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7 Houston energy-focused businesses among Time's best midsize companies 2025

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CenterPoint is one of 13 Houston companies on Time's list. Photo via centerpoint.com

Seven Houston-based businesses focused on the energy industry appear on Time magazine and Statista’s new ranking of the country’s best midsize companies.

Time and Statista ranked companies based on employee satisfaction, revenue growth, and transparency about sustainability. All 500 companies on the list have annual revenue from $100 million to $10 billion.

The Houston energy-focused companies on the list are:

  • No. 141 MRC Global. Score: 85.84
  • No. 176 National Oilwell Varco. Score: 84.50
  • No. 266 Nabor Industries. Score: 81.59
  • No. 296 Archrock. Score: 80.17
  • No. 327 Superior Energy Services. Score: 79.38
  • No. 359 CenterPoint Energy. Score: 78.02
  • No. 461 Oceaneering. Score: 73.87
In total, 13 Houston-based businesses appear, with Houston engineering firm KBR topping the Texas businesses that made the list. KBR earned the No. 30 spot, earning a score of 91.53 out of 100. It is joined by these other Houston companies:
  • No. 168 Comfort Systems USA. Score: 84.72
  • No. 175 Crown Castle. Score: 84.51
  • No. 234 Kirby. Score: 82.48
  • No. 332 Insperity. Score: 79.15
  • No. 485 Skyward Specialty Insurance. Score: 73.15

Additional Texas companies on the list include:

  • No. 95 Austin-based Natera. Score: 87.26
  • No. 199 Plano-based Tyler Technologies. Score: 86.49
  • No. 139 McKinney-based Globe Life. Score: 85.88
  • No. 140 Dallas-based Trinity Industries. Score: 85.87
  • No. 149 Southlake-based Sabre. Score: 85.58
  • No. 223 Dallas-based Brinker International. Score: 82.87
  • No. 226 Irving-based Darling Ingredients. Score: 82.86
  • No. 256 Dallas-based Copart. Score: 81.78
  • No. 276 Coppell-based Brink’s. Score: 80.90
  • No. 279 Dallas-based Topgolf. Score: 80.79
  • No. 294 Richardson-based Lennox. Score: 80.22
  • No. 308 Dallas-based Primoris Services. Score: 79.96
  • No. 322 Dallas-based Wingstop Restaurants. Score: 79.49
  • No. 335 Fort Worth-based Omnicell. Score: 78.95
  • No. 337 Plano-based Cinemark. Score: 78.91
  • No. 345 Dallas-based Dave & Buster’s. Score: 78.64
  • No. 349 Dallas-based ATI. Score: 78.44
  • No. 385 Frisco-based Addus HomeCare. Score: 76.86
  • No. 414 New Braunfels-based Rush Enterprises. Score: 75.75
  • No. 431 Dallas-based Comerica Bank. Score: 75.20
  • No. 439 Austin-based Q2 Software. Score: 74.85
  • No. 458 San Antonio-based Frost Bank. Score: 73.94
  • No. 475 Fort Worth-based FirstCash. Score: 73.39
  • No. 498 Irving-based Nexstar Broadcasting Group. Score: 72.71
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This article originally appeared on our sister site, InnovationMap.
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In Houston, severe weather can impact operations any time of year, not just hurricane season, so now is the time to incorporate any fresh lessons learned during Hurricane Beryl into your plans. Photo by Brandon Bell/Getty Images

How to prepare your business for severe weather, according to this Houston expert

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Unprecedented severe weather events are becoming more frequent and intense. Proactive business planning is critical to navigating what Mother Nature has in store for us.

In Houston, severe weather can impact operations any time of year, not just hurricane season, so now is the time to incorporate any fresh lessons learned during Hurricane Beryl into your plans. Employers are responsible for safeguarding their employees and assets during these emergencies, which requires establishing an emergency action plan as a foundation of preparedness.

Develop an Emergency Action Plan

If your business does not have an emergency action plan (EAP), today is the perfect time to start it so you are prepared with a response strategy. This clearly written plan is a blueprint for how your business will react and protect employees when severe weather strikes. The more detailed the EAP, the better you and your employees will respond in a time of crisis. Within the EAP, it is important to outline specific protocols, designate key roles and responsibilities and establish communication channels for employees and clients. As power can be an issue during severe weather events, outlining various communication channels is helpful.

Identify Key Employees

During an emergency, you need to know who has the authority to make the decisions that impact your employees and your business. The designated person needs to assess the situation, determine whether employees should work remotely or shelter in place, and communicate these decisions clearly and quickly. This person is usually on the leadership team and can be trusted to make clear decisions, act promptly and communicate effectively to mitigate undue risks.

