Where to work: These 2024 Houston Innovation Awards finalists are hiring

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Want to work for one of the top startups in Houston? These ones are hiring. Photo via Getty Images

About a third of this year's startup finalists for the Houston Innovation Awards are hiring — from contract positions all the way up to senior-level roles.

The finalists, announced last week, range from the medical to energy to AI-related startups and will be celebrated next month on Thursday, November 14, at the Houston Innovation Awards at TMC Helix Park. Over 50 finalists will be recognized for their achievements across 13 categories, which includes the 2024 Trailblazer Legacy Awards that were announced earlier this month.

Click here to secure your tickets to see which growing startups win.

Let's take a look at where you could land a job at one of Houston's top startups.

Double-digit growth

When submitting their applications for the 2024 Houston Innovation Awards, every startup was asked if it was hiring. Four Houston startups replied that they are growing their teams rapidly.

Houston e-commerce startup Cart.com, one of the city's few $1 billion-plus “unicorns," reported that it is hiring approximately 50 new employees. The company, which focuses on commerce and logistics software development, secured $105 million in debt refinancing from investment manager BlackRock this summer following a $25 million series C extension round that brought Cart.com’s Series C total to $85 million. It currently has about 1,500 employees and 4 offices in three companies since it was founded in 2020, according to its website.

Houston energy tech company Enovate Ai (previously known as Enovate Upstream) reported that it is hiring 10-plus positions. The company, with 35 current employees, helps automate business and operational processes for decarbonization and energy optimization. Its CEO and founder, Camilo Mejia, sat down for an interview with InnovationMap in 2020. Click here to read the Q&A.

Square Robot is hiring about 10 new Houston employees and 15 total between Houston and other markets, according to its application. The advanced robotics company was founded in Boston in 2016 and opened its Houston office in August 2019. It develops submersible robots for the energy industry, specifically for storage tank inspections and eliminating the need for humans to enter dangerous and toxic environments. Last year it reported to be hiring 10 to 30 employees as well, ahead of the 2023 Houston Innovators Award. It currently has 25 Houston employees and about 50 nationally.

InnoVent Renewables LLC is also hiring 15 new employees to be based in Mexico. The company launched last year with its proprietary continuous pyrolysis technology that can convert waste tires, plastics, and biomass into fuels and chemicals. The company scaled up in 2022 and has operations in Pune, India, and Monterrey, Mexico, with plans for aggressive growth across North America and Latin America. It has 20 employees in Mexico and one in Houston currently.

Senior roles

Geothermal energy startup Sage Geosystems reported that it is looking to fill two senior roles in the company. It also said it anticipates further staff growth after its first commercial energy storage facility is commissioned at the end of the year in the San Antonio metro area. The company also recently expanded its partnership with the United States Department of Defense's Defense Innovation Unit and announced this month that it was selected to conduct geothermal project development initiatives at Naval Air Station in Corpus Christi. It has 12 full-time employees, according to its application.

Steady growth

Other companies reported that they are hiring a handful of new workers, which for some will increase headcount by about 50 percent to 100 percent.

Allterum Therapeutics reported that it is adding six employees to its current team of 13. The biopharmaceutical company that is under the Fannin Partners portfolio of med tech companies was awarded a $12 million product development grant from the Cancer Prevention and Research Institute of Texas this spring.

Dauntless XR will add between five and eight employees, according to its application. It currently has four employees. The augmented reality software company, originally founded as Future Sight AR in 2018, recently secured a NASA contract for space weather technology after rebranding and pivoting. The company's CEO, Lori-Lee Elliott, recently sat down with the Houston Innovators Podcast. Click here to hear the interview.

Syzygy Plasmonics is hiring four positions to add to its team of 120. The company was named to Fast Company's energy innovation list earlier this year.

Venus Aerospace is adding five to 10 key hires to its team of 72. Andrew Duggleby founded the company with his wife and CEO Sassie in 2020, before relocating to the Houston Spaceport in 2021. Last year, Venus raised a $20 million series A round, and it successfully ran the first long-duration engine test of their Rotating Detonation Rocket Engine in partnership with the Defense Advanced Research Projects Agency, or DARPA, earlier this year.

​Seeking selectively

Other finalists are adding to their teams with a handful of new hires of contract gigs.

​Future roles

Other finalists reported that they are currently not hiring, but had plans to in the near future.

