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

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Recruiting in the energy sector may be challenging, but the right candidates are out there. Photo via Getty Images

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.

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3 strategies to strengthen the Gulf Coast as a global energy hub

The View from HETI

The Texas-Louisiana Gulf Coast is the backbone of America’s energy and chemical economy. Texas produces roughly 43% of U.S. crude oil and 28% of natural gas, while Texas and Louisiana together account for about half of the nation’s refining capacity, processing 9.3 million barrels of crude per day across 50 refineries. The region also produces approximately 80% of the nation’s primary petrochemicals and ships more than $117 billion in chemical products annually from Texas alone.

This unmatched concentration of refining, petrochemical manufacturing, pipelines, ports, and technical talent makes the Gulf Coast one of the most critical energy hubs in the world. But maintaining that leadership in a rapidly evolving global market will require intentional collaboration, faster technology commercialization, and strengthened supply chain resilience.

In fall 2025, the Greater Houston Partnership’s Houston Energy Transition Initiative (HETI) convened national laboratories, Gulf Coast universities, and industry leaders to examine how to reinforce the region’s long-term competitiveness. Participants included Argonne, Oak Ridge, Lawrence Berkeley, the National Energy Technology Laboratory (NETL), and the National Laboratory of the Rockies, alongside Gulf Coast academic institutions and energy and chemical companies. Here are the key findings and takeaways from the workshop.

1. Supply Chain Resilience Requires Structured Industry–Lab Collaboration

Resilience—diversity of supply, operational flexibility, and rapid recovery—was a recurring theme. Recent disruptions exposed vulnerabilities in tightly interconnected energy and manufacturing systems.

National laboratories provide capabilities that complement Gulf Coast industrial scale, particularly at early and mid technology readiness levels (TRLs 1–7), before full commercial deployment. Examples include:

  • Advanced manufacturing and AI-enabled validation of critical components (Oak Ridge).
  • Materials scale-up and techno-economic modeling to move from lab discovery to industrial relevance (Argonne).
  • Pilot-scale testing for severe-service alloys, chemical conversion, and process innovation (NETL).
  • Integrated energy systems modeling to assess grid resilience and system disruptions (National Laboratory of the Rockies).

Recommendation: Organize targeted Gulf Coast industry missions to national laboratories focused on critical supply chains—power equipment, high-heat industrial processes, novel catalysts, refining, and grid infrastructure—to identify joint development opportunities and reduce time to commercialization.

2. Modeling, AI, and Open-Access Platforms Can Bridge the Technology Gap

A persistent barrier to innovation is the gap between scientific discovery, applied development, and commercial deployment. Universities often operate at TRLs 1–3, national labs at 1–7, and industry at 7–9. Bridging these silos requires shared modeling tools, high-performance computing, and structured feedback loops.

National labs maintain open-access platforms capable of:

  • Simulating grid expansion, investment, and dispatch decisions.
  • Modeling cradle-to-gate industrial material flows.
  • Optimizing complex energy and chemical systems.
  • De-risking carbon capture, critical mineral recovery, and advanced manufacturing integration.

Recommendation: HETI should convene structured training and feedback sessions on these public modeling platforms—ensuring Gulf Coast industry can apply, improve, and help guide further development of tools critical to regional competitiveness. Federal initiatives such as the Genesis Mission, focused on AI-accelerated scientific discovery, further expand opportunities for Gulf Coast participation.

3. Time to Commercialization Is the Ultimate Competitive Metric

The lithium-ion battery is a cautionary example: while pioneered in U.S. labs, large-scale manufacturing leadership shifted overseas. Without strategic intervention, U.S. firms are projected to capture less than 30% of domestic lithium battery cell value by 2030.

Successful DOE-backed consortium models show that mission-aligned, multi-partner collaboration reduces development timelines and strengthens domestic manufacturing know-how. However, public–private partnership mechanisms such as CRADAs and Strategic Partnership Projects can be time-intensive.

Recommendation: The Gulf Coast should actively engage DOE and national laboratories to streamline public–private partnership pathways, improve intellectual property clarity, and expand industry access to laboratory infrastructure.

The Path Forward: A Gulf Coast Consortium Model
The workshop’s central conclusion was clear: the Gulf Coast should formalize collaboration through a regional industry–academia–laboratory consortium.

Such a model could:

  • Co-locate national lab researchers within the region.
  • Share modeling data and analytical capabilities.
  • Establish open-access pilot facilities that complement lab infrastructure.
  • Harmonize IP frameworks to accelerate licensing and deployment.

