Houston expert: How to get the most out of your recruiting partner

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Recruiting can be difficult — but finding the right partner can make the process a lot smoother. Photo via Getty Images

I’ve been in the retained recruiting industry for nearly two decades, with a four-year stint in the middle as an internal director of talent at a management consulting firm, so my knowledge is primarily based on the point of view of an outsourced recruiter. What’s more, my professional advice is relevant to most companies, but not all.

At Sudduth Search, our clients are generally investor-backed companies in the lower and middle market. Most are startups— both early-stage and large but all are growing rapidly—and we mainly search for director to C-level executives. And just like not all companies are the same, not all recruiters are either. I don’t believe there is a “plug and play” one size fits all recruiter; you need to find one that works for you and your culture. That being said, there are indeed ways to ensure you ARE getting the most out of the recruiter with whom you engage.

Ok, now that we’ve got the boring stuff out of the way, let’s get into some real talk. How should you choose a firm and launch your search?

Get on the same page

First and foremost, make sure the recruiter you choose is the right cultural fit (a.k.a. emotionally intelligent and not a jerk). Will the recruiter represent your company and ethos well? If you’re put off by the recruiter’s sales tactics, or the recruiter regularly isn’t prepared, they’ll likely treat your search the same way. If YOU wouldn’t hang out with your recruiter outside of work, chances are your best candidates won’t want to talk with them either.

Expertise is key

Can the recruiter explain the process they follow, step-by-step? Recruiting isn’t luck. The best results come from following a proven process, being diligent, and detail-oriented. If your recruiter is “winging it,” and pushing candidates they already know, that’s not what you need. Heck, you could do that yourself and save a lot on fees. Have them walk you through their specific strategy so you know they aren’t just hoping to find the resume you’ll like.

Know your niche

Let’s also touch on recruiters with a specialty focus, something I get asked about more often than anything. Here’s what some of my prospective clients say: “We want someone who specializes in purple unicorns from the rainbow ranch industry.” For comparison sake, when you hire a lawyer, do you limit your search to ONLY those who work with purple unicorns from said industry? No, because we all know there could be a conflict of interest with competitors. Plus, if an attorney knows the law and how to apply it, it shouldn’t matter if they have a narrow focus. Similarly, if a recruiter specializes in exactly what your company does, or what the related position is for, their focus will be very narrow, making it difficult not to trip over past (or current) clients during the process. And it’s always possible your recruiter will be looking to poach from your team when they’re done with you. If a recruiter knows how to recruit for a multitude of positions within various industries, their methodology is probably what makes them successful; they’re not just spinning a rolodex, hoping it lands on the right candidate (and yes, I know I just aged myself).

Once you’ve chosen your recruiting firm, let’s talk about how to maximize their value:

  • Your recruiter should provide you more than just fodder and a resume for the recommended candidates. An important part of the process needs to include the recruiter giving you a thorough overview, analysis and opinion of the candidate. Answers to questions such as: What is their motivation for changing jobs? Why are they interested in your position? Why have they had a short tenure? How much revenue do they manage? You need to understand the candidate’s motivation for entertaining a new position and any gaps between jobs or questionable moves should be addressed. My hope is that my clients can forgo the boring interview questions and get straight to the meat of whether they like the person, and believe that particular candidate will be successful in the role and an asset to the team.
  • Your recruiter should scour the market without just focusing on people looking for a job, but also passive candidates. Most of our searches have a minimum of 50 candidates, and some have 300+. As a client, you should have the ability to see all of the candidates being considered. You’re paying for the search; you need to know that the recruiter has completed their due diligence and pursued as many leads as possible.
  • Passive candidates take longer to decide if they’re interested in your open position. Give them time to go through that thought process of deciding if they are interested. If you rush the recruiter, and the candidate feels pressured, you’re probably going to miss out on some stellar talent.
  • Your recruiter should be talking to the candidate all along the way, to keep them engaged and better ascertain whether the candidate is still interested and will accept an offer if given one. Nowadays, the market is a bit crazy, so you’ll never know whether the candidate is being recruited elsewhere. However, if the recruiter is doing their job, they should have a good idea whether the candidate will make it to the finish line and accept your offer.
  • Weekly calls: I know, I know, you don’t need another meeting on your calendar. But trust me, this is the best way to execute a successful, efficient search. The recruiter should provide weekly updates, including challenges, feedback and progress with particular candidates that look favorable. You, as the client, should be open and communicative with your concerns, questions or otherwise.
  • The recruiter should help you through the offer negotiation process to ensure there are no surprises. The last thing you want is to make an offer and then find out the candidate is entertaining three other offers. Ok, even with 20 years of experience, I sometimes get surprised. But I do everything possible to prevent that from happening. You should know exactly why the candidate wants or is willing to make a job change, from the first time you talk to them. While salary expectations can vary, you should never get to the point of offer and be shocked by the amount it will take to secure their commitment.
  • So what if you are a start up, does all of this advice apply? Absolutely, because with fewer people, early leadership hires are even more critical to your ability to succeed and raise capital.Startups and early-stage companies need to think creatively when making offers. If someone is prepared to take a risk on you, they deserve to at least make the same money they did before.Or maybe you can you offer them success-based compensation, like equity or tracking stock? If the person you are hiring is not motivated by success-based compensation, then they are probably not cut out to be at a scaling company. It takes someone who is self-driven, who can see the end result and figure out how to get there. They must be willing to put their own “skin in the game” in order to see the whole company succeed. They are the type that thrives on being challenged. If they don’t, then let them go as they will likely bolt if the going gets tough and you are better off knowing that ahead of time.

