4 program deadlines Houston innovators should know about

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Houston founders — these four programs have applications open now. Photo via Getty Images

Editor's note: It's safe to say 2023 has fully kicked off as Houston's startup and innovation ecosystem has switched into second gear. A handful of programs — local and national — have opened applications for accelerators and pitch competitions. Scroll through to find one that applies to your company or a startup you know of. Take careful note of the deadlines since they'll be here before you know it.

Is something missing? Email natalie@innovationmap.com for editorial consideration.

Carbon to Value Initiative

Greentown Labs announced its looking for innovative companies with carbon-related technology. Photo via GreentownLabs.com

Greentown Labs announced that its Carbon to Value (C2V) Initiative has opened applications for its third set of startups.

"Supported by the New York State Energy Research and Development Authority, the C2V Initiative is a unique partnership among the Urban Future Lab at NYU Tandon School of Engineering, Greentown Labs, and Fraunhofer USA that’s driving the creation of a thriving innovation ecosystem for the commercialization of carbontech—technologies that capture and convert CO₂ into valuable end products or services," reads the news release. "Since the C2V Initiative's inception in 2020, the program has supported 18 groundbreaking carbontech startups—chosen from an exceptional pool of more than 230 applications."

The program is looking for companies with technologies within carbon capture, management, removal, or conversion and between TRL 4 and TRL 7. Selected companies will receive a $10,000 stipend and participate in the six-month program.

Applications are due by the end of the day on March 31. For more information and to apply, click here.

MassChallenge accelerators

MassChallenge has two accelerators open for applications. Photo courtesy of MassChallenge

MassChallenge has two programs with open applications:

MassChallenge US Early Stage Accelerator (Deadline: March 3)

This three-month program is industry agnostic and provides intensive support, guidance, tools, and connectivity to the greater MassChallenge community. Around 200 startups are selected per cohort that range in stage from those currently engaged in customer discovery work to validating a technology or service. For more information and to apply, click here.

MassChallenge HealthTech Accelerator (Deadline: February 6)

The 2023 HealthTech Sprint is an eight-week program intended to work intensely with 20 to 25 startups to accelerate the tools and technologies that could transform healthcare. The HealthTech Sprint program is designed to support mid-stage companies that possess a product/solution ready for scaling. For more information and to apply, click here.

Houston Energy Transition Initiative's Energy Ventures Pitch Competition 

HETI is bringing back its CERAWeek pitch competition. Image via houston.org

The Greater Houston Partnership's Houston Energy Transition Initiative, or HETI, is looking for participants for its Energy Ventures Pitch Competition at CERAWeek this year.

"This pitch competition brings together key members of the energy industry, investors, and startups to showcase the critical innovations and emerging technologies that create value from the world’s transition to low-carbon energy systems," reads the website.

HETI is looking for companies addressing challenges and opportunities in CCUS, hydrogen, energy storage, and the circular economy, are invited to present their well-developed business concepts to a world-class investor community.

Applications close February 9. For more information and to apply, click here.

Rice Business Plan Competition

The annual Rice Business Plan Competition has opened applications for student startups. Photo by Natalie Harms

Calling all student-founded startups — the largest and richest intercollegiate student startup competition, the Rice Business Plan Competition, has applications open. According to Rice, 784 RBPC alumni have raised $4.6 billion in funding and created over 5,500 jobs. This year's event is going to be held May 11 to 13.

The RBPC is open to all students from any university around the world. Teams must include at least one graduate-level student, and every team that is invited to compete in person at Rice University is guaranteed to take home at least one of the more that 60 expected cash prizes. For more information and to apply, click here.

A new report on best markets for startup compensation — and more Houston innovation news. Photo via Getty Images

Data science firm names new exec, how Houston ranks for startup compensation, and more local innovation news

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Houston's summer has been heating up in terms of innovation news, and there might be some headlines you may have missed.

In this roundup of short stories within Houston startups and tech, a Houston unicorn is reportedly opening a new facility, a data science organization names new CEO, and more.

