Favor is hunting for its first-ever chief taco officer. Courtesy of Favor

Do you fancy yourself to be a taco aficionado? If so, you’ll really eat up a new job opening at delivery service Favor.

Owned by San Antonio-based grocery chain H-E-B, Favor is hunting for its first-ever chief taco officer. Yes, a chief taco officer — not to be confused with another type of CTO (chief technology officer).

“The company will pay one energetic, hungry, and social savvy Texan $10,000 to track down the best tacos across the state this summer,” Favor says in a news release.

Aside from the $10,000 in pay, Favor will provide food, accommodations, and transportation in each city, as well as wellness activities such as massages and yoga classes. In addition, the chief taco officer will receive customized Favor swag and one year of free Favor delivery.

“Tacos are one of the top Favored foods across all of the cities we serve throughout Texas,” says Jag Bath, CEO of Favor. “The history and culture behind one of the most iconic foods in the Lone Star State vary from city to city, and we’re excited for our new Chief Taco Officer to discover some of the best and most authentic tacos out there.”

Texas residents over 21 are eligible to apply. Applicants must create and share a short video on why they should be Favor’s chief taco officer, and submit a short form on Favor’s application page. The application deadline is 11:59 pm Thursday, May 12.

Favor’s chief taco officer may want to stock up on digestive aids, given the mass quantity of tacos they’re likely to consume. In 2015, Texas Monthly compiled a list of the 120 Texas tacos “you must eat before you die.” The list highlighted taco purveyors in 15 areas around the state, from Amarillo to Corpus Christi.

By the way, Austin-based outdoor services provider LawnStarter recently crowned Austin the state’s best city for tacos, followed by Round Rock, Dallas, San Antonio, and Houston. But if Favor’s chief taco officer is traversing Texas the entire summer, they’re bound to visit dozens of cities that could argue they deserve the title.

And perhaps Favor’s chief taco officer will do us a favor and crack the shell of Rent.com’s recent ranking of Texas as the No. 2 state for tacos, behind California. Everything’s bigger in Texas, right? That includes our appetite for tacos — and our prowess in producing them.

------

This article originally ran on CultureMap.

Houston was recognized as a growing hub for tech jobs. Photo via VioletaStoimenova/Getty Images

Now hiring: Houston companies are looking to fill thousands of tech positions, according to a new report

by the numbers

Houston isn't stereotypically viewed as a tech hub like Silicon Valley or Austin. Yet the Houston metro area's tech employment base continues to grow at an impressive hub-type pace.

According to CompTIA, a trade group for the IT industry, employers in the Houston area posted openings for 14,714 tech jobs in the third quarter of 2021, up 44 percent from the same period last year. Through the first nine months of this year, Houston-area employers listed nearly 39,000 openings for tech positions.

CompTIA says Microsoft was the most active Houston-area employer last month in terms of postings for tech jobs — 130. It was followed by Deloitte (115) and JPMorgan Chase (52).

Among the most in-demand positions in the Houston area are software developer, software quality assurance analyst, computer user support specialist, computer systems analyst, and database administrator, CompTIA says.

A report released earlier this year by CompTIA ranks Houston as the country's No. 1 metro area for the share of tech workers employed at non-tech businesses — 62.2 percent (compared with 34.8 percent in the Austin metro area). According to the Greater Houston Partnership, this figure helps explain why Houston "isn't a more visible tech hub."

CompTIA tallied 243,908 tech workers in Houston last year, putting it in 11th place for total tech employment among U.S. metro areas. That compares with 426,286 in the San Francisco metro area (No. 4) and 373,695 in Dallas-Fort Worth (No. 11).

The ranks of tech workers in Houston are expanding in part because of an influx of tech talent. Among major metro areas, Houston claimed the No. 2 spot for the next gain of tech workers (10.4 percent compared with the previous 12-month span) moving from other regions from March 2019 to February 2020, according to LinkedIn data cited by the Axios news website. Only Miami ranked higher (15.4 percent).

While Houston may not necessarily be the next Silicon Valley, it "is winning the competition to establish tech hubs in Texas," MarketWatchdeclared in July.

The article cites the move of the headquarters for Hewlett Packard Enterprise (HPE) from Silicon Valley to Spring as an example of Houston's ascendance in the tech economy. The HPE relocation "offers a vivid snapshot of a new tech frontier," MarketWatch observes, where the energy sector, major local universities, the Texas Medical Center, Mayor Sylvester Turner's office, and the local tech ecosystem are collaborating on cloud computing and other innovations.

