In a world where almost anything can be faked online, how do we know what to believe anymore? AI can now clone voices, fake certificates, and generate entire identities in seconds—and trust is eroding fast. But Turing Space is here to restore it. 

This Taiwan-founded, globally operating startup has built a platform that allows users to verify everything from diplomas and health records to ESG reports and energy certificates securely and instantly across borders. Each credential is anchored on the public blockchain, protected by strict privacy controls, and built to meet global compliance standards such as ISO and GDPR.

With Turing Space’s digital identity tools, individuals can store verified credentials in one place. Verification is instant, secure, and paperless, helping organisations cut costs while dramatically increasing trust. Institutions can issue and manage them with speed and confidence. It is a smarter way to prove what matters and make trust portable. Turing Space has been described as the “post office of trust,” delivering secure, shareable, and globally accepted digital proofs.

Curious if it is working?

It is.

Turing Space already works with governments, universities, healthcare institutions, and international organisations such as WHO, UNESCO, APEC, and 500+ source of authorities, including 40 government agencies in Taiwan and Japan. They have helped digitise millions of green energy and healthcare certificates in Taiwan. They have also supported the secure issuance of volunteer records, ESG reports, real estate contracts, and more.

Also Read: Good Bards: Building the AI marketing team mid-sized companies have been waiting for

Backed by real traction and trusted by institutions across more than 10 countries, Turing Space is not just a software platform. It is an infrastructure layer for global trust.

What is next, you asked? Turing Space is now expanding its reach and deepening its product capabilities. The plan includes:

• Scaling digital identity products with biometric support
• Rolling out new certificate types across more sectors, including education, ESG, banking, and healthcare
• Deepening integration with government institutions and international organisations
• Expanding partnerships across Japan, Europe, and Southeast Asia
• Advancing R&D to stay ahead of AI-generated fraud and digital identity risks

Turing Space is not just fighting fraud. It is helping to rebuild the foundation of trust in a world where information is easy to fake and hard to prove. Because when anything can be faked, proof becomes everything.

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Meet the team at the TOP100 Exhibition zone during Echelon Singapore, happening 10–11 June 2025. Get your passes here.

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“I’m exhausted.”

Not from the work — but from the silence. From guessing. From being the fallback. From having to micromanage when all I wanted was mutual ownership.

That one sentence echoed in my head after a project partnership spiralled out of alignment. Six days from launch, key deliverables hadn’t been delegated. I stepped in again. The weight of it wasn’t just in what needed to be done but in what hadn’t been said.

The truth is, I never minded doing the work. What drained me was the absence of communication.

I realised that this happens far too often, not just in creative projects but in startups and SMEs everywhere. Miscommunication isn’t loud, it’s quiet. It doesn’t explode, it erodes.

So let’s talk about it.

I’ve seen how communication can either unlock momentum or quietly drain morale at both People’s Inc. 360 and Royal Visionary Society.

Why communication is a startup’s greatest asset (or risk)

In fast-paced, resource-strapped environments, communication isn’t a “soft skill” — it’s infrastructure. It defines how fast you move, how well you collaborate, and whether trust scales or crumbles.

Without it, your best systems stall, your most capable team members burn out, your investor relationships strain, and your clients just move on.

What feels like a “delivery issue” is often a communication breakdown in disguise.

The four communication styles in business and their trade-offs

• The over-communicator
  • Pros: Nothing slips. Everyone’s in the loop.
  • Cons: It can feel like micromanagement, which causes fatigue.
• The under-communicator
  • Pros: Trusts the team. Less noise.
  • Cons: Leads to gaps, guessing, unmet expectations.
• The reactive communicator
  • Pros: Quick to solve under pressure.
  • Cons: Lacks structure and foresight.
• The proactive communicator (ideal)
  • Pros: Builds trust, clarity, and rhythm.
  • Cons: Requires intentional effort and consistency.

If you’ve ever felt like you’re constantly cleaning up messes despite having a talented team – this might be why.

