Despite the inevitability of bad hires, recruiters equipped with proper tools and training can identify red flags and take preventive measures. Photo by Tima Miroshnichenko from Pexels

Hiring the right people for the right roles is ideal and can make an organization reach new heights. The reality is every business has made a bad hire.

Finding the wrong fit for a team or organization is not uncommon, but it is important to know what it costs the organization, which can be detrimental to company finances and its workplace culture, especially small businesses and startups where the impact is magnified.

The U.S. Department of Labor reports a bad hire can cost up to 30 percent of the employee’s wage, which would be approximately $18,000 since the average American wage is $60,000. In addition, there are soft costs of managers and leadership time during the hiring and training process, which adds up quickly.

Bad hires explained

A bad hire can simply be someone who is not the best fit for the position or the company. The quality of work may not meet expectations; however, there are behaviors that can point to a bad hiring decision. New hires who were recruited due to specific knowledge or a skillset, but they do not deliver, have a negative attitude, or are disengaged, are all signs of a bad hire.

Even though hiring the best people for the job should be every recruiter’s goal, they are sometimes pressured to quickly fill the role. Once a new hire starts, it does not take long to find out if they are a bad hire. Recruitment is vital to a company’s success, so it is important to know how to identify a bad hire before they join the organization, the red flags, and the lasting impacts to the workplace culture.

Right turns, wrong fit

Business leaders most certainly think they are bringing in the right person for the job, but the wrong fit can significantly impact the organization.

Suffering morale and reduced teamwork: Incompetent employees force team members to cover their work, negatively impacting morale. If these issues persist, it signals to existing employees that suboptimal work is acceptable, which adds stress, distraction and reduced engagement.

Unmet expectations: When a new employee exaggerates their qualifications, they may struggle to meet expectations, resulting in slow or inadequate work product, which can be especially detrimental in a small business setting. This not only impacts the company financially but also demands managers’ time for oversight and performance issue resolution.

Weakened employer reputation: Startups and small businesses depend heavily on their hard-earned reputation and brand. Employees represent a company’s values, and when they fail to embody them, it can negatively influence sales, vendor relationships and recruitment efforts. Actions of employees, both in-person and online, significantly shape public perception.

Client attrition: Poor performance or unprofessional behavior can damage client relationships, leading to business losses. These client experiences may lead to lasting consequences for the company’s reputation, affecting potential clients and key partnerships, and its bottom line.

Recruiting and training challenges: The recruiting process usually spans four to six weeks, involving tasks such as drafting the job description, obtaining approvals, posting ads, resume screening, candidate communication, interviews and offer negotiations. After accepting an offer, new employees, regardless of experience, require time to familiarize themselves with the organization, its processes and job responsibilities. If a poor hiring decision is made, the recruitment process may persist, leading to extended periods of onboarding.

Preventing bad hires

Experienced recruiters can still make bad hires, but certain measures can help mitigate risks:

  • Fine-tune job descriptions. Clear and concise job descriptions aid in identifying suitable candidates and provide a better understanding of position expectations.
  • Take sufficient time. Resist the pressure to fill the role; prioritize finding the right candidate to avoid subsequent costs.
  • Standardize the interview process. Employ set questions for consistency and involve team members in behavioral and peer-to-peer interviews to assess cultural fit.
  • Check references. Verify candidates’ honesty, skills, attitude toward work, and work ethic through thorough reference checks.

Despite the inevitability of bad hires, recruiters equipped with proper tools and training can identify red flags and take preventive measures. This proactive approach ensures better preparation for attracting top talent and minimizes the impact of suboptimal hiring decisions on the company.

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Karen Leal is performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

How to navigate your hiring process with transparency amid the flexible workforce trend. Photo via Getty Images

Houston expert: Cultivate transparency when recruiting flexible workplace positions

guest column

How the workplace operates, especially flexible work arrangements, captivate job seekers, prompting many job listings to spotlight remote or hybrid work options. Interestingly, a significant portion of hybrid and remote workers say they would explore new job opportunities should their current employer opt out of offering remote work possibilities. These insights from Gallup underscore the paramount importance of flexible work options.

