Indeed’s latest Smarter Hiring Report highlights a pressing issue in Singapore’s recruitment landscape: the traditional reliance on resumes and qualifications may no longer be the most effective way to assess candidates. The report advocates for a shift towards skills-first hiring, which prioritises a candidate’s potential and ability to perform rather than past experience or academic credentials.

Singapore’s job market presents challenges for both job seekers and employers. More than half of job seekers report difficulties in securing roles, while businesses struggle to find candidates with the required skills.

The issue is not necessarily a lack of talent but rather an inefficient hiring system that leans too heavily on outdated selection criteria such as degrees and past roles.

Employers in Singapore have historically prioritised qualifications, with some even increasing their degree requirements. However, the report reveals that 73 per cent of job seekers and 70 per cent of employers value on-the-job experience over formal education.

This suggests a growing recognition that practical skills and hands-on experience contribute more to job performance than academic credentials alone.

Rethinking the role of resumes

Resumes have been a staple of recruitment for centuries, but their effectiveness is now being questioned. While they remain useful in providing a snapshot of a candidate’s background, they primarily focus on past achievements rather than future potential.

The report asks whether companies are hiring “people or paper,” highlighting the risk of missing out on qualified candidates who may lack traditional credentials but possess the right skills and mindset.

Also Read: Why inclusive hiring matters for a startup ecosystem

An overreliance on resumes and qualifications creates a “broken system” where job seekers struggle to meet unrealistic role requirements, and employers fail to find suitable talent. By shifting the focus to skills, organisations can bridge this gap and build a more efficient hiring process.

The report strongly advocates for hiring based on human potential rather than just credentials. This means looking beyond hard skills and placing greater emphasis on soft skills such as adaptability, resilience, and a motivation to learn. These qualities are essential in today’s fast-changing work environment, where employees must continuously adapt to new challenges and technologies.

Indeed’s findings show that 70 per cent of employers already value soft skills more than hard skills in a skills-first hiring approach. This underscores the importance of identifying candidates with transferable skills who can grow and evolve within the company.

A skills-first approach allows employers to tap into a wider talent pool by considering candidates who may not have conventional qualifications but possess the necessary abilities, which are often excluded by traditional hiring practices. By focusing on skills, companies can unlock hidden talent and improve workforce diversity.

Additionally, this approach makes the hiring process more equitable by reducing barriers for job seekers.

Singaporean job seekers increasingly prioritise growth and development opportunities when considering roles. According to the report, 79 per cent of job seekers view learning opportunities as a key factor in their job search. Some are even willing to accept lower pay if the role offers better prospects for skills development.

A skills-first approach aligns naturally with these expectations. By assessing candidates based on their growth potential, companies can attract talent eager to develop and contribute meaningfully to the organisation’s long-term success.

Also Read: Does AI remove hiring bias — or make it worse?

Leveraging tech for smarter hiring

Tech, particularly artificial intelligence (AI), presents an opportunity to enhance skills-first hiring. AI-powered platforms can match candidates to roles based on their actual capabilities rather than relying solely on resume keywords.

Indeed, for example, uses AI to personalise job recommendations for seekers and provide insights for employers, improving hiring efficiency.

Employers can also use AI-driven assessments to evaluate a candidate’s suitability for a role based on their skills and behavioural traits. These assessments can measure problem-solving abilities, adaptability, and communication skills, providing a more comprehensive picture of a candidate’s potential beyond what a resume can convey.

For companies looking to adopt a skills-first approach, the report suggests several key strategies:

Redefining job requirements
Employers should focus on identifying essential skills rather than rigid degree or experience requirements. This ensures job descriptions reflect the actual competencies needed for success.

Prioritising soft skills in evaluations
Hiring managers should explicitly assess soft skills such as adaptability, problem-solving, and communication, which are crucial for long-term success.

Using behavioural-based interviews
Structured interview questions can help gauge a candidate’s soft skills by asking them to describe past situations where they demonstrated resilience, collaboration, or problem-solving abilities.

Investing in ongoing development
Companies should provide opportunities for continuous learning, ensuring employees can build on their skills and stay relevant in a rapidly evolving job market.