"I want the rest of the world to know how much Houston is changing," Amy Chronis, managing director of Deloitte's Houston office, told MarketWatch. "The wakeup call was Amazon looking at candidates for HQ2, and Houston not making the second cut. Not enough technological talent was their reason. It was incorrect, but it lit a fire here."

Ad Placement 300x100
Ad Placement 300x600

CultureMap Emails are Awesome

Houston startup's revolutionary automotive recycling tech to begin commercial operations

houston innovators podcast episode 267

Vibhu Sharma observed a huge sustainability problem within the automotive industry, and he was tired of no one doing anything about it.

"Globally, humans dispose 1 billion tires every year," Sharma says on the Houston Innovators Podcast. "It's a massive environmental and public health problem because these tires can take hundreds of years to break down, and what they start doing is leaking chemicals into the soil."

Today, 98 percent of all tires end up in landfills, Sharma says, and this waste contributes to a multitude of problems — from mosquito and pest infestation to chemical leaks and fire hazards. That's why he founded InnoVent Renewables, a Houston-based company that uses its proprietary continuous pyrolysis technology to convert waste tires into valuable fuels, steel, and chemicals.

While the process of pyrolysis — decomposing materials using high heat — isn't new, InnoVent's process has a potential to be uniquely impactful. As Sharma explains on the show, he's targeting areas with an existing supply of waste tires. The company's first plant — located in Monterrey, Mexico — is expected to go online early in the new year, an impressive accomplishment considering Sharma started his company just over a year ago and bootstrapped the business with only a friends and family round of funding.

"It's about 16 months or so from start to commercial operations, which is phenomenal when you consider what it takes to build and operate a chemical or petrochemical facility," Sharma says.

Currently, with the facility close to operations, Sharma is looking to secure customers for the plant's products — which includes diesel, steel, and carbon black — and he doesn't have to look too far out of the automotive industry for his potential customer base. Additionally, the plant should be net zero by day one, since Sharma says he will be using the output to fuel operations.

While the first facility is in Mexico, Sharma says they are already looking at potential secondary locations with Texas at the top of his list. Houston, where Sharma has worked for 26 years, has been a strategic headquarters for InnoVent.

"When it came to doing the research and development, we were able to work with experts in the Houston and Texas areas to test out our idea and validate it," Sharma says. "One thing that gets under appreciated about Houston is how well it's connected to the rest of the world. There are so many direct connections between Houston and Latin America, as well as Europe, Middle East, and Asia."

"I also find that the Houston ecosystem is very supportive of new companies and helping them grow," he adds.

Houston expert on what AI is changing in the workplace — and why employers need to recognize the 'human edge'

guest column

When OpenAI's GPT-4 made headlines by passing the bar exam and scoring in the top 10 percent on medical licensing tests, I noticed something fascinating: everyone focused on AI replacing professionals, but they missed the deeper story. AI isn't just disrupting work – it's exposing fundamental flaws in how we've built our entire workplace ecosystem. It's holding up a mirror to our organizations, revealing just how far we've strayed from what makes us uniquely human.

The World Economic Forum tells us 44 percent of workers' skills will need updating by 2027, but that statistic only scratches the surface. In my conversations with business leaders, I'm watching a transformation unfold in real-time. Take the accounting industry, where I've observed forward-thinking firms like Deloitte and PwC turning their accountants into strategic business advisors while other firms continue training junior staff for tasks that AI will soon handle. This isn't just a skills mismatch – it's a fundamental misunderstanding of human potential.

The challenge runs deeper than individual industries. McKinsey predicts 30 percent of hours worked globally could be automated by 2030, but I believe they're missing a crucial point. We've spent decades designing jobs around industrial-era ideals of efficiency and standardization – the very qualities that make them perfect targets for AI automation. In our obsession with measuring, standardizing, and streamlining everything, we've created workplaces that treat humans like machines rather than the complex, creative beings we are.

What's emerging is a striking paradox: as work becomes more automated, our workplace cultures are growing more disconnected. Microsoft researchers identified a "collaboration deficit" in remote work environments, with 56 percent of employees reporting a decline in workplace friendships. This cultural shift is occurring precisely when we need human connection most. During the Great Resignation of 2021, 47 million Americans quit their jobs, they weren't leaving because of salary considerations or technological inadequacies. The most common reasons cited were lack of human connection, purpose, and authentic leadership.