NanoTech Materials Inc., which recently moved to a new facility, is not currently. Hiring but said it plans with new funding during its series B.

Renewable energy startup CLS Wind is not hiring at this time but reported that it plans to when the company closes funding in late 2024.

From Your Site Articles
Here’s some advice on how to successfully navigate the current hiring atmosphere, where college graduates may play a big role in combatting staffing shortages. Photo via Getty Images

Bridging the skills gap: How recent college grads can help address urgent staffing needs

guest column

With the current low unemployment rate, locating seasoned and talented staffers who require minimal training is no small task, especially within the high-tech sector. At the same time, college graduates are hungry for new opportunities. In fact, according to the Federal Reserve Bank of St. Louis, many new workforce members are currently underemployed. Approximately 4 in 10 are working in a job that does not utilize the skills they recently obtained on a college campus.

On the employer side, there’s the fear of excessive onboarding needs. On top of that, many hiring managers are afraid that recently trained staffers will simply move on to a new opportunity in a few short years or even months.

But when faced with multiple open positions, is it worth taking the chance on the newest members of the workforce? Here’s some advice on how to successfully navigate the current hiring atmosphere, where college graduates may play a big role in combatting staffing shortages.

Consider culture fit

Hard skills are always important. But at the same time, recognize bright and energetic applicants equipped with a baseline of strong knowledge also tend to be rapid learners. These individuals can often get up to speed quickly as long as they receive the appropriate level of training and mentoring over their first few months on the job. In short, there are many cases where hard skills can be taught.

But how about soft skills?

Identifying candidates who understand and appreciate the company’s culture is a separate but critically important issue. When considering whether to bring an individual on board, be sure to assess all of their compatibilities as well. Often, some extra training for an employee who already values and appreciates the company environment results in a staff member who will stay with and benefit the organization for many years to come.

Look for transferable skills

In the current highly competitive hiring atmosphere, it can be difficult to locate candidates with skills that perfectly align with the needs of open positions. Therefore, it’s important for HR staff and hiring managers to consider transferrable skills. While an individual candidate may not be familiar with a particular software solution, do they have any experience that suggests they are well-equipped to navigate relatively similar systems? Be sure to closely review resumes and CVs that might reveal these hidden strengths. In addition, make certain your list of candidate interview questions is crafted to elucidate this kind of information. Remember that recent college graduates often lack significant interview experience. As a result, you may need to pose specific questions that get to the heart of the information you are seeking. For example, you might ask a candidate to relay past experiences where they needed to learn a new skill or solve a complex problem rapidly. This helps identify whether they can navigate new waters in the workplace or whether they can translate previously held skills into new ones.

Benefits of in-house development programs

Skilled employee shortages tend to surface repeatedly. Even if you don’t have any openings right now, things can change rapidly in a matter of months or even weeks. Because this is the case - especially in the technology sector - consider launching internal training programs that help recent hires learn new skills or sharpen older ones. One option would be in-house training by a skilled staffer as part of the new employee onboarding process. Other possibilities include online learning sessions or a partnership with a local college. Training programs can also be launched to help longtime employees learn new skills as emerging, modernized systems are introduced into the workplace, benefitting the company’s entire workforce.

Track new employee progress

All new employees — whether they are recent college grads or more established members of the workforce - can benefit greatly from a performance review process that features frequent check-ins throughout the initial stages of employment. Supervisors should try to meet weekly or biweekly with new staff during their onboarding process to assess their progress in learning new skills, while identifying needs for additional training. Managers should also regularly communicate with mentors assigned to new employees to ensure skills are developed in a positive learning atmosphere.

In addition to any perceived hurdles, companies should also consider the many benefits of hiring recent college graduates. In some cases, they might bring with them new insights and experiences with emerging technologies. They often arrive with an eagerness to learn and they can introduce ideas and energy, creating increased enthusiasm in the workplace.

When it comes to filling vacant positions, there are many cases where considering recent college graduates can greatly benefit your company. A little training and mentoring can often go a long way and sometimes, taking a chance on a yet unproven, but smart and energetic candidate can land a professional who will benefit the organization for years or even decades to come.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

Turning a job seeker into a job keeper takes time and effort, but it is well spent. Photo via Getty Images

6 tips for retention in a tough job market from this Houston expert

Guest Column

If you are searching for new talent, you realize the job market is tight. Finding the right person to fill the role takes a lot of hard work, and you use a lot of resources to properly onboard them. The real challenge is retaining these new employees and converting them into long-term assets for the organization. When you take a strategic approach to hiring, onboarding and employee management, job seekers become job keepers.

