Innovative brain injury rehabilitation center breaks ground in Southeast Houston

The Moody Neurorehabilitation Institute is expected to be finished in 2023. Image courtesy of Moody Neurorehabilitation Institute

The Moody Neurorehabilitation Institute broke ground July 14 on a 64,000-square-foot research and rehabilitation center at Nassau Bay's Space Park, near NASA's Johnson Space Center.

The Nassau Bay City Council granted a permit last year for the project, which will provide room for up to 40 residential patients and space for outpatient services. About 150 people will work at the facility, which is scheduled to open in early 2023.

Aside from private inpatient rooms, the new center will feature a therapy gym, an outdoor therapy courtyard, and family apartments. The facility's "urban house" design will highlight natural colors and textures in an effort to stimulate patients' senses during the recovery process.

The new facility will 40 resident patients, as well as provide outpatient care. Image courtesy of Moody Neurorehabilitation Institute

Among the 40 or so people who attended the groundbreaking ceremony were representatives of Moody Neuro, Houston-based architecture firm Kirksey Architecture, Galveston-based general contractor JW Kelso Construction, and Dallas-based project manager Pritchard Associates.

The Moody Neurorehabilitation Institute treats people who've suffered brain injuries. The nonprofit operates a rehabilitation center in Galveston and another Lubbock, as well as a long-term care facility in each of the two cities. In fiscal 2019, the organization reported nearly $27.8 million in revenue and more than $15.1 million in expenses.

The facility broke ground this week. Photo courtesy of Moody Neurorehabilitation Institute

Philanthropist Robert Moody Sr., chairman emeritus of Galveston-based Moody National Bank, founded what now is Moody Neuro in 1982 after his son Russell sustained serious injuries in a car crash that caused a traumatic brain injury.

"By helping our patients minimize their disability while facilitating their recovery, we provide each individual with the ability to re-enter the community feeling healthier, more confident, and with tools to enjoy an improved quality of life," says Dr. Ana Durand, medical director of Moody Neuro Galveston.

The Brain Injury Association of America says more than 144,000 Texans sustain a traumatic brain injury each year, with more than 5,700 of them become permanently disabled. Roughly 381,000 Texans are living with a disability connected to traumatic brain injury.

The 64,000-square-foot campus is unlike any other. Photo courtesy of Moody Neurorehabilitation Institute

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Houston tech platform raises series C round backed by Mastercard

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Hello Alice, a fintech platform that supports 1.5 million small businesses across the country, has announced its series C round.

The amount raised was not disclosed, but Hello Alice reported that the fresh funding has brought the company's valuation to $130 million. Alexandria, Virginia-based QED Investors led the round, and investors included Mastercard, Backstage Capital, Guy Fieri, Golden Seeds, Harbert Growth Partners Fund, How Women Invest I, LP, Lovell Limited Partnership, Tyler “Ninja” and Jessica Blevins, and Tamera Mowry and Adam Housley, per a news release from the company.

“We are thrilled to hit the milestone of 1.5 million small businesses utilizing Hello Alice to elevate the American dream. There are more entrepreneurs launching this year than in the history of our country, and we will continue to ensure they get the capital needed to grow,” Elizabeth Gore and Carolyn Rodz, co-founders of Hello Alice, say in a news release. “In closing our Series C, we welcome Mastercard to our family of investors and continue to be grateful to QED, How Women Invest, and our advocates such as Guy Fieri.”

The funding will go toward expanding capital offerings and AI-driven tools for its small business membership.

“Our team focuses on finding and investing in companies that are obsessed with reducing friction and providing superior financial services solutions to their customers,” QED Investors Co-Founder Frank Rotman says in the release. “Hello Alice has proven time and time again that they are on the leading edge of providing equitable access to capital and banking services to the small business ecosystem."

Hello Alice, which closed its series B in 2021 at $21 million, has collaborated with Mastercard prior to the series C, offering small business owners the Hello Alice Small Business Mastercard in 2022 and a free financial wellness tool, Business Health Score, last year. Mastercard also teamed up with other partners for the the Equitable Access Fund in 2023.

“With Hello Alice, we’re investing to provide support to small business owners as they look to access capital, helping to address one of the most cited business challenges they face,” Ginger Siegel, Mastercard's North America Small Business Lead, adds. “By working together to simplify access to the products and services they need when building and growing their business, we’re helping make a meaningful impact on the individuals who run their businesses, the customers they serve, and our communities and economy at large.”

While Hello Alice's founders' mission is to help small businesses, their own company was threatened by a lawsuit from America First Legal. The organization, founded by former Trump Administration adviser Stephen Miller and features a handful of other former White House officials on its board, is suing Hello Alice and its partner, Progressive Insurance. The lawsuit alleges that their program to award10 $25,000 grants to Black-owned small businesses constitutes racial discrimination. Gore calls the lawsuit frivolous in an interview on the Houston Innovators Podcast. The legal battle is ongoing.

Inspired by the lawsuit, Hello Alice launched the Elevate the American Dream, a grant program that's highlighting small businesses living out their American dreams. The first 14 grants have already been distributed, and Hello Alice plans to award more grants over the next several weeks, putting their grant funding at over $40 million.


