Houston expert: How leaders can manage divisive topics in the workplace to maintain a unified culture

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Business leaders can foster a positive and productive work environment by implementing clear policies, focusing on the company's mission, and promoting respect and neutrality amid divisive cultural and social issues. Photo via Getty Images

Social issues to economic pressures and personal challenges are all stressors businesses must face and navigate. When employees face these obstacles, they can impact their performance. Amid it all, business leaders must adopt proactive strategies to maintain morale, professionalism and productivity.

People bring divisive topics into the workplace. Everyone has a different opinion on today’s news and current events, which can excite some and alienate others. Below are key strategies that employers can implement to manage potential conflicts and foster a positive work environment.

Create clear policies

Tempering controversial topics and cultural discussions is done with clear policies that outline acceptable behaviors. These policies should cover physical and virtual workspaces, specifying topics and content that are appropriate for work. What may seem like neutral items, like photos or trinkets seen on a video call, can sometimes stir controversy if they carry controversial associations.

Policies need to clearly state what is considered controversial cultural discussions and what is acceptable to address in the office or post on social media. Exceptions may be needed for discussions protected under the National Labor Relations Act, such as employees discussing wages. Removing vagueness helps set clear expectations and avoid misunderstandings.

It’s critical for leadership to follow the policies they developed. By their own actions, leadership can show the importance of staying neutral and professional at work. This sets a standard others can follow, resulting in a more focused and cohesive workplace. Conversely, if leaders openly discuss hot topics, employees may feel encouraged to do the same, creating undue tension among team members.

Remember clients and customers

Clients and customers likely have different opinions than your business leaders. Avoiding divisive topics and discussions helps bolster good working relationships with clients and customers who most certainly have a wide range of cultural views.

Everyone within the company, from the top down, should focus on the company's core mission. This laser focus will help maintain client relationships.

Strengthen mission and values

Most things today can become politicized, so it can be beneficial to take a close look at the company’s mission statement and values. It’s important to ensure these statements continue to reflect the company’s commitment to positive contributions for the broader community, clients, and employees. No matter the size of the company, the mission and values should provide a unifying purpose that can help buffer the workplace from tensions.

In today’s complex cultural landscape, it is important to create a culture of respect, neutrality, and complete focus on the company’s mission.

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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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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

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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

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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

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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.

Houston expert weighs in on how to best take advantage TikTok's trending "corporate weapon" videos that highlight productivity in the workplace. Photo via Getty Images

Houston expert: How to leverage this viral trend to boost performance of your workforce

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Trending corporate weapon videos portray the time in the day when employees put down their phone, ignore distractions, and accomplish a high volume of work in a short period. Influencers are also discussing their “daily corporate weapon timeline,” which describes the ebbs and flows in their productivity throughout their day.

Managers can implement a few strategies to leverage corporate weapon mode for performance management.

Discuss performance with your team

Corporate weapon is an avenue to discuss performance and time management with your staff. The videos have attracted attention because professionals find them relatable, hybrid, and remote workers in particular.

Even if you do not send your employees corporate weapon videos, you can nonetheless begin a conversation about daily ebbs and flows in productivity. Personal factors such as child care duties, commute time and circadian rhythm can influence an individual’s daily productivity timeline. Your team can improve their collaboration through understanding one another’s workflows and optimizing team schedules to maximize productivity.

Address digital distraction

Remote work can help employees cultivate a distraction-free environment. That said, phones can become a distraction whether your employees work in the office or at home. In corporate weapon videos, professionals usually put their phones away before focusing fully on their work.

Statistics reveal that many professionals struggle with online distractions. Research from nonprofit Screen Education has suggested that on average, workers spend 2.5 hours a day accessing digital content unrelated to their work.

Managers should proactively address digital distractions with their teams in a non-judgmental tone way. They can also suggest time management tools, such as screen-limiting or time-tracking software, so employees can understand how they might use their time more effectively.

Encourage employees to enter deep focus

Corporate weapon mode illustrates how crucial deep focus is to performance management. When an individual is in deep focus, they are focusing only on the task at hand without distractions.