I think that covers most of it. I’m probably going to make a lot of recruiters mad because I just made their jobs harder. But I believe it’s a recruiter’s responsibility to bring as much value to their clients and the recruiting process as possible, and to ultimately attract the best talent possible. And if you do need a purple unicorn from a rainbow ranch, please call Sudduth Search, we’ll find you one.

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Jen Sudduth is the founder and managing partner of Houston-based executive hiring firm Sudduth Search LLC.

Employers across industries need to step up their game when it comes to retention and recruitment. Photo via Getty Images

Houston expert: How to thrive as an employer amid The Great Resignation

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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.

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Houston startup raises $2.4M for sleep apnea technology

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Houston-based Bairitone Health has closed an oversubscribed seed round and achieved a regulatory milestone, the company tells InnovationMap.

The healthtech startup, which is developing solutions and technology for untreated obstructive sleep apnea (OSA), raised $2.4 million, says CEO and co-founder Meagan Pitcher, exceeding its $2 million goal.

New York-based Golden Seeds, which invests in female entrepreneurs, led the round. Houston-based South Loop Ventures also participated, as well as MALIAM, Impact Invest Her and additional angel, venture, syndicate and family office investors. The company previously raised a pre-seed round of $435,000 in 2024.

Pitcher says the latest funding will go toward Bairitone's clinical site expansion, FDA-facing work and the continued product development of its SOMNAR technology.

"What I’m most excited about is what this lets us do next: expand our clinical testing, work with more patients and physicians, and keep improving based on what we learn," Pitcher said in a LinkedIn post.

SOMNAR is the company's noninvasive diagnostic platform for sleep apnea airway assessment. The platform maps users' anatomy during natural sleep using a facial patch to determine the root cause of airway obstruction. It then offers effective therapies for each patient.

SOMNAR received Breakthrough Device Designation from the Food and Drug Administration in April. It is currently for investigational use only and is still pending FDA clearance. The new designation aims to help speed up development, assessment and review for premarket approval for medical devices, according to the FDA. It will also give Bairitone more opportunities to interact directly with FDA experts to make the approval process more efficient.

Bairitone was founded in 2022 in the Texas Medical Center's Biodesign program by Pitcher, CTO Onur Kilic and chief medical officer Britt Cross. It was a member of Activate Houston's inaugural cohort and has participated in numerous accelerators and incubators.

The company was a finalist for the Houston Innovation Awards in 2025 and 2024.

Houston university to launch master’s in artificial intelligence

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Houston’s Rice University will welcome students to its new Master of Artificial Intelligence (MAI) program next fall, the college announced last week.

The program, which will begin taking applications this fall, is geared toward students with a computer science background as well as working engineers, scientists and technologists as they pursue careers that create and deploy AI. It will be part of Rice’s Department of Computer Science.

The new graduate degree comes after Rice created its Bachelor of Science in AI program in 2025.

Students enrolled in the 30-credit-hour, non-thesis professional degree program will prepare for prospective jobs as AI architects, applied AI researchers and AI and machine learning engineers, according to a news release.

“AI is rapidly moving from research laboratories into the systems that shape how we work, learn and solve complex problems,” Luay Nakhleh, Dean of the George R. Brown School of Engineering and Computing, said in the release. “The MAI will give students the technical depth and practical experience to build these systems responsibly.”

The on-campus degree program will include coursework in AI foundations and traditional, hands-on learning over its three-semester duration. Students will have easy access to faculty and have the opportunity to collaborate in small cohorts. The program includes a required internship before completion.

Chris Jermaine, chair of Rice’s Department of Computer Science, says Houston is well-positioned to connect students with industries where AI is increasingly being used, including health care, energy, aerospace, finance and technology.

“The Master of Artificial Intelligence reflects the graduate education Rice is working to advance: rigorous, forward-looking and connected to the challenges graduates will encounter in their careers,” Jermaine said in the release. “Combining strong academic foundations with practical experience will prepare students to contribute thoughtfully and responsibly as AI continues to evolve.”

Other Texas universities offer similar degrees, like Texas A&M's online Master of Science in Artificial Intelligence, Baylor’s Master of Science in Artificial Intelligence (MSAI+), University of Houston Downtown’s Master of Science in Artificial Intelligence program, and University of Texas at Austin’s online master’s in AI.

MAI works as part of Rice’s Momentous strategic plan that incorporates responsible AI use, according to the university.

Tech giant Meta opens first Texas retail store in Houston's Galleria

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Social media giant Meta has arrived in Houston with a new store that allows shoppers to go hands-on with all of its products. The Meta Lab, which offers an immersive retail experience, is now open daily on level two of the Galleria.

Shoppers will find all of Meta’s virtual reality products at the store, including including Meta Glasses, Ray-Ban Meta, Meta Ray-Ban Display, Oakley Meta HSTN, and Oakley Meta Vanguard. People can also try out demos of the company’s virtual reality gaming headsets, the Meta Quest 3 and Meta Quest 3S.

Visitors are encouraged to put the devices on in order to experience what it’s like to wear and use them. Those who need prescription lenses for their Meta glasses can order those at the store, too.

It is the ninth Meta Lab to open nationwide and the first in Texas.

Prices start at about $225 for Ray-Ban Meta glasses and go up to $799 for the Meta Ray-Ban Display, which has an in-lens display for updates and other information. Meta Quest runs from $349 to $599.

"Our approach to experiential retail is rooted in culture, creativity, and self-expression, and we're committed to building a space that reflects the Houston community," a spokesperson told the Houston Chronicle. "We look forward to welcoming people into a new experience to get hands-on with our AI glasses and VR products."

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This article first appeared on CultureMap.com.

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