Former NASA astronaut is investing in the future of the oil and gas industry

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Tim Kopra spent over 244 days in space, and now he's using his tech background to invest in emerging energy companies. Courtesy of Tim Kopra

When Tim Kopra returned from space in 2009 after he served as flight engineer on NASA's Expedition 20, he was ready to transition into civilian life. The Army vet went to business school, received his MBA in 2013, and started thinking about his next steps here on earth.

That is, until he was called back by NASA to serve as flight engineer then commander of the ISS in Expedition 46/47. He landed in June of 2016 after spending a career total of 244 days in space.

The timing was right this time around for Kopra. A former classmate of his, Ernst Theodor Sack, had worked at a Riverstone Holdings for a decade and had realized the potential for funding smaller, more niche startups. Sack was ready to branch out on his own, and Kopra was looking for his next career opportunity too.

That's how the two partnered up to create Blue Bear Capital, an investment fund that invests in data-driven technology companies in the energy supply chain.

"You can think of it as Silicon Valley tech, IoT, analytics, machine learning, SaaS business models applied to oil and gas, wind, solar, and energy storage," Kopra says.

The energy industry has been known to be slow to adopt new technology, like analytics, machine learning, and the Internet of Things, Kopra says, but Blue Bear's goal is to find the startups creating cutting edge technology and help them gain a footing in the industry.

"In order to adopt new technology, our view is that it has to be able to demonstrate clear value proposition upfront — not something that promises to improve operations down the line. It needs to happen relatively quickly."

Blue Bear capital closed its fund in the fourth quarter of 2018 with a total of eight investments. Kopra spoke with InnovationMap on how he's merged his space career into a tech investment guru.

InnovationMap: What sort of experience do you bring in to your investment responsibilities from your Army and NASA days?

Tim Kopra: On face value, it may sound like an odd match, taking someone with a tech and operational background and putting them in venture, but quite frankly it feels very familiar to me because my career has really been focused on working on complex technology and operations with very small teams. It's not just a theoretical understanding of the technology, but understanding how to use the technology and how it works.

It's something that over time, when you work with different kinds of aircraft or experiments on the Space Station or the space suits we use on space walks or the robotics system we used, you really develop a strong sense of how we as humans are able to work with technology and improve the functions we have in our jobs. That's a valuable aspect I bring to the table.

There's the operational component too. You can have great technology, but if it's not well matched to its job and implementation, it's not going to have the ability to solve the problems it was intended for. Third component is with small teams. I've worked with teams of two to 10 to 30 to several hundred — you recognize the need for people to work more effectively together.

I was on the last couple of astronaut selection committees. Our most recent one was going through 18,300 and select 12. Our job during the last portion of the selection is interviewing the last 50 or so. Those people competing for those spots are rock solid when it comes to their technical background and operational experience. The one thing we were asking ourselves as the interview committee was, "Who'd you want to go camping with?" It's the matter of the kind of people you can spend time with and be effective with. When we look at companies to invest in, we are looking for good small teams like that.

IM: How has Houston's tech ecosystem changed throughout your career?

TK: When we started in January of 2017, we saw one conference every few months that was involved in innovation and new technology and its application in oil and gas. Whereas now, it's pretty much every month that there's a major event about applying new technology in the industry.

IM: So, how has the city been for you as an investor?

TK: Obviously, Houston is the center for traditional energy and oil and gas. One thing that has been notable over our journey is the increased involvement in corporate venture funds. And, then the number of startups — it's a growing number and there's plenty of room for growth when it comes to energy startups. We've definitely seen an improvement in the types of technology provided and the number of startups emerging.

IM: Do you feel like the relationship you have with corporate VCs is competitive or collaborative?

TK: I think that the environment for venture capital in Houston in particular is very collaborative. When it comes to the corporate VCs, we're aligned because often times they are looking for companies farther along and then secondly, we're happy to co-invest with corporate teams. There are plenty of deals to go around, and we think working together we can definitely succeed.

IM: What types of companies are you looking for?

TK: We consider companies that are early revenue companies. We focus on data-driven technology companies, but they need to have recurring commercial revenue, so not just pilots.

IM: What's next for Blue Bear?

TK: We recently closed the fund, and what that means is we need to deploy the capital. We've invested in eight companies and had one exit, which we are excited about.

What we try to do is find the absolute best in class within a sector in which we invest.

IM: What keeps you up at night, as it pertains to your business?

TK: It's a very dynamic world. We have to keep track of macro trends and understand where the market is going. That has everything to do from the price of oil to government incentives to what large companies are investing in. I wouldn't say that it keeps us awake at night, but there's so many facets of the business that can impact what we do — positively and negatively. But we are constantly keeping track of what's going on in the world and what's going on in our sector.

The one thing we are most focused on right now is maintaining deal flow that we've been able to achieve. Going through the thousand or so companies we have over the past couple of years has been an extremely arduous task, but it's necessary for us to be able to understand the market.

We need to be as diligent as we have been over the past couple years. It's a really exciting space to work in, and we just need to maintain that level of excitement.

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Portions of this interview have been edited.

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Houston tech platform raises series C round backed by Mastercard

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Network

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

Employee Referrals

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

Alternative Candidates

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

Contingent Workforce

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

Internal Talent

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

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