Mercury Data Science names new CEO

Angela Holmes, former COO of Mercury Data Science, has been named the CEO. Photo courtesy of MDS

A Houston-based AI solutions consultancy has made changes to its C-suite. Dan Watkins is passing on the CEO baton to Angela Holmes, who has served on MDS's board and as COO. As Holmes moves into the top leadership position, Watkins will transition to chief strategy officer and maintain his role on the board of directors.

"Over the last three years, as COO and a member of the board of directors, Angela has been instrumental in MDS’s growth, especially in building MDS’s Strategy Consulting practice and UI/UX and Machine Learning Engineering capabilities," saus Watkins in a news release. "The magic at Mercury Data Science is all about the diverse team who have created a culture of excellence, trust and purpose with the goal of using AI/ML to solve some of the most important health and social problems facing the world today.

"Angela was instrumental in building our culture and customer base over the last three years and will do a great job taking the company to the next level," he continues.

Mercury Data Science was incubated and launched out of Houston-based VC firm Mercury Fund. MDS works with the Mercury portfolio companies as well other startups in the life sciences and health care space.

"It is an exciting time to lead Mercury Data Science as we advance the development of innovative data science platforms at the intersection of biology, behavior, and AI," says Holmes in the release. "I am particularly excited about the demand for our Ergo insights platform for life sciences, allowing scientists to aggregate a vast set of biomedical data to better inform decisions around drug development priorities.

"The increasing understanding of biology, accessibility of large data sets, and accelerating computational capabilities is creating a golden age of life science innovation," she adds. "We are committed to using our expertise to accelerate our clients’ advances in human health, nutrition, therapeutics, diagnostics, and behavior, to create profound advances for humanity."

Here's how Houston ranks in terms of startup compensation

This chart from Carta shows the four tiers of the US markets. Houston, in 15th place, leads the third tier. Image courtesy of Carta

A new report looked into compensation at startups across the country, and the Texas market fared pretty well overall. The report from Carta, a San Francisco, California-based technology company that specializes in capitalization table management and valuation software, factored in data using more than 127,000 employee records from startups that use Carta Total Comp, the premier compensation management platform for private companies.

"At Carta, we see it as our responsibility to share the insights that come from an unmatched amount of data about the private market," per the report. "That includes data on startup headcount, payroll and equity metrics, salary medians, and remote work."

The greater Houston area ranked No. 15 in the list, which lands it at the top of the third tier just ahead of Dallas. As the chart depicts, Houston has 88 percent of the compensation of the top market — which this year is a four-way tie between the San Francisco, New York, San Jose, and Seattle areas. Austin landed in the middle of the top tier, and San Antonio snuck into the bottom of the third tier. The full report with national trends is online.

Axiom to open in former electronics store space

Axiom Space will reportedly move engineering into a former retail space. Photo via Facebook

According to a Facebook post from Deer Park Economic Development, Houston unicorn startup Axiom Space has leased a 146,000-square-foot space in what used to be a Fry's Electronics store in Webster. Reportedly, the new facility will house its engineering operations.

"Axiom's initial plans for the building are to support 400 employees, all assigned to engineering work on the Axiom Station, including development across all of its subsystems," reads the post from July 6. "The buildout will be able to accommodate up to 540 people. Axiom plans a move in late July or early August."

Axiom hasn't put out an official news release on this particular facility, but in May the company broke ground on its headquarters at Ellington Airport, the site of the Houston Spaceport. That campus just down the street will house employee offices, astronaut training, and mission control facilities, engineering development and testing labs, and a high bay production facility to house Axiom’s space station modules under construction, according to Axiom.

TRISH awards three postdoctoral fellowships to further space health research

Three scientists were tapped for funding from this Houston organization. Photo via Pexels

Baylor College of Medicine's Translational Research Institute for Space Health — along with its partners California Institute of Technology and Massachusetts Institute of Technology — announced the new fellowship cohort of postdoctoral researchers supported by the TRISH Academy of Bioastronautics who will receive funding and resources for further career growth for two years.