Implement Regular Emergency Training

Practice makes perfect. A plan on paper is the first step, but it must be practiced and drilled so everyone knows what to do, asks questions and makes any needed adjustments, all when the stakes are not as high. Familiarity with emergency procedures through periodic training and drills allows employees to practice evacuation routes, assembly points and safety protocols.Incorporating local emergency responders in safety drills familiarizes employees with the roles and responsibilities of each group. Through this emergency training, your teams will become confidently prepared to calmly respond to emergencies.

Provide a Swift and Orderly Response

Proactively thinking through and planning for location-specific emergency situations allows business owners to mitigate risks associated with severe weather events and quickly respond when a crisis strikes. When your business is prepared, there is less downtime and disruption to business operations, it protects physical assets, and most importantly, it prioritizes the safety and well-being of employees.

Houston experiences a wild mix of severe weather situations, which makes proactive business planning and preparedness even more critical. Prioritizing EAP development and implementation, designating responsible decision-makers, conducting regular training and drills, and ensuring clear communication channels sets the stage for a resilient organization in severe weather. Additionally, establishing a clear EAP helps foster a culture of safety and readiness that can significantly protect lives and livelihoods during times of crisis.

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Ray Brock is a director of safety services with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace.
Recruiting in the energy sector may be challenging, but the right candidates are out there. Photo via Getty Images

How you should be approaching energy recruiting in 2024, per Houston expert

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The January jobs report, per BLS, may be cause for celebration with 353,000 new jobs, but with a low unemployment rate of 3.7 percent, the tight labor market persists.

The same report states there were 2,000 more jobs in oil and gas extraction in January. Finding the right people for energy jobs can be a challenge right now as the industry has experienced flux the past few years. Many energy employers find key talent has moved into new industry verticals, drawn by the promise of increased stability.

Recruiting in the energy sector may be challenging, but the right candidates are out there. It is important for hiring managers to be realistic as they approach recruiting and hiring timeframes and make smart hiring decisions. The organization will be better off in the long run for this approach.

The following recruiting strategies are poised to support energy employers throughout the year.

Get personal.

Job candidates want to feel like their future employer is genuinely interested in them, which means recruiters should personalize the candidate’s experience. This starts by taking a holistic look at the hiring funnel and considering ways to make each candidate feel as though they are the only one you are talking to for the role.

Each touchpoint impacts how the candidate perceives the organization. The job description should inspire candidates, making them excited to apply and motivating them to dream about a future with your organization. Personalizing recruitment outreach messages to speak to their individual talents instead of a standard, generic message speaks volumes.

Moving through the hiring process as quickly as possible is important, but recruiting is about the long game. There are candidates who fall into place in a matter of days. Other times, you may have a conversation with a candidate months or even years before the timing is right for them to make a move. Asking about the candidate’s professional timeline and letting them know that you are willing to work with them, no matter how fast or slow, makes them feel special and valued by your company.

Be ready to compromise.

It has become hard to find the right fit for some of the energy jobs today. However, this does present an opportune moment for employers to reassess the conventional prerequisites typically required for specific positions. Criteria such as an exact college degree, a specified number of years of relevant experience, industry-specific expertise, an unbroken work history and proficiency in specific software applications are areas to reconsider in the job postings, job descriptions and interviews. This strategic adjustment broadens the talent pool and provides access to individuals whose suitability for a role might have been overlooked. Shifting away from stringent education backgrounds and narrowly defined experience, and instead prioritizing qualities such as adaptability and learning capabilities in the search for candidates, recruiters may discover a smoother path to securing qualified candidates.

Grow internal talent.

Recruitment today also means recruiting internally. The optimal approach to efficiently filling positions is promoting the role internally as existing employees have a vested interest and are deeply ingrained in the company’s culture. Their familiarity with colleagues, procedures and protocols facilitates a swift transition into new roles. In order for this to become a possibility, it’s imperative for leaders to nurture internal talent through professional development initiatives that equip employees with the skills needed for advancement. Tailored learning opportunities, mentorship and guidance for reskilling and upskilling can foster internal mobility, enhance employee retention and ensure sustained success. With all this in mind, recruiters should keep in close contact with management teams to discuss internal candidates and their career path.

There is no one way to recruit in 2024, but focusing on the individual and their skills as well as in-house candidates can make it a successful endeavor.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

This article originally ran on InnovationMap.

Retirement is coming for the energy industry's workforce. Here's how to prepare for it. Photo via Getty Images

Houston expert shares strategies for addressing the energy industry’s potential workforce shortages

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The energy industry, a vital part of Houston’s business ecosystem, faces the challenge of a shrinking workforce.