What good communication looks like for startups (and why It’s non-negotiable)

Communication isn’t just about staying connected — it’s about building trust, reducing ambiguity, and setting your team up to move fast without breaking everything. Here’s what that looks like in action:

Set expectations early

From day one, clarify roles, responsibilities, and timelines. Who owns what? When is it due? What does “done” look like? Assumptions are the enemy of execution. When everyone knows what’s expected, you eliminate ambiguity — and prevent last-minute scrambles.

Tip: In your task list or tracker, use a simple “owner + deliverable + deadline” format.

Choose your rhythm

Communication isn’t a one-time announcement — it’s a rhythm. Create a cadence that works for your team: Weekly syncs, daily standups, or bi-weekly sprint reviews. Combine synchronous (real-time) with asynchronous (messages, dashboards) to respect everyone’s time and energy.

A startup that communicates once a week is faster than one that reacts every day without context.

Build psychological safety

Teams will not speak up if they fear judgment or punishment. That means they will avoid surfacing delays, confusion, or even better ideas. Good communication requires psychological safety, where people can say “I’m stuck” or “I need help” without fear.

Also Read: Reflections on my journey: 2 years in corporate communications and digital marketing

The healthiest teams don’t avoid conflict — they know how to talk through it.

Use the right tools

Don’t rely on memory or scattered threads. Tools like Telegram for quick check-ins, Asana, Notion or ClickUp for project visibility, and AI assistants like Seraphina, which we’ve integrated at People’s Inc. 360 to streamline communication and follow-ups to dramatically improve flow. Use tech to make information transparent and accessible.

If a task isn’t visible, it’s invisible. Visibility prevents assumptions.

Communicate delays early

Things go wrong — that’s startup life. But silence makes it worse. A quick heads-up (“this is delayed, here’s why, here’s the new ETA”) allows the team to adapt. Silence leaves people in the dark and erodes trust.

Your credibility isn’t defined by whether you miss a deadline — it’s defined by how early and clearly you communicate when you do.

Across the board: Tailoring communication by stakeholder

Different audiences need different approaches — and neglecting even one group can create ripple effects across your entire operation.

With your team: Clarity breeds confidence

Teams thrive when they know the direction and their role in it. Give autonomy, but pair it with structured accountability. Encourage bottom-up feedback — and ensure it’s heard, not just collected.

Clarity in roles empowers performance. Confusion breeds burnout.

With your clients: Don’t just deliver — update

Clients don’t want to chase you. They want to feel informed and reassured. Proactively share timelines, blockers, and wins. Even a short “we’re on track” message builds confidence.

What is the best client retention strategy? Communicate before they ask.

With your partners: Define roles and revisit them regularly

Whether it’s a co-founder, agency, or collaborator, revisit responsibilities often. As the business evolves, so do the demands. Don’t let yesterday’s assumptions stall today’s momentum.

Partnerships don’t fail from misalignment — they fail from unspoken misalignment.

With your investors: Transparency > perfection

You don’t have to be perfect — just clear. Investors would rather know about roadblocks early than be surprised later. Share both your metrics and your mindset. Be concise, consistent, and candid.

Investor updates aren’t just reporting — they’re relationship-building.

Also Read: Charting a clear course: Building effective communication in SEA’s hybrid work era

If you’re feeling stuck, start here (with help)

Sometimes, it’s hard to pinpoint the problem — you just feel off. In those moments, I recommend reaching out to a communication coach.

Nicholas Wong, a founding member of Speakers Society and a communication strategist, shared his insight with me. Five questions with Wong, on communication, culture, and clarity:

• What’s the biggest communication blind spot founders have?
  Many founders think they’re delegating when they’re just telling. They give instructions without context — no why, no vision, no connection to the bigger picture. Without that, teams feel confused or even disconnected.
• How can leaders empower without micromanaging?
  Start with trust. Ask your team for feedback — it gives them ownership. Then listen deeply, not to assign blame, but to build better systems together.
• A practice every team should implement?
  Hold regular 1-on-1s – even once a month. Make it non-obligatory and personal. Talk about work, yes, but also life, interests, and passions. Culture starts when leaders show up and listen.
• What to do when communication breaks down?
  Set the stage for a safe conversation. Try: ‘I’ve been sensing something — can we talk?’ If emotions are running high, reschedule. Say: ‘Let’s not say things we’ll regret when we’re emotional.’ That pause helps.
• What if something feels off, but you’re unsure what?
  Speak to your team. Be real. Say: ‘I’m feeling some tension — is everything okay? Can I help?’ Vulnerability invites honesty.

