A closer look at how startups are turning local AI into global opportunity
Updated
March 24, 2026 6:25 PM
NVIDIA GTC 2026. PHOTO: NVIDIA
At NVIDIA GTC 2026 in Palo Alto, a group of 16 Taiwanese startups used the global AI stage to do more than showcase products—they tested how far their technologies could travel beyond domestic markets. The delegation, led by Startup Island TAIWAN Silicon Valley Hub with support from Taiwan’s National Development Council, reflected a broader shift in the country’s role within the AI ecosystem.
The startups represented a mix of emerging areas including digital twins, robotics, AI agents and healthcare, aligning closely with enterprise AI adoption trends. Some gained formal visibility within NVIDIA’s ecosystem, with companies such as MetAI and Spingence featured in the Inception Program, while six others presented their work in the conference’s poster gallery. These formats allowed them to engage directly with developers, enterprise users and potential partners rather than simply exhibiting technology.
A defining feature of Taiwan’s presence this year was how closely startups operated alongside established hardware companies such as ASUS, AAEON and Compal. This setup reflected a vertically integrated model where infrastructure and applications are developed together, offering a clearer path from product development to deployment. It also underscored Taiwan’s gradual shift from being primarily a hardware supplier to participating more actively across the full AI stack.
Activity around the conference extended well beyond the exhibition floor. A Taiwan Demo Day held during the week drew more than 1,000 registrations and nearly 600 in-person attendees, bringing startups into contact with close to 200 international investors. The event focused on structured introductions and deal flow, positioning startups in front of venture firms and corporate innovation teams looking for AI applications.
Alongside these formal sessions, Taiwan Startup Night provided a more informal but equally strategic setting. With over 100 curated participants, including founders, investors and corporate representatives, the gathering created space for early-stage conversations that could evolve into partnerships or market entry opportunities. These interactions, while less visible than on-stage presentations, are often where initial collaboration takes shape.
Taken together, the events around GTC point to a more coordinated approach to international expansion. Through platforms like Startup Island TAIWAN, the emphasis is not just on visibility but on building continuity—connecting startups with investors, partners and customers across multiple touchpoints in a single week. As AI development increasingly spans chips, systems and applications, Taiwan’s presence at GTC suggests a more integrated role, where the focus is as much on enabling global deployment as it is on developing the technology itself.
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Structured AI interviews and human judgment combine to address the global talent shortage
Updated
March 4, 2026 4:46 PM
ManpowerGroup World Headquarters in Milwaukee. PHOTO: ADOBE STOCK
As hiring pressures mount across global markets, ManpowerGroup is turning to technology to strengthen how it connects people to work. The workforce solutions major has announced a global partnership with Hubert, a startup focused on AI-driven structured interviews. The aim is simple: make hiring faster and fairer, without removing the human touch.
ManpowerGroup has spent decades operating at the center of the global labor market. The company works with employers across industries to fill roles, manage workforce planning and build talent pipelines. With millions of placements each year, it has a clear view of how strained hiring has become. A large share of employers today report difficulty finding skilled talent. At the same time, candidates expect more transparency, quicker feedback and flexibility in how they engage with employers.
Hubert enters this picture as a specialist in structured digital interviewing. The startup has built tools that allow candidates to complete interviews online, at any time, while being assessed against consistent criteria. Instead of relying on informal screening calls or resume filters, its system focuses on standardized questions tied directly to job requirements. The idea is to bring more consistency to early-stage hiring.
The partnership brings these capabilities into ManpowerGroup’s global operations. AI-powered interviews will now support the first stage of screening, helping recruiters identify qualified candidates earlier in the process. This does not replace recruiters. Final decisions and contextual judgment remain with experienced hiring professionals. What changes is the speed and structure of the initial assessment.
For employers, this could mean earlier visibility into job-ready talent and less time spent on manual screening. For candidates, it offers more flexibility. A significant portion of interviews on Hubert’s platform are completed outside regular office hours, allowing applicants to engage when it suits them. That flexibility can make a difference in competitive labor markets where timing matters.
The collaboration is also positioned as a step toward reducing bias. By evaluating each candidate against the same transparent standards, the process becomes more consistent. While no system can remove bias entirely, structured assessments can reduce the variability that often comes with unstructured interviews.
At its core, the partnership addresses a gap many large organizations are facing. They need scale and speed, but they cannot afford to lose the human judgment that good hiring depends on. Manual processes are too slow. Fully automated systems can feel impersonal and risky. ManpowerGroup’s approach suggests a middle path, where technology handles repetition and structure and recruiters focus on potential and fit.
The move also reflects a broader shift in the workforce industry. AI is no longer being tested on the sidelines. It is being built into the foundation of hiring operations. For established players like ManpowerGroup, the challenge is not whether to adopt AI, but how to do so responsibly and at scale.
By working with Hubert, the company is signaling that the future of recruitment will likely blend structured digital tools with human expertise. In a market defined by talent shortages and rising expectations, that balance may prove critical.