A U.S. Chamber of Commerce report indicates the workforce has nearly two million fewer workers today as compared to February 2020. A considerable part of this decline can be attributed to retirement and early retirement rates, with the pandemic prompting three million people to early retirement. Furthermore, with an estimated 10,000 Baby Boomers turning 65 daily, the entire generation is expected to reach retirement age by 2030.

The tight labor market, coupled with the growing brain drain associated with retirement rates, should serve as a wake-up call for employers in the energy sector. There are tried-and-true strategies to prepare businesses for waves of retirement and ensure the knowledge does not walk out the door.

Upskilling: Invest in the workforce 

Knowledge and skills go with workers are they retire. To mitigate the brain drain, companies need to invest in upskilling their existing employees and new hires. Establishing formal training and development opportunities can help enrich the workforce to pick up the responsibilities of retiring colleagues. This investment ensures a smooth transition, shows employees they are valued by the organization, and increases employee loyalty and engagement.

Adopting innovative training programs that cater to the specific needs of the energy sector is one approach. Technologies rapidly evolve, and employees must stay current to remain effective in their roles. Investing in the latest training programs, workshops and certifications will enable the workforce to thrive in a rapidly changing industry.

Mentoring programs: Pass the torch

Mentorship programs can play a pivotal role as more employees retire. Experienced employees nearing retirement can mentor younger workers, transferring knowledge and skills while ensuring a seamless transition of expertise. The value of mentorship programs can be priceless for an organization as they help transfer on-the-job learning and experiences that are not taught in the classroom.

A structured mentorship program usually proves most effective as it outlines the responsibilities of the mentors and mentees. A structured approach, which should have built-in accountability measures, ensures there is a productive knowledge transfer process.

Intentional recruitment: Attract and retain talent

A proactive recruitment approach is essential as businesses work to fill knowledge gaps. Companies in the energy sector should seek out talent to bridge the generational divide. This may include targeting candidates who have the relevant skills and knowledge, yet they are willing to adapt to the industry’s changing landscape.

Workplace culture is still a relevant and important component of attracting and retaining top-notch talent. Beyond competitive compensations packages, today’s job candidates look for growth opportunities and a focus on work-life balance.

Retaining knowledge: Document the expertise

Institutional knowledge will walk out the door as experienced employees retire. Companies can prepare for and mitigate the knowledge migration with knowledge-sharing systems and comprehensive documentation processes. An established process can help preserve information that may seem like second nature to more experienced employees and make it accessible to current and future employees. Asking retiring employees to document their expertise and best practices can safeguard their insights within the organization.

Covering bases: Create an alumni network

Retirement does not always mean the employee wants to hang up their proverbial hat entirely. Filling the knowledge gap as employees retire can be daunting. However, the development of an alumni network can extend the life of the institutional knowledge and knowledge-sharing process. Bringing back retirees on a project basis or to consult is a solution benefiting everyone involved.

Every industry must prepare for the impending wave of retirements. The energy industry’s significant impact on the Houston economy requires proactive and thoughtful solutions. The tight labor market and retirement rates should have businesses in this sector working diligently to fill the upcoming knowledge gaps through upskilling, mentoring, intentional recruitment, knowledge-sharing systems and alumni networks. Taking these steps now, the energy industry can circumnavigate workforce shortages and prepare for continued success.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

Here's what you should consider if you need to make cuts to your business — now or in the future. Photo via Getty Images

4 layoff alternatives energy businesses should consider in a downturn, according to this Houston expert

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Preparing for a potential economic downturn can be unsettling for employers and employees. As payroll is typically one of the largest expenditures for a business, no matter its size, layoffs seem like the quickest fix. While this may offer short-term relief, they can severely impact operations and workplace culture.

When staff is reduced, culture can suffer. Employee morale can decrease and distrust may build, especially if layoffs are not communicated properly. This can lead to the remaining employees feeling anxious about their own future with the organization and spur them to look for employment elsewhere, which can affect an organization’s overall productivity and day-to-day operations.

Business owners should get creative and consider the impact and the many alternatives before resorting to workforce reductions.

Analyze salaries

If the organization’s downturn is short-term, senior leadership and upper management could accept temporary salary reductions until business improves. However, if the situation is more dire, leaders might consider an option such as cutting overhead with job sharing. Employee numbers then remain the same, but two positions become one and it is filled by two part-time employees to support a function or role. Furloughs for non-essential employees give employers time to consider if permanent layoffs are necessary. Of course, this requires an understanding of each performers contribution within the organization to determine overall impact and level of “necessity.”