Communication is a culture, not a checkbox

You can have the best tech stack, the sharpest team, or the most visionary idea. But if communication falters, everything stalls.

So, if something doesn’t feel right, don’t wait. Reset the rhythm, realign the roles, or respectfully part ways.

Because at the heart of every thriving startup is a team that knows how to talk — and how to listen.

And do you need help finding your rhythm again? You can always ping Wong. Sometimes, all it takes is one honest conversation to get back on track.

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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.

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The concept of decentralised artificial intelligence (DeAI) has recently gained significant traction, with experts and institutions debating its feasibility, challenges, and potential impact. Unlike traditional centralised AI models, which are controlled by a few powerful organisations, DeAI aims to distribute AI capabilities across a broad network, ensuring greater accessibility, transparency, and efficiency.

Leading voices in AI research and development, such as the MIT Media Lab, the Linux Foundation, and major media outlets like Forbes, have all weighed in on DeAI. MIT Media Lab emphasises the need for personalised AI agents and the democratisation of AI, countering the current monopolisation of the industry.

It highlights the challenges of centralised AI, such as limited data access due to data silos, lack of transparency, and concerns about trust and accountability. Their call for businesses to adopt decentralised models is echoed by the Linux Foundation, which published a detailed 54-page report in November 2024 outlining how autonomous AI agents can function independently within decentralised networks while maintaining privacy, exemplified by zero-knowledge proofs.

Meanwhile, Forbes published an article in February 2025 underscoring the benefits of open-source AI, advocating against AI models being locked behind paywalls and proprietary systems. Their article stated, “Success in AI relies on collective input, demands vast, diverse datasets, and continuous collaboration.”

The question remains: How can the vision of DeAI be turned into reality? What technical challenges must be overcome to achieve decentralised AI, and what role can AI frameworks play in this transformation?

Challenges and solutions in AI frameworks for DeAI

The foundation of DeAI lies in robust AI frameworks that enable AI agents to operate in a decentralised environment. However, existing frameworks are not yet optimised for this shift. Here’s a list of the key challenges that AI frameworks face along with their solutions.

High technical barrier-to-entry for non-developers and democratising AI agent development

Most AI development frameworks require a deep understanding of programming, machine learning models, and infrastructure deployment. The complexity of developing AI models and deploying them in real-world applications limits participation to a small group of highly skilled engineers and data scientists. This restricts the widespread adoption of DeAI by non-technical users and organisations that could otherwise benefit from AI-driven solutions.

Solution: The democratisation of AI agent development should be a top priority for companies. Democratisation can be achieved by fostering collaboration between AI companies or open-source frameworks that remove high technical barriers-to-entry for non-developers.

An example is aevatar.ai, an open-source no-code framework for AI agents, which allows anyone to create, deploy, and utilise AI agents using an intuitive prompt system. Its first use case is a multi-LLM-driven mining ecosystem called MineAI. Mine AI is the first AI agent PVP mining system, allowing users to utilise natural languages as prompts to mine, defend, and attack with dynamic strategies. By eliminating technical barriers, these platforms expand AI adoption and innovation.

Isolated AI agent ecosystems and multi-LLM and multi-agent AI frameworks

Today’s AI frameworks are restricted by proprietary systems, preventing seamless communication between AI agents across different platforms. These isolated ecosystems hinder collaboration, limit interoperability, and prevent AI agents from leveraging complementary capabilities.

This results in inefficiencies where AI models cannot share insights, making them less effective in tackling complex tasks that require diverse knowledge sources. While the Model Context Protocol (MCP) is emerging as a promising solution to address this challenge, several unresolved pain points persist, requiring further development and refinement to ensure seamless agent-to-agent communication.

Solution: A true DeAI ecosystem requires seamless interaction between multiple AI agents, even if they operate on different language models and platforms. Since different LLMs serve different purposes, creating a multi-LLM AI framework that enables siloed AI agents to communicate with one another seamlessly would allow AI agents to produce more holistic results.

