Building safer communities through tech and trust

Writer: Pablo Marquez

West_Palm_BeachOctober 2025 — Palm Beach County is advancing innovative public safety initiatives designed to enhance emergency response, prevent crime, and ensure the well-being of residents. From cutting-edge technology to community-driven programs, the county is taking a multifaceted approach to keeping people safe.

“Public safety is a mayor’s top priority, as beautiful buildings won’t attract tenants without a safe reputation,” said West Palm Beach Mayor Keith James in an interview with Invest:. “Equally important is the law enforcement-community relationship — ensuring residents see officers as allies through intentional outreach. Every neighborhood deserves safety, regardless of ZIP code.”

The Palm Beach County Public Safety Department has significantly improved 911 services through modernized systems aimed at streamlining emergency response. The department oversees a network of services, including fire rescue and law enforcement, that are critical during emergencies. With a robust 911 system and real-time data sharing, the county is reducing response times and ensuring help arrives quickly when needed. Recent upgrades to dispatch technology allow for faster deployment of first responders during critical incidents.

The West Palm Beach Police Department has gained national recognition for its innovative use of drones in policing. In September 2025, the department won the National Aerial Achievement Award for its cutting-edge drone program. These drones are deployed in high-risk situations — such as search-and-rescue missions or crowd monitoring — providing real-time aerial views that improve safety while minimizing risks for officers.

Further south in Boca Raton, investment in additional training and certifications has strengthened the city’s public safety efforts.

“Our police and fire departments receive national and international recognition. We are one of the few fire departments in the nation with an ISO Class 1 rating, placing us among the top 0.5% of all agencies,” Boca Raton Mayor Scott Singer told Invest:. “We also recently partnered with Palm Beach County to add dedicated Homeless Outreach Team members in Boca Raton. While we have a low homeless population, our goal is to bring that number down to zero by helping each individual find a long-term solution.”

Beyond technology and training, Palm Beach County continues to emphasize community engagement in public safety. Programs such as Neighborhood Watch and community policing initiatives encourage residents to collaborate with law enforcement, report suspicious activity, and build stronger neighborhood ties. The county has also funded criminal justice reform initiatives, including programs addressing substance abuse and mental health, to ensure people in crisis receive proper care.

Local sentiment supports these efforts as demonstrated in a recent study by the West Palm Beach Downtown Development Authority, which surveyed 800 residents 18 or older in Palm Beach, Martin, St. Lucie, Indian River and Okeechobee counties about their visits to downtown West Palm Beach. Among respondents who visited three or more times in the past year, 60% rated their “feeling safe” as excellent; other excellent-ratings included restaurants (70%), landscaping/curb-appeal (68%) and entertainment (62%).

These local ratings align with a favorable national crime-trend backdrop. According to the Federal Bureau of Investigation, violent crime in the U.S. fell an estimated 4.5% in 2024 compared with 2023. Murders dropped 14.9%, robberies down 8.9%, aggravated assaults fell 3.0%, and property crime declined 8.1%.

Palm Beach County’s commitment to improved technology, proactive community engagement, and robust reform funding is reflected in both local perception and national statistics. With continued collaboration among local agencies and stakeholders, the county remains focused on creating a safer, more resilient environment for all residents.

Want more? Read the Invest: Palm Beach report.

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Spotlight On: Melissa Meeker, CEO, The Water Tower

Melissa_Meeker_Spotlight_OnOctober 2025 — Melissa Meeker, CEO of The Water Tower, sat down with Focus: to discuss how federal grants have helped transform the nonprofit organization’s workforce training programs, the impact AI and new technologies are having on the water utility industry, and what The Water Tower is doing to help recruit and retain talent in a challenging and ever changing market space.

What changes over the past year have most impacted the organization and in what ways?

At the end of last year, we received a large federal grant that has really transformed our workforce training programs for water utilities and significantly expanded our partnerships with social service NGOs. What was already a strong program has now been supercharged. It’s truly impacting people’s lives and addressing workforce needs.

How has the adoption of AI and other digital technologies progressed?

This is the most dynamic part of our work. Water utilities can be very conservative and slow to adopt new technologies, which makes total sense when you consider that they are responsible for protecting public health and the environment. These technologies, however, can provide great value, so we host workshops, conferences, and open house-type events to showcase technologies and case studies. With the goal of helping the water workforce through digital innovations, we are able to improve treatment and process efficiencies, save energy, conserve water at the consumer level, and so much more. We’re also training tomorrow’s workforce on these technologies, including using digital twins as training tools, enabling trainees to better understand key concepts and hit the ground running once they get hired.

One example of an innovative tool we are developing is a GPT-based chatbot inspired by Jerry, an 81-year old operator of a small system in Georgia. Jerry holds decades of institutional knowledge and operational expertise in his memory. The town can’t afford to lose that critical insight, so we are looking at different ways to capture it. Currently, we are essentially transferring the information from his brain into a computer that uses AI to offer advice. The chatbot allows others to ask, “What would Jerry do in this scenario?” and receive guidance instantly. Although it can’t replace the operator, it can certainly help troubleshoot issues that may arise.

When it comes to challenges like climate change, how is your organization addressing these issues through the use of technologies, collaboration, or more?

In the water utility space, climate change and more intense storms mean shifts in how much, when, and where water arrives. Utilities are looking more at the potential for cascading failures, for example, what happens if the utility is able to weather the storm, but the power grid fails? We’re not just adopting new technologies, we’re focused on building resilience. That means replacing systems with smart technologies and elevating vulnerable infrastructure to withstand floods. We’re also fostering thought leadership on timely issues. Last year, we had 9,000 visitors to our campus, including universities, utilities and businesses eager to engage in conversations about resiliency, technologies, and workforce.

What types of companies are using your lab and what problems are they looking to solve?

The lab is doing some really cool projects, focusing on emerging contaminants like PFAs. These “forever” chemicals are manmade and have been used for years in water and fireproofing, in pots and pans, and even in things like dental floss. And they are really hard to destroy. On one hand, we’re working with companies to refine methodologies to analyze these compounds and look at innovative treatment technologies that not just remove, but destroy these complex, regulated, and not yet regulated contaminants. We are also evaluating real-time monitoring technologies for lakes and rivers, which are our drinking water sources, that can help utilities prepare for challenges while protecting public health.

How do partnerships help your organization to achieve its goals?