“Cultivating the next generation of space health researchers is one of our strategic goals,” says Dr. Dorit Donoviel, TRISH executive director and associate professor in Baylor’s Center for Space Medicine, in a news release. “We aim to prepare a diverse workforce from a variety of scientific backgrounds to help us solve the challenges facing space explorers on future missions to the Moon and beyond. We are thrilled to welcome this next batch of postdocs as they help bring us closer to that goal.”

These fellows join a cohort of more than 20 previously supported TRISH postdoctoral researchers.

"My career was launched with a fellowship from the National Space Biomedical Research Institute (NSBRI), the predecessor to TRISH, so I greatly appreciate the value of mentorship and community to those starting out in the field of space biomedical research,” says Dr. Jeffrey Willey, associate professor of radiation oncology at Wake Forest University School of Medicine, in the release.

This 2022 postdoctoral fellows and their research projects are:

  • Xu Cao —Identifying Genetic Factors in Radiation Injury with Pooled Single Cell Sequencing
  • Ashley Nemec-Bakk — The Use of Two New Ground-based Models of Deep Space Travel to Study the Role of Mitochondria and Oxidative Stress in Cardiovascular Effects
  • David Temple — Systematically Assessment of Noisy Galvanic Vestibular Stimulation as a Sensorimotor Countermeasure

Greentown Labs announces second carbon innovation cohort

Greentown Labs announced its latest carbon-focused cohort. Photo via GreentownLabs.com

The The Carbon to Value Initiative is a multi-year collaboration between the Urban Future Lab at NYU Tandon School of Engineering, Greentown Labs, and Fraunhofer USA, which is supported by the New York State Energy Research and Development Authority. In its second year, the carbontech accelerator program has selected eight startups in partnership with Fluor Corporation, the initiative’s Year Two Cohort Champion.

With almost 100 applicants from about 20 countries, the C2V Initiative named the following startups to the program, per a release from Greentown:

  • Aluminum Technologies (New Orleans, U.S.) has developed Carbo-Chloride Reduction (CCR) aluminum manufacturing technology, which captures process CO2 and also reduces power consumption relative to conventional methods.
  • Carbon Upcycling Technologies (Calgary, Canada) utilizes point-source CO2 and mineralizes it with waste materials to create supplementary cementitious materials (SCMs) that can be used in building materials.
  • Carbonova Corp (Calgary, Canada) utilizes CO2 and methane as a feedstock to produce carbon nanofibers (CNF) that may be used in various fields such as transportation and buildings.
  • ecoLocked (Berlin, Germany) converts waste biomass into biochar to create admixes that can replace a share of the cement used in concrete manufacturing, and thus sequester carbon within buildings.
  • Full Cycle Bioplastics (San Jose, U.S.) has a patented bacteria-based technology that converts organic waste into Polyhydroxyalkanoate (PHA), a biopolymer that can be used to replace a wide range of oil-based plastic applications.
  • Lydian (Somerville, U.S.) develops an electro-thermal reactor technology that converts captured CO2 into fuels and chemicals.
  • Molecule Works (Richland, U.S.) develops a solid sorbent Direct Air Capture (DAC) system using a novel reactor and contactor configuration.
  • Osmoses (Boston, U.S.) develops polymers for gas separation, enabling membrane-based carbon capture applications.

“If we are to succeed in reaching carbon neutrality, then carbontech must play a critical role,” says Ryan Dings, COO and general counsel of Greentown Labs. “For carbontech to do so, we must convene entrepreneurs, market leaders, investors, and policymakers deeply committed to rapidly creating a carbontech ecosystem, which is what our efforts with the C2V Initiative represent and why we’re so proud to be working with this incredible group of partners.”

While the program and its cohort companies aren't based in Houston, Greentown's local presence and member companies will play a role in the initiative.

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Houston expert: Here's why your top candidate turned down your job offer

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One of the most disappointing (and costly) things as a hiring manager is when your top candidate declines the job offer. You spend months defining target skills and characteristics, reviewing résumés and interviewing candidates to narrow down to your finalist of choice. You put together what you believe is a strong offer, and the candidate says “no.” What went wrong?

