Startup aims for goal of connecting Houston sports community

game on

Houston-based Sportlo is shooting for a one-stop-shop platform for sporting programs in Houston. Cade Martin/Getty Images

In virtually no time at all, Sportlo has built its reputation on the simplest of foundations: community.

Thilo Borgmann and Sebastian Henke founded the local hub for sports parents earlier this year as a tool for sports moms and dads to stay connected with local leagues, sports clubs, coaches, and other parents with children involved in youth sports in the greater Houston area.

"We make it easy for sports parents to keep up with what's happening in their local youth sports community," says Henke. "With our platform, they can discover tryouts, camps, and sports clubs. They can also join and create groups, find private coaches for their kids, and more."

Borgmann and Henke are both former NCAA Division 1 soccer players who starred while they were student athletes at Houston Baptist University, then went on to become well-known private coaches.

The sports-loving duo saw a dearth of useful information for sports parents on popular social media sites, so they created the platform to give users a central place to communicate with each other, join and create groups, discover tryouts and camps for their children and find private coaches across the city to help their young athletes reach their goals.

"We were both involved in sports for most of our lives and then got into private coaching," says Henke. "Overall, what we saw was that there is an entire ecosystem of youth sports and it was very much unorganized."

Henke says sports clubs weren't able to reach potential members and their parents. He says they envisioned a one-stop-shop approach to the sports ecosystem.

"So, Sportlo is focused on sports parents, but within the community, we try to connect persons with coaches, with clubs, with colleges and so on," Henke says. "That's the vision behind it, so people will have a place to have a community, to get advice and tips and then they will have access to certain services and information."

The plan for Sportlo has already evolved in its short life. Originally the platform was going to support just private coaching.

"After we got more feedback from parents and first users, we started to adapt the product and rebuilt the product," Henke says. "Based on the surveys we collected online, parents wanted us to find ways how to connect them with each other, so that's why we started building it as a new page and that's how we realized where it needed to go."

The biggest lesson in listening to their users was understanding that any initial vision to help a community must also be focused on or include what's intrinsically valuable to the users.

"Too often, people get focused on their own ideas and forget that feedback offers surprising moments," says Henke. "Users gave us a whole new path, which kept us from going in the direction where users wouldn't want the product to go."

Feedback from users is key, Henke says, and he recommends startup founders prioritize user experience and constructive criticism.

"All of the ideas that we had in our head, at some point we had to stop and reevaluate them and then focus on the most important thing first and then go from there," he says.

Still, the launch of Sportlo was not without its own unique challenges. Its March go-live date coincided in point of time with the spread of COVID-19, which ultimately turned into a worldwide pandemic.

"We haven't had to make any major changes," says Henke. "But groups on the platform have focused on that topic because there are no sports happening at the moment and they are eager to get them back. But other than that, it's not something we've had to focus on. But for parents, they've focused on related topics, like how to keep their kids busy at home doing exercises, things like that, or when discussing when their kids' clubs are starting back up and how to keep kids safe."

In addition to forming groups and sharing a variety of sports-related topics, parents can post pictures and videos of their child's latest tournament or game, get access to useful articles shared by fellow parents and find recommended sports products for themselves or their child.

"The main reason we added that social component was because we wanted to have a user timeline so when they log in, all the users can see something sports related," says Borgmann. "There's so much noise, with politics and posts that are only about the coronavirus and all that, so we wanted to focus on sports and have parents be able to show how their kid is doing, see other kids in action and support each other with a focus on sports without seeing all the other distractions that might be on other platforms."

For now, Sportlo is focused solely on keeping Houston informed, but it will look to expand to other cities and states when the time comes.

"We are focused right now only on Houston, because we know Houston and Texas and we've experienced different levels of sports in this area, so we want to stay local," says Henke. "Then, the next step is we intend to take it to other cities within Texas. And at some point, our vision is to have the entire youth ecosystem of the United States."

Ad Placement 300x100
Ad Placement 300x600

CultureMap Emails are Awesome

Property Showcase

Houston tech platform raises series C round backed by Mastercard

money moves

Hello Alice, a fintech platform that supports 1.5 million small businesses across the country, has announced its series C round.