Our partners all have the same goal of helping water utilities and industry tackle challenges that they face in water treatment, monitoring, and delivery. Whether it is an academic institution shifting from theoretical research to applied research, engineering firms who can bring expertise and diverse experiences, construction firms who want to be part of the solution, or companies focused on AI and machine learning, or who have developed a unique widget, we collectively work to solve real-world problems in water, wastewater, reuse, and stormwater. Tomorrow’s challenges can seem daunting, but together we can solve anything.

What are the biggest challenges that utilities face?

Recruiting is a major challenge — people rarely consider careers in water. There is a lot that goes on between turning on your tap and flushing your toilet, which translates into a wide range of job opportunities out there. With the industry facing a wave of retirements we’re rethinking how we reach people. At The Water Tower, we take a different approach when it comes to recruitment, using tailored social media campaigns and working with nonprofits to engage communities directly. 

For example, many people, such as homeschoolers, youth aging out of foster care, and others who are often overlooked, don’t even know these water jobs exist. Our training graduates are landing solid jobs with benefits and a career pathway. I’ve heard several say that they never saw themselves in a career. I believe we are making an impact and not only addressing a workforce need, but also improving communities. There are challenges, the largest being the different ways people really engage and learn, which has required us to shift the way we teach. Our approach is hands-on, practical, and tailored for specific population segments. Many often struggle in traditional classroom settings, so we blend academics with real-world experience. They see a process on a slide, then do it themselves on our campus or at a plant. This has helped these individuals to really learn and understand what they are doing, setting them up for success at their future jobs.

Looking ahead, what are your organization’s top priorities for the next three to five years?

Our vision is to build a thriving ecosystem of innovation driven by water challenges informed by research and powered by people. At the top of our priority list is our commitment to staying ahead of the challenges facing water — anticipating what’s coming next, being ready for it, and bringing solutions to the table. As TWT continues to grow, we’re also focused on attracting water-related companies that could benefit from being on our campus. We have the physical space and are actively working to bring industry in to support important advancements for the water sector.

Want more? Read the Focus: Atlanta report.

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For stronger leadership, two is better than one

Abby Lindenberg is founder and CEO of media platform caa. She discusses leadership challenges and forward-thinking approaches.
Abby Lindenberg is the founder and CEO of media platform caa.

I started dancing when I was 10 years old. In the dancing world, that’s about seven years too late. But I didn’t care. I was obsessed! That first year, I started with ballet. The second year, I doubled it, taking both ballet and jazz. By my senior year of high school, I was dancing at four different studios every single day of the week. I was no stranger to the competition circuit, taking on the famed solo position, and when it was recital season, there was no other activity that was more important than preparing for the big performance.

When I was in college, I started dancing salsa, and once again, I was obsessed. With a dancing background like mine, you might assume it was an easy transition for me. And in many ways, it was. I could turn fast and I could pick up on new moves incredibly easily. But for the first time in my dancing career, I, the follower, was at the behest of my partner, the lead. Completely ready to perform on my own, I would often predict the move my partner wanted to make and do the steps independently rather than wait for his lead. This, in the partner dancing world, is a big no-no. Everything from finding my frame to give both space and stability to my partner to waiting for the slight of a hand or subtle cue was an incredibly challenging transition from solo dancing to partner. Now, I love it. There is such freedom in letting go and trusting your partner. But 20 years ago, I fought it, thinking I either knew better or that it was my responsibility to do it on my own.

Leadership

What does this have to do with the business world or leadership? Many times, leaders feel very alone. At the end of the day, CEOs are decision-makers, but we can’t see the whole picture all the time. That is why it is so important to have an outside partner who knows the dance as well as you do and can hold you accountable in a way that someone inside the organization simply cannot. To keep my leadership skills strong, I call in my accountability partners, who time and time again have helped save the day.

I’m grateful that I have many accountability partners. I have my friend who is a fellow entrepreneur, who will meet up with me on a Sunday and walk up and down the pier on South Beach tossing over different problems we’re both experiencing, offering each other motivation, advice, or even mindfulness techniques. I have my best friend who will look at a particular problem from all sides of that coin, pointing out hard truths that I couldn’t see myself. And I have my dad and CFO who toggles between his different roles in my life, stepping up to give me financial wisdom or the “atta girl” that only a dad can deliver.

Much like my dance partners, after I lay out the situation, I let my account ability partner lead. I trust that, much like a well executed dance, they want to create something beautiful with me and can show me something that I can’t see in the moment.

When identifying your accountability partner, I like to consider three points:

  1. Is this a person who can give you a balanced option? Your accountability partner should never just agree with you or blow smoke up your behind.
  2. Can I really listen to this person? You might get responses that you don’t agree with. Can you be open to their constructive criticism?
  3. Can this person continually hold you accountable? This person shouldn’t be someone you just meet once. This should be someone you can follow up with, but also someone who will follow up with you.

What I’ve had to do in leadership is recognize that I cannot and should not do it all or know it all. But it is up to me to learn, grow and move the needle. Leaders need to know what they don’t know, seek out the answers, and be open and receptive to contradictory beliefs or ideas in order to be able to come back into the office and lead their teams to achieve the best results. Of course, you must have wonderful internal team members, experts in their areas, but my point here is that leaders must also have sage external advice. I have found that carefully curating my accountability partners from outside my company has enabled me to steer the best course of action for the betterment of the internal group.

Who are your accountability partners? How are you qualifying them to offer prudent and trusted advice and keep you on course? Most importantly, are you able to allow them to lead — meaning taking your blinders off and opening your ears to constructive criticism — to enable those moments of clarity?

Spotlight On: Chris Celtruda, Chief Executive Officer, Chromalloy

Chris_Celtruda_Spotlight_OnOctober 2025 — In an interview with Invest:, Chris Celtruda, chief executive officer of Chromalloy, highlighted the company’s commitment to meeting surging demand in commercial aviation and power generation for data centers. The company is expanding its global manufacturing footprint, and working collaboratively with regulators to ensure supply chain resilience.

Since taking over as CEO in mid‑2024, what have you identified as the single greatest opportunity for Chromalloy to grow or differentiate itself?

A significant portion of my time is focused on growth. Chromalloy is a company that has been in operation for nearly 75 years and the company was founded on creating value for turbine engine owners, whether for an aerospace turbine engine or a ground-based power turbine engine. That is truly where our growth proposition originates. We are also providers of alternate part solutions to repair jet engines and gas turbines that are used for powering data centers and for trim power. We are the alternate to the original equipment manufacturer. Our engineering team has been working diligently to develop parts that function identically to the parts from Original Equipment Manufacturers (OEMs) like Pratt & Whitney, GE, or Siemens. 