Look at schedules

Permanent remote work could save on operating costs, such as leases and travel expenses, which gives more budgetary leeway to avoid layoffs. Another approach is implementing a four-day workweek to reduce hours and salaries by 20 percent. The added benefit to a shortened workweek is better employee work-life balance.

Scale Back Benefits

When finances are in a critical state, and leadership is looking to avoid layoffs, employers can scale benefits and perks for all employees. Temporarily pausing the 401(k) match, relying more on virtual business meetings instead of incurring travel expenses, and cutting employee bonuses can help ease the economic burden without letting people go. As with salary reductions, scaling back on benefits should begin with leadership before expanding to others.

Streamline Systems

When auditing the company, employers should also evaluate company processes and workflows for efficiency. It’s possible an employee could be more productive in a different role or a process may be found to be more laborious than necessary. Digital software is another alternative to help streamline systems. Employee feedback is another great resource to help identify gaps and streamline processes. A good practice is to have performers look for ways to make tasks within their role more efficient and productive.

Every decision has its costs. The most important thing employers can do is to be open and honest with employees, including transparency about the state of business. This communication style can increase employee buy-in during economic uncertainty and encourage employees to rally and be part of the resiliency of the organization.

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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.

This article originally ran on InnovationMap.

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Houston geothermal companies secure more than $45M in DOE funding

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Three Houston-based companies—Fervo Energy, Quaise Energy and XGS Energy—have been selected by the U.S. Department of Energy to advance geothermal technologies and field tests.

Combined, the companies will receive more than $45 million in funding from the DOE's Next-Generation Geothermal Field Tests and Geothermal Resource Characterization and Confirmation initiative. The projects were among 21 selected from around the country to receive a total of $99 million.

Fervo was selected to conduct two projects under the initiative for approximately $20 million in funding. For the first project, the geothermal unicorn, which achieved first power at its flagship geothermal plant last week, will drill and complete enhanced geothermal systems (EGS) wells in Elmore County, Idaho, and will deploy high-temperature seismic monitoring technology at record-high temperatures at or above 200°C.

For the second project, the company will conduct an appraisal drilling campaign at a "high-priority" site in Humboldt County, Nevada, to confirm if the reservoir is suitable for EGS development.

“We are grateful to the Department of Energy for funding these grants. We believe this is a clear indication from the federal government that expanding geothermal energy to new states is a national priority,” Jack Norbeck, CTO and co-founder of Fervo Energy, said in a news release. “We expect this funding to accelerate Fervo’s pipeline and advance the cutting edge of geothermal technologies.”

Fresh off a $180 million Series B, Quaise Energy also received $25 million in DOE funding through the initiative to support its Project Obsidian super hot geothermal plant in Central Oregon. The funding will go toward the analysis of the drilling, stimulation and flow results of the first two wells at the Project Obsidian site, which will help the company optimize its third well on site.

“This DOE support is a recognition of what we are building at Quaise and the progress we are making in the field, including the confirmation well currently being drilled at Project Obsidian,” Carlos Araque, CEO and president of Quaise, said in a release. “Our ambition has always been to make superhot geothermal a commercial reality, and Project Obsidian is where we first deliver on that promise.”

XGS Energy, which recently relocated its headquarters from Palo Alto, California, to Houston, was also selected for an exploration drilling project. The company will drill a deep vertical appraisal well in Socorro County, New Mexico, to determine if the site is a viable source of geothermal energy. XGS had not disclosed a funding estimate at press time.

The full value of the proposed DOE funding is subject to completion of award negotiations, according to Quaise.

Data from these projects will be shared through DOE’s Geothermal Data Repository (GDR), providing valuable information to researchers and stakeholders in the geothermal sector.

“This is an excellent example of how public and private entities can partner together to scale critical energy technologies,” Tim Latimer, CEO and co-founder of Fervo, added in a release. “With this funding, the Department of Energy is making important investments to help Americans across the country gain access to clean, affordable geothermal energy.”

Other geothermal companies and institutions from around the country will complete the 17 remaining projects. They include:

  • Denver-based 400C Energy Inc.
  • Salt Lake City-based AlterG Resources
  • Denver-based DAVINCI EP LLC
  • Anchorage-based GeoAlaska LLC
  • Oklahoma City-based GreenFire Energy Inc.
  • Virginia-based Hexagon Energy LLC
  • Virginia-based INTEK Inc.
  • Chicago-based Invenergy Geothermal Development LLC
  • Massachusetts-based LiPower Geothermal LLC
  • Fort Worth-based Oriah Geothermal LLC
  • Reno-based Raser Power Systems LLC
  • Santa Fe-based San Ildefonso Services LLC
  • Salt Lake City-based The University of Utah
  • Reno-based TLS Geothermics Corp.
  • Salt Lake City-based Zanskar Geothermal and Minerals

Read more about the full list of projects here.

