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The memorandum of understanding, signed by the Government of Odisha, Intel and 3DGS, covers an advanced packaging glass-core substrate manufacturing facility in the Bhubaneswar-Khurda region. The project is expected to focus on substrates used in next-generation chip packaging, a part of the semiconductor supply chain that has gained strategic importance as artificial intelligence, high-performance computing and advanced data-centre processors demand larger, faster and more power-efficient packages.

The agreement places Odisha in a stronger position within India’s semiconductor map, which has so far been led by assembly, testing, marking and packaging projects, outsourced semiconductor assembly facilities, compound semiconductor proposals and early-stage fabrication investments. The planned plant would add a specialised layer to that ecosystem by targeting glass-core substrates and high-density interconnect technologies, areas that are increasingly viewed as critical for advanced packaging.

Intel’s role is expected to centre on technology know-how, process expertise and ecosystem support, while 3DGS brings specialisation in glass-based integration platforms. 3DGS, a US-based company, has developed glass-centric technologies for radio-frequency, photonics and semiconductor packaging applications. Its involvement gives the Odisha plan a sharper focus than conventional electronics manufacturing projects, as glass-core substrates remain an emerging technology rather than a mature commodity segment.

Glass substrates are attracting industry attention because conventional organic substrates face physical limits as chip packages become larger and denser. Advanced processors now often combine multiple chiplets, memory stacks and interconnect layers in one package. That increases pressure on the base material to carry more power and data connections while reducing warpage, signal loss and thermal stress. Glass offers better dimensional stability, finer interconnect potential and the ability to support larger package sizes, though yield, tooling and commercial-scale production remain challenges.

Intel has publicly positioned glass substrates as a key packaging technology for the second half of this decade. The company has argued that glass could help extend system-level performance gains beyond the limits of transistor scaling, particularly for artificial intelligence accelerators and high-performance computing chips. For India, participation in this segment could move the country beyond back-end assembly into a more advanced part of the global chip supply chain.

The Odisha project is also politically significant. The signing was witnessed by Union electronics and information technology minister Ashwini Vaishnaw and Odisha chief minister Mohan Charan Majhi, alongside senior executives from Intel and 3DGS. The state has been pushing to attract electronics, data centre and semiconductor-linked investments as part of a broader industrial strategy aimed at diversifying beyond metals, mining and ports.

The proposed facility is expected to be developed over several years, with industry estimates placing the build-out period at five to six years. Employment projections point to high-skilled roles across engineering, materials science, process control, quality systems and equipment maintenance, while indirect jobs could emerge through chemicals, gases, logistics, clean-room services and precision component suppliers.

The investment comes as India seeks to reduce dependence on overseas semiconductor supply chains after pandemic-era shortages exposed vulnerabilities in electronics, automotive and defence manufacturing. The Union government’s semiconductor programme has already backed projects by Tata Electronics, Micron Technology, CG Power and Kaynes, while several states are competing to attract design, packaging and manufacturing facilities. Gujarat and Assam have emerged as early beneficiaries, while Odisha’s Intel-3DGS agreement signals a broader geographic spread of the chip ecosystem.

For Intel, the deal fits into a wider effort to strengthen its foundry and advanced packaging credentials at a time when the global chip industry is being reshaped by artificial intelligence demand. The company has been investing in packaging platforms such as EMIB and Foveros, while also promoting glass substrates as a future enabling technology. Its broader turnaround remains under scrutiny because of competitive pressure from Nvidia, AMD, TSMC and Samsung, but advanced packaging offers a route to relevance in custom accelerators and multi-die systems.

The project will still have to pass execution tests before it becomes a production anchor. Semiconductor substrate manufacturing requires tight process control, specialised equipment, stable utilities, skilled technical labour and reliable supply of materials. Glass-core technology also needs commercial validation at scale, as the industry has not yet shifted from established organic substrate supply chains in volume applications.

Robert Walters Taiwan’s 15th anniversary report Reveals Structural Shift in the Local Talent Market

• Taiwan’s talent market has officially shifted from an employer-driven to a candidate-driven market, with critical skills increasingly replacing tenure and job titles as the core measure of talent value.
• AI adoption and global supply chain restructuring are accelerating salary polarisation. Professionals in semiconductors and high-tech industries are seeing salary increases of 15–20% when changing jobs, while those with AI, HPC and cross-border supply chain expertise can command increases of up to 30%.
• Career priorities are evolving beyond compensation. 54% of professionals cite learning and development opportunities as a key reason for staying with their current employer.
• By 2030, Gen Z is expected to account for 30–33% of Taiwan’s workforce, making flexibility, work-life balance and transparent workplace culture critical factors in talent attraction and retention.