The amount raised was not disclosed, but Hello Alice reported that the fresh funding has brought the company's valuation to $130 million. Alexandria, Virginia-based QED Investors led the round, and investors included Mastercard, Backstage Capital, Guy Fieri, Golden Seeds, Harbert Growth Partners Fund, How Women Invest I, LP, Lovell Limited Partnership, Tyler “Ninja” and Jessica Blevins, and Tamera Mowry and Adam Housley, per a news release from the company.

“We are thrilled to hit the milestone of 1.5 million small businesses utilizing Hello Alice to elevate the American dream. There are more entrepreneurs launching this year than in the history of our country, and we will continue to ensure they get the capital needed to grow,” Elizabeth Gore and Carolyn Rodz, co-founders of Hello Alice, say in a news release. “In closing our Series C, we welcome Mastercard to our family of investors and continue to be grateful to QED, How Women Invest, and our advocates such as Guy Fieri.”

The funding will go toward expanding capital offerings and AI-driven tools for its small business membership.

“Our team focuses on finding and investing in companies that are obsessed with reducing friction and providing superior financial services solutions to their customers,” QED Investors Co-Founder Frank Rotman says in the release. “Hello Alice has proven time and time again that they are on the leading edge of providing equitable access to capital and banking services to the small business ecosystem."

Hello Alice, which closed its series B in 2021 at $21 million, has collaborated with Mastercard prior to the series C, offering small business owners the Hello Alice Small Business Mastercard in 2022 and a free financial wellness tool, Business Health Score, last year. Mastercard also teamed up with other partners for the the Equitable Access Fund in 2023.

“With Hello Alice, we’re investing to provide support to small business owners as they look to access capital, helping to address one of the most cited business challenges they face,” Ginger Siegel, Mastercard's North America Small Business Lead, adds. “By working together to simplify access to the products and services they need when building and growing their business, we’re helping make a meaningful impact on the individuals who run their businesses, the customers they serve, and our communities and economy at large.”

While Hello Alice's founders' mission is to help small businesses, their own company was threatened by a lawsuit from America First Legal. The organization, founded by former Trump Administration adviser Stephen Miller and features a handful of other former White House officials on its board, is suing Hello Alice and its partner, Progressive Insurance. The lawsuit alleges that their program to award10 $25,000 grants to Black-owned small businesses constitutes racial discrimination. Gore calls the lawsuit frivolous in an interview on the Houston Innovators Podcast. The legal battle is ongoing.

Inspired by the lawsuit, Hello Alice launched the Elevate the American Dream, a grant program that's highlighting small businesses living out their American dreams. The first 14 grants have already been distributed, and Hello Alice plans to award more grants over the next several weeks, putting their grant funding at over $40 million.


NASA awards $30M to Houston space tech company to develop lunar rover

moon rider

Houston-based space technology company Intuitive Machines has landed a $30 million NASA contract for the initial phase of developing a rover for U.S. astronauts to traverse the moon’s surface.

Intuitive Machines is one of three companies chosen by NASA to perform preliminary work on building a lunar terrain vehicle that would enable astronauts to travel on the moon’s surface so they can conduct scientific research and prepare for human missions to Mars.

The two other companies are Golden, Colorado-based Lunar Outpost and Hawthorne, California-based Astrolab.

NASA plans to initially use the vehicle for its Artemis V lunar mission, which aims to put two astronauts on the moon. It would be the first time since the Apollo 17 mission in 1972 that astronauts would step foot on the lunar surface.

The Artemis V mission, tentatively set for 2029, will be the fifth mission under NASA’s Artemis program.

“This vehicle will greatly increase our astronauts’ ability to explore and conduct science on the lunar surface while also serving as a science platform between crewed missions,” says Vanessa Wyche, director of NASA’s Johnson Space Center in Houston.

Intuitive Machines says the $30 million NASA contract represents its entrance into human spaceflight operations for the space agency’s $4.6 billion moon rover project. The vehicle — which Intuitive Machines has dubbed the Moon Reusable Autonomous Crewed Exploration Rover (RACER) — will be based on the company’s lunar lander.