Too many meetings can limit opportunities for employees to perform deep focus work. In fact, research from the Harvard Business Review shows that when 76 businesses cut back on meetings by 40 percent, employee productivity went up 71 percent. In addition, employee satisfaction rose 52 percent.

One option to allow additional time for deep focus is to designate some days or time as “meeting-free” company-wide. Managers can help, too, by encouraging their team to block off windows on their calendars for independent work, which will not require the organization to change its overall policies.

More than a TikTok trend, corporate weapon mode is a chance for leaders to initiate a transparent discussion with their staff. Through more effective time management, employees can optimize their performance and contribute to business success.

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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.

This week's roundup of Houston innovators includes Lacey Tezino of REACH, Prabhdeep Singh Sekhon of Gold H2, Jill Chapman of Insperity. Photos courtesy

3 Houston innovators to know this week

who's who

Editor's note: Every week, I introduce you to a handful of Houston innovators to know recently making headlines with news of innovative technology, investment activity, and more. This week's batch includes a podcast with the new CEO of a gold hydrogen biotech company, the leader of a health tech program, and an HR expert.


Lacey Tezino, program manager at the Gulf Coast Consortium's Research Evaluation and Commercialization Hub

According to program manager Lacey Tezino, REACH received 31 applications over the course of a month last fall. Photo courtesy

A group of seven groundbreaking scientists has been chosen as the first cohort of a top-flight new program for medical innovators.

Last year, the National Institute of Health (NIH) awarded theGulf Coast Consortium with a $4 million grant. Its use? The Research Evaluation and Commercialization Hub, known as REACH. REACH combines the powers of one of the world’s largest inter-institutional cooperatives — including eight Houston-area medical research organizations— to help accelerate fledgling innovations.

According to program manager Lacey Tezino, REACH received 31 applications over the course of a month last fall.

“They were really solid applications. I was just like, ‘Can we take all of them?’” Tezino tells InnovationMap. Continue reading.

Prabhdeep Singh Sekhon, CEO of Gold H2

Prabhdeep Singh Sekhon joins the Houston Innovators Podcast. Photo courtesy of Gold H2

Using microbes to sustainably unlock low-cost hydrogen sounds like the work of science fiction, but one Houston company is doing just that.

Gold H2, a spin-off company from Cemvita, has bioengineered subsurface microbes to use in wells to consume carbon and generate clean hydrogen. The technology was piloted two years ago by Cemvita, and now, as its own company with a new CEO, it's safe to say Gold H2's on its way.

"First of all, that was groundbreaking," Prabhdeep Singh Sekhon, CEO of Gold H2, says of the 2022 pilot in the Permian Basin, "to be able to use bugs to produce hydrogen within a couple of days."

"2024 is supposed to be the year where Gold H2 takes off," Sekhon, who joined the company in April, tells the Houston Innovators Podcast. "It was one of those opportunities that I couldn't turn down. I had been following the company. I thought, 'here is this innovative tech that's on the verge of providing a ground-breaking solution to the energy transition — what better time to join the team.'" Continue reading.

Jill Chapman, director of early talent programs at Insperity

Ultimately, volunteer programs provide a platform for employees to make a positive impact in the community. Photo courtesy of Insperity

Companies of all sizes and stages can implement community-focused initiatives for volunteering, as Jill Chapman of Insperity explains in a guest column.

"Expanding one’s social responsibility doesn’t have to break the bank," she writes. "Smaller companies trying to make an impact should start by establishing initiatives that lay the foundation for a successful volunteer program. To further build out a volunteer program, leaders should look to their employees to define what organizations or causes they are passionate about."

Chapman provides more details on how to introduce volunteering to your workforce. Continue reading.

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2 Houston suburbs rank among 10 best cities to retire, says U.S. News

Slowing Down

Houston and nine of its suburbs are earning new acclaim on U.S. News and World Report's just-released list of the best U.S. cities for retirees in 2027. Two northern suburbs, The Woodlands and Spring, are resting easy among the top five nationwide.