For aerospace applications, our parts go to the Federal Aviation Administration (FAA) for approval, and we are able to manufacture and sell them at a price that is more competitive than purchasing them directly from  the original equipment manufacturer.This means that our growth is intrinsically tied to creating value. This growth story is driven by several factors. On the aviation side, the supply chain has struggled with capacity, and the OEMs have had a difficult time meeting the demand for parts. Our ability to provide alternative parts and the manufacturing capacity we have invested in provides a significant growth vector for us. 

On the industrial side, the proliferation of data centers for AI, crypto and other cyber activities is a major driver. Every data center generally has a turbine engine to provide power at peak load. Many of the OEMs we work with, such as Solar and Siemens, are sold out through the end of 2026. We play a critical role in manufacturing parts to restore engines that are run out or worn out to fill the immediate need for power. We have very compelling end markets in commercial aviation and commercial power for data centers. The fact that we possess the technology, the capacity and the will to invest to answer the demands of the market is what will ultimately drive our growth.

How is Chromalloy balancing the demands of cost reduction for customers with investments in innovation?

That is an area where every year we budget a certain amount of our investment to drive productivity. It has been a very inflationary environment. The cost of raw materials, such as aluminum and steel, and the more exotic metals we consume has increased. There has also been labor inflation. One of the ways we offset material and labor cost increases is through productivity. First and foremost, we have a real commitment to lean manufacturing and continuous improvement. A portion of our organization focuses on teaching problem-solving to our employees. First pass yield, ensuring every part we make or repair is correct the first time, is a major driver of productivity. 

The second component is investment in technology. In any given year, we may invest $30-50 million in equipment across our network. Our core technologies include specialized welding techniques using lasers and electron beams. We also use electron beam physical vapor deposition (EB-PVD), which is the ceramic coating applied to turbine blades. Our investment in technology has automated some of these processes and combined processes, allowing us to perform work in one pass without errors. The last layer is industrial automation. We continue to hire people, and our overall headcount is growing. However, we find that skilled labor is a challenge. We often look at simple tasks and find ways to automate them using robots and cobots. 

When we inaugurated the new facility in Tampa, we showcased robots we are using for deburring and grinding. That is a task a human being used to perform and it was very tedious manual labor. We now have a robot that does that. We are looking at automating other high-volume, menial tasks. This allows the person to go and perform other high-value tasks. We view our ability to be competitive as driven by process through lean principles and driven by investment in technology. This in no way diminishes our role as an employer of choice. We tend to automate the very monotonous, repetitive steps that many people do not enjoy doing. That frees up our talented people to do things a machine cannot do, which require abstract reasoning and artisanship.

What role does sustainability play in your long‑term strategy, both in the manufacturing and repair processes and in the supply chain?

Technology is really important to everything that we do and we refresh our strategy annually. Through our market studies, we do a lot of research on what our competitors are doing from a technology point of view and what research is being done at government and university laboratories. We evaluate those technologies to determine which ones we need to understand and invest in to enhance our product and repair services. Our efforts are focused on several key areas, including coatings and additive manufacturing. We extensively utilize metallic 3D printing for tools, dies and casting forms, tasks previously performed by toolmakers, significantly accelerating the replication process. Additionally, we are dedicating considerable time to AI, having observed that even basic applications, such as Microsoft’s Copilot, yield significant time savings. 

We are actively benchmarking AI applications, particularly for factory automation. AI can automate tasks like invoice matching and releasing work orders with high accuracy, eliminating the need for a physical scheduler. This streamlines processes, converting orders to cash faster, and significantly impacting profitability. We believe AI tools will be invaluable in achieving these efficiencies. Beyond AI, we are exploring adjacent markets. With 75 years of experience in commercial aviation and long-standing relationships with the U.S. military and the energy/power market, we see opportunities to expand our turbomachinery solutions into the burgeoning commercial space market for propulsion systems. Our coatings technology may also apply to turbomachinery used for natural gas pipeline compressors.

Our approach involves building technology roadmaps that prioritize base technologies for future competitiveness and then evaluating markets where our competencies can be leveraged. This mindset allows us to address customer challenges related to part availability, affordability, and reliability. Our comprehensive suite of solutions fosters future growth and reinforces our reputation as a technology-driven problem-solver.

Images provided by Chromally

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Spotlight On: Elizabeth Goodwin, Senior Managing Director & Tennessee Market Leader, CBRE

Elizabeth_Goodwin_Spotlight_OnOctober 2025 — In an interview with Invest:, Elizabeth Goodwin, senior managing director and Tennessee market leader at CBRE, said that Nashville’s rapid growth is driving the company to evolve its strategies across sectors, with a strong emphasis on technology, data, and client-focused innovation. “We’re now aligning more closely with the growth and needs of Nashville by offering those services locally,” Goodwin shared.

What changes over the past year have had the most significant impact on your organization, and in what ways?

Nashville is full of opportunities, but it’s also evolving quickly. Nashville’s rapid growth, particularly in the tech sector, is a key focus for CBRE. Our recent “Scoring Tech Talent in 2025” report highlighted Nashville’s strong position, ranking it third in the nation for tech job growth.
Another unique growth opportunity exists within healthcare. Last year, we added Alan Kirby as a leader of our Healthcare Services Group in Nashville to help us navigate this complex industry.

Across the board, CBRE is seeing strong growth in capital markets and leasing. We’ve also expanded our property management team to address our clients’ evolving needs.

As Nashville continues to grow, how is CBRE adjusting its strategies to meet your clients’ evolving needs?

We work closely with our clients to help them adapt and thrive by leveraging our CBRE data, being creative, and tapping into CBRE’s impressive platform to deliver solutions that make sense for each client’s business. Balancing those priorities is always complex, but I enjoy it. Our goal is to help our clients navigate these changes with confidence and to position CBRE as a trusted partner that adds measurable value in every engagement.

Could you expand on what’s driving office leasing activity?

There’s a real desire to be in Tennessee, and Nashville in particular, which is drawing in more businesses. This is clearly reflected in the numbers; our Q2 Office report showed leasing volume more than doubled quarter-over-quarter to 1.3 million square feet, with three leases exceeding 100,000 square feet.