Master onboarding

First impressions are lasting impressions. Many companies put their best foot forward during the hiring process but can fall short after the candidate accepts the offer. Developing a well-structured onboarding process sets a positive tone for the employee experience. Your onboarding process should introduce the new employee to the company culture, team members and job responsibilities. Consider having a mentorship program matching new employees with company ambassadors who can help show them the ropes throughout their first three to six months. A structure surrounding the onboarding process eases the candidate-to-employee transition and helps them feel welcomed into the organization.

Explore career paths

Growth opportunities are an attractive benefit for many job seekers. Establishing a system for advancement and communicating how employees can use learning and development opportunities to meet their career goals can draw people to your organization and encourage them to stay. However, it's the open conversations between managers and employees, the regular performance reviews and the training opportunities that truly empower them to explore and shape their career pathways.

Provide competitive compensation and benefits

A competitive salary and benefits are great retention tools, providing a sense of security for both the employer and the employee. While not all small businesses and startups can compete head-to-head with larger corporations’ packages, it is important to analyze compensation and benefits competitively and determine how you can position your business as a more attractive option. Small businesses and startups offer a more hands-on experience for the employee; they have direct access to leadership and the potential to have a hand in major business decisions. These opportunities to learn and make changes are a great retention tool.

Support work-life balance

Retaining employees is highly dependent on supporting a healthy work-life balance. Small businesses are often more flexible and can provide more attractive flexible work arrangements, allowing employees to better manage their life and work obligations. Paid time off is an attractive benefit, but people stay when they feel like they can take it without feeling guilty. Offering benefits that support the employee at home and work, including wellness initiatives, demonstrates the company values their well-being.

Encourage open communication

Open communication and transparency within the workplace are powerful retention elements. A positive workplace culture is created when leaders and managers regularly communicate with employees. Employees who feel heard and valued are more likely to stay with your organization. Establishing open-door policies, conducting regular feedback sessions and conducting employee surveys can help address any concerns quickly and strengthen a supportive culture.

Give recognition

A recognition and awards program highlighting employee contributions through praise and incentives can positively impact retention. Appreciation for a job well done strengthens employees’ commitment to an organization and increases engagement. Communicating the parameters of the recognition programs allows employees to strive toward these goals and take pride in the awards they receive.

Turning a job seeker into a job keeper takes time and effort, but it is well spent. Investing in your retention efforts strengthens your team, increases employee tenure, and reduces recruiting and onboarding costs. With an engaged and talented workforce on staff, your business is primed to grow successfully.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

When you are aware of the red flags and scams, you are better prepared to not become a victim to their crimes. Photo via Getty Images

Houston expert on recognizing AI scams in hiring, recruitment, and retention

guest column

Attracting the best and the brightest employees is the goal of every startup and small business. Making these efforts more difficult, beyond the tight labor market in some industries, some employers are becoming the target of job scams — ones that seem unbelievable but occur include an unknown face showing up on the first day of work.

These scams occur because the candidate hired someone else to sit in for them during their video interview. Due to the remote nature of our work environment, some remote employees pay someone else to complete their job duties.

More sophisticated scammers can use deep-fake AI technology to mimic real people in interviews. Once the scammer is hired, they may steal data or install ransomware. AI technology continues to evolve, and so will scams. This is why it is crucial to know how to identify a scam and prepare to protect your business.

Watch for red flags

Fake-applicant scams, whether high- and low-tech, commonly target remote jobs. Most low-tech fake applicants are not trying to hack into your system. They are typically focused on making a good impression, even though they misrepresent their background and skills to get the job.

When recruiting, thorough background checks should identify scammers; however, you ideally want to identify the scam before it gets that far. The red flags to look for is a resume that is “perfect” for the job, exact verbiage of the job description, a LinkedIn profile with little information and error-filled emails. You do not want to assume the worst, but these tactics should be on your radar.

