New report recognizes best hospitals in Houston

better than all the rest

Houston Methodist stood out yet again on an annual best hospitals report, but several other Houston institutions were recognized as well. Courtesy of Methodist Hospital/Facebook

Hospitals across Houston were ranked by their patient care, patient safety, outcomes, nursing, advanced technology and reputation in an annual report that identifies the top medical facilities in the country.

U.S. News & World Report released its 31st annual best hospital rankings this week, which included both adult and children's hospital tracks across several categories. The report released both overall and local rankings after evaluating over 4,500 medical centers nationwide in 16 specialties, and 134 hospitals were ranked in at least one specialty.

For the ninth year in a row, the top hospital in Houston and Texas, according to the report, is Houston Methodist, which ranked at No. 20 nationally and made the report's Honor Roll.

"Our U.S. News rankings are especially meaningful right now as this has been an exceptionally difficult time for our health care workers," says Marc Boom, M.D., president and CEO of Houston Methodist, in a news release. "We have always served our community by providing exceptional care — during the COVID-19 pandemic and before. It's a true testament to our commitment to being unparalleled."

Houston Methodist Sugar Land Hospital tied for No. 4 in Houston and No. 6 (three-way tie) in Texas. Additionally, the hospital was recognized on the top lists for 11 specialties:

  • No. 12 for cardiology/heart surgery
  • No. 13 for orthopedics
  • No. 14 for gastroenterology/GI surgery
  • No. 17 for cancer
  • No. 19 (tie) for nephrology
  • No. 20 for pulmonology and lung surgery
  • No. 23 for neurology/neurosurgery
  • No. 26 for geriatrics
  • No. 26 (tie) for gynecology
  • No. 28 for diabetes and endocrinology
  • No. 49 for ear, nose and throat

The second-best hospital in Houston on this year's ranking was Baylor St. Luke's Medical Center, which was also named the No. 3 hospital in the state.

"At Baylor St. Luke's, we are transforming the way we deliver care for our patients through groundbreaking technologies and a multidisciplinary approach that allows us to give the best possible care to patients and their families," says Doug Lawson, CEO of St. Luke's Health, in a news release. "I praise our dedicated staff and physicians for helping us achieve this recognition."

Baylor St. Luke's also made an appearance across five specialties:

  • No. 17 for cardiology/heart surgery
  • No. 21 for gastroenterology/GI surgery
  • No. 21 for neurology/neurosurgery
  • No. 27 for cancer
  • No. 47 for geriatrics

"This is a great report that confirms the efforts of our partnership at Baylor St. Luke's and our affiliated hospitals to provide unsurpassed care to patients, conduct research that will change lives and train the next generation of physicians", says Dr. Paul Klotman, president, CEO, and executive dean at Baylor College of Medicine. "Baylor St. Luke's high ranking in Texas is in parallel with Baylor College of Medicine being the highest ranked medical school in Texas. Together, we are an outstanding academic medical center and learning health system."

Memorial Hermann - Texas Medical Center came in No. 3 in Houston and No. 5 in Texas. The hospital ranked in one adult specialty and two children's specialties.

  • No. 43 for ear, nose and throat (adult)
  • No. 22 for cardiology/heart surgery (pediatric)
  • No. 31 for neurology/neurosurgery (pediatric)

On the children's hospital track, Houston's Texas Children's Hospital ranked as No. 4 nationally and was recognized in all 10 pediatric specialties, which included:

  • No. 1 for pediatric cardiology/heart surgery
  • No. 2 for pediatric nephrology
  • No. 2 for pediatric neurology/neurosurgery
  • No. 3 for pediatric pulmonology and lung surgery
  • No. 4 for pediatric cancer
  • No. 5 for pediatric diabetes and endocrinology
  • No. 5 for pediatric gastroenterology/GI surgery
  • No. 6 for pediatric urology
  • No. 10 for neonatology
  • No. 15 for pediatric orthopedics

Zooming in on the specific specialties, several other Houston hospitals in addition to these top tier hospitals, secured spots in the top 10 rankings.

University of Texas MD Anderson Cancer Center was ranked No. 1 nationally for adult cancer treatment. Additionally, the hospital made an appearance in six other adult specialties and one pediatric specialty.

  • No. 4 for ear, nose and throat
  • No. 6 for urology
  • No. 14 for gynecology
  • No. 27 for diabetes and endocrinology
  • No. 41 for geriatrics
  • No. 46 for gastroenterology/GI surgery
  • No. 38 for cancer (pediatric)
TIRR Memorial Hermann in Houston ranked No. 3 nationally for rehabilitation.
For all 31 years, The Menninger Clinic has been recognized as a top hospital in the psychiatric speciality. This year, the clinic ranked at No. 9 nationally.