Regrettably, not every role that promotes flexible work arrangements delivers. While the labor market is fiercely competitive, especially for startups and small businesses wishing to attract top talent, some organizations are enticing potential candidates with the prospect of flexible schedules, only for these newly hired individuals to realize the actual job flexibility falls short of the initial representation.

As remote work and flexible schedules have evolved, many organizations have established sensible guidelines concerning office presence and work frequency. However, the degree of flexibility varies, and not all recruiters are forthright about these nuances during job interviews.

Candidates who find recruiters and hiring managers omitting specific details about flexible work policies often feel misled. Maintaining honesty in job descriptions – and throughout the recruitment process – is imperative to ensure a good match is found for the organization. Employers should cultivate transparency, prioritize organizational culture, and exercise thoughtful consideration of their policies.

Clarity is Key

Many prospective candidates yearn for flexible work opportunities, recognizing that some constraints may apply. A recent McKinsey survey revealed that 58 percent of Americans engage in remote work at least once a week, with 35 percent enjoying the possibility of remote work for the entire workweek. Given the wide spectrum of policies, astute job seekers acknowledge that their next employer's stance on remote work might differ from their current one.

As startups compete with larger employers for the same talent, they may be apprehensive about outlining their remote or hybrid work policies, especially if their flexibility is less generous than that of competitors. Yet, this strategy ultimately squanders time and resources, as candidates who place high value on flexibility are unlikely to take an offer that falls short of their expectations, and these perceived deceptions could tarnish the employer’s brand.

The optimal approach is to communicate policies unequivocally in the job description and address them during interviews. While excessive detail isn't necessary, job postings can concisely indicate the number of mandatory office days.

Cultivating a Cohesive Culture

Skill set and experience might align perfectly with a role, but without a compatible cultural fit, candidates might struggle. When businesses withhold key information about their flexible work policies, they undermine the trust pivotal to fostering a strong organizational culture. This approach also misrepresents the culture, which is intricately shaped by the "how" and "when" of employee work arrangements.

While it's true that candidly sharing flexible work policies could lead some candidates to self-select out of the application process due to their desire for more flexibility, the converse is equally valid. Certain candidates might prefer spending more time in a collaborative office environment and might not pursue a job that seems excessively remote-focused.

Incorporating explicit communication about flexible work policies during recruitment not only fosters understanding of these policies but also provides insight into how these policies contribute to the organizational culture. This approach aids in identifying candidates who align well with the culture, which is paramount in all stages of a company’s growth.

Evaluating the Approach

There is likely a reason why businesses withhold information about their flexible work policies. Recruiters may feel that adhering to their employer's policies could hinder their ability to attract top-tier candidates, especially if the industry standard embraces extensive flexibility. However, misrepresenting the extent of flexible work arrangements is not a viable solution. Instead, businesses should reevaluate their standards.

Each business has unique requirements, some of which necessitate a greater in-office presence. Collaborative teams or departments might benefit from face-to-face brainstorming sessions more than teams operating more independently. However, if research indicates that competing organizations offer more flexibility, businesses need to be prepared to articulate their rationale – if they have one. If they do not have a sound business reason for their position, it might be worth reevaluating their stance on it.

The crux of reevaluating flexible work policies lies in comprehending the underlying reasons for these policies and effectively communicating them to new hires and existing employees. Candidates are more likely to accept limitations on flexible work arrangements when they perceive a sound justification from their potential employer.

Embracing transparency, nurturing a strong corporate culture, and critically assessing existing policies will help organizations manage expectations surrounding flexible work arrangements, thereby attracting the right candidates for the business.

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Karen Leal is performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

As we head into hurricane season, here's what entrepreneurs should know, according to an expert. Photo via Getty Images

How Houston startups, small businesses can prep for storm interference

guest column

Disasters, emergencies, and pandemics can cause monumental disruptions for businesses.

So, as we enter hurricane season, now is the time to think about how to protect your business and your customers. The 2022 Atlantic hurricane season was among the most damaging in modern history, producing 14 named storms, including 8 hurricanes.