Know about deep-fake AI

Advanced technologies continue to improve making it harder to identify deep-fake AI candidates. Most people have seen footage of celebrities or politicians that seem real, but deep-fake technologies were used. There are many times the difference is imperceptible. This technology makes it even harder to tell the difference between a real or fake applicant. If you know what to look for, there are a few things to look out for, such as a candidate having a slight disconnect between their voice and their mouth movement. Syncing issues can happen to real people with poor Wi-Fi connections, but recruiters can address it with the candidate during the conversation, and it tends to correct itself.

Paying close attention to a candidate’s legal documents can help identify deep-fake AI candidates. When personal information does not align, you must determine if it was an honest mistake or something more sinister. When you require one in-person interview during the process, it helps verify the candidate’s identity. Real applicants will not have a problem with a face-to-face interview, where scammers will not agree to it and remove themselves from the process.

As deepfakes become more prevalent, there are new resources teaching people the difference between AI-generated images and reality like Northwestern University’s “Detect Fakes.”

Utilize background checks

Checking references and conducting background checks are an important step in finding the best candidate who fits your organization. These are crucial steps that should not be skipped. It is here where many business owners identify red flags that were not visible in prior interview stages. You become more prone to corrupt applicants when you do not look into a candidate’s work and education history.

Ask deeper interview questions

It is good practice to ask more open-ended questions during an interview but going beyond “yes” and “no” answers help spot scammers. Asking questions that require the candidate to tell a story about their experience helps you determine if the candidate is a real person. Employe the 80/20 rule – allowing the applicant to do 80 percent of the talking while the interviewer only speaks 20 percent of the time – is great interview technique for everyone, but crucial when trying to cull out a scammer.

With new technologies come new scams. There are many things business owners need to think about, and safeguarding your business from nefarious applicants should be high on the list when hiring. When you are aware of the red flags and scams, you are better prepared to not become a victim to their crimes.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

Here are some tips to help startups and small businesses break through to candidates who are content in their current position or afraid to jump to a smaller business in today’s market. Photo by Tima Miroshnichenko from Pexels

How Houston startups can hire top talent amid 'The Big Stay' trend of 2024

Guest column

Attracting “A-plus” talent when job candidates are favoring "The Big Stay” is a challenge for small businesses today. This is especially true when small businesses are competing with larger corporations for the same top talent.

To help startups and small businesses break through to candidates who are content in their current position or afraid to jump to a smaller business in today’s market, small businesses need to strategically position themselves as an attractive, viable alternative.

The following tips can help small businesses increase their appeal and attract top job candidates.

Employer branding

The employer brand or managing your reputation among job seekers and internal employees, plays a crucial part in attracting talent. Your internal workplace culture influences current employees and potential job candidates, but it also includes your digital presence. You want to ensure your digital footprint – website to social media – reflects your values, culture and successes. Your career page is a first impression for the job candidate. Including testimonials, day-in-the-life videos and clear job descriptions enhances the appeal of your organization.

Online reviews are another area that needs attention from an employer branding standpoint. Managing your reputation on review platforms like Glassdoor, Indeed and LinkedIn, exhibits how you address concerns and take any corrective action. It is also a barometer for many job candidates regarding employee satisfaction and potential areas for improvement.

Unique selling points

Your product or service has a unique selling point (USP) for customers and your company has a USP for talent. Small businesses usually trump larger corporations in flexibility and innovation. Small businesses can make quick decisions and employees can make a big impact on the company’s direction and success. When job candidates desire to make a substantial impact and have a more dynamic work environment, this is a definitive USP.

Learning and development programs that offer greater opportunity for leadership, cross-functional work and rapid advancement than your larger competitors can be appealing to top talent. Many high performers desire to move up the ranks and make a notable impact as quickly as possible, which is quickly attainable with startups and small businesses. The pathways to career advancement are many times less rigid in small business.

Compensation and benefits

Startups and small businesses usually cannot compete head-to-head with salaries, but there are a number of other ways to make your business more attractive to top talent. Starting off, you need to do your market research to ensure your compensation package is competitive, but other desirable benefits to consider include work-from-home or flex work options, health and wellness programs, financial wellness programs and robust retirement plans. Offering flexible benefits packages that can be tailored to meet the needs of employees at different life stages can be a considerable draw as well.

Candidate experience

When you are trying to recruit candidates who may be content with their current positions, it is important to make the application process as straightforward and clear as possible. This shows attention to detail, tells the candidate that you know what you want in an employee and it is respectful of their time. Once they apply, being responsive to their communication, establishing clear timelines and providing constructive feedback further elevates the candidate experience.

