Proxima Clinical Research has its New Year's resolution and is ready to start working hands on with health tech startups. Graphic via proximacro.com

A contract research organization based in Houston has announced its new accelerator program aimed at helping startups quickly grow their health tech businesses.

Proxima Clinical Research released details of M1 MedTech, which expects to launch early next year. The CRO has raised funds to launch and invest in members of the inaugural cohort.

“Our goal is to move these companies substantially forward in a short amount of time,” says Kevin Coker, CEO of Proxima, in a news release. “Proxima is in a unique position to leverage our experienced team of regulatory, quality, and clinical experts. We won’t be working at arm’s length from these companies. We will be a big part of what they do every day.”

The program will focus on a small group of companies and the Proxima team will provide hands-on support, including instruction, workshops, and one-on-one mentoring.

“This will be a unique experience for all parties involved, as Proxima is also a young, yet established, company that is now creating a program to assist companies at an earlier stage,” says Larry Lawson, co-founder of Proxima, in the release. “Our experience in the CRO realm and ability to provide coaching in clinical, regulatory, quality, and go-to-market strategies will only strengthen M1 MedTech’s ability to support the success of emerging companies and provide more life-saving technology to the public.”

Kevin Coker and Larry Lawson co-founded Proxima in 2017. Photos courtesy

The accelerator will target Class II and III medical devices for its initial cohort. In the future, Proxima plans to expand to include an even more extensive incubator focused solely on Class III devices, according to the release.

“M1 will be a place where startups can go to receive concrete resources to further their development. The participant success is our sole focus, and the ultimate goal is to have a substantial impact on the ideation-to-market process for Class II and Class III medical devices,” says Isabella Schmitt, director of regulatory affairs at Proxima and a principal at M1, in the release. “Proxima’s specific expertise alongside our M1 partners will provide resources for all key areas of a medical device entrepreneur’s journey to market and beyond.”

The M1 MedTech applications will open online in the spring.

“We don’t view M1 as competitive to other accelerators, rather we believe it will offer a different experience. Our team will strive to create a personalized program where companies have a dedicated touch point throughout the process,” says Sean Bittner, director of programs at M1 MedTech, in the release. “We will also provide specific, tailored connections and resources vetted by our team through professional partnerships, not just a general list of industry contacts.”

One way to move the needle on developing femtech, according to this expert, is to make sure women have a seat at the table at venture firms funding the innovations. Photo via Getty Images

The growing femtech industry needs more attention — and funds, says this Houston expert

guest column

Femtech is a term that is generally given to medical products, software, and technologies that aim to enhance the health and wellbeing of women. But when people think of femtech, things like period tracker apps and pregnancy tests are usually the first things to come to mind. While those developments are important and used regularly, there are other diseases and chronic issues affecting women that need to be talked about as well.

The concept of femtech shouldn't replace "women's health" which considers broader issues, such as endometriosis and PCOS, as well as other conditions — such as heart disease — common to both men and women but clinically different in the latter. Femtech investors, manufacturers, and health advocates should focus on creating solutions for all issues and diseases that affect women, not just the most obvious.

However, more education and awareness is necessary to bring these issues to the forefront, as many people are not aware about how certain chronic issues and diseases affect women differently than they may affect men. For example, heart disease is the leading cause of death in women and men, but if you close your eyes and envision someone having a heart attack — do you see a man? Or a woman? Probably a man. And you're not alone. Because so much of our healthcare research has focused primarily on men, we are programmed to think of certain conditions affecting men predominantly when they are truly major health issues for both.

Similarly, when it comes to memory loss, women have a 1 in 5 chance of developing Alzheimer's disease compared to men being 1 in 11. Additionally, out of the more than 5 million people living with Alzheimer's in the U.S., 3.2 million are women. While there aren't as many Femtech-related products or solutions focused on these issues, there should be, especially in a rapidly growing industry.