CenterPoint gets $50M DOE grant to improve Houston power grid

grid grant

A $50 million federal grant will help Houston-based CenterPoint Energy strengthen Houston’s power grid.

The U.S. Department of Energy (DOE) grant will support power substation upgrades in the Houston area.

“Our mission is to build the most resilient coastal grid in the nation for the 2.9 million customers we proudly serve in the greater Houston area … [The grant] will directly fund industry-leading technology improvements that are expected to strengthen resiliency, reliability, and meet the growing energy needs of our region,” Jason Ryan, CenterPoint Energy’s executive vice president for regulatory services and government affairs, said in a release.

CenterPoint says the project will make it one of the first U.S. utilities to install Siemens Energy’s grid-stabilizing technology.

The project will create more than 500 construction and installation jobs, CenterPoint says.

“Generations of CenterPoint customers and families in the region will benefit from the advanced technology this grant is funding,” said Kathleen Jackson, a member of the Public Utility Commission of Texas. “And any time companies make improvements like this to their systems, the long-term impact is making the entire grid stronger for Texans.”

The $176.7 million substation project is part of CenterPoint’s Greater Houston Resiliency Initiative, which launched in 2024.

So far, the initiative has:

  • Installed nearly 82,400 storm-resilient poles and equipment
  • Trimmed and cleared more than 13,700 miles of trees and vegetation near power lines
  • Added nearly 820 grid automation and intelligence devices
  • Put more than 880 miles of power lines underground

The initiative kicked off three years after Winter Storm Uri. CenterPoint received harsh criticism for what customers complained was the utility’s slow response to the 2021 storm. Uri caused a massive power outage and at least 246 deaths across Texas.

CenterPoint blamed the Electric Reliability Council of Texas (ERCOT), which operates the power grid for most Texans, for not supplying the utility with enough electricity during and after the storm.

EnergyTech Cypher names 7 startup winners from Pilotathon pitch event

startup spotlight

Houston Energy and Climate Week was full of fast-paced pitches and inspiring technology, showcased during some of the week's signature events.

EnergyTech Cypher's annual Piloathon and Startup Showcase was one of the places to be, bringing together 16 pilot-ready startups to present their best seven-minute pitches before investors, plus 52 companies that demonstrated their technologies on the showcase floor.

"This year's cohort raised the bar," Nada Ahmed, co-founder of EnergyTech Cypher, shared in a news release. "Working with these founders through the pitch preparation process, we saw firsthand the depth of technology and commercial readiness they brought to the stage. Three ties in four categories says it all."

Seven startups took home top honors in various categories, all under this year's theme of "The NEW Energy Industrial Revolution," with three categories ending in a tie. Judges included leaders from Baker Tilly, NRG Energy, Shell, Aramco Ventures, Baker Hughes, Avatar Innovations, Kanin Energy, NoviDigiTech, aiCTO Services, and the FIFA World Cup Houston Committee.

Here's who won in their respective categories:

Future of Industrial Work: Houston-based BigMachine AI, an AI engineer for industrial projects, and Oslo, Norway-based OTee, an automation machinery manufacturer. Otee was also named one of the 10 most-promising startups at the Rice Alliance Energy Tech Venture Forum during HECW.

Industrial Decarbonization: Berkeley-based Oleo, which is developing a biomanufacturing platform to transform biomass waste into carbon-negative, cost-competitive oil feedstocks for advanced fuels

Grid Infrastructure and Distributed Energy: Edinburgh-based Mocean Energy, which works to deliver renewable ocean energy to power offshore industry, and Tulsa-based RyuGen Energy Solutions Inc., which works to turn underused commercial power into distributed AI infrastructure

Critical Minerals and Resource Security: Houston-based Resollant, which is working to produce battery-grade graphite and ultra-low-cost hydrogen, and Berkeley-based Sunchem, which provides precision separation of critical metals from sources including e-waste, evaporator scrap, solar panels, and mining ores and concentrates.

Last year, the Pilotathon named eight winners from the competition, which focused on the theme of "Energy Access and Resilience." See the winners here.

EnergyTech Cypher rebranded from EnergyTech Nexus earlier this year. The energy transition hub also launched Cephyron, EnergyTech Cypher's new investor relationship management platform, built specifically for energy and climatech founders.

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