Referrals

Employees are your best recruiting tool. A personal referral speaks volumes since very few recommend candidates who would not fit the culture or the jobs available. Additionally, encouraging current employees to share their positive experiences with the company on social media can help cast a wider recruiting net.

Even though many employees are choosing to stay in their current roles, startups and small businesses can position themselves as attractive employers of choice. When you intentionally position yourself in an authentic manner, top-tier talent looking for career-growth opportunities, influence and meaningful work can be lured away from large competitors that may offer more traditional stability and name recognition.

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Jaune Little is a director of recruiting services with Insperity.

It is important for hiring managers to be realistic as they approach recruiting and hiring timeframes and make smart hiring decisions. Photo via Getty Images

Houston expert: How you should be approaching recruiting in 2024

guest column

The January jobs report, per BLS, may be cause for celebration with 353,000 new jobs, but with a low unemployment rate of 3.7 percent, the tight labor market persists.

The same report states there were 2,000 more jobs in oil and gas extraction in January. Finding the right people for energy jobs can be a challenge right now as the industry has experienced flux the past few years. Many energy employers find key talent has moved into new industry verticals, drawn by the promise of increased stability.

Recruiting in the tech and energy sectors may be challenging, but the right candidates are out there. It is important for hiring managers to be realistic as they approach recruiting and hiring timeframes and make smart hiring decisions. The organization will be better off in the long run for this approach.

The following recruiting strategies are poised to support energy employers throughout the year.

Get personal.

Job candidates want to feel like their future employer is genuinely interested in them, which means recruiters should personalize the candidate’s experience. This starts by taking a holistic look at the hiring funnel and considering ways to make each candidate feel as though they are the only one you are talking to for the role.

Each touchpoint impacts how the candidate perceives the organization. The job description should inspire candidates, making them excited to apply and motivating them to dream about a future with your organization. Personalizing recruitment outreach messages to speak to their individual talents instead of a standard, generic message speaks volumes.

Moving through the hiring process as quickly as possible is important, but recruiting is about the long game. There are candidates who fall into place in a matter of days. Other times, you may have a conversation with a candidate months or even years before the timing is right for them to make a move. Asking about the candidate’s professional timeline and letting them know that you are willing to work with them, no matter how fast or slow, makes them feel special and valued by your company.

Be ready to compromise.

It has become hard to find the right fit for some of the energy jobs today. However, this does present an opportune moment for employers to reassess the conventional prerequisites typically required for specific positions. Criteria such as an exact college degree, a specified number of years of relevant experience, industry-specific expertise, an unbroken work history and proficiency in specific software applications are areas to reconsider in the job postings, job descriptions and interviews. This strategic adjustment broadens the talent pool and provides access to individuals whose suitability for a role might have been overlooked. Shifting away from stringent education backgrounds and narrowly defined experience, and instead prioritizing qualities such as adaptability and learning capabilities in the search for candidates, recruiters may discover a smoother path to securing qualified candidates.

Grow internal talent.

Recruitment today also means recruiting internally. The optimal approach to efficiently filling positions is promoting the role internally as existing employees have a vested interest and are deeply ingrained in the company’s culture. Their familiarity with colleagues, procedures and protocols facilitates a swift transition into new roles. In order for this to become a possibility, it’s imperative for leaders to nurture internal talent through professional development initiatives that equip employees with the skills needed for advancement. Tailored learning opportunities, mentorship and guidance for reskilling and upskilling can foster internal mobility, enhance employee retention and ensure sustained success. With all this in mind, recruiters should keep in close contact with management teams to discuss internal candidates and their career path.

There is no one way to recruit in 2024, but focusing on the individual and their skills as well as in-house candidates can make it a successful endeavor.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

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This Houston neighbor was the fastest growing U.S. city in last decade

Booming Burb

It's no secret that Houston's population is growing faster than most other metros in the U.S., but now a surprising Houston-area neighbor has been named the No. 1 fastest-growing suburb nationwide over the last decade: the booming city of Fulshear.

Fulshear led the nation with an astonishing 1,082 percent increase in population from 2014 to 2023, according to a recent growth study by marketplace platform StorageCafe.