Regardless of whether your business is in the path of devastating hurricanes, tornados, or flash flooding - connectivity is critical.

Below are tips to help your business, employees and customers stay connected.

Set up a call-forwarding service to a predetermined backup location

Set up a single or multiple hotline number(s) for employees, employees’ families, customers, and vendors to call so that all parties know about the business situation and emergency plan.

Protect hardware/software/data records/employee records, etc.

Routinely back up files to an off-site location. Cloud services can remove the burden of offsite data storage and ensure faster recovery from temporary or remote locations.

Stay Connected with Your Team

Save smartphone’s battery life. In case of a power outage, encourage your employees to keep their phones in power-save mode, turn off Bluetooth and Wi-Fi, delete apps, or put the phone in Airplane Mode.

Keep mobile devices charged. Have another way to charge smartphones if the power goes out. A car charger or back-up battery pack can come in handy.

Keep mobile devices dry. Mobile phones can be a critical lifeline during a storm. To protect yours, store it in a water-resistant case, floating waterproof case, or plastic bag.

Outline detailed plans for evacuation and shelter-in-place plans

Establish a backup location for your business and a safe meeting place for all employees.

Create a remote access plan

Equip business-critical staff with remote work access in advance, so they can access applications and databases from remote locations, when connectivity is restored.

Assemble a crisis-management team

Coordinate efforts with neighboring businesses and building management

AT&T has also created a planning guide to help businesses navigate protecting critical assets, processes and services, with checklists for short and long-term preparations. For example, negotiating vendor contracts and/or lease agreements necessary to acquire equipment and services in the event of a significant disruption or disaster.

The cost of developing a business continuity plan and groundwork to support it is minimal compared to the financial impact once disaster strikes.

AT&T has invested billions to strengthen the resiliency of our network to ensure our business customers keep operating during disruptions when consumer needs and demand are at an all-time high. We back up equipment at cell sites and invest in infrastructure to boost reliability, coverage, speed, and performance.

Our goal is to keep you connected to critical processes, applications, data, work centers, and networks during major emergency events, so your business continues to run.

The 2023 hurricane season will officially begin on June 1 and it only takes one big storm to cause major destruction. Take the time to ensure your business is disruption ready.

Afterall, planning is best done in advance.

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Mark Spelman is director of sales at AT&T Business – Houston.

Time to think ahead, business owners. Here's what this expert thinks you need to prioritize. Photo via Getty Images

How Houston startups and small businesses can effectively plan for 2023

guest columns

Overcoming unforeseen challenges is often enjoyable for successful entrepreneurs. Recently, though, “unprecedented” obstacles seem to lurk after every turn. Some of the most pressing problems are a possible recession coupled with the tight labor market.

Small businesses can take action to protect themselves from these obstacles in 2023. To keep their businesses strong, leaders should strategize on preserving a positive culture, finding the right talent to innovate and holding onto existing workers.

Invest in culture

During the early stages of growing a business, culture can feel easy to overlook. However, culture is critical to growth and to curating a solid team of leaders and employees. As entrepreneurs try to scale the business model and grow profitability, leaders might feel tempted to encourage employees to work long hours with the mindset that culture can be corrected later. In fact, transforming a culture of toxicity is far more difficult than creating a positive culture from the beginning.

A positive culture is increasingly important to workers. In the 2022 Global Talent Trends Report from LinkedIn, 63 percent of job seekers said work-life balance was a top priority in selecting another role and 40 percent reported colleagues and culture were a top priority. Over half of employees named professional development opportunities as a top area for employers to invest in culture. Other top areas that were valued included flexible work support, mental health and wellness, training for managers to lead hybrid or remote teams and diversity and inclusion initiatives.

Though budgets should include room for some level of spending on culture in 2023, effective HR departments do not need a hefty budget to cultivate a strong culture. Bigger companies may have more funds, but startups and small businesses can offer a more intimate environment. Unlike CEOs of major corporations, leaders of smaller teams also have the luxury of a close-up view of culture every day.

