5 tips from a Houston expert on attracting top talent for your startup

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Top talent is hard to attract and even harder to retain. Consider these five tips from a Houston-based recruiting expert. Photo via Getty Images

As a business leader, you understand the importance of adding talented professionals to your bench. Your employees are a direct reflection of your business, and play a huge role in shaping its culture and public image. There’s no better feeling than finding the perfect candidate to fill your job opening; the hard part is often determining how to retain such talent.

While there’s no magic formula for recruiting and keeping the best employees, low attrition is unquestionably linked to company ethos. And businesses that recognize this early on it their trajectories will be in the best positioned for growth. According to research by Deloitte, 82 percent of people believe that culture is a potential competitive advantage, and 94 percent of entrepreneurs and 88 percent of job seekers say that healthy work culture is vital for success.

So, without further ado, here are some tips to keep in mind when developing or enhancing your retention strategy.

1. Keep culture in mind: Your business’ M.O. has a huge impact on job satisfaction and productivity. When hiring an employee, assess their skillset and experience but don’t forget to look at how their personality will add to the business culture. Look for employees who will mesh well with the team and overall culture of the business.

2. Focus on mission and purpose: Today’s workforce, especially younger generations (Z and Alpha), need to know the point of their work — the “why” behind what they’re doing — and they need to believe in their company’s mission. They want to know that their work matters and is making a difference. This has to come from the top down. Business leaders must live the mission and be consistent.

3. Encourage and promote personal development: You don’t need to dedicate a huge budget to this. There are a lot of excellent, free webinars and networking events. Lunch-and-learns are great resources as well. The important thing is to encourage your employees to continue advancing themselves professionally by offering time to attend webinars, conferences or online courses.

If retention is a challenge for your business, consider this statistic: 78 percent of employees would stay longer at a company if they saw a clear career path for themselves there. High-achieving, ambitious candidates are attracted to employers who can demonstrate a proven track record of development and career advancement for those who perform well. Sharing examples of employees who’ve been promoted and have taken advantage of professional development opportunities can really help to attract top talent.

4. Focus on teamwork: Promote team-building activities that encourage employees to communicate, work through problems and get to know each other outside of the office. Comradery increases morale and creates a sense of unity. Don’t think of team

building as being limited to specific activities; it should be ingrained in all aspects of the company culture. Look at things such as where employees sit, how meetings are structured and how you interact with your customers. All of these things can help build a strong sense of teamwork that improves employee performance and retention. Industry research has shown that friendships at work increase employee engagement and help to hold onto the best personnel.

5. Give employees the option of flexibility: Businesses with inflexible working conditions tend to have lower employee retention. Look for ways you can build flexibility into the day for your employees, whether it’s adjusting work hours to accommodate children’s school schedules, offering the option to work from home some days, or just being less rigid about arrival and departure times. Doing this will alleviate stress for employees and, along with open communication and trust, help build a strong company culture and increase job contentment.

Top talent is hard to attract and even harder to retain. The most important thing to remember as you recruit for your next role is to make sure you are bringing in employees who will build on your company culture, believe in your values, and share or exceed your drive and zest.

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

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In today’s employee-driven job market, here's what top candidates are looking for. Photo via Getty Images

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.

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NASA names new chief astronaut based in Houston

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NASA has a new chief astronaut. Scott Tingle, stationed at the space agency’s Johnson Space Center in Houston, assumed the post Nov. 10.

Tingle succeeds NASA astronaut Joe Acaba, who had been chief astronaut since February 2023. Acaba now works on the staff of the Johnson Space Center’s director.

As chief astronaut, Tingle runs NASA’s Astronaut Office. His job includes developing astronauts’ flight crew operations and assigning crews for space missions, such as Artemis missions to the moon.

Tingle, a former captain in the Navy, was named a NASA astronaut candidate in 2009. He has logged over 4,500 flight hours in more than 50 aircraft.

Tingle was a flight engineer aboard the International Space Station, where he spent 168 days in orbit during two expeditions that launched in December 2017. Since returning to Earth, he has held various roles in the Astronaut Office, including mission support, technical leadership and crew readiness.

Before joining NASA, Tingle worked in El Segundo, California, on the technical staff of The Aerospace Corp., a nonprofit that supports U.S. space programs.

Tingle recalls expressing his desire to be an astronaut when he was 10 years old. It took him four tries to be accepted by NASA as an astronaut candidate.

“The first time I figured it was kind of too early. The second application, they sent out some feelers, and that was about it. Put in my third application, and got a couple of calls, but it didn’t quite happen,” Tingle said in an article published on the website of Purdue University, his alma mater.

ExxonMobil officially pauses plans for $7B Baytown hydrogen plant

Change of Plans

As anticipated, Spring-based oil and gas giant ExxonMobil has officially paused plans to build a low-hydrogen plant in Baytown, Chairman and CEO Darren Woods told Reuters in late November.

“The suspension of the project, which had already experienced delays, reflects a wider slowdown in efforts by traditional oil and gas firms to transition to cleaner energy sources as many of the initiatives struggle to turn a profit,” Reuters reported.

Woods signaled during ExxonMobil’s second-quarter earnings call that the company was weighing whether it would move forward with the proposed $7 billion plant.

The Biden-era Inflation Reduction Act created a new 10-year incentive, the 45V tax credit, for production of clean hydrogen. But under President Trump’s "One Big Beautiful Bill Act," the window for starting construction of low-carbon hydrogen projects that qualify for the tax credit has narrowed. The Inflation Reduction Act mandated that construction start by 2033. But the Big Beautiful Bill switched the construction start time to early 2028.