Overall, Texas cities dominated StorageCafe's list of the top 10 fastest-growing U.S. cities from 2014 to 2023.

The report said the city had nearly 27,000 residents in 2023, but now the U.S. Census Bureau estimates Fulshear's population has now grown to more than 42,600 people.

"With its blend of a relaxed lifestyle, urban conveniences, top-rated schools and strong job opportunities, Fulshear consistently ranks among the best places to live in Texas," the report's author wrote.

This isn't the first time Fulshear has entered the spotlight for its exploding population: it was the No. 2 fastest-growing U.S. city in 2023, and recently came out on top of GoBankingRates' new study ranking of the fastest-growing affluent suburbs in America for 2025.

Several other Houston-area suburbs also saw major growth over the last decade, including Manvel (No. 24), Katy (No. 82), and Conroe (No. 83).

"Manvel doubled its population between 2014 and 2023, while Katy and Conroe each recorded increases of over 50 percent," the report said. "By contrast, Houston itself grew by just 6 percent, aligning with the average growth rate for large U.S. cities."

The report added that the Houston area's population surge has also led to a high demand for housing, where home values have risen 60 percent over the last 10 years. Home prices in Fulshear stood at more than $521,000 in November 2024, whereas Manvel's home prices were over $431,000 during that same period.

For comparison, the national average price of a home is $354,000.

Katy and Conroe had the most affordable home prices out of the four Houston suburbs in the report, at $347,740 and $318,952, respectively, for November.

StorageCafe says the reasons for population shifts vary greatly, with many people seeking out cities with a more affordable cost of living, or those moving for socioeconomic factors like better employment opportunities.

"Population growth is far from even across the U.S. Some cities are experiencing significant increases, directly driven by steady in-migration, rising immigration and birth rates outpacing death rates," the report said. "But what’s fueling these trends runs deeper — economic and social forces like shifting job markets, the rise of remote and hybrid work and soaring living costs are all reshaping where people choose to live."

Other fast-growing Texas cities
Texas had the greatest number of cities to earn spots in the report's ranking of the 100 fastest-growing U.S. cities over the last decade, with 25 total cities making the cut with the highest growth rates nationwide.

Dallas-Fort Worth had the highest number of fastest-growing Texas suburbs on the list, comprising 11 cities: Celina (No. 2), Melissa (No. 3), Princeton (No. 7), Prosper (No. 8), Fate (No. 9), Anna (No. 14), Midlothian (No. 33), Royse City (No. 43), Forney (No. 45), Little Elm (No. 58), and Frisco (No. 72).

Meanwhile, Austin had five suburbs land on the list: Manor (No. 6), Leander (No. 16), Kyle (No. 53), Hutto (No. 54), and Buda (No. 68).

San Antonio also had five suburbs make the top 100, including Boerne (No. 63), Selma (No. 74), Fair Oaks Ranch (No. 70), New Braunfels (No. 77), and Canyon Lake (No. 99).

The top 10 fastest-growing cities over the last decade are:

  • No. 1 – Fulshear, Texas
  • No. 2 – Woodbridge, Virginia
  • No. 3 – Celina, Texas
  • No. 4 – Davenport, Florida
  • No. 5 – Melissa, Texas
  • No. 6 – Manor, Texas
  • No. 7 – Princeton, Texas
  • No. 8 – Prosper, Texas
  • No. 9 – Fate, Texas
  • No. 10 – Nolensville, Tennessee
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This article originally appeared on our sister site, CultureMap.com.

Houston space tech startups share latest updates on lunar missions and more

space update

Houston-based space tech companies Axiom Space and Intuitive Machines recently shared updates on innovative projects and missions, each set to launch by 2027.

Axiom Space

Axiom Space, developer of the world’s first commercial space station and other space infrastructure, is gearing up to launch two orbital data center nodes to low-earth orbit by the end of 2025.

The Axiom Space nodes will lay the foundation for space-based cloud computing. Axiom says orbital data centers provide cloud-enabled data storage and processing, artificial intelligence, and machine learning directly to satellites, constellations, and other spacecraft in Earth’s orbit. This innovation will reduce reliance on earth-based systems, enhance wireless mesh networks and improve real-time operation of space-borne assets, according to Axiom.

Axiom has been working on the development of orbital data centers since 2022. The two nodes going into space in 2025 will be part of Kepler Communications’ 10-satellite data relay network, which is scheduled to launch by the end of this year. Axiom Space and Kepler Communications have been collaborating since 2023.