It’s not an employer’s job market anymore. In this transformed workplace, and at a time of historically low unemployment, it is very much an employee’s market, and he/she can afford to be selective. Below are some common reasons candidates turn down job offers and what you can do to prevent them.

No. 1: The interview process took too long

It takes time to identify the right fit, and a typical hiring process will often involve 2-3 interviews with decision makers in different locations. You also want to pinpoint a candidate you like and compare him/her to other candidates. When all is said and done, you’re often looking at an interview process that can take 6-8 weeks. During this time, it’s critical to stay in touch with the candidate. A simple email with a status update will help keep them engaged. This is also a great time to check references, showing the candidate your continued interest.

While you’re focused on filling the position, it’s easy to forget candidates have deadlines, too. A lengthy interview process with periods of little interaction can make a candidate feel you don’t respect his/her time or make your company appear disorganized, something they may be leery of based on past experience. Setting expectations upfront and maintaining open lines of communication are key in this candidate-driven environment.

Equally important to an efficient hiring process is encouraging non-essential decision makers to let go after a certain point. For example, once a small sized business graduates to a midsized company, a CEO should not make the mistake of thinking they have to talk to every single prospect. They need to approve them. Delegating and trust are key.

No. 2: You didn’t ‘sell’ the opportunity enough

It’s easy to forget interviews are as much about the candidate interviewing you as you interviewing the candidate. While you want to assess the person’s skills and cultural fit, the candidate wants to know how the role will match his/her personal and professional goals. Heck, they want to know how it stacks up against other jobs for which they might be applying!

Career growth is something every candidate wants. It’s critical for the hiring manager to discuss training and personal development opportunities. This is particularly important for millennials, who are often more motivated by the ability to learn and grow than they are by an increase in financial compensation. It’s also important to talk about the company culture and what makes you stand out. Bottom line: You want the candidate to leave the interview knowing he/she will be appreciated by your company and will get an experience that can’t be found elsewhere. To this end, expressing genuine interest in their life outside of work (loved ones, what makes them tick, etc.) can make all the difference.

No. 3: Lack of employer brand appeal

Companies spend a lot of time branding their products and services but don’t always think about how they look to future employees. Your M.O. is how you show candidates what it’s like to work for you. This includes their overall interview process experience, reviews on websites like Glassdoor, as well as posts your company and employees share on social media.

Let candidates get to know your company through posts. Show your team having fun together, being involved in the community and as customer-focused professionals. Employees also give hints about their work experience in their own social content. If they’re happy, it’ll show in their online activity.

These first three reasons for why a job offer might be turned down are all about how a hirer makes a candidate feel, but the fine print matters too.

No. 4: Job duties

It may seem like a no-brainer that a job description should be well-written, but more often than not, it’s unclear what will be expected of said employee. When you do the internal work ahead of time, getting alignment on what’s required and the intricacies of the existing (or new) position, it leaves little room for misunderstanding and/or disappointment post-hire.

No. 5: Compensation and benefits

Lastly, a strong compensation and benefits package is critical in securing your top pick. For some roles, that will mean an offer heavily weighed on the salary side. For others, it will be uncapped commissions or the opportunity for equity. Make sure the package is competitive with the industry, and will appeal to your ideal candidate and make him/her want to join your team.

Remember to think “outside the box” with extra benefits like flexible work hours, the ability to work remotely, PTO/unlimited sick days or vacation. The cost to implement these perks is low, but they often mean more to the candidate than higher pay.

In today’s employee-driven job market, top candidates are looking for a comprehensive package, growth opportunities, and a welcoming work environment that will provide lasting happiness and satisfaction.

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Hazel Kassu is the managing director of Houston-based recruiting firm, Sudduth Search.

7 lessons from a Houston-based unicorn startup founder

taking notes

At a fireside chat at SXSW, a Houston founder pulled back the curtain on his entrepreneurial journey that's taken him from an idea of how to make the chemicals industry more sustainable to a company valued at over $2 billion.