“While our project can meet this timeline, we’re concerned about the development of a broader market, which is critical to transition from government incentives,” ExxonMobil Chairman and CEO Darren Woods said during the company’s second-quarter earnings call.

Woods had said ExxonMobil was figuring out whether a combination of the 45Q tax credit for carbon capture projects and the revised 45V tax credit would enable a broader market for low-carbon hydrogen.

“If we can’t see an eventual path to a market-driven business, we won’t move forward with the [Baytown] project,” Woods said.

“We knew that helping to establish a brand-new product and a brand-new market initially driven by government policy would not be easy or advance in a straight line,” he added.

ExxonMobil announced in 2022 that it would build the low-carbon hydrogen plant at its refining and petrochemical complex in Baytown. The company has said the plant is slated to go online in 2027 and 2028.

ExxonMobil had said the Baytown plant would produce up to 1 billion cubic feet of hydrogen per day made from natural gas, and capture and store more than 98 percent of the associated carbon dioxide. The plant would have been capable of storing as much as 10 million metric tons of CO2 per year.

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This article originally appeared on EnergyCapitalHTX.com; it was updated to include new information about the plant in December 2025.

8 can't-miss Houston business and innovation events for December

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Editor's note: Houston’s innovation scene is loading up the calendar before the holidays. From climatetech pitch days to the return of favorite festive shindigs, here's what not to miss and how to register. Please note: this article may be updated to include additional event listings.

Dec. 3 — SouthWest-Midwest National Pediatric Device Innovation Consortium

This annual event brings together members, colleagues and guests of the FDA-supported pediatric consortium who are dedicated to assisting device innovators throughout the lifecycle in delivering innovative solutions to patients. Featured speakers include Dr. Danielle Gottlieb from Le Bonheur Children's Hospital, Balakrishna Haridas from Texas A&M University and Dr. Chester Koh from Texas Children’s Hospital.

This event is Wednesday, Dec. 3, from 3:30-8 p.m. at Texas A&M EnMed Tower. Register here.

Dec. 4 — Resiliency & Adaptation Sector Pitch Day: Scaling Solutions to Address Climate Disruption

Join innovators, industry leaders, investors and policymakers as they explore breakthrough climate and energy technologies at Greentown's latest installment of its Sector Pitch Day series, focused on resiliency and adaptation. Hear from Adrian Trömel, Chief Innovation Officer at Rice University; Eric Willman, Executive Director of the Rice WaTER Institute; pitches from 10 Greentown startups and more.

This event is Thursday, Dec. 4, from 1-3:30 p.m. at the Ion. The Ion Holiday Block Party follows. Register here.

Dec. 4 — The Ion District Holiday Block Party

The Ion District, Rice Alliance and Greentown Labs will celebrate the season during the Ion District Holiday Block Party. Expect to find local bites, drinks, music and meaningful connections across Houston’s innovation ecosystem. Guests are invited to participate in Operation Love’s holiday toy drive supporting local families.

This event is Thursday, Dec. 4, from 4-7 p.m. Register here.

Dec. 8 — Pumps & Pipes Annual Event 2025

The annual gathering brings together cross-industry leaders in aerospace, energy and medicine for engaging discussions and networking opportunities. Connor Grennan, Chief AI Architect at the NYU Stern School of Business, will present this year's keynote address, entitled "Practical Strategies to Increase Productivity." Other sessions will feature leaders from Cena Research Institute, NASA Ames Research Center, ExxonMobil, Southwest Airlines and more.

This event is Monday, Dec. 8, from 8 a.m.-5 p.m., at TMC Helix Park. Register here.

Dec. 9 — Jingle and Mingle

Don your ugliest sweater and snap a pic with Startup Santa! Bayou City Startups, Rocket Network, Founder Institute and Energytech Nexus are bringing back their popular Jingle Mingle for the third year. Network and celebrate with founders, community stakeholders and others in Houston's innovation scene. Donations to the Houston Food Bank are encouraged in place of tickets.

This event is Tuesday, Dec. 9, from 5-7 p.m., at the Solarium in Midtown. Register here.

Dec. 9 — European Innovation Spotlight

Celebrate European cooperation and innovation with the European Innovation Council during an exclusive demo night and networking event at Greentown Labs. Hear from 15 EIC-backed founders supported by the European Union with top-class climatetech technologies, listen to a fireside chat and engage in a networking event following the pitches.

This event is Tuesday, Dec. 9, from 4:30-7 p.m., at the Ion. Register here.

Dec. 9-10 — Energy LIVE

Energy LIVE is Reuters Events' flagship ConfEx that brings the full energy ecosystem together under one roof to solve the industry's most urgent commercial and operational challenges. The event will feature 3,000-plus senior executives across three strategic stages, a showcase of 75-plus exhibitors and six strategic content pillars.

This event is Dec. 9-10 at NRG Park. Register here.

Dec. 15 — Innov8 Hub Pitch Day

Hear pitches from members of the latest Innov8 Hub Innovators to Founders cohort, which empowers academic scientists and innovators to become successful startup founders. Meet and network with the founders over light bites and drinks at a reception following the pitch competition.

This event is Monday, Dec. 15, at the Innovation Center at UH Technology Bridge (Bldg. 4). Register here.

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