We’re also seeing the ‘Amazon effect’ at play. The presence of Amazon and other major companies is attracting a wave of related businesses, bringing with them a highly skilled workforce. This influx of talent further fuels Nashville’s growth.
Additionally, Nashville has a strong educational base, with universities like Vanderbilt, Belmont, and Lipscomb, as well as the University of Tennessee system across the state. We’re a hub for young professionals, not just across the Southeast but across the country. This influx of new talent is vital to filling our offices.

What trends are you seeing in investor interest and tenant demand?

We’re starting to see a real shift in multifamily. Interest rates have come down, and for the first time in years, institutional banks are lending again — we’re already seeing significant deals close with major bank financing behind them. At the same time, Nashville’s tenant demand is steady, with 80-plus people moving here every day. That combination of strong demand and fresh capital is driving new activity. To ensure we’re ready to support this momentum, we’ve strategically expanded our multifamily team to four dedicated professionals, backed by a strong operations staff.

What types of commercial assets are most in demand right now across the Tennessee markets you oversee?

Retail has been a bit of a surprise. After a challenging period during the early stages of COVID, we’re witnessing robust absorption as people return to dining, shopping, and engaging in activities.

Healthcare is becoming more retail-oriented, too, with minute clinics and therapy offices being incorporated into mixed-use developments. So, really, mixed-use is booming.

To expand on that, we’re seeing some really interesting trends emerge across the board. Data centers are a hot topic, and that’s not just a Tennessee phenomenon. We’re seeing significant investment and growth in that sector nationwide. The demand is incredibly high — we’re talking about substantial increases in supply, as you can imagine. What’s particularly exciting for Tennessee is our strong infrastructure. The robust power grid, thanks to the Tennessee Valley Authority (TVA), is a huge draw for data center developers, which positions us well to capitalize on this growth.

How important are amenities and sustainability features in today’s leasing landscape?

Amenities are extremely important — just as much as sustainability is, but they’re more tenant-specific. For some companies, sustainability is built into their broader mission, but amenities tend to be the priority across the board.

Office tenants want Class A spaces. If they’re coming back into the office, they want a reason to be there: gyms, outdoor spaces, Wi-Fi-enabled patios, on-site cafés, convenient lunch options within easy walking distance, and even dry-cleaning services. 

Developers are retrofitting older buildings to add amenities that just weren’t considered important eight to 10 years ago. Now, they’re essential. 

For example, CBRE has a solution that centralizes everything from tenant services to building amenities through an app, improving efficiency and the tenant experience. This tool is part of our property management services and is currently being implemented in spaces such as Nashville Yards. It’s all about creating the kind of experience that makes people feel comfortable and productive.

Flexible workspaces have been a major trend over the last few years. Is that still a priority, and how are you advising clients on that front?

For clients, I recommend uniformity, having one standard office size rather than several. That’s a shift for law firms and banks, which traditionally use office size as a status symbol. Now, even senior professionals are opting for smaller offices in exchange for better shared amenities like lounges, collaborative areas, and high-quality furnishings.

Flexible workspace is still a major trend. Our own office is set up that way — we call it “hoteling.” No one has a permanent desk. There are open areas, huddle rooms, and small offices that anyone can reserve.

We even have executive offices available to all, regardless of title. Interestingly, those are the least used spaces because they feel too large or formal. People tend to prefer more intimate, efficient spaces.

Looking ahead, what are your top priorities for CBRE in Tennessee over the next few years?

Nashville is expanding rapidly, and so are we. The city has established itself on the national and international stage. We consistently rank among the top markets for investors across multiple sectors.

This recognition demands that we provide our clients with the same access to cutting-edge tools, data, and services found in major markets like New York, California, and Texas.

Tennessee hasn’t always had that exposure, not because we were excluded, but rather, we weren’t yet on the radar. Now, we are.

We’ve had tremendous support from local leadership over the past decade, including strong mayors and successful public-private partnerships, and now it’s time to build upon that foundation.

Personally, it’s incredibly rewarding to be a part of this growth. As a Nashville native, I’ve witnessed the growth firsthand. I’m fortunate to be in a position at CBRE where I can play even a small role in shaping its future. It’s an exciting time for both the city and our company.

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Inside the race to attract the next generation of CPAs

IHOUe2_Banner_Doeren_Mayhew

Writer: Mirella Franzese

WorkforceOctober 2025 — Hundreds of thousands of job openings in the accounting profession are expected every year over the next decade, but they will likely remain empty. Once considered a stable and predictable career path, auditing and accounting continue to face significant talent gaps that threaten to disrupt the industry.

In fact, recent surveys and industry reports show that the number of accounting majors has declined over recent years as barriers like lengthy study requirements for CPA licensure keep students out of the profession. At the same time, many Boomer-era accountants are aging out of the profession or taking up new jobs. Between 2021 and 2023, more than 300,000 accountants retired or transitioned out of their roles, according to data from the U.S. Bureau of Labor Statistics, cited by GHJ. In the last decade alone, CPA candidates have fallen 27%, and many firms are reporting difficulties in hiring sufficiently experienced professionals at all levels, according to Auxis. The finance profession has also been impacted: over 90% of leaders struggle to find enough qualified accounting professionals. 

The talent crisis is also compounded by widespread competition for the remaining qualified recruits. Firms are not only competing with each other but also with other industries that are investing heavily in digital transformation, data analytics, and strategic advisory roles — areas increasingly integrated into modern accounting practices. 

With fewer students pursuing degrees in accounting, CPAs across the U.S. are rethinking their hiring strategies to attract and retain the next generation of professionals. Legislative changes — such as in Georgia and Pennsylvania, where the requirements to become a CPA have recently been eased — highlight efforts to open new pathways into the profession. Still, the talent pool remains limited, while demand is expected to grow, and firms are feeling the strain of this shrinking pipeline. Here is what industry leaders are doing to bridge the talent gap.