Kam Ghaffarian, co-founder, executive chairman, and CEO of Axiom, says his company already has deals in place with buyers of space-based cloud computing services. Orbital data centers “are integral to Axiom Space’s vision of era-defining space infrastructure, unlocking transformational capabilities and economic growth,” he says.

Axiom Space says it will be able to buy additional payloads on Kepler’s network to boost capacity for orbital data centers. The two companies will team up to provide network and orbital data center services to various customers.

Intuitive Machines

Meanwhile, Intuitive Machines, a space exploration, infrastructure and services company, has picked SpaceX’s Falcon 9 rocket to launch its fourth delivery mission to the moon. The launch will include two lunar data relay satellites for NASA.

Intuitive Machines says its fourth lunar delivery mission is scheduled for 2027. The mission will comprise six NASA commercial lunar payloads, including a European Space Agency drill set designed to search for water at the moon’s south pole.

“Lunar surface delivery and data relay satellites are central to our strategy to commercialize the moon,” Intuitive Machines CEO Steve Altemus says.

The first of five lunar data relay satellites will be included in the company’s third delivery mission to the moon. The fourth mission, featuring two more satellites, will be followed by two other satellite-delivery missions.

Houston doctor aims to revolutionize hearing aid industry with tiny implant

small but mighty

“What is the future of hearing aids?” That’s the question that led to a potential revolution.

“The current hearing aid market and technology is old, and there are little incremental improvements, but really no significant, radical new ideas, and I like to challenge the status quo,” says Dr. Ron Moses, an ENT specialist and surgeon at Houston Methodist.

Moses is the creator of NanoEar, which he calls “the world’s smallest hearing aid.” NanoEar is an implantable device that combines the invisibility of a micro-sized tympanostomy tube with more power—and a superior hearing experience—than the best behind-the-ear hearing aid.

“You put the NanoEar inside of the eardrum in an in-office procedure that takes literally five minutes,” Moses says.

As Moses explains, because of how the human cochlea is formed, its nerves break down over time. It’s simply an inevitability that if we live long enough, we will need hearing aids.

“The question is, ‘Are we going to all be satisfied with what exists?’” he asks.

Moses says that currently, only about 20 percent of patients who need hearing aids have them. That’s because of the combination of the stigma, the expense, and the hassle and discomfort associated with the hearing aids currently available on the market. That leaves 80 percent untapped among a population of 466 million people with hearing impairment, and more to come as our population ages. In a nearly $7 billion global market, that additional 80 percent could mean big money.

Moses initially patented a version of the invention in 2000, but says that it took finding the right team to incorporate as NanoEar. That took place in 2016, when he joined forces with cofounders Michael Moore and Willem Vermaat, now the company’s president and CFO, respectively. Moore is a mechanical engineer, while Vermaat is a “financial guru;” both are repeat entrepreneurs in the biotech space.

Today, NanoEar has nine active patents. The company’s technical advisors include “the genius behind developing the brains in this device,” Chris Salthouse; NASA battery engineer Will West; Dutch physicist and audiologist Joris Dirckx; and Daniel Spitz, a third-generation master watchmaker and the original guitarist for the famed metal band Anthrax.

The NanoEar concept has done proof-of-concept testing on both cadavers at the University of Antwerp and on chinchillas, which are excellent models for human hearing, at Tulane University. As part of the TMC Innovation Institute program in 2017, the NanoEar team met with FDA advisors, who told them that they might be eligible for an expedited pathway to approval.

Thus far, NanoEar has raised about $900,000 to get its nine patents and perform its proof-of-concept experiments. The next step is to build the prototype, but completing it will take $2.75 million of seed funding.

Despite the potential for making global change, Moses has said it’s been challenging to raise funds for his innovation.

“We're hoping to find that group of people or person who may want to hear their children or grandchildren better. They may want to join with others and bring a team of investors to offset that risk, to move this forward, because we already have a world-class team ready to go,” he says.

To that end, NanoEar has partnered with Austin-based Capital Factory to help with their raise. “I have reached out to their entire network and am getting a lot of interest, a lot of interest,” says Moses. “But in the end, of course, we need the money.”

It will likely, quite literally, be a sound investment in the future of how we all hear the next generation.

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