TAIPEI, TAIWAN – Media OutReach Newswire – 29 May 2026 – Taiwan’s talent market has gradually shifted from an employer-driven to a candidate-driven market through globalisation, digital transformation and pandemic-driven disruption. Meanwhile, the rapid advancement of technology and AI is not only accelerating demand for critical skills, but also reshaping industry structures and redefining the rules of talent competition.

Robert Walters, the world’s most trusted talent solutions business, said in its latest 15th anniversary report, Taiwan’s Talent Market: The New Rules of Competition, that “critical skills” are increasingly replacing tenure and job titles as the primary indicators of talent value and compensation. Particularly as Taiwan’s semiconductor industry strengthens its strategic position within the global technology supply chain, professionals with in-demand capabilities are seeing salary growth significantly outpace the broader market, making salary polarisation an increasingly structural feature of Taiwan’s labour market.

As competition for high-skilled talent intensifies, candidates are placing greater emphasis not only on compensation, but also on Career Value Proposition (CVP), including career development, workplace flexibility and management culture. The report also highlights the rise of a candidate-driven market, where professionals are becoming increasingly selective about what they expect from employers.

In today’s market, growing uncertainty and increasing business complexity are shifting competition away from workforce scale towards the ability to secure critical capabilities and high-value talent. John Winter, Country Manager of Robert Walters Taiwan, noted: “Since entering the Taiwan market in 2011, we have seen talent strategy evolve into a core business strategy. Organisations that can identify critical capabilities early, integrate talent effectively and continuously strengthen organisational resilience will be best positioned for long-term success.”

Global Supply Chain Restructuring Accelerates the Shift Towards a Skills-Based Talent Market and Salary Polarisation

Amid geopolitical uncertainty and ongoing global supply chain restructuring, organisations are increasingly reshaping their structures and global workforce strategies to strengthen resilience and competitiveness. As a result, hiring priorities are shifting away from narrow technical expertise towards cross-functional integration, strategic thinking and problem-solving capabilities. At the same time, talent assessment is moving beyond tenure and job titles, with greater emphasis placed on practical capability, skill scarcity and immediate business impact.

Rapid AI adoption is further accelerating demand for critical skills, driving increasingly concentrated salary growth across the market.

In semiconductor and high-tech industries, professionals changing jobs may see salary increases of 15–20%, while talent with expertise in AI, High-Performance Computing (HPC), Edge Computing and cross-border supply chain management may achieve salary growth of up to 30% reinforcing the growing shift towards a labour market increasingly defined by “skills value”. In contrast, salary growth among execution-focused roles has remained relatively moderate. According to Taiwan’s Directorate-General of Budget, Accounting and Statistics (DGBAS), nearly 70% of employees in 2025 earned below the average salary level — the highest proportion on record — highlighting widening salary polarisation across the labour market.

Candidate-Driven Market Takes Shape:

Career Value Proposition Emerges Alongside Salary as a Key Driver of Employer Attractiveness

The rise of in-demand skills is accelerating Taiwan’s shift towards a candidate-driven labour market, with professionals becoming increasingly selective about what they expect from employers. According to Robert Walters Taiwan’s 15th Anniversary Report, candidates are moving beyond a compensation-led mindset and placing greater emphasis on Career Value Proposition (CVP), including career growth, workplace flexibility and management culture.

As AI adoption and industry transformation continue to reshape the workforce, professionals are placing greater importance on long-term career development and employability. Robert Walters Taiwan’s research found that 54% of professionals view continuous learning and development opportunities as a key reason for staying with their current employer.

Expectations around workplace culture and working models are also evolving. The report shows that beyond salary and benefits (75%), professionals increasingly prioritise flexible working arrangements (36%) and an open, effective management culture (32%) when evaluating employers. Meanwhile, Taiwan’s National Development Council projects that Gen Z will account for approximately 30–33% of the labour force by 2030. As the influence of this generation continues to grow, priorities such as work-life balance, workplace flexibility and transparent organisational culture are becoming defining factors in employer attractiveness.

Reflecting on the findings, John Winter noted: “The rise of a candidate-driven market reflects a broader shift in how professionals evaluate employers. Beyond compensation, talent is increasingly prioritising long-term growth, flexibility and organisational culture. Companies that can provide meaningful career development and adaptability will be better positioned to attract and retain top talent.”