Andy_Young_Quote_StackAndy Young, Assistant Managing Partner, Forvis Mazars

Our industry, for a number of years, has had some challenges with fewer college students choosing to major in accounting. Pennsylvania recently passed a lower-hours threshold to be able to sit for the exam and become a CPA — one of many states to do so in an effort to open up more pathways to earning a CPA license. Although there was some good news recently showing that accounting majors were up 12% nationally in 2024 compared to 2023, the fact remains that fewer young people are earning accounting degrees than when I started with the firm. That trend has caused many firms of all sizes to rethink how they hire. At Forvis Mazars, we prioritize trying to get our talent up to speed and supporting their continued growth and development from day one. Today, these young professionals have to know what quality work looks like a lot quicker. Technology such as AI is taking some of the load off, but we lean into that with our people, letting them show off their skills and talent to our clients much earlier on. The fun part is the relationships that we build with our clients, and making sure that they see that from the get-go is critical. That’s why we feel like we can attract and retain high-quality employees.

Paul_Gabriele_Quote_StackPaul Gabriele, Partner – Private Client Services, EisnerAmper

The industry faces a talent shortage as fewer students are pursuing accounting degrees and CPA licensure. This decline is concerning, but it also presents an opportunity to rebrand the profession. Traditionally, accounting was perceived as monotonous, but today, it involves client communication, financial analysis, and leveraging AI and other technologies. We need to better communicate that accounting is a dynamic, leading-edge, fulfilling career path. We hope to reverse the trend by showcasing the exciting aspects of the profession, such as strategic advisory roles and innovation-driven work, to the next generation of graduates.

Yessica_Perez_Quote_StackYessica Perez, Tax Partner, Calvetti Ferguson

Finding CPAs has become more challenging. It’s a more limited pool now, but cities like Houston, DFW, and Nashville still offer strong talent. We actively encourage our employees to earn their CPA licenses. We provide bonuses and incentives for those who pass within their first year, along with access to learning tools and support for exam preparation. To retain talent, we focus on making employees feel valued and invested in. We prioritize learning, growth opportunities, and recognition. Pairing that with competitive compensation helps us maintain low turnover and a strong, motivated team.

Alan_Wink_Quote_StackAlan Wink, Managing Director – Capital Markets EisnerAmper

Younger people today have a different view of the world compared to other generations. Due to their knowledge and involvement with technologies, there is almost a need for instant gratification, and sometimes the accounting profession does not provide them with that. We are having the same issues that other accounting firms are facing in relation to finding and retaining talent. We also need to consider the impact of AI on the accounting profession. We are in the first inning of the AI game, and it will impact many professions. The value will come in interpreting the data to make informed decisions. Becoming an expert in data analysis will be key to being successful.

Mary_Roberts_Quote_StackMary Roberts, Director, BakerTilly

The accounting industry is not going away anytime soon, but the industry has a few challenges that appeal to college students looking to enter the accounting profession. However, I do think that is changing. For example, the legislation in Georgia has recently reduced the requirements to become a CPA. In addition, accounting is more than just auditing and tax — our professionals serve clients with a number of advisory services and are truly business consultants.  Baker Tilly believes that the accounting industry is exciting, challenging, and growing — all of which should appeal to professionals who want to have satisfying, long-term, successful careers.

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Spotlight On: Steve Meyer, CEO, PPR Capital Management

Steve_Meyer_Spotlight_OnOctober 2025 — In an interview with Invest:, Steve Meyer, CEO of PPR Capital Management, discussed strategic growth and the company’s commitment to community impact and innovation. “The foundation, the strategy, the people, and our trusted investors all contribute to what I believe is a compelling growth story with real purpose behind it”, he said.

What did you see as the greatest opportunities when you stepped into your role at PPR?

When I joined in 2022, PPR already had a strong foundation and a team of excellent, driven people. The team is collaborative and focused on our core mission of helping to build wealth and prosperity to our shareholders and investors, while making a positive impact on the communities in which we live, work and invest..

Coming from a much larger diversified financial services company at which I had worked for several decades, the partners and I knew I brought a fresh perspective. At the same time, we all knew there was a clear path ahead to build on PPR’s core strengths. Not knowing the intricate nuances of the real estate space was initially a challenge, but it also meant no idea was off limits. Some ideas might have seemed unconventional, but several turned out to be exactly what we needed. It quickly became clear we had to accelerate growth, double down on what we do well, build where we hadn’t yet invested and focus heavily on the customer experience. That became the foundation for our multi-year strategy, PPR Next.

A key reason that strategy has gained traction is alignment. Everyone at PPR, from the leadership team to frontline staff, understands how their work ties into our broader goals. That kind of shared clarity is a real driver of momentum.

We’re also uniquely positioned. While currently focused on real estate, PPR is an alternative private equity manager serving retail investors, and for 18 years we’ve raised capital from accredited individuals rather than institutions. Serving the mass affluent is where the industry is heading, and we’ve already built the infrastructure to support it.

At the same time, there’s a generational wealth shift underway, with close to $150 trillion in motion, and much of it is flowing into the retail space. PPR is positioned right in the center of that transition. This year alone, we expect to raise 50% more capital than in 2024.

The foundation, the strategy, the people, and the investors all contribute to what I believe is a compelling growth story with real purpose behind it.

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What major trends are you seeing in private equity real estate, nationally and in your target markets?

One of the biggest drivers right now is the growing push to bring private equity to the retail market. That expansion is fueling growth for us and for others leaning into this space.

In real estate specifically, we’ve seen a correction after years of overheated investment in the multifamily space, often at the top of the market. Many asset management firms are now facing distress. We avoided that multifamily trend by sticking to our roots in nonperforming loans and adhering to our tight risk management process.

As the landscape evolves, multifamily and related assets are becoming attractive again in certain markets. We’re re-engaging where we see opportunity and where we can add value.

There’s also a continued shortfall in affordable and workforce housing, with the U.S. lacking about 5.7 million units. The issue is especially urgent in the Sun Belt and mid-Belt, where corporate relocations to cities like Dallas and Austin Texas have outpaced housing supply. That gap is a big part of our investment focus.

One solution and investment opportunity we’ve leaned into is Build-to-Rent. It’s well suited to both workforce housing and emerging demographics. For example, I have twin 27-year-olds who are ready to leave apartment living but can’t afford to buy. Build-to-Rent creates single-family homes built specifically for long-term rental, offering an affordable option for young professionals, families, and older adults seeking more space without homeownership.

It’s become a strong contributor to our growth, and we see continued opportunity ahead.


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How do current macroeconomic conditions affect your investment decisions?

We see both upside and risk. Rates are likely trending down, which is generally positive, but the broader question is whether the economy is strong enough to support that shift. Unemployment is a key concern for firms like ours, and inflation remains sticky enough to impact Fed decisions.