Small businesses’ culture also benefits from the ability to know every or at least most employees individually. At vast companies that neglect to engage with workers one on one, employees may grow cynical of pricey bonding activities and company values. Likewise, upward movement at huge corporations can be slower while smaller, nimble teams can recognize talent and promote quickly. Not every small business can offer subsidized tuition or training program benefits, so employees should be encouraged to take advantage of opportunities for promotion, learning and growth on the job. Hands-on learning with demonstrable results can speed up career development more than many certificate programs.

Attract the right talent

After the “Great Resignation” of 2020, employers are still struggling to recruit qualified candidates who feel less tied down to traditional jobs than in previous years. Many candidates leave their jobs without another position lined up in a reflection of these changing values. McKinsey discovered in March 2022 that 44 percent of workers who left their job without another lined up said they had little to no interest in accepting an offer for a “traditional job” in the next six months.

The Federal Reserve Bank has raised the interest rate several times this year in hopes of increasing the labor participation rate. Despite these efforts, the labor market is tight. Startups and entrepreneurial businesses should lean into their cutting-edge business models, openness to innovation and also emphasize unique benefits like work-from-anywhere or sabbaticals.

To win over the best candidates, businesses need experienced, knowledgeable and connected recruitment teams. Small businesses need to be realistic about the size of their HR team and consider bringing in outside help when necessary. Outsourcing recruitment to a recruiting agency or a professional employer organization (PEO), which can assist with more comprehensive solutions, is an option for not only understaffed HR departments but also ones that need extra support in this tight labor market. When deciding whether outside help is in the budget, be sure to account for the cost of an open position or length of time to hire in addition to all the other considerations associated with recruitment efforts.

Focus on employee retention

Worker retention also deserves consideration for 2023 planning. Culture influences workers to keep their jobs, but culture cannot make up for lack of competitive compensation. Startups may see high turnover in their first few years as the business defines itself and its culture. Should employees resign, exit interviews are a great opportunity for HR to hear a candid perspective on the employee experience. This feedback can prove invaluable for leaders when determining their retention strategy and areas of improvement.

Small businesses should also try to find room in the budget to stay competitive with compensation. Pew found in July 2022 that 60 percent of workers who left their job for a new role earned more afterward. Annual raises can help retain workers but may not be sufficient in themselves. Research fair market salary and try to bring compensation in line as much as possible. If a highly valued employee brings a higher offer to the table, evaluate the cost of matching the offer with the cost of a new hire. In many cases, raising that employee’s salary will save the company money overall, prevent a drop in productivity and preserve morale.

While it is uncertain what lies ahead for businesses in 2023, leaders can prepare to face staffing challenges by choosing the best talent and creating a culture that shows employees that they are valued.

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Karen Leal is a performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

In an interview with InnovationMap, Carolyn Rodz, CEO and founder of Hello Alice, explains how the partnership came about and how the program will significantly move the needle on equitable access to capital for small business owners. Photo courtesy of Hello Alice

How this Houston innovator is providing small businesses unprecedented access to capital

Q&A

Last month, Hello Alice — now with 1 million members in its community — announced a new program with MasterCard that provides small business owners a simpler way to unlock access to capital.

The Hello Alice Small Business Mastercard offers users expert business advice, business insights, cash back, and a rewards program that gives entrepreneurs points for completing business-advancing activities on the Hello Alice platform.

"As a small business owner myself, I've created a card that I wish I would have had," Carolyn Rodz, CEO and founder of Hello Alice, tells InnovationMap. "We really looked at where are the gaps for these business owners and the things they don't already have or are unable to access."

In an interview with InnovationMap, Rodz explains how the partnership came about and how the program will significantly move the needle on equitable access to capital for small business owners.

InnovationMap: How did this partnership come about to provide this this unique credit card for small business owners?

CarolynRodz: We have been looking at ways to support business owners along their capital journeys for a long time. Since we started Hello Alice access to capital has been the number one barrier for small business owners, and that's only magnified when we look at business owners of color and our new majority business owners that we focus on. And so it made natural sense as we went down a path of conversations with MasterCard initially around how do we create something, particularly in a world where accessing capital, which would be daunting for business owners.