NASA awards $30M to Houston space tech company to develop lunar rover

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Houston-based space technology company Intuitive Machines has landed a $30 million NASA contract for the initial phase of developing a rover for U.S. astronauts to traverse the moon’s surface.

Intuitive Machines is one of three companies chosen by NASA to perform preliminary work on building a lunar terrain vehicle that would enable astronauts to travel on the moon’s surface so they can conduct scientific research and prepare for human missions to Mars.

The two other companies are Golden, Colorado-based Lunar Outpost and Hawthorne, California-based Astrolab.

NASA plans to initially use the vehicle for its Artemis V lunar mission, which aims to put two astronauts on the moon. It would be the first time since the Apollo 17 mission in 1972 that astronauts would step foot on the lunar surface.

The Artemis V mission, tentatively set for 2029, will be the fifth mission under NASA’s Artemis program.

“This vehicle will greatly increase our astronauts’ ability to explore and conduct science on the lunar surface while also serving as a science platform between crewed missions,” says Vanessa Wyche, director of NASA’s Johnson Space Center in Houston.

Intuitive Machines says the $30 million NASA contract represents its entrance into human spaceflight operations for the space agency’s $4.6 billion moon rover project. The vehicle — which Intuitive Machines has dubbed the Moon Reusable Autonomous Crewed Exploration Rover (RACER) — will be based on the company’s lunar lander.

“Our global team is on a path to provide essential lunar infrastructure services to NASA in a project that would allow [us] to retain ownership of the vehicle for commercial utilization during periods of non-NASA activity over approximately 10 years of lunar surface activity,” says exploration,” says Steve Altemus, CEO of Intuitive Machines.

Intuitive Machines’ partners on the RACER project include AVL, Boeing, Michelin, and Northrop Grumman.

Intuitive Machines plans to bid on the second phase of the rover project after finishing its first-phase feasibility study. The second phase will involve developing, delivering, and operating the rover.

In February, Intuitive Machines became the first private company to land a spacecraft on the moon with no crewmembers aboard. NASA was the key customer for that mission.

Houston expert: How to avoid 'ghost hiring' while attracting top talent

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One of the latest HR terms grabbing attention today is “ghost hiring.” This is a practice where businesses post positions online, even interviewing candidates, with no intention to fill them. In fact, the role may already have been filled or it may not exist.

Usually, an applicant applies for the job, yet never hears back. However, they may be contacted by the recruiter, only to learn the offer is revoked or a recruiter ghosts them after a first-round interview.

Applicants who are scouring job sites for the ideal position can become discouraged by ghost hiring. Employers do not usually have any ill intentions of posting ghost jobs and talking with candidates. Employers may have innocently forgotten to take down the listing after filling the position.

Some employers may leave positions up to expand their talent pool. While others who are open to hiring new employees, even if they do not match the role, may practice ghost hiring when they want a pool of applicants to quickly pull from when the need arises. Finally, some employers post job roles to make it look like the company is experiencing growth.

When employers participate in ghost hiring practices, job candidates can become frustrated, hurting the employer brand and, thus, future recruiting efforts. Even with the tight labor market and employee turnover, it is best not to have an evergreen posting if there is no intention to hire respondents.

There are several ways employers can engage candidates and, likewise, build a talent pool without misleading job seekers.

Network

A recruiter at their core is a professional networker. This is a skill that many have honed through the years, and it continues to evolve through social media channels. While many recruiters lean on social media, you should not discount meeting people face-to-face. There is power in promoting your organization at professional meetings, alumni groups and civic organizations. Through these avenues, many potential candidates will elect for you to keep them in mind for future opportunities.

Employee Referrals

When recruiters want to deepen their talent pool, they cannot discount the employee referral. Simply letting employees know and clearly stating the exploratory nature of the conversation can lead to stellar results. Employees understand the organization, its culture and expectations, so they are more likely to refer the company to someone who would be a good fit and reflect highly on them.

Alternative Candidates

In recent years, organizations and recruiters are more dialed into skills-first recruiting practices. Creating job postings that emphasize the skill sets needed rather than the years of experience, specific college degree or previous job titles, can yield a crop of candidates who may be more agile and innovative than others. Fostering relationships with people who fit unique skills needed within the organization can help you develop a deeper bench of candidates.

Contingent Workforce

Part-time workers, freelancers, and independent contractors are a great way to build connections and the talent pool. These workers and their skills are known entities, plus they know the organization, which makes them valuable candidates for open roles. If their expertise is needed on a regular basis, it is easier to have open conversations about a potential expansion of their duties or offer full-time work.

Internal Talent

Human resources and recruiters need to work with managers and leadership to intimately know what kind of talent lies within their own organization. Current employees may have the strengths, skills, and capabilities to fill new positions or roles. Through conversations with employees and their managers, you can identify who can flex different skills, but even more importantly, the ambition to grow within the company.

In every instance, it is crucial for recruiters and hiring managers to be transparent in their intentions. Communicating within your network that you are always looking for great talent to fill future roles sets the tone. When communicating with candidates, whether there is a pressing job opportunity or not, be clear from the onset regarding your intentions for hire. With a transparent approach to hiring and candidate development, you will keep the employer brand intact and maintain recruiting power.

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Jaune Little is a director of recruiting services with Insperity.

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