We don’t assume we have all the answers, but we do benefit from having a highly regarded economist and forecaster on our team. With more than 35 years of experience Spencer Staples, our chief economist and chief investment officer, provides. insight that is central to how we plan and respond.

Falling rates typically lift valuations and unlock more investment opportunities in multifamily and affordable housing. But if those rate cuts are paired with a slowdown in the economy or rising unemployment, the gains can be undercut.

We’re not a firm that jumps in just because rates are dropping. Others might go full throttle. We take a cautious, comprehensive view by watching interest rates, jobs data, inflation, and broader economic signals, and make decisions accordingly.

That’s where Spencer’s guidance is so valuable. He tracks trends across multiple sectors, helping us avoid blind spots. Our posture right now is to move forward with select opportunities, but always with discipline and caution.

How does PPR balance financial performance with its mission and social impact?

It’s central to how we operate. The company was founded on values that continue to shape our culture today. One of the things that drew me to PPR was the shared belief that clients, the company, our team, and the community all matter.

As a private equity real estate firm, financial performance is clearly essential, but it isn’t ultimately meaningful if the communities where we work and invest are being left behind. That’s why purpose is woven into everything we do.

When I joined, one of the first changes we made was to clarify what PPR stands for: Purpose, Prosperity, and Relationships. Those three words capture both how we operate and why.

Giving back and building community relationships has always been part of the company. But I wanted to make it more structured and sustainable. That’s why we launched the PPR Prosperity Foundation, our formal vehicle for charitable giving. We fund it through firm profits and invite contributions from employees, investors and outside donors. Its mission centers on affordable housing, support for low- and very-low-income families, and veteran housing.

Supporting veterans is a personal priority. Too many return from service without stable and/or affordable housing. That’s unacceptable. Freedom comes with responsibility, and we take that seriously.

Our team has fully embraced this mission. They give their time, expertise, and resources. We see the impact in the communities we serve.

This shows up most clearly in our nonperforming loan business. We buy loans that have stopped performing, which gives us control over the properties. In today’s market, we could foreclose and sell for a strong return, often at or above market value.

But over 80% of the time, we choose loan modification instead. We work to keep people in their homes, even if it means slightly lower returns for us. Investors still receive the fixed return they signed up for when they invested. The haircut comes from our side – without sacrificing returns to our investors – and we believe it’s the right thing to do.

That’s where our mission aligns with our model. We prioritize people and purpose, while still delivering strong, consistent performance.

What do you think about the role of technology in supporting growth and decision-making?

In my previous role, I led a tech-first firm, so technology has always been core to what I’ve done. At PPR, we see ourselves as tech-enabled. Technology supports what we do, but our mission and people always come first.

We’ve developed a range of tools, one of which is GPS surveillance on all our properties and targets. This gives us insight into migration trends and traffic flows, helping us make more informed investment decisions. Our internal systems also improve how we source, assess, and manage assets.

I’m a strong advocate for AI. It boosts efficiency and helps process data at scale giving us valuable insights, but it doesn’t replace people. In our business, empathy matters — and that comes from experience, not algorithms. When working with homeowners, communities or investors, human understanding is essential.

That’s why we take a deliberate approach to AI. We research thoroughly, focus on specific use cases, and ensure the tools we adopt enhance our team’s effectiveness. In investor services, for example, AI is helping us improve communication and responsiveness. We’re currently on our third targeted use case. The goal isn’t to replace people. It’s to help them do their work better, optimize performance, and to deliver more value to our clients and investors.

What are your top priorities and opportunities over the next few years?

We are taking a multi-phase approach and we’re currently in the “evolve and diversify” phase of our strategy. That means refining who we are, improving how we operate, and expanding both our investment targets and our investor base. We’ve made strong progress, and the focus will soon shift towards building scale and expansion.

One major opportunity is the ongoing shift toward retail access to alternatives. That trend is gaining traction and while we’re already positioned well in that space, we plan to continue building on it.

Looking ahead, we’ll move into the next phase of our plan, which we call “expansion and platform.” Today, our client base consists of more than 2,000 accredited investors and we’ve another 12,000 in our pipeline. That gives us a strong base from which to grow.

The idea is to open a broader set of investment options, not just the ones PPR manages directly. We want to give our investors access to other high-quality alternatives, while still offering the education, context, and support they need to make good decisions.

We’re not trying to do everything ourselves, we know that no firm can do everything well. We’ll stick to what we do best and in areas outside our expertise, we’ll look to partner with other firms that share our values and meet our standards. Our role will be to curate, educate, and provide access — building a more complete platform for long-term investor success.

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Most US employees won’t go back to the office, survey shows

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Writer: Mirella Franzese

Remote_WorkOctober 2025 — The majority of U.S. workers plan to leave their jobs if required to return to offices, according to a new report. Despite increasing resistance to in-person work, some of America’s largest corporations are doubling down on office space and collaborative environments to attract talent — but many now face renewed hiring challenges and increased competition. 

According to The FlexJobs 2025 State of the Workforce Report, 76% of employees said they would quit if forced back to in-person work, based on a survey of 3,000 professionals in the United States. That represents a 20% increase from the previous year. 

By comparison, just 2% of workers surveyed prefer working in an office full-time to remote or hybrid. 

For FlexJobs career expert Toni Frana, growing resistance to in-person work is unsurprising, especially given the perks of work-life balance, flexibility, and cost savings.

Yet major tech and finance corporations continue to push for in-person work. 

“Remote and hybrid work remain popular due to cost savings in areas like real estate. However, many companies are realizing the downsides: loss of connectivity, innovation, and collaboration,” said Troy McLellan, president and CEO of the Boca Raton Chamber of Commerce, in an interview with Invest:. “This has led larger employers to encourage or mandate a return to the office.”

Big names like Bank of America, Verizon, Amazon, Intel, and Microsoft have all issued public return-to-office mandates.

JPMorgan Chase is among the latest additions to the list. The bank recently announced the opening of a new $3 billion headquarters in Manhattan in an effort to recruit employees through flexible workspaces, smart technology, and advanced infrastructure. In fact, the tower is expected to house up to 10,000 workers — but getting them back in may not be quite so easy.

While JPMorgan Chase continues to invest billions of dollars in office renovations and expansions across the United States, other Fortune 500 companies are betting on a hybrid work schedule to attract talent. 