There's a lot of talk around venture capital and getting loans and what that growth journey looks like. But the reality is most business owners understand a credit card — they understand how it works. So, that was a great starting point for us. Then we looked at what are some of the issues with cards — all business cards particularly or commodities. They're typically an afterthought from a lot of the financial institutions that offer them. We're seeing a lot of these emerging fintech companies that are rolling out cards, but even for them, the small business audience is typically an afterthought. They're really focused on tech companies and very rapid growth businesses.

It felt like mainstream small businesses were really getting lost in this conversation, so that was where we really wanted to tackle. How do we solve some of these problems — how do we create benefits that are actually meaningful to small business owners? Things like one-on-one coaching and helping them get access to workshops that will help them along their growth journey. Things that they can redeem points for experiences and opportunities that that may not otherwise be accessible through a lot of these business owners.

The other piece that we wanted to support is the large group of businesses that don't qualify for a traditional credit card. And so we, in tandem with our unsecured credit card, also launched a secured card. And the idea for that was that we could actually roll out a credit quality tool. So, in conjunction with all the education and wraparound services that we're offering, there's a six- to nine-month process that a business owner — if they have poor credit history — can go through to build up that credit with a secured credit card and then seamlessly transition into an unsecured card. It's an opportunity to take that first step toward building and growing their business and accessing the capital that they need to grow.

IM: How does this initiative target the inequality in access to capital for small business owners?

CR: Well, nine out of 10 of business owners are relying on their personal credit card when they're applying for financing. When we look at entrepreneurs of color, the rate of low credit score for them is two to three times higher for Black and LatinX entrepreneurs specifically. So for us, this is the importance of building in conjunction with our creating equitable access to credit program that is much broader, frankly, than the card itself, but offering the wraparound services around it, making sure that we are providing the secured to unsecured seamless transition plan.

We're also working with the First National Bank of Omaha, and the reason we selected them at the bank, they're the largest privately held bank in the country. This also gave us the flexibility to really look at alternative underwriting models and the the opportunity to learn through all of the insights that we're gaining around these small business owners. We're trying to figure out how do we start to look at some of these alternative data points and identify not just the financial history of a business owner.

There are a lot of circumstances that lead to poor credit scores, whether it was for a health circumstance that they endured or veteran business owners who may have no credit history because they've been overseas for a long period of time. We're looking at what are some of the data points that are indicating that a business owner is more likely to succeed and more likely to repay the credit that they've taken on. We know already through a lot of research and data points that having a business plan automatically makes you more likely to repay your your debt. Or the fact that you are getting positive feedback from mentors is a strong indicator that you're going to be more likely to pay off some of those debts. And so we're really looking at what are some of these things that may be overlooked but are frankly more indicative of who the business owner is and the potential for their for their business and their opportunities to be able to repay credit that they take off.

IM: What type of small business owners do you feel like this is a really good solution for? What all can they expect from the program?

CR: As a small business owner myself, I've created a card that I wish I would have had. When I started this company, I really looked at what was available to the market. This credit card, like many cards, offers benefits that are pretty standard in the market right now. Things like cash back, extra points, and kickers for certain spends that are relevant to small business owners. But again, we really looked at where are the gaps for these business owners and the things they don't already have or are unable to access.

What we discovered was there are lots of accelerators, programs, and workshops and things — but they're expensive. So, there's an opportunity here. We work with our network of partners that we have for Hello Alice that are traditionally paid or have a cost to roll them out and offer business owners points and earnings that can be spent toward that.

Mentorship, as you know, is a huge, huge barrier, particularly when we look at our new majority entrepreneurs, so all of our cardholders get access to one-on-one coaching for this card. And we've really focused on areas that are primary interest to them, things like business strategy, operations, and financing for their businesses.

And then the other important piece of this is leveraging our partner network. We have so many partners that we work with at Hello Alice, companies that are offering products and tools and services to small business owners. With this card, we're opening up additional discounts beyond what we've already negotiated standards for all of our community, whether it's an extra discount on things like QuickBooks, Salesforce, or different tools that they might be using. We have over 70 affiliate partners that we've already brought into the program working with more every week right now, which is really exciting.