Also Read: Navigating market trends and risks: Leveraging GenAI in banking treasury functions in APAC

Developing a universal translator that supports agent-to-agent communications across different languages, platforms, and industries is crucial to ensuring each agent can adapt to diverse scenarios and optimise performance. A decentralised communication protocol for AI agents would further eliminate reliance on centralised intermediaries, enabling AI to function autonomously across various domains.

Lack of scalability in AI frameworks and enhancing scalability through multi-model AI frameworks

Current AI frameworks often depend on a single language model (LLM), restricting their flexibility. A single LLM limits the adaptability of AI agents, especially in decentralised networks where multiple AI agents must interact across diverse environments and applications.

Additionally, computational constraints limit the scale at which AI models can operate efficiently. As AI systems grow in complexity, bottlenecks in processing power, data throughput, and response time become increasingly apparent, making it difficult to deploy large-scale AI networks efficiently.

Solution: Instead of relying on a single LLM, decentralised AI networks must support multiple models that work together to optimise decision-making. This approach enables AI agents to process data with much higher relevance and adapt to changing contexts.

Scaling AI frameworks through decentralised computing infrastructures, such as distributed AI model hosting, will further enhance scalability and reduce reliance on centralised cloud providers. Additionally, leveraging modular AI architectures—where individual AI components can be dynamically loaded and updated—would enable more efficient scalability and adaptability to evolving tasks and requirements.

Lack of decentralised access to off-chain data and AI oracles as a bridge between AI and blockchain networks

AI agents operating within decentralised frameworks often lack access to off-chain data, which limits their functionality and decision-making capabilities. Without reliable access to external datasets, AI agents risk becoming isolated and ineffective in real-world applications.

Solution: AI oracles act as intermediaries, allowing smart contracts to access and process off-chain data securely and verifiably. AI oracles are crucial in enabling decentralised AI networks to interact with real-world data while maintaining decentralisation. By integrating AI oracles, decentralised AI agents can operate in a dynamic environment without relying on central authority to validate data.

Also Read: AI disruption unveiled: Hidden opportunities for startup survival and success

This ensures AI-driven decision-making remains decentralised while benefiting from external real-time data feeds. Additionally, AI oracles leveraging cryptographic techniques such as zero-knowledge proofs can ensure data authenticity without compromising user privacy, further strengthening trust in decentralised AI ecosystems.

The future of DeAI

By addressing these key challenges and implementing advanced AI frameworks, we can realise the vision of a decentralised AI ecosystem. The future of DeAI would have features such as an open-source marketplace for AI agents. A decentralised AI marketplace would allow individuals and enterprises to discover, develop, manage, and deploy AI agents at scale automatically. This ecosystem would function similarly to open-source software repositories, fostering collaboration and innovation among AI developers and users.

In addition, customisable AI agents for business and personal use should be a fundamental feature. Enterprises and individuals will be able to generate AI agents tailored to their specific needs, integrating them seamlessly into existing workflows. These AI agents could range from customer support bots to highly creative AI-driven content generators.

By enabling a user-friendly, scalable, and transparent DeAI system, we can ensure that AI development and deployment remain accessible to all, rather than being monopolised by a few large corporations.

Conclusion

The shift towards decentralised AI requires overcoming significant technological and structural challenges. Current AI frameworks must evolve to reduce technical barriers, foster interoperability, and enhance scalability. By leveraging AI oracles, multi-LLM frameworks, and no-code AI development platforms, we can move closer to a truly decentralised AI ecosystem.

The future of AI should not be locked behind proprietary walls—it must be open, collaborative, and accessible to all. DeAI is not just a vision; it is an achievable reality if we optimise AI frameworks for a decentralised future.

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In the fast-paced world of startups, attracting and retaining top talent is a challenge that requires a combination of creativity and financial prudence. One of the most effective tools for addressing these challenges is the Employee Stock Ownership Plan (ESOP), which not only gives employees a stake in the company but also aligns their success with the business’s long-term goals.

However, for all their benefits, ESOPs are not without complexity. This article aims to break down the key elements of ESOPs, offering actionable advice for startups on structuring them effectively and guiding employees on maximising their personal financial outcomes.

What is an ESOP?