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Image Credit: Jason Goodman on Unsplash

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Cloud technology has changed how businesses operate, providing flexible, cost-effective solutions that eliminate the need for expensive infrastructure. For small and medium-sized enterprises (SMEs), cloud adoption is key to scaling efficiently, improving security, and staying competitive in a digital-first world.

At the same time, Artificial Intelligence (AI) is transforming business operations by automating workflows, strengthening cybersecurity, and delivering real-time insights. Together, AI and cloud technology are helping SMEs streamline operations, protect data, and compete at a global level.

In this installment of e27’s AI Leader Content Series, Kenneth Lai, Vice President, ASEAN at Cloudflare, discusses how these technologies are shaping SME growth and ensuring long-term business resilience.

Why SMEs need the cloud to scale

Traditional IT systems are expensive, difficult to maintain, and struggle to keep up with modern business needs. Cloud technology solves these challenges by offering a scalable, cost-efficient alternative that allows businesses to manage data, run applications, and support remote teams—all without the burden of maintaining physical servers.

Cloud adoption reduces costs, improves performance, and enables real-time collaboration, making it easier for SMEs to scale their operations. Businesses that integrate AI-powered cloud solutions can automate tasks, analyse data instantly, and optimise decision-making without relying on costly IT infrastructure.

Security risks are growing—AI can help

The shift to cloud computing has made businesses more connected, but it has also increased cybersecurity threats. As SMEs move towards multi-cloud environments and rely on Software-as-a-Service (SaaS) applications, cyber risks become more complex.

According to Cloudflare’s Asia Pacific Cybersecurity Readiness Survey 2024, 88 per cent of SMBs feel more vulnerable to cyberattacks due to the increasing complexity of their digital operations. Without strong security measures, businesses risk exposing sensitive data and suffering financial losses.

Also Read: A new dawn in the post-2G era: How cloud technology can propel the telco industry to new heights

AI-driven cybersecurity is changing the game by detecting threats in real time, blocking suspicious activity, and automating security responses. Zero Trust security models, which require strict verification before granting access, have become essential for businesses operating in the cloud.

Businesses that fail to prioritise security face operational disruptions, reputational damage, and financial losses. Investing in AI-powered security solutions ensures SMEs can scale with confidence, knowing their systems and customer data are protected.

How SMEs can build a smarter cloud strategy

Moving to the cloud is more than just shifting data online. To maximise the benefits, businesses need a clear strategy that balances security, scalability, and AI-driven automation.

A well-structured cloud approach ensures SMEs can secure their digital assets, improve efficiency, and prepare for future AI advancements. Instead of relying on multiple disconnected systems, businesses should integrate security, networking, and performance monitoring into a single framework. This reduces complexity and strengthens overall operations.

By embedding AI into their cloud strategy, SMEs can automate compliance monitoring, enhance real-time threat detection, and optimise cloud performance. A proactive approach allows businesses to harness AI while ensuring a secure, scalable infrastructure.

Cloudflare’s role in strengthening SME cloud security

For businesses transitioning to the cloud, security and performance must go hand in hand. Cloudflare’s Connectivity Cloud offers an integrated approach that secures networks, improves application performance, and simplifies multi-cloud management.

Instead of using multiple vendors for cybersecurity, networking, and performance, businesses can consolidate these functions into a single platform. Cloudflare’s cloud-based Zero Trust security solutions and network-as-a-service technology help SMEs protect data, reduce cyber risks, and optimise cloud performance without the need for large IT teams.

Also Read: Is the future of AI decentralised? Cloud computing holds the key

Cloudflare One, a cloud-based network-as-a-service solution, enables SMEs to operate in a multi-cloud or hybrid-cloud environment with zero trust security and optimised connectivity. This ensures data is secure while delivering faster application performance, essential for business continuity and long-term growth.

The future of cloud and AI for SMEs

Cloud computing and AI will continue to evolve, offering even greater efficiency, security, and automation. Low-code AI solutions will enable SMEs to integrate AI-powered tools more easily, reducing reliance on specialised expertise.

AI will also play a larger role in fraud detection, predictive analytics, and personalised customer experiences, helping businesses make smarter decisions and deliver better services. SMEs that invest in scalable, AI-ready cloud infrastructure today will have a major competitive advantage in the future.

Cloudflare remains at the forefront of cloud security and performance innovation, ensuring businesses can adapt to changing technology, secure their operations, and thrive in a digital-first economy.

