How to avoid bad hiring decisions when it matters most, according to this Houston expert

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Despite the inevitability of bad hires, recruiters equipped with proper tools and training can identify red flags and take preventive measures. Photo by Tima Miroshnichenko from Pexels

Hiring the right people for the right roles is ideal and can make an organization reach new heights. The reality is every business has made a bad hire.

Finding the wrong fit for a team or organization is not uncommon, but it is important to know what it costs the organization, which can be detrimental to company finances and its workplace culture, especially small businesses and startups where the impact is magnified.

The U.S. Department of Labor reports a bad hire can cost up to 30 percent of the employee’s wage, which would be approximately $18,000 since the average American wage is $60,000. In addition, there are soft costs of managers and leadership time during the hiring and training process, which adds up quickly.

Bad hires explained

A bad hire can simply be someone who is not the best fit for the position or the company. The quality of work may not meet expectations; however, there are behaviors that can point to a bad hiring decision. New hires who were recruited due to specific knowledge or a skillset, but they do not deliver, have a negative attitude, or are disengaged, are all signs of a bad hire.

Even though hiring the best people for the job should be every recruiter’s goal, they are sometimes pressured to quickly fill the role. Once a new hire starts, it does not take long to find out if they are a bad hire. Recruitment is vital to a company’s success, so it is important to know how to identify a bad hire before they join the organization, the red flags, and the lasting impacts to the workplace culture.

Right turns, wrong fit

Business leaders most certainly think they are bringing in the right person for the job, but the wrong fit can significantly impact the organization.

Suffering morale and reduced teamwork: Incompetent employees force team members to cover their work, negatively impacting morale. If these issues persist, it signals to existing employees that suboptimal work is acceptable, which adds stress, distraction and reduced engagement.

Unmet expectations: When a new employee exaggerates their qualifications, they may struggle to meet expectations, resulting in slow or inadequate work product, which can be especially detrimental in a small business setting. This not only impacts the company financially but also demands managers’ time for oversight and performance issue resolution.

Weakened employer reputation: Startups and small businesses depend heavily on their hard-earned reputation and brand. Employees represent a company’s values, and when they fail to embody them, it can negatively influence sales, vendor relationships and recruitment efforts. Actions of employees, both in-person and online, significantly shape public perception.

Client attrition: Poor performance or unprofessional behavior can damage client relationships, leading to business losses. These client experiences may lead to lasting consequences for the company’s reputation, affecting potential clients and key partnerships, and its bottom line.

Recruiting and training challenges: The recruiting process usually spans four to six weeks, involving tasks such as drafting the job description, obtaining approvals, posting ads, resume screening, candidate communication, interviews and offer negotiations. After accepting an offer, new employees, regardless of experience, require time to familiarize themselves with the organization, its processes and job responsibilities. If a poor hiring decision is made, the recruitment process may persist, leading to extended periods of onboarding.

Preventing bad hires

Experienced recruiters can still make bad hires, but certain measures can help mitigate risks:

Fine-tune job descriptions. Clear and concise job descriptions aid in identifying suitable candidates and provide a better understanding of position expectations.
Take sufficient time. Resist the pressure to fill the role; prioritize finding the right candidate to avoid subsequent costs.
Standardize the interview process. Employ set questions for consistency and involve team members in behavioral and peer-to-peer interviews to assess cultural fit.
Check references. Verify candidates’ honesty, skills, attitude toward work, and work ethic through thorough reference checks.

Despite the inevitability of bad hires, recruiters equipped with proper tools and training can identify red flags and take preventive measures. This proactive approach ensures better preparation for attracting top talent and minimizes the impact of suboptimal hiring decisions on the company.

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Karen Leal is performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

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Intuitive Machines lands $148M as part of NASA Moon Base funding

to the moon

Houston-based Intuitive Machines has been awarded $148.3 million to deliver its Nova-C lander to the moon by 2028. The funding is part of $600 million that NASA recently awarded to three companies as part of the agency’s Moon Base Program.

The contracts aim to support sustained human presence and commercial operations on the Moon. Austin-based Firefly Aerospace was awarded $144.2 million by NASA for one mission and Pittsburgh-based Astrobotic netted $297.9 million for two lunar landings. Intuitive Machine's award is the company's sixth task order under NASA's Commercial Lunar Payload Services (CLPS) program.

“We’re building a proving ground for Moon Base operations,” Ryan Stephan, NASA’s Moon Base acting director of cargo landers, said in a news release. “Accelerating our Moon mission ordering cadence and launch opportunities enable us to move quickly to learn, iterate, and improve.”

Under the latest task order, Intuitie Machines will deliver three scientific and operational payloads to the moon, which include a:

Linear Energy Transfer Spectrometer (LETS) radiation monitor to gather critical environmental safety data
Advanced stereo cameras to analyze surface-plume interactions (SCALPSS)
Laser retroreflector array (LRA) for precise cislunar positioning

The funding breakdown includes a $68.6 million base contract and a $79.7 million performance incentive for Intuitive Machines.

The company says the funding will allow it to create a standardized and repeatable "lunar utility pipeline" for delivering cargo to the moon.

"We are shifting the paradigm from custom aerospace engineering to commercial mass production of lunar infrastructure," Steve Altemus, CEO of Intuitive Machines, said in a separate news release. "Our flight-proven Nova-C platform allows us to build, test, and deploy multiple landers in parallel using Industry 4.0-powered manufacturing. This contract directly advances our core mission to provide persistent, reliable, and commercial baseline of transport, connectivity, and operations that allows our customers to stay longer and achieve more on the Moon."