Gaurab Chakrabarti, the CEO and co-founder of Solugen, joined the Greater Houston Partnership's Houston House at SXSW on Monday, March 13, for a discussion entitled, "Building a Tech Unicorn." In the conversation with Payal Patel, principal of Softeq Ventures, he share the trials and tribulations from the early days of founding Solugen. The company, which has raised over $600 million since its founding in 2016, has an innovative and carbon negative process of creating plant-derived substitutes for petroleum-based products.

The event, which quickly reached capacity with eager SXSW attendees, allowed Chakrabarti to instill advice on several topics — from early customer acquisition and navigating VC investing to finding the right city to grow in and setting up a strong company culture.

Here are seven pieces of startup advice from Chakrabarti's talk.

1. Don’t be near a black hole.

Chakrabarti began his discussion addressing the good luck he's had standing up Solugen. He's the first to admit that luck is an important element to his success, but he says, as a founder, you can set yourself up for luck in a handful of ways.

“You do make your own luck, but you have to be putting in the work to do it," Chakrabarti says, adding that it's not an easy thing to accomplish. “There are things you can be doing to increase your luck surface area."

One of the principals he notes on is not surrounding yourself with black holes. These are people who don't believe in your idea, or your ability to succeed, Chakrabarti explains, referencing a former dean who said he was wasting his talent on his idea for Solugen.

2. The co-founder dynamic is the most important thing.

Early on, Chakrabarti emphasizes how important having a strong co-founder relationship is, crediting Solugen's co-founder and CTO Sean Hunt for being his "intellectual ping-pong partner."

“If you have a co-founder, that is the thing that’s going to make or break your company,” he says. “It’s not your idea, and it’s not your execution — it’s your relationship with your co-founder.”

Hunt and Chakrabarti have been friends for 12 years, Chakrabarti says, and, that foundation and the fact that they've been passionate about their product since day one, has been integral for Solugen's success.

"We had a conviction that we were building something that could be impactful to the rest of the world," he says.

3. Confirm a market of customers early on.

Chakrabarti says that in the early days of starting his company, he didn't have a concept of startup accelerators or other ways to access funding — he just knew he had to get customers to create revenue as soon as possible.

He learned about the growing float spa industry, and how a huge cost for these businesses was peroxide that was used to sanitize the water in the floating pods. Chakrabarti and Hunt had created a small amount of what they were calling bioperoxide that they could sell at a cheaper cost to these spas and still pocket a profit.

“We ended up owning 80 percent of the float spa market,” Chakrabarti says. “That taught us that, ‘wow, there’s something here.”

While it was unglamourous work to call down Texas float spas, his efforts secured Solugen's first 100 or so customers and identified a path to profitability early on.

“Find your niche market that allows you to justify that your technology or product that has a customer basis,” Chakrabarti says on the lesson he learned through this process.

4. Find city-company fit.

While Chakrabarti has lived in Houston most of his life, the reason Solugen is headquartered in Houston is not due to loyalty of his hometown.

In fact, Chakrabarti shared a story of how a potential seed investor asked Chakrabarti and Hunt to move their company to the Bay Area, and the co-founders refused the offer and the investment.

“There’s no way our business could succeed in the Bay Area," Chakrabarti says. He and Hunt firmly believed this at the time — and still do.

“For our business, if you look at the density of chemical engineers, the density of our potential customers, and the density of people who know how to do enzyme engineering, Houston happened to be that perfect trifecta for us," he explains.

He argues that every company — software, hardware, etc. — has an opportunity to find their ideal city-company fit, something that's important to its success.

5. Prove your ability to execute.

When asked about pivots, Chakrabarti told a little-known story of how Solugen started a commercial cleaning brand. The product line was called Ode to Clean, and it was marketed as eco-friendly peroxide wipes. At the time, Solugen was just three employees, and the scrappy team was fulfilling orders and figuring out consumer marketing for the first time.