Five Strategies Reshaping Talent Competition:

Building Organisational Resilience Through Critical Capabilities and Skills Value

As geopolitical uncertainty, global supply chain restructuring and rapid AI adoption continue to reshape business environments, organisations are increasingly competing on critical capabilities and organisational resilience rather than scale alone. In this context, talent strategy is no longer a back-office HR function, but a core driver of transformation, competitiveness and long-term business sustainability.

Robert Walters Taiwan’s report identifies five key strategies organisations should focus on to remain competitive in a rapidly evolving market:

1. Shift from workforce expansion to critical capability planning
Hiring success will increasingly depend on the ability to identify and secure high-value talent with in-demand, business-critical skills.

2. Build compensation strategies around skills value
As skills replace tenure as the key measure of talent value, organisations must redesign salary structures and talent evaluation frameworks to remain competitive.

3. Strengthen long-term learning and capability development
AI-driven transformation will require organisations to proactively build reskilling and upskilling cultures to reduce future capability gaps.

4. Redesign workplaces around flexibility and employee experience
Beyond compensation, organisations must strengthen career development, flexibility and workplace culture to attract and retain high-performing talent.

5. Elevate talent strategy to a core business priority
Future talent competition will increasingly shape organisational agility, transformation capability and long-term competitiveness.

Reflecting on the evolving talent landscape, John Winter said: “In the past, talent strategies were largely designed to address immediate hiring needs. Today, the nature of talent strategy has fundamentally changed. Organisations must shift from asking ‘Who do we need now?’ to ‘What capabilities will we need in the future?’ The businesses that can continuously build adaptable talent and resilient organisations will be the ones best positioned for long-term success.”

-END-

About Taiwan’s Talent Market: The New Rules of Competition

Published as Robert Walters Taiwan’s 15th anniversary report, Taiwan’s Talent Market: The New Rules of Competition explores how globalisation, digital transformation, the pandemic, AI adoption and geopolitical uncertainty have structurally reshaped Taiwan’s labour market over the past 15 years.

The report combines Robert Walters Taiwan’s long-term market observations, talent insights and findings from the Salary Survey 2026, covering key sectors including semiconductors, high technology, manufacturing, digital transformation and cross-border operations. It also examines the major workforce trends redefining talent competition, salary structures and employer attractiveness in Taiwan’s evolving labour market.

To access the full report, please visit: https://reurl.cc/9W97bn

Hashtag: #RobertWalters

The issuer is solely responsible for the content of this announcement.

About Robert Walters

Robert Walters is the world’s most trusted talent solutions business. Across the globe, we deliver recruitment, recruitment process outsourcing and advisory services for businesses of all shapes and sizes, opening doors for people with diverse skills, ambitions, and backgrounds. We help organisations find the skills and solutions to reach their goals and assist talented professionals to power their unique potential.

The Taipei office specialises in placing candidates in the following specialities: accounting & finance, electronics & industrial, healthcare, human resources, IT & digital transformation, marketing, manufacturing, sales, semiconductors, software, supply chain, logistics & procurement.

Measured across the full month with the daily rollover excluded, the Edge account averaged 0.04 pips on the majors, level with the best in the field.

RODNEY VILLAGE, SAINT LUCIA – Media OutReach Newswire – 28 May 2026 – TabTrade (tabtrade.com), a global forex and CFD broker with zero average spreads on major forex pairs, today pointed to Datalyst spread data placing the TabTrade Edge account among the lowest in the industry on the major currency pairs. Measured across the full month with the daily rollover period removed, the Edge account averaged 0.04 pips on the majors, level with the tightest average any broker recorded.

Datalyst samples spreads from more than 10,000 live trading accounts. The daily rollover window, a short period each evening when liquidity thins and spreads widen across the market, is taken out so the figure reflects active trading conditions. On that basis the Edge account averaged 0.04 pips across the majors.

In peak European hours the spread tightens to a 0.00 pip average on several majors. TabTrade reports the average rather than a best-case rate.

The Edge account runs raw spreads from 0.0 pips with a flat $3.50 commission per side and no markup on the spread. Orders route through Equinix LD5 in London, with fills averaging under 30 milliseconds.

“We would rather be judged on the average, and judged by someone other than us,” said Benjamin Boulter, Founder and CEO of TabTrade. “Once you take out the daily rollover, the Edge account sits with the best in the industry on the majors, and in peak hours it averages zero on several of them.”