The 2027 Best Places to Retire list evaluated over 850 U.S. cities based on six livability metrics that best serve American retirees: quality of life, affordability, health care, retiree taxes, job market, and population and migration. The top 250 finalist cities were then ranked nationally and by city size.

Midland, Michigan topped the list for the second consecutive year and is followed by Homosassa Springs, Florida (No. 2) and Weirton, West Virginia (No. 3).

The Woodlands and Spring respectively maintained their standings as the No. 4 and No. 5 best cities for retirees for the second year in a row. The Woodlands topped the separate list of the best midsized U.S. cities to retire, while Spring landed 5th among the smallest U.S. cities.

Houston proper was declared the No. 2 best big city for retirees, and it ranked 89th overall. Elsewhere in the metro, Pearland (No. 13) and Conroe (No. 14) ranked just outside the overall top 10 but ranked 4th and 5th among the best midsized cities for retirees.

U.S. News said affordability is the "most considered factor" when it comes to picking the best place to live a low-stress retirement life, and that's what Houston and its neighbors deliver. Affordable cities also give retirees "a sense of security and comfort as they live out their golden years," according to Megan Wood, U.S. News assistant managing editor of home services and real estate.

"It’s no secret that affordability is top of mind for Americans this year, which is why U.S. News updated its weighting criteria to better align with what retirees prioritize," Wood said. "The 2027 rankings reflect key metrics used to highlight the places that
best suit retiree needs."

Sugar Land was declared the 10th best place to live in the U.S. in a separate U.S. News report earlier this year, but it doesn't quite meet the expectations for retirees. This particular suburb ranked as the 45th best overall city to retire, but it fared better in the city size ranking and landed 13th among the biggest U.S. cities.

Pasadena also surprised as the 85th best place to retire nationwide in this report, despite being hailed as the No. 3 best city to retire in Texas by RetirementLiving.com.

Three more Houston neighbors ranked among the top 100 overall best places to retire for 2027: League City (No. 25), Missouri City (No. 49), and Baytown (No. 88).

These are the top 10 best U.S. cities to retire for 2027:

  • No. 1 – Midland, Michigan
  • No. 2 – Homosassa Springs, Florida
  • No. 3 – Weirton, West Virginia
  • No. 4 – The Woodlands
  • No. 5 – Spring, Texas
  • No. 6 – Rio Rancho, New Mexico
  • No. 7 – Altoona, Pennsylvania
  • No. 8 – Paducah, Kentucky
  • No. 9 – Lynchburg, Virginia
  • No. 10 – Palm Coast, Florida
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This article first appeared on CultureMap.com.

Air taxi network to land in 'Texas triangle' of Houston, Austin, DFW next year

taking flight

San Jose, California-based aerospace company Archer Aviation is bringing its air-taxi system to the “Texas triangle” of Houston, Austin and Dallas-Fort Worth.

Currently, the planned zero-emission electric air taxi networks will use Archer’s Midnight air taxi to “turn 60- to 90-minute drives to major airports, business districts and major destinations into 10- to 20-minute flights,” the company said in a news release. Archer plans to begin flights in the Texas triangle next year.

The Midnight air taxi is an all-electric vertical takeoff and landing (eVTOL) aircraft. It can carry four passengers and a pilot and is designed for consecutive flights of about 20 miles.

Archer cites the Texas triangle as one of the busiest and fastest-growing “megaregions” in the country due to its proximity to coastal regions, major airports, and a number of business districts.

Archer Chief Commercial Officer Nikhil Goel described the air taxi experience to CW Houston as “100 times quieter than a helicopter for the price of an Uber Black.” He added that the air taxis are a combination of a helicopter, a small airplane and a drone.

In Houston, Archer’s air taxi network will aim to connect George Bush Intercontinental, William P. Hobby and Sugar Land Regional Airport with downtown destinations, including the Thompson Hotel helipad, and Galveston.

In Austin, it plans to link the city's Austin-Bergstrom International Airport and Austin Executive Airport with the F1 Circuit Helipad at the Circuit of the Americas. Archer debuted its Midnight aircraft at the F1 Prix in the Fan Zone and the F1 Paddock at Austin’s Circuit of the Americas. The Dallas-Fort Worth network is slated to include Dallas-Fort Worth International Airport, Dallas Love Field, Addison Airport, Arlington Municipal Airport, Fort Worth Meacham International Airport and Perot Field Fort Worth Alliance Airport, plus major business hubs like Frisco Station.