He says his network was laughing at the idea of Chakrabarti creating this direct-to-consumer cleaning product, and it was funny to him too, but the sales told another story.

At launch, they sold out $1 million of inventory in one week. But that wasn't it.

“Within three months, we got three acquisition offers," Chakrabarti says.

The move led to a brand acquisition of the product line, with the acquirer being the nation's largest cleaning wipe provider. It meant three years of predictable revenue that de-risked the business for new investors — which were now knocking on Solugen's door with their own investment term sheets.

“It told the market more about us as a company,” he says. “It taught the market that Solugen is a company that is going to survive no matter what. … And we’re a team that can execute.”

What started as a silly idea led to Solugen being one step closer to accomplishing its long-term goals.

“That pivot was one of the most important pivots in the company’s history that accelerated our company’s trajectory by four or five years," Chakrabarti says.

6. Adopt and maintain a miso-management style.

There's one lesson Chakrabarti says he learned the hard way, and that was how to manage his company's growing team. He shares that he "let go of the reins a bit" at the company's $400-$500 million point. He says that, while there's this idea that successful business leaders can hire the best talent that allows them to step back from the day-to-day responsibilities, that was not the right move for him.

“Only founders really understand the pain points of the business," Chakrabarti says. "Because it’s emotionally tied to you, you actually feel it."

Rather than a micro or macro-management style, Chakrabarti's describes his leadership as meso-management — something in between.

The only difference, Chakrabarti says, is how he manages his board. For that group, he micromanages to ensure that they are doing what's best for his vision for Solugen.

7. Your culture should be polarizing.

Chakrabarti wrapped up his story on talking about hiring and setting up a company culture for Solugen. The company's atmosphere is not for everyone, he explains.

“If you’re not polarizing some people, it’s not a culture,” Chakrabarti says, encouraging founders to create a culture that's not one size fits all.

He says he was attracted to early employees who got mad at the same things he did — that passion is what makes his team different from others.

Houston tech company to acquire IT infrastructure startup

M&A moves

Hewlett Packard Enterprise has announced its plans to acquire a San Jose, California-based startup.

HPE, which relocated its headquarters to Houston from the Bay Area a couple years ago, has agreed to acquire OpsRamp, a software-as-a-service company with an IT operations management, or ITOM, platform that can monitor, automate, and manage IT infrastructure, cloud resources, and more.

According to a news release from HPE, the OpsRamp platform will be merged with the HPE GreenLake edge-to-cloud platform, which supports more than 65,000 customers, powers over two million connected devices, and manages more than one exabyte of data with customers worldwide.

The new integrated system "will reduce the operational complexity of multi-vendor and multi-cloud IT environments that are in the public cloud, colocations, and on-premises," per the statement.

“Customers today are managing several different cloud environments, with different IT operational models and tools, which dramatically increases the cost and complexity of digital operations management,” says HPE's CTO Fidelma Russo in the release. “The combination of OpsRamp and HPE will remove these barriers by providing customers with an integrated edge-to-cloud platform that can more effectively manage and transform multi-vendor and multi-cloud IT estates.

"This acquisition advances HPE hybrid cloud leadership and expands the reach of the HPE GreenLake platform into IT Operations Management,” she continues.

HPE's corporate venture arm, Pathfinder, invested in OpsRamp in 2020. The company raised $57.5 million prior to the acquisition. Other investors included Morgan Stanley Expansion Capital and Sapphire Ventures, per TechCrunch.

“The integration of OpsRamp’s hybrid digital operations management solution with the HPE GreenLake platform will provide an unmatched offering for organizations seeking to innovate and thrive in a complex, multi-cloud world. Partners and the channel will also play a pivotal role to advance their as-a-service offerings, as enterprises look for a unified approach to better manage their operations from the edge to the cloud,” says Varma Kunaparaju, CEO of OpsRamp, in the release.

“We look forward to leveraging the scale and reach of HPE’s global go-to-market engine to deliver our unique offering and are excited for this journey ahead as part of HPE.”

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