How ChinaMarket uses digital tools to make cross-border sourcing faster and more accessible for smaller businesses
A rack of colourful scarves. PHOTO: UNSPLASH
The 5th RCEP (Shandong) Import Commodities Expo opened this week at the Linyi International Expo Center, bringing together more than 5,300 buyers and over 400 exhibitors from 48 countries. Alongside the scale of the event, a quieter shift was visible in how trade itself is being organised.
ChinaMarket, the official platform of Linyi Mall, used the expo to show how sourcing is moving from manual coordination to software-led systems. On the first day, it hosted procurement matchmaking sessions and signed agreements with buyer groups from Argentina, South Korea and Ghana. But the focus was less on the deals themselves and more on the mechanism behind them.
The platform operates as a structured network of verified manufacturers, grouped by industrial clusters. Instead of buyers searching supplier by supplier, the system uses data and AI tools to match demand with production capacity. At the expo, this process was made visible through real-time data screens and guided sourcing sessions, where procurement teams connected directly with factories across categories such as building materials, textiles and electronics.
"Sourcing suppliers separately was time-consuming and inefficient. ChinaMarket accurately matches our needs and recommends reliable factories, saving us considerable effort," commented an Argentine buyer.
The underlying problem being addressed is not new. Cross-border sourcing is often slow, fragmented and dependent on intermediaries. What is changing is how that process is being compressed. By combining supplier verification, demand matching and communication into a single system, platforms like ChinaMarket aim to shorten sourcing cycles. They also reduce uncertainty in procurement decisions.
Financing is another layer where the model is evolving. Even when suppliers and buyers are matched efficiently, access to capital can still slow transactions down. Small and medium-sized firms often face constraints around payment terms and access to credit in international trade.
ChinaMarket’s “data + order financing” model links transaction data with financial services, allowing funding decisions to be tied more directly to verified orders rather than external collateral. In practice, this shifts part of the risk assessment from institutions to platform-level data.
The company is also extending this structure into agricultural supply chains. At the expo, it signed an agreement with a local government in Yinan County to build a digitally managed agricultural belt. The model combines sourcing at origin with platform distribution, with an emphasis on traceability for buyers across RCEP markets. This reflects a broader attempt to standardise supply visibility in sectors that are typically less digitised.
Geographically, the platform has been expanding into Southeast Asia. It has launched a digital marketplace in Malaysia and established operations in Indonesia, including support for government-linked procurement projects. These moves suggest a focus on embedding the platform within regional trade flows rather than operating as a standalone marketplace.
"We aim to be a 'super connector' between Chinese industrial belts and global markets", said Quan Chuanxiao, Chairman of Depth Digital Technology Group and ChinaMarket. "By digitizing the cross-border trade process, we solve trust and efficiency issues, making it simpler, faster, and more reliable for overseas buyers to source from China".
What emerges from the expo is less about a single platform and more about a shift in infrastructure. Trade is gradually moving toward systems where discovery, verification, negotiation and financing are handled within integrated digital layers. The question is not whether sourcing can be digitised, but how reliably these systems can scale across industries where trust and execution still depend on physical outcomes.
Keep Reading
Structured AI interviews and human judgment combine to address the global talent shortage
Updated
April 1, 2026 8:56 AM
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.