According to the U.S. Clinical Laboratory Test Market, the femtech industry is expected to grow at a compound annual growth rate of more than 13 percent. Frost and Sullivan predicts the global Femtech market revenue will reach $1.1 billion by 2024, and BIS Research forecasts that by 2030 the sector will hit $3.04 billion. But even with great momentum, there is a knowledge gap that needs to be bridged. Overall, the industry has been underfunded and many opportunities have been overlooked, not necessarily because of gender. But, because investors in the industry are predominantly men, there is a lack of education and understanding of why these products are needed.

A solution would be for more women to become investors. Women have the personal experience and a better understanding of how these products will benefit them, which allows them to better understand the story told, increasing the chance the product will be funded and brought to market. To fund life-changing inventions for women, we need to have women involved, which means we need women to step into the investment community. Until more women get a seat at the investment table, women in femtech who are looking for investors need to be prepared to share real life stories and provide as much information as possible to have a better chance of securing funding.

The femtech industry is growing, and we will continue to see innovative devices and apps brought to market. With more education, a better understanding of other issues that affect women, and more female investors, the industry has the potential to take its growth to a new level.

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Isabella Schmitt currently serves as the director of regulatory affairs at Proxima Clinical Research Inc.
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Houston expert: How to thrive as an employer amid The Great Resignation

guest column

With Baby Boomers and older generations exiting the workforce in droves and COVID-19 variants still straining hospitals and doctors’ offices, the health-care industry is experiencing its own “Great Resignation” at a time when health-care occupations are projected to add more jobs than any other occupational group.

The U.S. Bureau of Labor Statistics’ Occupational Outlook Handbook reports that “Employment in health-care occupations is projected to grow 16 percent from 2020 to 2030, much faster than the average for all occupations, adding about 2.6 million new jobs … mainly due to an aging population, leading to greater demand for health-care services.”

This greater demand might run into a supply issue if employers don’t act swiftly to find creative ways to retain and recruit their staffs. Today’s workforce knows its value and is no longer so easily enticed or satisfied with basic benefits packages. It’s an employee market and employers across all industries are having to step up and bring their A-game when it comes to retention and recruitment.

What you can do to up your ‘A-game’ in 2022

COVID has taught employers that they must change to survive. Spend the time now to develop a strategic plan that will allow you to adapt and improve throughout the year. Be sure to give yourself a cushion in your budget that will allow you to meet new employee demands as they arise and to be generous with relocation and sign-on incentives when you compete for top talent. You can later list these incentives in your job advertisements and highlight any other benefits that might capture interest and bring talent into your organization.

Start your recruitment and retention efforts with a survey of your staff. Find out what they really need and want from you, then try to find ways to meet their demands. Some simple ways for you to take care of your employees right now include:

Bring employees meals to their floor.

Hospitals are becoming filled up once again with sick patients and most are understaffed as employees are contracting COVID from patients. Treat your staff to healthy food—not cookies and cakes—allow them to really stop and take 15 minutes to breathe and fuel their body. This can be done twice or three times a week for each shift. Talk to them about food options or restrictions so that everyone feels like they can participate.

Bring in a counselor on a monthly basis that employees may access during their shift.

Providing this accessible, valuable resource will give your staff the opportunity to address their mental health and wellness and can help you reduce burnout among your ranks.

Allow at least one meeting a week to be focused solely on your employees.

Often the shift start-up meetings are rushed due to the day’s demands. Spend at least one of these meetings a week asking your team things like, “Where do you feel you impacted someone this week?” or ask everyone to share a personal achievement that has helped them personally keep going. This will help you build unity with your team and develop a more positive, empathetic relationship.

Provide bonus incentives to take on extra shifts.

There’s a lot of work to be done and often too few people to do it, so make it worth their while by offering a bonus for taking on more work than normal. You can also provide an option for them to earn overtime on a rotation so they can plan accordingly and still have opportunities for rest and a life balance.

Help relieve the stress of being in a high-risk environment by offering additional paid sick leave for a COVID-related absence.

The paid leave should be for the employee to quarantine at home and convalesce or care for an immediate family member who has the disease, and it should not take away from their accrued unused time off. Consult your HR advisor or attorney to find out whether paid sick leave is legally required in your jurisdiction.

Say “thank you.”