At its core, an ESOP is a program that allows employees to acquire shares in the company, usually at a discounted or predetermined price. Unlike traditional compensation models that rely purely on salary and bonuses, ESOPs offer employees ownership in the business, typically through stock options or restricted stock units (RSUs).

The phrase “skin in the game” often gets tossed around when discussing ESOPs, but what does that really mean? For companies, it signals a shift toward a partnership model, where employees are not just workers but shareholders who benefit directly from the company’s growth. For employees, it can mean substantial upside if the company performs well — but it also comes with risks, particularly for startups where success is far from guaranteed.

In essence, an ESOP is about creating alignment. When employees have a financial stake in the company’s success, they are more likely to go above and beyond to ensure its future. This has been proven by companies like Google, Facebook, and Microsoft, where early employees reaped significant rewards from their ESOPs.

Objectives of ESOPs: Why companies use them

Startups typically operate in a cash-constrained environment. High salaries can drain vital resources, especially in the early stages when a company is pre-revenue or barely breaking even. ESOPs offer a solution by allowing companies to conserve cash while still providing meaningful compensation. This can be particularly attractive in industries where top talent is fiercely competitive, such as technology and biotechnology.

However, ESOPs are not just a cash-saving mechanism. They are a strategic tool for rewarding performance and creating a sense of ownership among employees. A well-structured ESOP can have the following key benefits:

• Boosting retention: One of the main reasons companies introduce ESOPs is to retain employees. Stock options typically vest over a period (commonly four years), meaning employees only fully “own” their shares if they stay with the company for the long haul. This ensures that key employees are less likely to jump ship for another offer, knowing that leaving too soon could mean forfeiting valuable stock options.
• Attracting top talent: Especially in highly competitive markets like Silicon Valley, high-growth startups need to be able to attract top-tier talent without breaking the bank. Offering stock options as part of the compensation package can bridge that gap by offering potential for future wealth, even if the starting salary isn’t as high as what might be offered by a more established company.
• Incentivising performance: When employees are also shareholders, their goals tend to align more closely with those of the company. This translates to a workforce that is motivated to work toward the company’s success, knowing that their stock options will increase in value as the company grows.
• Wealth creation: Perhaps the most compelling reason for employees to participate in ESOPs is the potential for substantial financial gain. For example, early employees of Airbnb and Uber saw their stock options turn into millions of dollars once these companies went public. This kind of wealth creation is one of the most appealing aspects of an ESOP, especially for employees at high-growth startups.

Also Read: The best new year resolutions for startup founders: Offering ESOPs that actually work

How does an ESOP work?

While the basic mechanics of an ESOP are straightforward, it’s important to dive deeper into the process of vesting, exercising options, and employee rights. Here’s a step-by-step breakdown:

• Creation: The company establishes a stock option program, reserving a portion of the equity for the ESOP. This percentage is known as the ESOP pool and typically ranges from 10 to 15 per cent of the company’s total shares. This pool size is critical — it determines how many options the company can grant and affects equity distribution, which may impact future funding rounds.
• Granting: Once the pool is created, the company grants options to eligible employees. The number of options an employee receives is often based on their role, seniority, and potential impact on the company’s success.
• Vesting period: Stock options do not become the employee’s property immediately. Instead, they vest over time, often through a four-year schedule with a one-year cliff. This means employees must work for at least one year to receive any shares at all, and after that, shares vest monthly or annually. This ensures that the employee remains committed to the company for a longer period.
• Exercise: After options have vested, employees have the right to buy shares at the exercise price (also known as the strike price), which is usually set at the company’s valuation at the time of the grant. If the company has grown significantly, the market price may be much higher than the exercise price, offering employees the opportunity to purchase shares at a discount.
• Sale: Eventually, employees may decide to sell their shares, either on a secondary market (if the company allows it), through a buyback program, or during a liquidity event like an IPO or acquisition.

It’s essential for employees to understand the implications of each of these steps, particularly when it comes to taxation and the financial commitment involved in exercising options.