Cloudflare is a global leader in cloud security and performance solutions, helping businesses protect their digital infrastructure, optimise network connectivity, and scale securely. By simplifying cloud adoption and cybersecurity, Cloudflare empowers SMEs to build resilient, future-ready operations.

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This article is part of e27’s special series on Artificial Intelligence for Startups and SMEs, where we explore the transformative power of AI in helping startups and small and mid-sized enterprises navigate today’s competitive landscape. Stay tuned for more insights from industry leaders in upcoming editions.

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In celebration of International Women’s Day this March, Helen Wong, Managing Partner at AC Ventures (ACV), shares her insights on investing in women-led businesses and ACV’s role in creating a more inclusive entrepreneurial ecosystem.

Why is investing in women-led businesses a smart move?

In dynamic markets such as Indonesia, women entrepreneurs are crucial economic drivers. Investing in them is not just about equity but also about boosting impact and returns. Studies indicate that narrowing the gender gap in business leadership could increase global annual GDP by up to 26 per cent.

Furthermore, women-led companies are 15 per cent more likely to outperform their male-led counterparts, potentially adding US$5.9 trillion to market capitalisation.

Also Read: Indonesia needs more female investors willing to back female founders: Helen Wong of AC Ventures

AC Ventures’s 2024 Impact Report, in collaboration with Deloitte Indonesia, highlights that ACV’s portfolio has sustained over 30,000 jobs, with women leading 40 per cent of them.

What challenges do women entrepreneurs face in securing VC funding?

There is a well-documented funding gap for women entrepreneurs. A report by Boston Consulting Group (BCG), Stellar Women, and AC Ventures, reveals a US$1.7 trillion funding shortfall. Structural barriers, such as limited access to networks, unconscious bias in investment decisions, and a lack of tailored financial support, continue to impede women.

Women entrepreneurs often struggle to align their pitches with investor expectations, which are still largely shaped by male-dominated perspectives.

What steps can be taken to address these challenges?

To bridge this gap, investors should proactively support female entrepreneurs, while ecosystems must offer stronger mentorship, networking, and financial literacy programmes. Integrating a gender-lens investing approach can ensure that women-led businesses receive the necessary resources to thrive.

Could you share examples of female-led startups in ACV’s portfolio and their impact?

AC Ventures supports several impactful women-led businesses across various sectors.

Examples include:

• Acacia (founded by Annu Talreja) uses AI to decarbonise real estate.
• Astro (founded by Marcella Moniaga, Sherlyn Gautama, and Jessica Stephanie Jap) is an on-demand platform for groceries and essentials in Indonesia.
• Rose All Day (founded by Cindy Nyoto Gunawan and Tiffany Danielle) is a top Indonesian beauty brand promoting clean beauty, inclusivity, and sustainability.
• Xendit (co-founded by Tessa Wijaya) is transforming digital payments in Southeast Asia.
• Supermom (co-founded by Joan Ong, Lynn Yeoh, and Rebecca Koh) is reshaping how brands engage with parents across Southeast Asia.

Through initiatives like gender-lens investing and the Invest2Equal (I2E) programme, AC Ventures aims to support more women-led businesses in scaling.

How does AC Ventures champion gender diversity?

AC Ventures integrates gender diversity into its investment strategy and ecosystem initiatives. Half of the senior leadership team are women, ensuring diverse perspectives in decision-making.

We actively support women entrepreneurs through mentorship, ecosystem-building, and strategic partnerships. Collaborations with BCG and Stellar Women have driven research on closing the funding gap for women founders.

Also Read: The great breakup: Why women are leaving tech leadership & what we can do

AC Ventures also shared strategies to increase women’s participation in private capital at the Global Private Capital Association (GPCA) Investor Training.

ACV is engaged in IFC’s We Fund Climate peer learning platform, supporting women-led climate start-ups.

What is your vision for the future of women in entrepreneurship and leadership?

The vision is to create an environment where women entrepreneurs have equal access to funding, mentorship, and opportunities, empowering them to scale their businesses and drive long-term impact. It is crucial to see more women in leadership positions across various sectors.

Closing the funding gap for women-led enterprises is a critical step, and fostering collaboration among investors, corporations, and policymakers is essential to making gender inclusivity a reality.

How has your journey shaped your perspective on gender diversity in the industry?