"Our clinical teams provide personalized care with the right blend of art and science. We have pioneered measuring the effectiveness of this treatment, and the results consistently demonstrate that patients sustain their well-being for at least a year after they leave Menninger," says Armando Colombo, president and CEO, in a news release. "Going forward, we will improve access to make it easier for more Texans to access these life-changing results."

Ad Placement 300x100
Ad Placement 300x600

CultureMap Emails are Awesome

Property Showcase

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.

Houston ecommerce scale-up company acquires Amazon advertising partner

all aboard

A Houston tech company has tapped an Amazon partner in a strategic acquisition and is bringing the company's full team on board.

Cart.com acquired Ohio-based Amify, a company that provides optimization and advertising solutions. The terms of the deal were not disclosed but Cart.com will on board Amify’s entire employee base, including its founder Ethan McAfee, CEO Chris Mehrabi, and COO Christine McCambridge.

As chief delivery officer, Mehrabi will take the helm of Cart.com’s professional services business and McCambridge will lead Cart.com’s marketplace services team as vice president of marketplace services operations.

“I’m happy to welcome the entire Amify team to Cart.com and have industry veterans Chris Mehrabi and Christine McCambridge join our leadership team,” Cart.com Founder and CEO Omair Tariq says in a news release. “Amify has been widely recognized for their expertise and technology and we’re excited to leverage their experience to help our customers maximize their potential across channels.”

Cart.com's membership will have access to Amify's proprietary technology platform, including advertising, creative content, supply chain strategy, and analytics. The company, which was founded in 2011, currently supports over 50 global brands and manages approximately $1 billion in gross merchandise value. According to LinkedIn, Amify has over 50 employees.

“We could not be more excited to join Cart.com and leverage the company’s resources and scale to deliver value to both our customers and employees,” Mehrabi says. “I’m honored to step into the role of Chief Delivery Officer and contribute to Cart.com’s incredible growth story and innovative reputation.”

Founded in Houston in 2020, Cart.com provides comprehensive physical and digital infrastructure for online merchants. The company raised a $60 million series C and grown its customer base to over 6,000 users. After making several acquisitions, the company also operates 14 fulfillment centers nationwide.

Earlier this year, Tariq sat down with the Houston Innovators Podcast to share a bit about how the company is currently in scale-up mode.

Houston health tech innovator collaborates on promising medical device funded by DOD

team work

The United States Department of Defense has awarded a grant that will allow the Texas Heart Institute and Rice University to continue to break ground on a novel left ventricular assist device (LVAD) that could be an alternative to current devices that prevent heart transplantation and are a long-term option in end-stage heart failure.

The grant is part of the DOD’s Congressionally Directed Medical Research Programs (CDMRP). It was awarded to Georgia Institute of Technology, one of four collaborators on the project that will be designed and evaluated by the co-investigator Yaxin Wang. Wang is part of O.H. “Bud” Frazier’s team at Texas Heart Institute, where she is director of Innovative Device & Engineering Applications Lab. The other institution working on the new LVAD is North Carolina State University.

The project is funded by a four-year, $7.8 million grant. THI will use about $2.94 million of that to fund its part of the research. As Wang explained to us last year, an LVAD is a minimally invasive device that mechanically pumps a person’s own heart. Frazier claims to have performed more than 900 LVAD implantations, but the devices are far from perfect.

The team working on this new research seeks to minimize near-eventualities like blood clot formation, blood damage, and driveline complications such as infection and limitations in mobility. The four institutions will try to innovate with a device featuring new engineering designs, antithrombotic slippery hydrophilic coatings (SLIC), wireless power transfer systems, and magnetically levitated driving systems.

Wang and her team believe that the non-contact-bearing technology will help to decrease the risk of blood clotting and damage when implanting an LVAD. The IDEA Lab will test the efficacy and safety of the SLIC LVAD developed by the multi-institutional team with a lab-bench-based blood flow loop, but also in preclinical models.

“The Texas Heart Institute continues to be a leading center for innovation in mechanical circulatory support systems,” said Joseph G. Rogers, MD, the president and CEO of THI, in a press release.

“This award will further the development and testing of the SLIC LVAD, a device intended to provide an option for a vulnerable patient population and another tool in the armamentarium of the heart failure teams worldwide.”

If it works as hypothesized, the SLIC LVAD will improve upon current LVAD technology, which will boost quality of life for countless heart patients. But the innovation won’t stop there. Technologies that IDEA Lab is testing include wireless power transfer for medical devices and coatings to reduce blood clotting could find applications in many other technologies that could help patients live longer, healthier lives.

View All Listings