Spread data is published at https://datalyst.forexco.com.au/ and Edge account details are at https://www.tabtrade.com/accounts/edge/

Hashtag: #TabTrade

https://www.tabtrade.com/

The issuer is solely responsible for the content of this announcement.

About TabTrade

TabTrade is a global forex and CFD broker with zero average spreads on major forex pairs. Clients trade forex, indices, commodities, metals, shares and cryptocurrencies on MetaTrader 5 and cTrader, with a $0 minimum deposit and institutional-grade execution through Equinix LD5 data centres. TabTrade Ltd is incorporated and registered in Saint Lucia under the International Business Companies Act (Registration Number 2025-00919), and client funds are held in segregated accounts. Markets made simple.

The product, built around a personal AI assistant called Mona, is being positioned as a “local-first” alternative to cloud-based generative AI tools. Rather than routing most tasks through remote servers, MonoClaw runs large language models on a user’s own Apple hardware, with the company saying the approach is designed to keep sensitive memory, session history and credentials under the user’s direct control.

Sentimento Technologies Limited, the Hong Kong engineering studio behind the product, describes MonoClaw as the city’s first managed local AI runtime environment for professional users. Its launch comes as businesses move from experimental chatbot use towards agentic AI systems that can monitor workflows, draft responses, prepare reminders and act on user-approved instructions across multiple workplace channels.

Mona is designed to work as a digital secretary across email, WhatsApp, Telegram and calendar-linked tasks. The system can identify action items in messages, prepare reply drafts, generate morning briefings, track pending approvals, surface relevant documents before meetings and flag deadlines. The company says the product ships with 160 pre-bundled professional skills, covering both business administration and personal task management.

Billy Zuo, co-founder and chief executive of Sentimento Technologies, said the shift from manual software operation to autonomous AI execution marked a wider change in workplace computing. He said many businesses adopting cloud AI still face concerns over data leakage and unpredictable subscription costs, arguing that a local-first model gives companies greater control over sensitive information and spending.

MonoClaw’s pricing reflects that positioning. The permanent software licence is priced at HK$28,888, with an early-bird offer of HK$25,888. Users must also provide compatible Apple hardware, such as a Mac mini M4 or iMac M4, with the Mac mini starting at about HK$6,099. The company handles installation, workflow configuration and validation, with payment structured through a 40 per cent deposit and 60 per cent balance after final delivery and verification.

That model differs from many AI software products that rely on monthly subscriptions, metered token use or cloud-service plans. Sentimento is pitching MonoClaw as a capital investment rather than an operating expense, a message likely to appeal to smaller firms that want clearer budgeting and lower recurring software exposure. The trade-off is a higher upfront cost and a hardware dependency that may limit adoption among users who prefer device-neutral or fully cloud-hosted systems.

Privacy and auditability are central to the product’s commercial pitch. MonoClaw uses local contextual memory, local runtime profiles, secret redaction and explicit approval gates for higher-risk actions. Mona is designed to request confirmation through messaging channels before executing sensitive commands, data changes or external actions. That “human-in-the-loop” structure reflects a broader concern in the AI sector: agents that are powerful enough to automate work also need firm boundaries, logs and user control.

Hong Kong’s technology ecosystem has been moving in the same direction. AI agents, local foundation models and governed automation have become more prominent in policy, research and enterprise discussions, with public and academic initiatives focusing on authorisation, traceability and risk controls. MonoClaw enters this environment as a commercial product for office users rather than a research platform, but its design mirrors the same debate over whether AI agents can be useful without creating new privacy and operational risks.

The launch also underscores a changing competitive field for productivity software. Major global platforms are embedding AI assistants into office suites, browsers, customer-service tools and enterprise resource systems. MonoClaw’s advantage, if it gains traction, will lie in its local deployment, Hong Kong-specific setup and promise of cost predictability. Its challenge will be proving that a local Mac-based assistant can match the reliability, integrations and performance of cloud-backed rivals while remaining simple enough for non-technical users.

Energy and infrastructure concerns add another layer to the product’s appeal. Cloud AI workloads have intensified scrutiny of data-centre electricity demand, cooling requirements and network dependence. MonoClaw argues that routine tasks such as inbox triage, drafting, reminders and meeting preparation can be handled on Apple Silicon at desk level, reducing reliance on remote inference for every interaction. The system can still use filtered cloud subprocesses for selected workloads, meaning its privacy and cost benefits will depend on how users configure and supervise each workflow.