Also Read: 3 things first-time founders should know about ESOP implementation

Types of stock grants: RSUs, options, and phantom shares

Understanding the different types of stock options available is key to making informed decisions as an employee. The most common types include:

• Restricted stock units (RSUs): With RSUs, employees are granted company shares after meeting specific vesting conditions. RSUs differ from traditional stock options in that there is typically no exercise price. Once the shares vest, they belong to the employee outright. However, they may still be subject to restrictions, such as being unable to sell until a liquidity event occurs.
• Stock options: This is the most common type of grant in an ESOP. Employees are given the option to purchase shares at a set price after the vesting period. The key advantage here is that if the company’s valuation increases, employees can exercise their options and buy shares at a lower price, potentially resulting in a significant financial gain. The downside is that stock options can expire if not exercised within a set timeframe.
• Phantom shares: These are not real shares but are designed to mimic the value of company stock. Employees receive cash bonuses equivalent to the value of a certain number of shares. Phantom shares can be advantageous for companies that want to offer the financial benefits of stock ownership without diluting equity.

Taxation of ESOPs

Tax implications are one of the most important factors for employees to consider. Generally, taxation occurs at two points:

• At the time of exercise: When an employee exercises their stock options, the difference between the exercise price and the fair market value of the shares is considered income and is taxed accordingly. This can be a significant tax burden, especially if the company’s valuation has skyrocketed.
• At the time of sale: Once an employee sells their shares, any profit made is subject to capital gains tax. If the shares are held for over a year, they are taxed at the lower long-term capital gains rate, which can be a key tax advantage.

Tax laws around ESOPs vary greatly from country to country, so employees need to consult with financial and tax professionals to fully understand their obligations. For instance, in the US, Incentive Stock Options (ISOs) are taxed differently than Non-Qualified Stock Options (NSOs), with the former potentially offering more favourable tax treatment.

Best practices for setting up ESOPs

Startups need to approach the design and implementation of an ESOP with careful planning. Here are some best practices:

• Appropriate ESOP Pool: Startups should aim to reserve 10–15 per cent of total equity for the ESOP pool. However, this percentage should be reassessed as the company grows, particularly after major funding rounds. Founders must strike a balance between offering enough equity to attract top talent without excessively diluting their ownership stake.
• Timing: Setting up the ESOP before significant fundraising rounds is crucial. Once external investors come on board, renegotiating the ESOP pool becomes more complicated, as additional stock options dilute the investors’ equity stakes.
• Custom vesting schedules: While a four-year vesting schedule is common, companies should consider tailoring vesting schedules to specific roles. For example, senior leadership might have a longer vesting period to ensure they remain committed through critical growth phases, while shorter vesting periods can be offered to key hires in high-demand roles.
• Regular valuation updates: As startups scale, the company’s valuation will fluctuate. Regularly updating the company’s valuation ensures that stock grants reflect the company’s current value, helping employees better understand the potential worth of their equity.

Also Read: How can you make your ESOPs work for you?

Liquidity opportunities for employees

The biggest question employees often have about ESOPs is when they can cash in their shares. While ESOPs can offer significant upside, the road to liquidity is often unclear. Here are some common liquidity opportunities:

• Secondary markets: Some startups allow employees to sell their shares on private secondary markets before the company goes public. This can be an excellent option for employees seeking liquidity without waiting for an IPO or acquisition.
• Buyback programs: Many companies offer buyback programs, where employees can sell shares back to the company at a predetermined price. This can be especially beneficial for employees who want liquidity but don’t want to wait for a public exit.
• Company exit: In the event of an IPO or acquisition, employees often have the opportunity to sell their shares. While this is the most lucrative option for many, it also comes with its risks, as the timing of such events is often unpredictable.

Conclusion

ESOPs are a powerful tool for startups and employees alike, offering the potential for financial gain while aligning the interests of the workforce with the company’s success. For companies, they are a critical means of attracting, retaining, and incentivising talent without straining cash flow. For employees, ESOPs represent an opportunity for wealth creation and a direct stake in the company’s future.

However, ESOPs are not without their challenges. Both companies and employees need to be aware of the complexities around vesting, exercising, and taxation to make the most of this arrangement. With careful planning and execution, ESOPs can be a win-win strategy that drives long-term success for all stakeholders involved.

Thanks to Gagan Singh, CEO of WOWS Global for the insights that allowed to put this article together.