We're also trying to find new opportunities — where can we bring the most benefit these business owners in a way that grows with their company and that, as they're spending and creating traction with their company, our team is working behind the scenes to unlock more and more opportunities every stage of that journey.

IM: Do you feel like this program is a response to the growing challenges small businesses have been facing over the past few years?

CR: I mean, our business certainly had a hell of a couple of years, and 89 percent of small business owners in our community, which is now over a million business owners strong, claim the access to capital is limiting their growth potential. Where we focus a majority of our energy as a company is unlocking those barriers.

As we dig into that, what we're seeing is access to capital — whether that's early days as a credit card or a grant funding, or later stage with loans or even venture capital — is that we need to address this by helping to unlock that journey for business owners, but also making sure that we're supporting them with the opportunities that are relevant to their own stage of growth.

The other piece is revenue generation. We always want to focus on the core and sustainable business health of a company and making sure that they're bringing in revenue and that they've created a business model that actually works and is scalable. We're working a lot on providing them not just money into their business or outside capital, but how do we actually help them generate revenue and clear capital in all the stages unless they have that capital? How do we actually help them deploy that capital in meaningful ways will help them grow their business?

All of the wraparound services that come with the core of what Hello Alice offers — and certainly with this credit card we're getting a deeper layer of insight, because we know more about the businesses, we know how they're spending, what they're doing. We're really learning about how do we additionally support this cohort of business owners with the right wraparound services, making sure that they're getting the right thing at the right time.

What's interesting is that and the reason we really started with the credit card is that 50 percent of small business owners have a personal credit score of 680 or better, and that's strong enough to apply for most business credit cards. However, that score locks them out of getting a business loan, which typically requires a score of 720 or better to qualify. So we're able to tap into a cohort and help them grow this pool of capital in the earliest stages. But really making sure that we're giving them the growth tools that ultimately free them up to go get that loan, to go walk into a main street bank and have that power of choice along their capital journey.

In general, we focus a lot on access to capital. We deployed over $37 million in small business grants to date, and we're continuing to grow that pool. We're actually working right now on an equitable access to capital fund, which will allow us to utilize those grants to actually pay the security deposit for select business owners who may not qualify for additional credit.

Ultimately, this is a really tangible way to work with financial institutions, MasterCard, and our broader partner ecosystem. We haven't seen the statistics move in decades. How do we actually open up more capital to business owners that otherwise wouldn't qualify for it? And this is our our first of many steps toward towards putting a really tangible stake in the ground.

IM: What about the challenges of the pandemic — how do you see COVID-19 and its shutdown affect small businesses?

CR: For us, like many businesses, I think the pandemic was it shook everything up. I think we had a plan and a path forward that always entailed unlocking access to capital and unlocking opportunity — that has never changed for us. But it accelerated a lot of things. We had planned to deploy grant funding in 2020 independent of the pandemic. When COVID hit and we saw these businesses struggling, we quickly pivoted. We accelerated that plan significantly. We started deploying grants within weeks of shelter in place — even before PPP had been announced and before businesses were accessing any government support. We were among the first to offer emergency grants and put us in a really strong position to grow that program and again to accelerate the rollout of that, which is now turned into a much larger program.

That really was, I would say, the acceleration of our entire early stage access to capital continuum. And what we learned from that was how much capital these business owners actually need. The process gave us a lot of information that that has really helped roll out the broader continuum of capital for us. We launched our lending marketplace with over 92 small business lenders all focused on fair and equitable funding, which is available over all as well. And so these credit cards round out that early stage access to capital.

But when we look at our new majority cohort — and even many white male businesses — we have to get business owners of all types that are struggling with access to capital. Everybody's willing to give money to business owners that have traction, that are doing well with their business, that are on a growth path. But it's very hard to get the traction that big investors need, and that's always really struggle.

The pandemic accelerated a lot in this space. It made us realize that the opportunity here is actually much greater to support these businesses and also got a lot of attention from partners. We've been having these conversations for years, frankly, prior to the pandemic. And everybody recognized there was an issue, but I don't think they realized the impact of the issue until COVID hit, and small businesses were the ones that kept operating and made sure that we were getting the resources that we needed to continue to live in a time when everything was a little bit uncertain.

