"We help provide assessments to help screen competencies and attributes that people care about," Gardner says. "(Those) are really hard to assess, but really differentiate people who really thrive in training in their careers and people who don't."

Aimee Gardner is the CEO and president of Houston-based SurgWise. Photo via surgwise.com

These are the non-technical skills, like the professionalism, interpersonal skills, and communication. While SurgWise began as a service-oriented consulting company, the company is now ready to tap technology to expand upon its solution. The work started out of Houston Methodist, and SurgWise is still working with surgery teams there. She says they've accumulated tons of data that can be leveraged and streamlined.

"We're now pivoting from a very intimate client approach to a more scalable offering. Every year we assess essentially around 80 percent of all the people applying to be future surgeons — those in pediatric surgery, vascular surgery, and more,” Gardner says. “We’ve used kind of the last five years of data and experiences to create a more scalable, easy-to-integrate, and off-the-shelf solution.”

Gardner says her solution is critical for providing more equity in the hiring process.

“One of our goals was to create more equitable opportunities and platforms to assess folks because many of the traditional tools and processes that most people use in this space have lots of opportunity for bias and a high potential for disadvantaging individuals from underrepresented groups," she says. "For example, letters of recommendation are often a very insider status. If you went to some Ivy League or your parents were in health care and they know someone, you have that step up from a networking and socioeconomic status standpoint."

Personal statements and test scores are also inequitable, because they tend to be better submissions if people have money for coaching.

SurgWise hopes to lower the number of programs future surgeons apply to too to further streamline the process. She hopes to do this through an app and web tool that can matchmake people to the right program.

“Our ultimate goal is to create a platform for applicants to obtain a lot more information about the various places to which they apply to empower them to make more informed decisions, so that they don't have to apply to a hundred places," Gardner says. "We want to essentially create a match-style app that allows them to input some data and tell us 'here's what I'm looking for here are my career goals and any preferences I have.'”

While that tool is down the road, Gardner says SurgWise is full speed ahead toward launching the data-driven hiring platform. The bootstrapped company hopes to raise early venture funding this summer in order to hire and grow its team.

“As we continue to consider this app that I talked about and some of the other opportunities to scale to other specialties we're gonna start looking for a series A funding later this summer.”

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