making moves

Houston female-health focused tech company makes 2 key acquisitions

FemTec Health has acquired two companies — a women's reproductive platform and a nutrition platform. Image via avawomen.com

Last month, a Houston-based, tech-enabled health and beauty sciences company made two acquisitions of startups in the femtech space.

FemTec Health, creator of the Awesome Woman comprehensive health care subscription platform, has acquired Ava AG — a women's reproductive digital diagnostics and therapeutics company — and Nutrimedy — a clinical nutrition platform.

Ava, founded by Lea von Bidder in Zurich in 2014, uses artificial intelligence and clinical trials-backed science to help women conceive faster. Per a news release, the FDA-cleared technology has helped over 70,000 women get pregnant.

"What Lea and the Ava team have built is truly innovative. We are excited to add the leader in reproductive health to our portfolio and onto our team," says Dr. Kimon Angelides, FemTec Health founder and CEO, in the July 19 release. "From fertility to contraception, pregnancy support, menopause management, and personalized health insights, Ava's technology is a great addition to make it even easier for women within the FemTec Health platform to take control of their health, all while keeping their data and personal health information one hundred percent private and secure."

FemTec Health's Awesome Woman platform will integrate Ava's technology, adding reproductive health to its list of female-focused health care services which includes vaginal health, hormone balance, sexual wellness, and beauty.

"Ava's vision has always been to be a companion to women along every stage of their lives. With Ava's female health AI integrated into FemTec's care platform, women will finally have access to a fully continuous health journey," says von Bidder in the release. "We are excited to join FemTec in building continuous support for women from puberty to menopause."

Last week, FemTec announced the acquisition of Nutrimedy, a HIPAA-compliant digital health platform founded by Karolina Starczak in Boston in 2016. With the acquisition, Awesome Women members will have access to Nutrimedy's guided nutritional support.

"For many health conditions, nutrition is a key but often neglected component," says Angelides, in the July 25 news release. "Adding Nutrimedy's robust, evidence-based clinical nutrition platform to the Awesome Woman program will be a gamechanger for our subscribers. Whether it's to optimize pregnancy planning, manage menopause symptoms, or for general wellness and prevention, research shows women are seeking personalized, science-backed nutritional support that's easy to use and that they can trust."

With its AI-powered platform, users can access real-time food recommendations and photo food logging. Nutrimedy empowers those suffering from chronic conditions and disruptive food allergies and sensitivities, to make informed dietary decisions in the moment.

"Nutrimedy was started with the mission to improve access to nutrition in healthcare and make it significantly more personalized and actionable in our hectic daily routines," says Starczak in the release. "Within the field of nutrition, conflicting and confusing misinformation is pervasive and prevents most people from making the best decision for their individual health."

Last fall, FemTec Health emerged from stealth with $35 million in fresh VC investment. The company has also acquired Birchbox, Mira Beauty, and Liquid Grids over the past year.

Angelides, a Houstonian, previously told InnovationMap that he was driven to found FemTech Health because there was no holistic platform focused on every phase of women's health.

"Women don't really have a program that's designed for them," Angelides says on the Houston Innovators Podcast. "We embarked in terms of building a platform and a company that would be a single destination for women — one that's not age specific but built around journeys."

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With the consumer price index rising 9.1 percent since last year, many Americans are evaluating new employment opportunities with better pay. However, employees would be wise to consider the risks of accepting a new position in the face of inflation and a possible recession, which could leave employers unable to sustain higher wages and generous benefits.

As a safer option in the longterm, employees may wish to ask for a raise from their current management, yet many do not know how to start the conversation. By understanding best practices for negotiations, employees can improve their chances of obtaining a pay raise without undermining relationships.

Understand the risks of job-hopping

Conventional wisdom suggests that job hopping can result in higher salary increases than an annual raise. During the pandemic, many employees took advantage of labor market shortages to secure new positions for higher pay. However, job hopping presents risks, particularly in an uncertain economic environment. Companies may institute “last in, first out” layoffs, leaving recent hires unemployed.

Even in strong economic conditions, job-hoppers face uncertain outcomes. When employees leave a company, they may leave behind teammates, mentors, client partnerships and friendships years in the making. These relationships can redevelop in a new organization, but employees may find themselves in an unfamiliar setting, facing unrealistic expectations or unexpected challenges that were not clear during the interview process.

Prepare ahead of time

Before approaching management with a request for a raise, employees should understand their own financial needs and how much additional compensation would improve their finances. If inflation has caused financial strain, employees should gather recent data on inflation, including the consumer price index, to share with management. The more information employees can offer about changing economic conditions, the more management will understand and accept their position.

Focus on the positive

Employees should begin a conversation about salary with praise for the organization and a reiteration of their commitment to the team. By beginning on a positive note, employees set the tone for a mutually productive conversation. Although employees may view salary negotiations as adversarial across the table, productive negotiations are a conversation with both employee and employer on the same team.

Likewise, while employees may worry about looking greedy, employees should not let that fear prevent them from opening the conversation. Employers also understand that employees work to meet their financial needs. While employers may face budget constraints or other considerations in salary allocation, strong management also recognizes the importance of nurturing growth among employees, both in compensation and job responsibilities.

Nonetheless, employees should focus the discussion on broader economic conditions like inflation, not on their personal budget items. By acknowledging the economic environment outside of the employer’s control, employees can then respectfully request their salary be adjusted for inflation.

Employees with a record of strong results can also gather data or performance reviews to demonstrate their contributions to the team beyond the expectations of their role. In doing so, employees can frame a salary increase as a celebratory recognition of the mutually successful partnership between employee and employer and an investment in the relationship.

Be flexible if negotiations stall

If employers decline to adjust an employee’s salary for inflation, employees should not give up on negotiating additional compensation or benefits. Rather than a pay raise, employees can ask for reimbursement for gas mileage or additional remote days to cut down on their commutes. If management declines a pay raise based on timing, employees can acknowledge that management may face budgetary constraints, remaining flexible but firm. For instance, a compromise may involve revisiting the discussion in three to six months.

As employees face record-breaking inflation, it remains critical to consider the risks of departing one role for another. By implementing best practices in salary negotiations, employees can secure a salary increase that matches inflation, avoid the uncertainty of job-hopping and invest in the future at their current company.

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Jill Chapman is a senior performance consultant with Insperity,a leading provider of human resources and business performance solutions.

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