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This conversation has been edited for brevity and clarity.

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New Houston venture studio emerges to target early-stage hardtech, energy transition startups

funding the future

The way Doug Lee looks at it, there are two areas within the energy transition attracting capital. With his new venture studio, he hopes to target an often overlooked area that's critical for driving forward net-zero goals.

Lee describes investment activity taking place in the digital and software world — early stage technology that's looking to make the industry smarter. But, on the other end of the spectrum, investment activity can be found on massive infrastructure projects.

While both areas need funding, Lee has started his new venture studio, Flathead Forge, to target early-stage hardtech technologies.

“We are really getting at the early stage companies that are trying to develop technologies at the intersection of legacy industries that we believe can become more sustainable and the energy transition — where we are going. It’s not an ‘if’ or ‘or’ — we believe these things intersect,” he tells EnergyCapital.

Specifically, Lee's expertise is within the water and industrial gas space. For around 15 years, he's made investments in this area, which he describes as crucial to the energy transition.

“Almost every energy transition technology that you can point to has some critical dependency on water or gas,” he says. “We believe that if we don’t solve for those things, the other projects won’t survive.”

Lee, and his brother, Dave, are evolving their family office to adopt a venture studio model. They also sold off Azoto Energy, a Canadian oilfield nitrogen cryogenic services business, in December.

“We ourselves are going through a transition like our energy is going through a transition,” he says. “We are transitioning into a single family office into a venture studio. By doing so, we want to focus all of our access and resources into this focus.”

At this point, Flathead Forge has seven portfolio companies and around 15 corporations they are working with to identify their needs and potential opportunities. Lee says he's gearing up to secure a $100 million fund.

Flathead also has 40 advisers and mentors, which Lee calls sherpas — a nod to the Flathead Valley region in Montana, which inspired the firm's name.

“We’re going to help you carry up, we’re going to tie ourselves to the same rope as you, and if you fall off the mountain, we’re falling off with you,” Lee says of his hands-on approach, which he says sets Flathead apart from other studios.

Another thing that's differentiating Flathead Forge from its competition — it's dedication to giving back.

“We’ve set aside a quarter of our carried interest for scholarships and grants,” Lee says.

The funds will go to scholarships for future engineers interested in the energy transition, as well as grants for researchers studying high-potential technologies.

“We’re putting our own money where our mouth is,” Lee says of his thesis for Flathead Forge.

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This article originally ran on EnergyCapital.

Houston-based lunar mission's rocky landing and what it means for America's return to the moon

houston, we have a problem

A private U.S. lunar lander tipped over at touchdown and ended up on its side near the moon’s south pole, hampering communications, company officials said Friday.

Intuitive Machines initially believed its six-footed lander, Odysseus, was upright after Thursday's touchdown. But CEO Steve Altemus said Friday the craft “caught a foot in the surface," falling onto its side and, quite possibly, leaning against a rock. He said it was coming in too fast and may have snapped a leg.

“So far, we have quite a bit of operational capability even though we’re tipped over," he told reporters.

But some antennas were pointed toward the surface, limiting flight controllers' ability to get data down, Altemus said. The antennas were stationed high on the 14-foot (4.3-meter) lander to facilitate communications at the hilly, cratered and shadowed south polar region.

Odysseus — the first U.S. lander in more than 50 years — is thought to be within a few miles (kilometers) of its intended landing site near the Malapert A crater, less than 200 miles (300 kilometers) from the south pole. NASA, the main customer, wanted to get as close as possible to the pole to scout out the area before astronauts show up later this decade.

NASA's Lunar Reconnaissance Orbiter will attempt to pinpoint the lander's location, as it flies overhead this weekend.

With Thursday’s touchdown, Intuitive Machines became the first private business to pull off a moon landing, a feat previously achieved by only five countries. Japan was the latest country to score a landing, but its lander also ended up on its side last month.

Odysseus' mission was sponsored in large part by NASA, whose experiments were on board. NASA paid $118 million for the delivery under a program meant to jump-start the lunar economy.