Yet instead of heeding this wake-up call, the rise of AI is pushing us further apart. A decade ago, the concept of "workplace family" was commonplace – now it's often dismissed as manipulative corporate rhetoric. This shift reveals a troubling blindspot in our thinking about work. Consider this: we spend more than 90,000 hours at work over our lifetime – more time than we spend with our own families – yet we're increasingly treating these relationships as purely transactional. In our rush to establish boundaries and protect ourselves from corporate exploitation, we've overcorrected, creating sterile workplaces stripped of human connection.

This timing couldn't be worse. As someone who studies the intersection of technology and workplace culture, I've observed a clear pattern: the more we automate routine tasks, the more our success depends on distinctly human qualities like trust, emotional sensitivity, and the ability to navigate complex interpersonal dynamics. Yet we're systematically dismantling the very cultural foundations that enable these qualities to flourish. It's as if we're entering a boxing match by tying one hand behind our back – at precisely the moment we need every advantage we can get.

The real crisis isn't that AI might replace jobs – it's that we're creating workplace environments that suppress the very qualities that make us irreplaceable. When we treat our colleagues as mere interfaces rather than complex human beings, we don't just damage relationships – we damage our capacity for innovation, creativity, and the kind of deep collaboration that complex problem-solving requires.

Some companies are starting to get it right. When I look at examples like IKEA, who chose to retrain their call center workers as interior design advisors rather than simply replacing them with chatbots, I see a glimpse of what's possible. They recognized something profound: you can't automate the human ability to understand what a frustrated customer really needs, or the intuition to read between the lines of what they're saying.

This is what I call the "human edge" – and it's far more nuanced than most leadership teams realize. It's the marketing manager who can sense team tension during a video call and address it before it derails a project. It's the sales representative who builds such strong relationships that clients stay loyal through market upheavals. It's the team leader who knows exactly when to push for more and when to show compassion. These aren't just nice-to-have soft skills – they're becoming our most valuable business assets.

But here's the challenge: we're still trying to measure workplace success like it's 1990. We track productivity metrics, sales numbers, and project timelines, but how do we quantify someone's ability to defuse a tense client situation? How do we measure the value of a team leader who creates an environment where people feel safe to innovate? These human capabilities – empathy, emotional intelligence, relationship building, creative problem-solving – are increasingly what separate successful companies from failing ones, yet they're nearly impossible to capture in a performance review.

When I talk to business leaders, I tell them bluntly: if a job can be reduced to a process, AI will eventually do it better. Our value lies in all the messy, human things that happen between the bullet points of a job description. Instead of asking "How many tasks did you complete?" we should be asking "How did you help your team navigate that difficult change?" Instead of training people to follow processes, we should be developing their ability to build relationships and navigate complexity.

It's time we started treating these human capabilities not as soft skills, but as core business competencies. The question isn't whether AI will change work – it's whether we'll use this moment to finally build workplaces that enhance rather than diminish our humanity.

———

Nada Ahmed is the founding partner at Houston-based Energy Tech Nexus and author of Amazon Bestseller “Determined to Lead- The Disruptive Woman's Guide to Stop Playing Small and Transform your Career through Agile Leadership.”

Houston robotics co. closes series B after year of growth

money moves

Houston- and Boston-based Square Robot Inc. closed a series B round of funding last month.

The advanced submersible robotics company raised $13 million, according to Tracxn.com, and says it will put the funds toward international expansion.

"This Series B round, our largest to date, enables us to accelerate our growth plans and meet the surging global demand for our services,” David Lamont, CEO, said in a statement.

The company aims to establish a permanent presence in Europe and the Middle East and grow its delivery services to reach four more countries and one new continent in Q1 2025.

Additionally, Square Robot plans to release a new robot early next year. The robot is expected to be able to operate in extreme temperatures up to 60 C. The company will also introduce its first AI-enabled tools to improve data collection.

Square Robot launched its Houston office in 2019. Its autonomous, submersible robots are used for storage tank inspections and eliminate the need for humans to enter dangerous and toxic environments.

The company was one of the first group of finalists for the Houston Innovation Awards' Scaleup of the Year, which honors a Bayou City company that's seen impressive growth in 2024. Click here to read more about the company's growth.

------

This article originally ran on EnergyCapital.