Guest column

Expert: What’s in store this year for the technology, media, and telecom industries in Houston

Trends in the TMT industry were largely driven by the disruptions related to COVID-19, but disruption also brings innovation and opportunity. Photo via Getty Images

As the new year begins, the impact of the pandemic and what it means for the future remains top-of-mind. COVID-19 has been a catalyst that has fostered change in many industries, including technology, media, and telecommunications (TMT). It's accelerated several trends such as the adoption of cloud technology, telehealth, and remote healthcare, and the intelligent edge.

In Deloitte's 2021 TMT predictions report, we highlight how worldwide trends could affect stakeholders and consumers across the globe. Here in Houston, we see the below trends as especially relevant for the year ahead.

Cloud technology and AI’s significant role

The evolution of instrumentation, automation and connectivity have led us to the "intelligent edge" – a new stage where the combination of advanced wireless connectivity, compact processing power and artificial intelligence have converged. Cloud computing, data analytics and AI are physically closer in the intelligent edge so that data can be rapidly analyzed and acted upon.

In 2021, Deloitte predicts the global market for the intelligent edge will expand to 12 billion, continuing a compound annual growth rate of around 35 percent. With this in mind, this type of technology can play a significant role across the industrial sector in terms of efficiencies and emissions reductions; many Houston companies are already leading in this space.

Additionally, Deloitte predicts that revenue growth will remain at or above 2019 levels (greater than 30 percent) for 2021 through 2025, largely driven by companies that are moving to the cloud in an effort to save money, become more agile and drive innovation. The maturation of the cloud industry during the pandemic has demonstrated resilience and we expect companies to continue to rely more heavily on the cloud in 2021.

Athletes by the numbers

Houstonians are some of the country's biggest sports fans, and in this era of the hyper-quantified athlete, data collection in sports is more prominent than ever.

The digital transformation of sports is in full swing and with it comes the explosion of data. Data collection – through video analytics, wearables, and smart fabrics – and how it is used raises new questions about data privacy for athletes. Deloitte predicts that by the end of 2021, multiple professional sports leagues will establish new formal policies around the collection, use and commercialization of player data.

Additionally, as seen in recent years, the use of high tech will also force teams to be more competitive, which may push boundaries and challenge our ideas about traditional sports.

Our new virtual reality

Last year, the pandemic halted in-person teaching and learning for many local educators and students. In addition, some Houston-based companies had to rethink their approach to onboarding new employees and skills training.

Some companies relied on virtual reality, augmented reality, and mixed reality solutions. These digital reality experiences helped simulate an in-person environment, which created a 50 percent spending increase on AR and VR headsets, software, and services. In 2021, sales for enterprise and educational use of wearable headsets for VR, AR, and MR could grow by 100 percent over 2019 levels.

COVID-19 also brought many industries online, including medicine. Deloitte projects the percentage of total virtual doctors' visits will rise to 5 percent globally in 2021. This means more potential business for the companies providing technologies to support virtual visits. We can also expect that the market for pure-play telehealth virtual visit solutions will reach $8 billion this year. And, we predict that more than $3 billion of medical-grade home health care technology will be sold in 2021, which represents an increase of almost 20 percent over 2019. Houston is already home to the world's largest medical center (Texas Medical Center) and we will likely see its footprint soar in 2021.

These trends in the TMT industry were largely driven by the disruptions related to COVID-19, but disruption also brings innovation and opportunity. As the world continues to wrestle in the grip of a global pandemic, there will likely be further implications that may affect TMT businesses and consumers worldwide and here in our hometown, Houston. To keep apprised of the latest trends, follow us on Twitter @DeloitteTMT.

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Nate Clark is the U.S. Oil, Gas & Chemicals Digital Practice Leader at Deloitte Consulting LLP. This publication contains general information only and Deloitte is not, by means of this publication, rendering accounting, business, financial, investment, legal, tax, or other professional advice or services.

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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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