It may sound overly simple but just having the executive leadership go in and say thank you, shake hands, or even show up to a shift meeting can show the staff that their leadership cares about their hard work and recognizes the excellent care they are providing to their clients and patients. People in health care or associated service industries just want to know that they are making a difference, so share positive feedback from patients when you can. It matters.

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Denise Macik is the manager of strategic HR advisory services for G&A Partners, a leading professional employer organization that has been helping entrepreneurs grow their businesses for more than 25 years.

Houston 3D printing company closes latest round of funding, plans to hire

money moves

Roboze — an Italian high-performance 3D printing company with its U.S. headquarters in Houston — closed a multimillion-dollar round of funding this month with investments from an international group of leaders from diverse backgrounds.

Investors include Nova Capital, Lagfin, Andrea Guerra, Luigi De Vecchi, Roberto Ferraresi, Luca Giacometti, Denis Faccioli and others, according to a statement.

“We are honored to have a group of investors of this caliber, who strongly believe in the vision of Roboze and in the change of production paradigm that our technology is enabling by replacing metals and producing parts without wasting raw materials," Alessio Lorusso, founder and CEO of Roboze, said in a statement.

Roboze aims to put the funds towards the research and development of a new "super material" developed in the company's R&D facility in Italy, where the company is also building a new chemistry lab.

The company added that it will also be implementing an aggressive hiring plan in 2022, hiring 60 experts in the next 12 to 18 months in fields such as materials science, chemistry, business development, aerospace, medical devices, and field and applications engineering. Half of the new jobs will be based in the U.S. while the others are slated to be located in Italy and Germany.

Roboze specializes in manufacturing industrial 3D printing technology, such as its ARGO1000, which the company says is the largest printer of its kind. Through a process called Metal Replacement 3D Printing, the company uses super polymers and composites like PEEK and Carbon PEEK to create large-scale, end-use parts for an array of industries—from aeronautics equipment to medical manufacturing.

The company currently works with GE, Bosch, and Airbus, among others, and announced in the statement that manufacturing giant Siemens Energy acquired its first 3D printer from the company.

"We think additive manufacturing is playing a key role in digitalization and cost out in the energy sector. At Siemens Energy we evaluated many companies and found that Roboze technology for high temperature polymers has met our engineering qualification and expectations," Andrew Bridges, Service Frame Owner at Siemens Energy, said in a statement. "As a result, we acquired our first machine and look forward to expanding our relationship with Roboze."

Atlanta growth equity firm acquires Houston health care startup

M&A moves

A Houston-based startup specializing in minimally invasive vascular procedures has made an exit.

Fulcrum Equity Partners, based in Atlanta, has announced the acquisition of Texas Endovascular Associates, a specialty physician practice across five locations in the greater Houston area. The terms of the deal were not disclosed.

“We are excited to partner with the Texas Endovascular team to continue growing the impressive platform they have already built,” says Tom Greer of Fulcrum Equity Partners in a news release. “The company has created a differentiated service model and is well positioned to continue its growth in Texas. We look forward to building on this strong presence in the state as well as pursuing strategic acquisitions as we expand its geographical footprint.”

Fulcrum manages over $600 million in assets and provides expansion capital to rapidly growing companies within health care — including IT, B2B software, and more.

The new funding will spur Texas Endovascular's growth into its next phase of business.

“We knew that finding the right equity partner was critical to our long-term growth prospects,” said Sean Mullen, CEO of Texas Endovascular. “After an exhaustive search and after meeting with multiple prospective PE firms, we chose Fulcrum because of their healthcare experience, collaborative approach, and impressive track record. We are excited to enter this new chapter in our company’s life with Fulcrum as our partner."

The two entities collaborated with Founders Advisors LLC, a merger, acquisition, and strategic advisory firm serving middle-market companies.

“Working with the founders of the practice, Drs. Fox and Hardee, as well as the CEO, Sean Mullen, was a pleasure. The entire team at Texas Endovascular acted as a cohesive unit and persevered to find the right partner in Fulcrum," says Michael White, managing director at Founders Advisors. "We are grateful for the opportunity to be a part of this process and we are looking forward to the future of Texas Endovascular in partnership with Fulcrum”.