big move

Fortune 100 company moves materials tech biz HQ to Houston

Honeywell has once again bet on the Bayou City for business. Photo courtesy of Parkway

A nearly $10 billion division of Honeywell International that primarily caters to the oil and gas industry has moved its headquarters to Houston.

On August 11, Charlotte, North Carolina-based Honeywell announced its Performance Materials and Technologies (PMT) division had completed its relocation to the Westchase area's nearly 1.5 million-square-foot CityWestPlace office complex where the company already has operations.

PMT joins one its units, Honeywell's Process Solutions business, at CityWestPlace. The Process Solutions business and about 750 employees relocated there from 1250 Sam Houston Parkway South in 2019.

At CityWestPlace, PMT is adding a customer center where it can showcase automation products and services.

With the PMT relocation, Honeywell now employs more than 850 people in Houston. Representatives of Honeywell decline to say where PMT was previously based.

"Houston [is] a diverse and rapidly growing city, and locating our headquarters here will help us meet our long-term needs to recruit and retain premier talent in our industry. It will also allow us to build closer, more impactful relationships with our Texas-based customers," Vimal Kapur, the new president and CEO of PMT, says in a news release.

Before coming to Houston to take the reins of PMT, Kapur was president of CEO of Atlanta-based Honeywell Building Technologies. He has worked at Honeywell for more than three decades.

Houston Mayor Sylvester Turner says PMT's move to Houston offers another example of how the city is leading innovation in the global energy sector.

"As the energy capital of the world, Houston has the talent and expertise to amplify Honeywell's sustainability work. And with their focus on key components of the energy transition, including carbon capture, energy storage and hydrogen, Honeywell's PMT business unit will serve as a critical partner in Houston's effort to lead the energy transition," Turner says.

PMT provides performance chemicals and materials, process technology, and automation technology for an array of industries, including oil and gas. It posted net sales of $9.4 billion in 2020, down from $10.8 billion in 2019. Honeywell, a Fortune 100 conglomerate, reported net sales of $32.6 billion last year.

Competitors of PMT include ABB, BASF, Dupont, and Emerson Electric.

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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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