“Our global team is on a path to provide essential lunar infrastructure services to NASA in a project that would allow [us] to retain ownership of the vehicle for commercial utilization during periods of non-NASA activity over approximately 10 years of lunar surface activity,” says exploration,” says Steve Altemus, CEO of Intuitive Machines.

Intuitive Machines’ partners on the RACER project include AVL, Boeing, Michelin, and Northrop Grumman.

Intuitive Machines plans to bid on the second phase of the rover project after finishing its first-phase feasibility study. The second phase will involve developing, delivering, and operating the rover.

In February, Intuitive Machines became the first private company to land a spacecraft on the moon with no crewmembers aboard. NASA was the key customer for that mission.

Houston expert: How to avoid 'ghost hiring' while attracting top talent

guest column

One of the latest HR terms grabbing attention today is “ghost hiring.” This is a practice where businesses post positions online, even interviewing candidates, with no intention to fill them. In fact, the role may already have been filled or it may not exist.

Usually, an applicant applies for the job, yet never hears back. However, they may be contacted by the recruiter, only to learn the offer is revoked or a recruiter ghosts them after a first-round interview.

Applicants who are scouring job sites for the ideal position can become discouraged by ghost hiring. Employers do not usually have any ill intentions of posting ghost jobs and talking with candidates. Employers may have innocently forgotten to take down the listing after filling the position.

Some employers may leave positions up to expand their talent pool. While others who are open to hiring new employees, even if they do not match the role, may practice ghost hiring when they want a pool of applicants to quickly pull from when the need arises. Finally, some employers post job roles to make it look like the company is experiencing growth.

When employers participate in ghost hiring practices, job candidates can become frustrated, hurting the employer brand and, thus, future recruiting efforts. Even with the tight labor market and employee turnover, it is best not to have an evergreen posting if there is no intention to hire respondents.

There are several ways employers can engage candidates and, likewise, build a talent pool without misleading job seekers.

Network

A recruiter at their core is a professional networker. This is a skill that many have honed through the years, and it continues to evolve through social media channels. While many recruiters lean on social media, you should not discount meeting people face-to-face. There is power in promoting your organization at professional meetings, alumni groups and civic organizations. Through these avenues, many potential candidates will elect for you to keep them in mind for future opportunities.

Employee Referrals

When recruiters want to deepen their talent pool, they cannot discount the employee referral. Simply letting employees know and clearly stating the exploratory nature of the conversation can lead to stellar results. Employees understand the organization, its culture and expectations, so they are more likely to refer the company to someone who would be a good fit and reflect highly on them.

Alternative Candidates

In recent years, organizations and recruiters are more dialed into skills-first recruiting practices. Creating job postings that emphasize the skill sets needed rather than the years of experience, specific college degree or previous job titles, can yield a crop of candidates who may be more agile and innovative than others. Fostering relationships with people who fit unique skills needed within the organization can help you develop a deeper bench of candidates.

Contingent Workforce

Part-time workers, freelancers, and independent contractors are a great way to build connections and the talent pool. These workers and their skills are known entities, plus they know the organization, which makes them valuable candidates for open roles. If their expertise is needed on a regular basis, it is easier to have open conversations about a potential expansion of their duties or offer full-time work.

Internal Talent

Human resources and recruiters need to work with managers and leadership to intimately know what kind of talent lies within their own organization. Current employees may have the strengths, skills, and capabilities to fill new positions or roles. Through conversations with employees and their managers, you can identify who can flex different skills, but even more importantly, the ambition to grow within the company.

In every instance, it is crucial for recruiters and hiring managers to be transparent in their intentions. Communicating within your network that you are always looking for great talent to fill future roles sets the tone. When communicating with candidates, whether there is a pressing job opportunity or not, be clear from the onset regarding your intentions for hire. With a transparent approach to hiring and candidate development, you will keep the employer brand intact and maintain recruiting power.

------

Jaune Little is a director of recruiting services with Insperity.

View All Listings