Reality real estate

Houston-area construction team utilizes technology to solve problems

The majority of McCarthy Building Companies' projects now include some sort of virtual or augmented reality technology. Courtesy of McCarthy Building Companies

In recent years, the construction industry has begun embraced advancements in reality technology like virtual reality and augmented reality. While it has yet to reach critical mass in the industry, several contracting companies in the Houston region like McCarthy Building Companies are embracing the technology and blazing the trail for the construction industry.

Chris Patton, virtual design and construction manager for McCarthy's southern region, says many construction companies are consistently looking for ways to improve processes and procedures through reality technology.

"We really saw the potential and use cases for [VR] really early on, and it was really just a matter of the hardware and the software catching up to being something usable, consumable, deployable and cost effective on our projects," Patton says. "We were sitting there waiting for it and ready to go when it was."

Patton says these visualization tools have changed the way contractors display projects and have helped the partners on these projects — such as the design team, building owner and subcontractors — make better informed decisions earlier, more quickly and sometimes at a cheaper price point.

Before AR and VR technology entered the construction industry, companies either had to work with two-dimensional construction drawings or build very expensive, three-dimensional models, or mock ups, of construction sites that allowed clients to physically walk through a building space to interact with its features. Patton says the entire mock-up building process used to cost roughly $1 million — depending on the project size.

However, now this costly and time-consuming process is a thing of the past, as construction companies have found a way to utilize AR and VR technology to bring clients into a computer-generated environment. By putting on an AR or VR helmet, clients can immerse themselves and engage in a virtual environment that shows them all of the project's details and allows them to move about a virtual construction site the same way they would in a 3D model.

McCarthy's Houston division began utilizing reality technology in early 2015, with some of its other markets integrating the technology into their practices in late 2014. Since then, the company's use of AR and VR technology has grown exponentially, Patton says.

"When we first started evaluating and looking at virtual reality and augmented reality, [we] might have [used it on] one or two projects a year, and that was probably three years ago," Patton says. "Today, I'd say almost 60-75 percent of our projects—at some point in design or construction — utilize virtual reality or augmented reality or a combination of both."

Although McCarthy has been around since 1864, the general contracting company made its Texas debut in Dallas in 1981. Since then McCarthy expanded to create a Houston office in 2011, building a portfolio of renowned Houston clients such as the Museum of Fine Arts, Houston, the Holocaust Museum Houston, Texas Children's Hospital as well as the recent completion of Houston ISD's Kinder High School for the Performing and Visual Arts.

A notable project McCarthy's Houston Division took on was phase one the MFAH's master plan that included building The Glassell School of Art. The company also continues its work on phase two, which includes new developments for the MFAH for which McCarthy's virtual design and construction group created VR and AR models for the museum.

By using software like HoloLive and Fuzor for AR technology and Fuzor for VR technology, McCarthy's VDC group can visualize and combine digital creations with the real world, Patton says. With the growing number of projects utilizing the technology, Patton says McCarthy has invested greatly in personnel who will help grow the VDC group and continue to look for advancements in the construction industry.

"Some of the folks that we have those [VDC] positions in our company, some of them come from construction technology backgrounds and construction management backgrounds but others come from graphical design and have like a gaming background, some come from architectural backgrounds," Patton says. "[Reality technology] really kind of opened the door to a new opportunity for people to get engaged with the construction industry that we hadn't seen in the past."

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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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