According to Build Remote’s database — which tracks every publicly stated “return-to-office” policy — 83% of Fortune 500 companies employ a hybrid approach. By comparison, just 12% are office-first.

The majority of American workers prefer hybrid setups, according to Wendy Brooks, senior manager of corporate partnerships at Genesys Works, a nonprofit organization that offers career pathways for underserved high school students.

“Before the pandemic, in-office work was the default. Then in 2020, everything went remote. By 2022, hybrid models started to emerge, and they’ve remained the standard,” Brooks told Invest:. “Hybrid work is likely here to stay. Many have found remote work to be more productive.”

The challenge is that industry adoption still varies widely, especially in sectors like legal and hospitality, where there is heightened demand for the return to the office. This can make hiring more difficult. 

“The desire for remote work means that we have had to work harder to find employees who understand how important it is for them to primarily work in our offices,” said Gary Botwinick, co-managing partner at the legal firm Einhorn, Barbarito, Frost, Botwinick, Nunn & Musmanno PC, in an interview with Invest:. 

However, as Botwinick notes, working in an office is essential for training and upskilling young talent. “Certainly, for younger attorneys, they must be in the office so they can be properly mentored.”

Still, most employees struggle to adapt after years of remote work and flexible lifestyles, McLellan said, which can put undue stress on entire industries.

“Certain positions are challenging to recruit for,” added Joanna Sanchez, general manager at the W Hoboken hotel. “Over the past few years, people have been looking for more flexible, remote-type work. In hospitality, we are a 24/7 business that requires in-person work. Competing with other businesses that do offer a remote or hybrid schedule can be a challenge,” Sanchez told Invest:.

To bridge this “remote” divide, multinational law firm Ogletree Deakins is advising clients on maintaining connection and culture even through physical distance.

“Physical distance can lead to disengagement, so we advise clients to create intentional opportunities for interaction. For example, some companies host virtual happy hours or offer incentives like free meals for in-office attendance to encourage in-person collaboration. The critical factor is intentionality,” said Ogletree Deakins’ Office Managing Shareholder Luther Wright, in an interview with Invest:. 

Activities such as structured team-building and open communication channels can help with cohesion, as Wright noted, which remains a challenge for both online and in-person teams.

“Whether employees are remote, hybrid, or fully in-office, companies must actively foster connections … proximity alone does not guarantee engagement. Success depends on deliberate efforts to build relationships and align team members around shared goals, regardless of their physical work environment,” said Wright.

Firms like Smolin are finding ways to meet the needs of their employees through key investments in tech and infrastructure, which allow for different modes of work. 

“Many professionals now seek hybrid or fully remote work arrangements,” Smolin CEO Paul Fried told Invest:. “This shift has forced businesses, including our clients, to invest heavily in IT infrastructure to accommodate remote work. At Smolin, we have made substantial investments in our IT systems to ensure seamless remote operations.”

Education leaders are likewise preparing for the continued shift to remote and hybrid models. “We’ve adapted accordingly,” added Brooks. “Our students are trained to succeed in both remote and in-person environments.”

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Spotlight On: April Bailey, Market President, Amegy Bank – Central Texas

April_Bailey_Spotlight_OnOctober 2025 — In an interview with Invest:, Market President April Bailey of Amegy Bank-Central Texas highlighted the bank’s expansion with a new downtown San Antonio headquarters in 2025, increasing its footprint by 35%. Bailey emphasized a focus on digital innovation, talent retention, and their commitment to community-centered banking.

How has the past year shaped Amegy Bank’s growth, and what does it say about the industry?

One of our notable successes includes the announcement that we’ll be relocating our Central Texas headquarters to downtown San Antonio in Summer 2025, expanding our market footprint by 35%. Spurred by Amegy Bank-Central Texas’ desire to grow alongside the clients and communities we serve, this strategic move will put Amegy Bank in the heart of San Antonio, stimulate further economic activity downtown, and expand local access to industry-leading financial solutions and services, while providing state-of-the-art facilities that are centrally located for our bankers and clients. Because of this announcement and other exciting news, the past year has been transformative for Amegy Bank in Central Texas. We have seen significant growth, particularly in our commercial banking sector, driven by the robust economic activity in the San Antonio-Austin corridor. This growth reflects the overall health of the banking industry in our region, which has been buoyed by strong business investments and a resilient local economy.

What industry trends are shaping your strategy?

As interest rates have risen and stabilized at more traditional levels, banks and their customers across the industry have been adjusting to higher loan rates. To stay ahead of digital innovation across the banking sector, Amegy Bank invested in and implemented advanced digital banking solutions to meet the evolving needs of clients, streamline operations, and enhance customer experience.

What challenges is the banking sector facing, and how is Amegy Bank responding?

One of the big challenges we face is keeping up with the ever-changing regulatory landscape, including new rules and compliance requirements. On top of that, the banking industry is competitive with traditional banks and fintech companies vying for market share. This competition also extends to attracting and retaining top talent, which is crucial for staying ahead. At Amegy Bank, we address these challenges by creating a positive, community-focused work environment and offering professional development opportunities. By staying agile and investing in our workforce, we turn these challenges into opportunities for growth and innovation.

What’s your outlook for Amegy Bank and the Central Texas economy?

Looking ahead, we’re optimistic about Amegy Bank’s growth and the broader banking industry in Central Texas. The region’s strong economic landscape, with ongoing investments in infrastructure and technology, supports our expansion in commercial and personal banking services, especially in the San Antonio-Austin corridor. Significant population growth and a robust job market, along with rising median household incomes and a diverse economic base, make Central Texas an attractive area for businesses and residents. The broader Texas economy is also experiencing unprecedented growth, driven by sectors like energy, technology, and manufacturing, each enhancing our outlook as we invest in our workforce and leverage new technologies to meet our customers’ evolving needs. By staying agile and focusing on community engagement, Amegy Bank is well-positioned to navigate the competitive landscape and capitalize on the region’s economic strengths.

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Spotlight On: Jochen Reiser, President, The University of Texas Medical Branch & CEO, UTMB Health System

Jochen_Reiser_Spotlight_OnOctober 2025 — In an interview with Invest:, Jochen Reiser, president of The University of Texas Medical Branch and CEO of the UTMB Health System, discussed the organization’s role in Texas’ proposed $3 billion Dementia Prevention Research Program and the launch of the Moody Brain Health Institute. “We are living through a cognitive revolution—UTMB is positioned to lead in brain health, space medicine, and biotech innovation,” he said.