Having worked in venture capital across Asia, it’s clear how gender diversity impacts decision-making, deal flow, and economic growth. Diversity drives better business outcomes, yet women entrepreneurs still face barriers to accessing funding and networks.

AC Ventures integrates gender diversity into its investment strategy to ensure female founders have the necessary capital, mentorship, and opportunities.

What advice would you give to aspiring women entrepreneurs and investors?

Build a strong network of mentors, peers, and advisors. Seek investors who understand the industry and value diversity. Stay persistent, as success requires resilience and the ability to navigate challenges with confidence.

How can we encourage more women to enter venture capital and leadership roles?

Creating pathways for women in VC and leadership starts with access to education, networks, and opportunities. Firms must be intentional about hiring and promoting women into decision-making roles. Mentorship, industry forums, and partnerships help build a strong pipeline of female investors and leaders. By fostering an inclusive ecosystem, we can empower the next generation of women to shape the future of business and investment.

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For decades, the ride-hailing industry has been male-dominated, with women historically underrepresented as drivers. However, greater workplace flexibility, enhanced safety measures, and evolving passenger expectations are accelerating a shift in the mobility landscape. More women are stepping into the driver’s seat, reshaping industry norms and expanding the definition of financial independence in Malaysia.

According to inDrive’s statistics, women drivers accounted for 21 per cent of total rides in Malaysia in the first quarter of 2024, a figure that continues to grow. More significantly, female drivers experienced a 53 per cent increase in earnings compared to the previous year, underscoring ride-hailing’s viability as an income-generating opportunity. These shifts not only reflect expanding opportunities for women but also signal a broader transformation in workforce inclusivity and mobility trends.

Economic empowerment through ride-hailing

For many women, ride-hailing serves as more than just a job—it’s a pathway to economic empowerment. The ability to set flexible schedules allows drivers to balance career aspirations with caregiving responsibilities, making it an appealing option for single mothers, full-time caregivers, and women managing multiple commitments.

Beyond flexibility, ride-hailing has demonstrated strong earning potential, with some female drivers reporting daily incomes between RM300–RM500. While factors like fuel costs and platform commission structures influence take-home pay, the industry’s growing focus on fair wages and long-term financial sustainability will be crucial in ensuring continued participation from women. Platforms that prioritise driver incentives, equitable earnings, and financial planning tools will be better positioned to support female drivers in the evolving gig economy.

Also Read: Bridging the gender gap in GenAI learning: Strategies to get more women involved

How female drivers are enhancing passenger trust

The rise of female drivers reflects a growing demand for safer, gender-conscious mobility options. Many female passengers feel more at ease with women drivers, particularly for solo or late-night rides, reinforcing trust and confidence in ride-hailing services.

Platforms that prioritise female driver recruitment, real-time tracking, and safety features like emergency response buttons can create a more secure environment for both drivers and passengers. By fostering inclusive policies and support networks, the industry can strengthen passenger trust while encouraging more women to enter and thrive in the ride-hailing sector.

Beyond the driver’s seat: Strengthening gender representation in mobility

Women’s participation in ride-hailing must extend beyond driving to include meaningful representation in policy-making and leadership. Companies that actively elevate women in decision-making roles can drive policies that improve safety, economic equity, and working conditions, ensuring female drivers not only enter the industry but thrive in it.

Sustainable gender inclusivity requires long-term investments, from mentorship programs and financial planning resources to safer work environments and career progression opportunities. As Malaysia’s ride-hailing sector evolves, industry players must take decisive action, establishing inclusive policies, strengthening protections, and fostering leadership pathways for women. By embedding these commitments into the core of mobility services, the sector can create lasting change, shaping a more equitable and forward-thinking future.

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Editor’s note: e27 aims to foster thought leadership by publishing views from the community. Share your opinion by submitting an article, video, podcast, or infographic.

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The beauty industry is experiencing a seismic shift, not just in size but in substance. Projected to reach a staggering US$590 billion globally by 2028, with an annual growth rate of six per cent (McKinsey), the beauty market’s growth, particularly within the dynamic region of South Asia Pacific, Middle East, and North Africa (SAPMENA), signals a profound transformation.

