Discus Fish of Cobo and Samuel Tse of Animoca Brands discuss how AI agents, digital identity and blockchain could change the way money moves.
Updated
November 2, 2026 12:03 PM
The Agentic Economy Summit at CVCF 2026 explores how AI agents and digital assets could shape the future of business and finance. IMAGE: CYBERPORT
For an AI agent to manage money on someone’s behalf, it needs more than the ability to follow instructions. It must be able to establish whom it represents, access funds and transact within agreed limits.
These are among the questions informing the discussion of AI and digital assets at Cyberport Venture Capital Forum (CVCF) 2026. Ahead of the forum, Discus Fish, CEO and Co-founder of Cobo, and Samuel Tse, Head of Investment and Corporate Finance at Animoca Brands, shared their views on how this convergence could develop—and where they see opportunities for businesses.
Discus Fish points to a longstanding challenge: blockchain can be difficult for everyday users to navigate, but AI agents may find it easier to interact with these networks.
“Blockchains have always been hard for ordinary people to use. AI agents may be better users: the chain is fully transparent and every record is traceable, which suits agents well.”
His outlook comes with a qualification. Both the agents and the networks they would use still need to develop.
“Agents aren’t capable enough yet, and chains are still adapting. But once agents truly run on-chain, the number of users and what’s possible will grow by an order of magnitude.”
Discus Fish says blockchain could reshape how financial assets are issued, traded and settled over the next five years. He also notes that institutional adoption has progressed faster than Cobo initially expected, with individual users no longer leading the shift. “Since 2017, we have believed blockchain will become part of the financial infrastructure of the future. We expected individual users to lead, but institutions moved faster.”
For Fish, the next stage involves a broader range of assets and financial clients.
“What gets redefined next is how assets are issued, traded, and settled. As traditional assets like US equities come on-chain, a much wider range of financial clients will follow.”
Samuel Tse, Head of Investment and Corporate Finance at Animoca Brands, focuses on investment opportunities across digital assets and agentic AI. He sees digital identity as essential to allowing AI agents to act on behalf of people while keeping transactions within the permissions they set.
He believes users should set clear rules for what an AI agent can do, allowing it to complete transactions without requiring approval for each one.
“Once agents can prove who they represent, hold digital assets, and move value under clear rules, the economy stops being click-by-click. You set the policy once—who, how much, for what—and the agent transacts inside it.”
He describes applications ranging from everyday payments and transfers to subscriptions, swaps and earning returns on idle funds. “That’s agentic transactions: payments, transfers, subscriptions, swaps, even chasing a better rate on idle cash. Identity is the trust layer. Assets and credentials are the spending authority—always accountable to the human who granted permission.”
In Tse’s account, the human remains the source of that authority. The agent acts within the permissions granted to it.
To illustrate how AI agents, digital identity and digital assets might work together, Tse offers a hypothetical Hong Kong parent's weekday.
“A Hong Kong parent’s weekday: top up the child’s Octopus, book a weekend football slot, translate a school notice for the helper, check weather before pickup, restock milk at the member price, and keep leftover budget earning until tomorrow.”
At present, he says, completing these tasks requires navigating services that often operate separately.
“Today that means many apps that don't talk to each other, and rails that struggle with micro payments.”
His proposed alternative brings the tasks together under instructions established by the user.
“With an agent, they set the rules once and let it decide what to do. Identity unlocks trust and member prices without oversharing. Digital assets fit the money—per-use fees, hard limits, yield until spend.”
For Tse, this combination could create opportunities across payments, merchants, identity providers and digital-asset platforms. He compares the potential scale of agentic commerce to an earlier change in how consumers accessed services.
“The iPhone in 2007 rewired how people buy and use services for 20 years. We are just at the beginning of a similar paradigm shift, with outcomes we can barely imagine.”
Discus Fish and Samuel Tse offer two perspectives on the emerging agentic economy, from the blockchain infrastructure enabling transactions to the digital identity and permissions that allow AI agents to act on people's behalf. At CVCF 2026, these ideas will become part of a wider conversation with the leaders building and investing in this evolving space.
Be part of the conversation. Join industry leaders, founders and investors at CVCF 2026 on 4–5 November and explore the technologies and opportunities shaping the next phase of business.
Exclusive for Ventureport readers: Use code cvcf26vp to access a Full Access Pass for HK$300, subject to confirmation by the organiser.
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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.