How has UTMB’s research and medical advancements positioned it as a leader in Texas and beyond?

The research enterprise at UTMB is rapidly emerging as a state and national leader in several areas. One major initiative, the proposed Dementia Prevention Research Institute of Texas (DPRIT), a $3 billion program championed by the lieutenant governor and on the November ballot for voters to consider, illustrates the state’s growing leadership in this field. UTMB is already uniquely prepared to contribute, thanks to the foundation established through the Moody Brain Health Institute, launched last fall with support from the Moody Foundation. The Institute brings together world-class experts in neuroscience, neurobiology, clinical neurology, and neurosurgery to conduct breakthrough research that translates directly to patient benefit. One example is our Alzheimer’s nasal spray therapy, which has shown remarkable results in animal models by blocking defective proteins that cause memory loss. That treatment is now advancing to human trials—marking a potential milestone in dementia prevention.

We are also expanding our influence through partnerships. We are collaborating with Rice University, known for its strength in public policy, and the Wyss Center for Bio and Neuro-engineering in Geneva, Switzerland. Together, we participated in the Davos Brain Health initiative at the World Economic Forum earlier this year, where global leaders in capital markets, public policy, education, and health care discussed strategies to improve brain health, combat dementia, and sustain economic productivity. Given Texas’ leadership in brain health research and legislative support, UTMB is well-positioned to drive these advancements and make a lasting impact.


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What makes the Galveston and Greater Houston region an ideal location for UTMB’s growth?

Galveston has a rich history and a unique position in Texas. It was once envisioned as the “New York of the South,” with immigration levels rivaling those of the East Coast. That history played a key role in UTMB’s establishment, as it was founded where new immigrants arrived, making it the birthplace of medical education in Texas.

Today, despite natural disasters like the 1900 Storm and Hurricane Ike in 2008, Galveston remains a resilient community. The demographic mix here provides an ideal environment for research that reflects the broader population of Texas, and studying health trends in Galveston gives us insights applicable across the entire state.

Another major factor driving growth is the transformation of the I-45 corridor, which now connects Galveston to thriving communities. Improved schools, an enhanced quality of life, and natural beauty have made it an attractive place for new recruits. Increasingly, they are choosing to make Galveston home, something that was rare a generation ago. It’s a community where history meets innovation, where purpose meets passion—and where UTMB’s mission continues to thrive.

How has UTMB’s Life Science Incubator advanced research commercialization?

We consider innovation our “fourth domain” alongside research, education, and clinical care. Since we last spoke, this area has gained tremendous momentum, leading to new patents, startup partnerships, and technological advancements.

One exciting collaboration involves a German company specializing in a breakthrough diagnostic technology. Traditionally, detecting the smallest biological components required electron microscopy, a complex process that takes three to four days. This new technology allows us to see these microscopic structures using light microscopy in a few hours, enabling faster diagnostics and broader accessibility. UTMB is now working to secure regulatory approvals, including FDA clearance, and integrating this innovation into student training.

Another example is the work of Dr. Peter Kan, our chair of neurosurgery. He is a world-renowned surgeon, but having an in-house innovation platform has made him even more entrepreneurial. He no longer needs to seek external partners to develop new medical tools and biosensors; he can collaborate directly within UTMB. This has sparked discussions about a new type of professional: the “physician entrepreneur.” We are not only training future doctors and nurses but also giving them opportunities to innovate, which enhances patient care and accelerates medical advancements.

How is UTMB leveraging AI and emerging technologies to improve patient outcomes and operational efficiency?

We are living through a cognitive revolution—one as transformative as the Industrial Revolution. Artificial intelligence is not just changing how we work; it’s changing how we think, learn, and heal.

UTMB is harnessing AI across clinical, educational, and operational domains. We’re using predictive modeling to anticipate patient needs, AI-assisted diagnostics to improve accuracy and speed, and ambient clinical documentation tools to reduce the administrative burden on physicians. These technologies are enhancing care while allowing clinicians to spend more time with patients.

We are committed to integrating AI responsibly, through strong governance, rigorous testing, and ethical oversight. By combining human judgment with machine intelligence, UTMB is ensuring that innovation serves our ultimate goal: better health outcomes, delivered with compassion and precision.

With rising healthcare costs and economic pressures, how is UTMB ensuring affordability while maintaining high-quality patient care?

Balancing cost, quality, and sustainability is one of the biggest challenges in health care today. At UTMB, the focus has been on improving patient outcomes while eliminating inefficiencies.

Through our “Best Care” initiative, we closely track infection rates, hospital readmissions, and treatment effectiveness. This allows us to identify areas where care can be improved while reducing unnecessary expenses. Data-driven decision-making is helping us streamline everything from medical supplies to patient services. For example, rather than stocking multiple brands of the same surgical material, we analyze which options provide the best results at the most efficient cost.

Telemedicine has also been a major factor in controlling costs. UTMB has long been a leader in virtual care, providing medical services to the Texas prison system and cruise ships. Now, we’re applying those same principles to patient triage. If someone calls with a health concern, AI-assisted screening can determine whether they truly need a specialist or if a follow-up call is a better approach. This helps reduce unnecessary visits, lowering costs for both patients and the system.

Despite these efforts, economic pressures remain a challenge. Labor shortages, inflation, and shifting workforce dynamics are affecting healthcare nationwide. However, UTMB’s reputation continues to attract top talent, and our workforce and student population have now surpassed 20,000. Even in difficult financial conditions, we are positioning ourselves for long-term success.

What excites you most about UTMB’s future and its role in shaping healthcare?

The more time I spend at UTMB, the more I appreciate its extraordinary breadth and potential. Few institutions can match the scope of what happens here, from cutting-edge research to frontline care and global discovery.

We are home to one of only two university-based Biosafety Level 4 laboratories in the nation, the country’s last remaining space-medicine program, and a health system that cares for more than 80 percent of Texas’ incarcerated population. Our scientists are advancing groundbreaking therapies.

What excites me most is how these strengths converge. Education, research, innovation, and patient care are no longer separate pillars; they are part of a single ecosystem that serves people and drives discovery.

UTMB was founded more than 130 years ago on an island known for its resilience. Today, that same spirit fuels our vision for the future. We are building a model of academic medicine that serves Texas, influences the nation, and shapes the future of global health. I believe UTMB’s most transformative years are still ahead.

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