This isn’t simply about market expansion; it’s about a fundamental change in consumer expectations driven by a digitally native generation demanding personalised, sustainable, and technologically advanced beauty experiences. This presents a unique opportunity for startups in the Asia with disruptive innovation to drive the next big bang for the future of beauty.

The convergence of beauty and technology has created a compelling investment opportunity. Why? There is immense growth potential in pushing beauty boundaries, with innovations in this industry also serving as a springboard to other consumer sectors.

Nowhere is this more evident than in the rise of hyper-personalisation. No longer a niche trend, it’s becoming the new norm, reshaping every facet of the consumer experience. Consider the power of social commerce, where product discovery and purchase seamlessly integrate within platforms like TikTok and Instagram, driven by influencer recommendations and peer reviews.

Imagine effortlessly trying on makeup and hair colour virtually, eliminating the guesswork with AR technology. Picture personalised skincare routines optimised by AI, analysing your unique skin profile and health factors.

This vision is now a reality thanks to strategic partnerships.  Take L’Oréal’s collaboration and subsequent acquisition of ModiFace for example. ModiFace’s AR-powered virtual try-on technology lets consumers explore countless makeup looks in minutes. Similarly, L’Oréal ’s collaboration with Korean startup NanoEnTek led to Cell BioPrint, an innovative beauty tech that provides a personalised skin assessment in minutes, analysing biological age, aging signs, and responsiveness to ingredients.

As personalised, tech-driven experiences become standard, consumers are quick to abandon brands that fall short of expectations. In fact, 74 per cent would abandon a beauty purchase due to a subpar shopping experience.

The number of connected consumers is also projected to rise substantially, from 5.3 billion in 2023 to 7.5 billion in 2030, representing a significant opportunity for startups to capitalise on evolving digital needs and habits through beauty tech innovation.

Many people look to Silicon Valley for disruptive innovation, but there is a vibrant and rapidly expanding startup ecosystem in SAPMENA with over 40,000 startups. Hubs like Singapore and Southeast is perfectly positioned to unlock this golden opportunity. In Southeast Asia the startup ecosystem continues to be attractive globally, with the sector raising US$4.56 billion in equity funding in 2024.  SAPMENA is where the future of beauty can be written, and startups here hold the pen.

Also Read: How technology can influence the beauty and cosmetics industry

Collaborations fuelling innovation to shape the future of beauty

The SAPMENA beauty market offers immense potential, but scaling across its diverse landscape presents a formidable challenge for startups. Even with a viable concept or product-market fit, the most promising startups may still struggle to successfully navigate the commercial routes.

Deloitte estimates that over 80 per cent of startups fail to transition from emergent to mainstream products or services. Cultural nuances, regulatory complexities, and infrastructural scale are just a handful of examples that hinder broader market penetration, highlighting the crucial role of strategic partnerships.

Partnering with established industry leaders can help startups overcome these barriers, while creating a powerful value exchange. On one hand, industry leaders have the footprint that provides market access, industry expertise, and resources, and on the other, startups offer disruptive thinking, agility, cutting-edge technologies, and emerging niche expertise. This collaboration unlocks mutual growth and can fuel the beauty tech revolution.

This presents significant opportunities and there are multiple avenues for startups in Asia to tap into beauty tech innovation partnerships. Incubators, accelerators, and corporate venture investments are some ways to access the ecosystem. L’Oréal’s Big Bang Beauty Tech Innovation Program is a prime example of this collaborative approach.

Last year, our inaugural SAPMENA edition saw over 1,000 startups from across South Asia Pacific, the Middle East, and North Africa compete for the chance to secure pilot collaborations, mentorship from senior leadership, and the opportunity to unlock L’Oréal’s extensive network and resources, including exposure to our 37 international brands.

The beauty industry is in a constant state of evolution. Consumer preferences are shifting, technology is advancing at an unprecedented pace, and sustainability concerns are coming to the forefront. Startups, with their agility, innovative spirit, and eye on emerging trends, are uniquely positioned to navigate this dynamic landscape and shape the future of beauty.

If you’re a startup ready to disrupt a US$590 billion industry and make your mark, then join the next wave of innovators. More details here.

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Editor’s note: e27 aims to foster thought leadership by publishing views from the community. Share your opinion by submitting an article, video, podcast, or infographic.

Join us on Instagram, Facebook, X, and LinkedIn to stay connected.

Image courtesy: DALL-E

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