This article was originally published on “The Startup Booster”, our Substack on startups and tech in Southeast Asia.

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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 of the author.

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A new report from Velocity Ventures highlights a significant lack of innovation within Southeast Asia’s food & beverage (F&B) sector, which presents a fertile ground for tech startups.

The Innovation & Deal Flow Report 1Q2025 [F&B] reveals that while the global F&B market offers attractive yields driven by technology adoption, advancements in Southeast Asia have been largely confined to point-of-sale (POS), food delivery, and revenue management systems.

The report underscores the urgent challenges of food security and labour shortages as key drivers for a growing need for automation technologies across the region’s industry. Velocity Ventures observes a significant opportunity for solutions to enhance efficiency and safety and reduce reliance on manual labour.

Also Read: How virtual restaurant brands are helping traditional restaurants to digitise

This insight suggests that startups focusing on smart kitchen appliances, which are experiencing a forecasted 17.9 per cent compound annual growth rate (CAGR) globally, could find strong traction in Southeast Asia.

Interestingly, the report notes the continued popularity of grocery e-commerce platforms, indicating a sustained preference among consumers and restaurants for convenient and straightforward systems.

This trend, coupled with the global top 3 highest CAGR of grocery e-commerce at 28.09 per cent, with a corresponding top 3 increase in CAGR of +16.39 per cent, signals a robust market for startups in this vertical within Southeast Asia.

Conversely, the global demand for craft spirits appears to be declining significantly, with a top 3 decrease in CAGR of -17.79 per cent. This global trend might have implications for craft spirit producers and related businesses in Southeast Asia.

Similarly, loyalty and rewards and restaurant management software are also experiencing decreases in CAGR globally, at -8.4 per cent and -6.9 per cent, respectively.

While the report provides a global overview, Velocity Ventures, which identifies itself as Southeast Asia’s leading travel and hospitality tech investor, has reviewed over 250 startups annually. Its proprietary deal pipeline includes a Nigerian online food delivery platform operating virtual restaurants that raised US$2 million in seed funding at a US$10 million pre-money valuation in January 2025.

It also features an Indonesian food technology company focused on ready-to-eat meals using innovative preservation methods, seeking US$2 million in seed funding at a US$11 million pre-money valuation as of March 2025 (referred to as Project F10).

Also Read: Digital transformation and AI revolution: Shaping Singapore’s F&B industry with Korean restaurant tech

Project F10 highlights a strategic rationale focused on solving global food access challenges, diversified revenue streams (B2C, B2B, B2G), and scalability through automated systems. Its technology includes patented drying and heat-based preservation processes, offering OEM white-label solutions and branded meals.

Furthermore, the report spotlights GrubMarket, a US-based AI-powered B2B e-commerce business in the food supply chain, which recently secured US$50 million in Series G funding at a US$3.5 billion pre-money valuation. This highlights the significant investor interest in technology-driven solutions for optimising the food supply chain, a trend that Southeast Asian startups could capitalise on.

Other notable global deals in the F&B tech space include:

SKUsafe (USA): A product lifecycle management tool for high-growth CPG brands, raised US$4.3 million in seed funding in January 2025.

Mealawe (India): An online platform connecting home kitchens for homemade meals, raised US$1 million in seed funding in February 2025. This example from India may be particularly relevant for similar models emerging in Southeast Asia.

Choice (Czech Republic): A B2B SaaS platform for restaurants offering online ordering, marketplace management, reservations, and guest engagement, raised US$1.08 million via a convertible note in March 2025.

GerOrder (Ukraine): Restaurant software integrating food delivery platforms with POS, received a US$22,000 grant in March 2025.

Regulate (USA): An AI-driven SaaS company for market prediction and regulatory compliance, raised US$250,000 in a venture round in March 2025.

Also Read: How digital technology can transform the food and beverage industry

Velocity Ventures’s analysis suggests that the current landscape in Southeast Asia presents a compelling opportunity for startups that can introduce innovative automation and supply chain solutions to address the pressing issues of food security and labour shortages. The sustained growth in grocery e-commerce further indicates a receptive market for digital solutions within the region’s F&B sector.

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