With its dense industrial ecosystem, technical workforce, and decision-making concentration, the Gulf Coast is uniquely positioned to serve as a national demonstration hub for advanced energy and chemical manufacturing.

If industry, universities, and national laboratories align around a shared regional strategy, the Gulf Coast can:

  • Accelerate commercialization timelines.
  • Strengthen critical supply chains.
  • Unleash a world-class technical workforce.
  • Reinforce U.S. leadership in strategic energy and chemical sectors.

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This article originally appeared on the Greater Houston Partnership's Houston Energy Transition Initiative blog. A full report on the key learnings and recommendations from the workshop can be found here: https://bit.ly/4uEDEqk.

Houston cleantech company closes $12M seed round

fresh funding

Houston-based Helix Earth Technologies has closed a $12 million Seed 2 funding round to scale manufacturing of its energy-efficient commercial HVAC add-on technology.

Veriten, a Houston-based energy investment firm, led the round. Rua Ventures, Carnrite Ventures, Skywriter LLC and Textbook Ventures also participated.

Helix Earth—which was founded based on NASA technology, spun out of Rice University and has been incubated at Greentown Labs—is developing high-efficiency retrofit dehumidification systems that aim to reduce the energy consumption of commercial HVAC units. The company reports that its technology can lead to "healthier indoor air, lower energy bills, reduced building maintenance, and more comfortable spaces for building owners and occupants."

"Building owners are dealing with rising energy costs, uncontrolled humidity, and aging infrastructure with no viable, cost-effective path forward. We are in the field today solving these problems for commercial customers, and this capital puts us on an aggressive path to scale,” Rawand Rasheed, Helix Earth co-founder and CEO, said in a news release.

“The strength of this round reinforces our team's conviction that we can transform innovation-starved sectors with transformational solutions that deliver order-of-magnitude improvements to owners and operators, for both their bottom line and the environment,” Rasheed added.

Maynard Holt, Veriten’s founder and CEO, said that the investment firm is tripling its investment in Helix Earth.

"The team has built breakthrough technology with real applicability across multiple industries,” Holt said in the release. “Their first product will have an immediate and measurable impact on our energy system, and they are already pursuing adjacent innovations to help heavy industries operate more efficiently and with less waste. This is a well-rounded team with a proven track record of strong execution and disciplined capital management.”

Helix Earth also closed a $5.6 million seed funding round in 2024, led by Veriten.

Last year, the company secured a $1.2 million Small Business Innovation Research (SBIR) Phase II grant and won in the Smart Cities, Transportation & Sustainability contest at the 2025 SXSW Pitch Showcase. Rasheed was also named to the Forbes 30 Under 30 Energy and Green Tech list for 2025.

SLB and NVIDIA expand partnership to scale AI across energy sector

AI partnership

Houston-based energy technology company SLB has expanded its 18-year tech collaboration with chipmaker NVIDIA to include the development of an “AI factory for energy.”

Through their partnership, SLB and NVIDIA will create AI infrastructure and models built around SLB’s existing digital platforms to help energy companies scale AI for data and operations.

In addition to the development of the “AI factory,” SLB will:

  • Provide modular design services to enhance NVIDIA’s blueprint for building, launching and operating gigawatt-scale AI data centers. In this case, modular design involves manufacturing data center components off-site.
  • Use NVIDIA’s AI infrastructure to improve the processing of large datasets and AI models across SLB’s digital platforms.

Energy companies generate vast amounts of operational data, which can slow down and silo decision-making, SLB says. By combining NVIDIA’s Omniverse libraries and its Nemotron open models with SLB’s digital and AI platforms, the companies aim to more rapidly transform data into actionable insights.

Omniverse libraries are sets of prebuilt 3D elements, such as objects, surfaces and interactive features, that make it easier to construct detailed virtual spaces without having to design everything manually. They’re commonly used for building immersive environments, digital replicas of real-world systems and simulation scenarios.

Nemotron open models are AI models that are freely available to download and modify. Instead of relying on a hosted service, you can run them on your own infrastructure and tailor them to fit specific needs.

Vladimir Troy, vice president of AI infrastructure at NVIDIA, says the energy sector is at the forefront of AI driving a “new industrial revolution.”

“The winners in AI will be companies with the best data, the deepest domain expertise, and the ability to scale,” Demos Pafitis, SLB’s chief technology officer, added. “By collaborating with NVIDIA to advance modular data center construction and harness our domain expertise and digital platforms, we’re enabling the energy industry to deploy AI at scale and transform operational data into smarter decisions.”

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