“Texas is setting the bar for America’s leadership in the next generation of aviation,” Adam Goldstein, founder and CEO of Archer Aviation, said in the release. “Our planned networks will make the benefits of electric air taxis real for Texans — trading hours in traffic for minutes in the air, while connecting the biggest airports, business districts and sporting hubs in ways that America’s largest megaregion needs to grow.”

Archer is working with state and local partners to develop charging infrastructure and plans to pursue Texas operations through the White House’s eVTOL Integration Pilot Program, according to the release. It recently completed its "No Roads" flight tour, which included multiple flights over the San Francisco Bay, and flew to seven cities over three days.

5 Houston deep tech startups pushing the boundaries of their industries

meet the finalists

Houston has long been at the forefront of innovation, from NASA’s Johnson Space Center to its startup ecosystem using technology to disrupt industries.

As part of the 2026 Houston Innovation Awards, our Deep Tech Business category will honor an innovative startup providing technology solutions based on substantial scientific or engineering challenges, including those in the AI, robotics and space sectors.

Five deep tech companies have been named finalists for the 2026 award.

Read more about these businesses, their founders and their breakthrough technologies below. The 2026 winners will be announced on InnovationMap.com in mid-November.

Casimir

Battery tech startup Casimir develops semiconductor chips that produce continuous electrical power straight from the quantum vacuum, without the need for a battery, cord or external charge source. The company is targeting commercialization for its first-generation MicroSparc chip by 2028.

Harold “Sonny” White founded Casimir in 2023 after nearly two decades at NASA. The company emerged from stealth with a $12 million seed round in 2026. It was also awarded an STTR Phase I contract from the U.S. Space Force's SpaceWERX to support the development of the company's solid-state generator for potential use by the Department of the Air Force earlier this year.

FocisAI

Artificial intelligence startup FocisAI helps refinery owner-operators unlock actionable insights from 3D scans and images.

FocisAI was founded by CEO Tyler Wooten, COO Colin Snell and CTO Kyle Snell in 2026. It is a member of Greentown Labs and launched a seed round in September, which is expected to close by the end of the year, according to the company's application. It has rolled out 10 pilot programs and is looking to move into recurring, facility-scale deployments and scale its team in Houston this year.

Machine Saver Inc.

Industrial tech startup Machine Saver Inc. builds wireless and wired vibration and proximity sensors to tell heavy industry when a machine is about to fail. The company's technology runs on an 8-plus-year battery life and helps operators reduce downtime, improve maintenance and extend equipment life.

Machine Saver was founded by CEO Colton Bach and Quentin Bach in 2013. Its customers and partners include Houston Methodist, Blue Bell, Genemco, as well as energy and heavy industry, food and beverage, and cold chain companies, according to its application. The company is raising a Series A.

Square Robot

Energytech startup Square Robot develops and operates submersible inspection robotics that inspect aboveground storage tanks while they remain in service. The robots reduce downtime and costs, improve worker safety and limit hydrocarbon emissions.

Square Robot launched its Houston office in 2019 and closed a Series B in 2025. It plans to complete its first U.S. Navy demonstrator tank in November and is also developing real-time inspection software.

Venus Aerospace

Spacetech company Venus Aerospace is developing a high-thrust rotating detonation rocket engine (RDRE) that replaces the subsonic combustion used in conventional rocket engines. The RDRE is a compact, simpler engine that can deliver up to 15 percent greater efficiency for defense and space applications. It completed its first U.S. flight test of the engine last summer.

Venus Aerospace was founded in 2020 by CEO Cassie Duggleby and CTO Andrew Duggleby. It raised a $20 million Series A in 2022 and $42 million Series A2 in 2025. It closed a $91 million Series B earlier this year and expanded its leadership team. The company is working toward longer-duration and higher-thrust testing and advancing its flight program.

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