One of the NASA experiments was pressed into service when the lander's navigation system did not kick in. Intuitive Machines caught the problem in advance when it tried to use its lasers to improve the lander's orbit. Otherwise, flight controllers would not have discovered the failure until it was too late, just five minutes before touchdown.

“Serendipity is absolutely the right word,” mission director Tim Crain said.

It turns out that a switch was not flipped before flight, preventing the system's activation in space.

Launched last week from Florida, Odysseus took an extra lap around the moon Thursday to allow time for the last-minute switch to NASA's laser system, which saved the day, officials noted.

Another experiment, a cube with four cameras, was supposed to pop off 30 seconds before touchdown to capture pictures of Odysseus’ landing. But Embry-Riddle Aeronautical University’s EagleCam was deliberately powered off during the final descent because of the navigation switch and stayed attached to the lander.

Embry-Riddle's Troy Henderson said his team will try to release EagleCam in the coming days, so it can photograph the lander from roughly 26 feet (8 meters) away.

"Getting that final picture of the lander on the surface is still an incredibly important task for us,” Henderson told The Associated Press.

Intuitive Machines anticipates just another week of operations on the moon for the solar-powered lander — nine or 10 days at most — before lunar nightfall hits.

The company was the second business to aim for the moon under NASA's commercial lunar services program. Last month, Pittsburgh's Astrobotic Technology gave it a shot, but a fuel leak on the lander cut the mission short and the craft ended up crashing back to Earth.

Until Thursday, the U.S. had not landed on the moon since Apollo 17's Gene Cernan and Harrison Schmitt closed out NASA's famed moon-landing program in December 1972. NASA's new effort to return astronauts to the moon is named Artemis after Apollo's mythological twin sister. The first Artemis crew landing is planned for 2026 at the earliest.

3 female Houston innovators to know this week

who's who

Editor's note: Welcome to another Monday edition of Innovators to Know. Today I'm introducing you to three Houstonians to read up about — three individuals behind recent innovation and startup news stories in Houston as reported by InnovationMap. Learn more about them and their recent news below by clicking on each article.

Emma Konet, co-founder and CTO of Tierra Climate

Emma Konet, co-founder and CTO of Tierra Climate, joins the Houston Innovators Podcast. Photo via LinkedIn

If the energy transition is going to be successful, the energy storage space needs to be equipped to support both the increased volume of energy needed and new energies. And Emma Konet and her software company, Tierra Climate, are targeting one part of the equation: the market.

"To me, it's very clear that we need to build a lot of energy storage in order to transition the grid," Konet says on the Houston Innovators Podcast. "The problems that I saw were really on the market side of things." Read more.

Cindy Taff, CEO of Sage Geosystems

Houston-based Sage Geosystems announced the first close of $17 million round led by Chesapeake Energy Corp. Photo courtesy of Sage

A Houston geothermal startup has announced the close of its series A round of funding.

Houston-based Sage Geosystems announced the first close of $17 million round led by Chesapeake Energy Corp. The proceeds aim to fund its first commercial geopressured geothermal system facility, which will be built in Texas in Q4 of 2024. According to the company, the facility will be the first of its kind.

“The first close of our Series A funding and our commercial facility are significant milestones in our mission to make geopressured geothermal system technologies a reality,” Cindy Taff, CEO of Sage Geosystems, says. Read more.

Clemmie Martin, chief of staff at The Cannon

With seven locations across the Houston area, The Cannon's digital technology allows its members a streamlined connection. Photo courtesy of The Cannon

After collaborating over the years, The Cannon has acquired a Houston startup's digital platform technology to become a "physical-digital hybrid" community.

Village Insights, a Houston startup, worked with The Cannon to create and launch its digital community platform Cannon Connect. Now, The Cannon has officially acquired the business. The terms of the deal were not disclosed.

“The integration of a world-class onsite member experience and Cannon Connect’s superior virtual resource network creates a seamless, streamlined environment for member organizations,” Clemmie Martin, The Cannon’s newly appointed chief of staff, says in the release. “Cannon Connect and this acquisition have paved new pathways to access and success for all.” Read more.