NASA also shared that it is exploring plans to send PROMISE, a rover based on the Mars Perseverance and Curiosity rovers, to the moon and it plans to seek proposals for additional lunar lander missions, technology demonstrations, a communications and navigation satellite network, and new science payloads to support its lunar outpost. NASA is developing its Moon Base near the lunar South Pole. The agency expects it to come to fruition sometime after 2032.

Intuitive Machines had received its last CLPS award for $180.4 million in March 2026. It will be the first mission to utilize the company's larger cargo lunar lander, Nova-D. The company was also recently awarded a $1 million grant from Maryland Gov. Wes Moore to expand its robotics operations in the state.

UT team develops wearable technology for atmospheric water harvesting

In The Air

Engineers at the University of Texas at Austin have developed a prototype jacket that harvests clean drinking water directly from the atmosphere, and it works even in the driest desert conditions.

The research, published in Science Advances, marks the latest milestone in nearly a decade of work by materials scientist and chair professor Guihua Yu and his team at the Cockrell School of Engineering's Walker Department of Mechanical Engineering and Texas Materials Institute. The wearable technology marks a significant leap: instead of a bulky, stationary machine, this jacket does the work.

Photo courtesy of UT Austin

"We have been working on atmospheric water harvesting technology for a number of years," Yu says. "This current version is even more wearable. We're transitioning from conventional, more stationary water harvesting to something truly portable and personal."

Yu's lab first published work on hydrogel-based water harvesting around 2019, and the jacket is the latest evolution of that platform, now called AirGel. Last year, the broader AirGel invention won the top prize in the graduate category of the National Collegiate Inventors Competition.

The jacket is woven with specially engineered hydrogel fibers; ultra-porous materials that attract and absorb moisture from the surrounding air much like a household desiccant. Unlike a desiccant, the material doesn't require intense heat to release that water. The hydrogel is thermally responsive, meaning a modest rise in temperature — even from mild solar heating — is enough to release the water it has captured.

So, somebody would be wearing the jacket, or perhaps carrying this gel-like textile as a blanket, as it passively absorbs moisture from the air. Then they would detach the textile panels and place them into a small, portable collector unit; essentially a compact heater. The water evaporates out of the textile, condenses inside the collector, and drips out as clean, drinkable water.

"It immediately becomes drinkable because it already goes through the distillation process," Yu explains.

In trials, the jacket produced between 400 and 900 milliliters of water per day depending on humidity, or roughly 14-30 ounces, nearly a quart, depending on the air's humidity. With one kilogram of the textile, the researchers found they could generate approximately 3.7-4 liters of water in arid conditions, and potentially double that in humid ones. So far, the team has tried the jacket out in very dry, semi-dry, and humid areas, and the jacket was able to pull water from each climate.

Lead researcher Chuxin Lei, a postdoctoral researcher on Yu's team and co-author on the paper, says the goal was to rethink who this technology could serve.

"Many current [atmospheric water harvesting] systems are still built as rigid or stationary platforms, making them less suitable for people who are moving, working outdoors, or operating in some remote environment. This lead us to ask whether we could build a water harvesting system that could become more like clothing — light, wearable, flexible, and naturally suited for personal use," Lei says.

The potential applications are wide-ranging. Yu's team has previously worked with the Department of Defense on water solutions for soldiers, where water logistics can be dangerous and costly. The technology could also serve hikers, emergency responders, disaster relief workers, and agricultural and field workers. Anyone who needs clean water on the go and far from infrastructure.

The team also sees a potential future where the technology complements large-scale centralized water systems rather than replacing them.

"Our solution cannot be a universal solution for all," Yu acknowledges. "But I think it's an extremely important alternative."

For now, the jacket is still a laboratory prototype, but Yu and Lei are optimistic. With the right industry partnerships, they say, the technology could realistically reach commercial scale within three to five years.

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This article originally appeared on CultureMap.com, written by Natalie Grigson.

Houston ranks among world’s top 30 emerging startup ecosystems

Startup Status

Long known as the Energy Capital of the World, Houston also ranks among the world’s top 30 emerging startup ecosystems, according to a new report.

The report from Startup Genome, a research and advisory organization, doesn’t assign a specific numeric ranking to Houston’s startup ecosystem. Rather, it puts Houston in the ranking range of 21 to 30 for emerging ecosystems. Startup Genome weighed factors such as early-stage funding, performance and talent to identify the top emerging ecosystems.

Houston also gained notice for being one of the world’s 20 emerging ecosystems with at least four unicorn startups in the past 10 years. Houston and nine other ecosystems each had four unicorns.

According to StartupBlink, a startup research platform, Houston’s startup ecosystem grew 24 percent in 2025, with over 1,300 startups and total startup funding exceeding $808 million. StartupBlink places Houston at No. 46 among the world’s top 100 startup ecosystems.

In a recent post on LinkedIn, David Horsup, executive in residence at the Rice Alliance Clean Energy Accelerator, wrote that Houston “has all the ingredients to be wildly successful if it stays true to its differentiated pillars that drive the economy — energy, medical, and aerospace.”

Mumbai topped Startup Genome’s list of emerging ecosystems, followed by Istanbul, Madrid, Salt Lake City-Provo and Barcelona. After Salt Lake City-Provo, the top U.S. ecosystems were Phoenix, Detroit, Minneapolis and Las Vegas.

Silicon Valley led Startup Genome’s ranking of the world’s top established ecosystems, followed by New York City, London, Tel Aviv and Boston. Austin landed at No. 18 in this category and Dallas at No. 27.

“For much of the past decade, this report has chronicled the welcome dispersion of opportunity beyond the traditional hubs,” Startup Genome writes. “That trend has not died — but it has been complicated. Capital and scale are consolidating once more, particularly in the United States, and the gap between leading and emerging ecosystems is widening.”

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