Daily Finance Archives - Page 5 of 40

Advertising, Media and Education Sectors Lead Singapore’s Job Market Amid Modest Recovery

foundit (formerly Monster APAC & ME), one of the leading jobs and talent platform, today published the foundit Insights Tracker (fit) Singapore for February 2025. The Singapore fit report highlights growth in the Advertising and Education sectors alongside rising demand for technology professionals.

The tracker reveals an overall year-on-year (YoY) decline of 5% in hiring activity across sectors, as the index dropped from 108 in February 2024 to 103 in February 2025. However, a month-on-month (MoM) analysis indicates a 3% uptick,

Commenting on Singapore’s job trends for February 2025, V Suresh, CEO, foundit, said,

“The February 2025 foundit Insights Tracker signals a promising recovery in Singapore’s job market. While year-on-year figures reflect ongoing economic recalibration, the month-on-month growth indicates a resurgence in hiring activity. The robust expansion of sectors such as Advertising, Media, and Education, coupled with the growing demand for technology professionals, underscores shifting industry priorities and workforce evolution. As digital transformation accelerates, Singapore’s job landscape is stabilizing, with a strong emphasis on upskilling, adaptability, and future-ready talent.”

Advertising, and Education sectors lead industry growth, while Engineering and Retail sectors show strong improvements

The Advertising, Market Research, Public Relations, Media, and Entertainment sector has emerged as a frontrunner in e-recruitment activity among all monitored industries, showing a 7% MoM growth in February 2025. This growth is driven by increased digital marketing efforts and brand-building strategies.

Equally impressive, the Education sector also recorded 7% MoM growth in February 2025, reflecting a continued emphasis on workforce upskilling and professional development.

Following these leaders, the Engineering, Construction, and Real Estate sector showed positive trends with 6% MoM growth, while the Retail, Trade, and Logistics sector experienced 5% MoM growth, both driven by sustainability initiatives and evolving business needs.

Several sectors show modest growth while others remain stable

The Production/Manufacturing, Automotive, and Ancillary sector demonstrated positive hiring momentum with 5% MoM growth in February 2025.

Several sectors showed more modest growth, with Hospitality & Travel, IT, Telecom/ISP, and BPO/ITES, BFSI, and Healthcare all registering 2% MoM increases, signalling steady job creation across these industries.

Conversely, multiple sectors including Oil and Gas, Import/Export, Shipping/Marine, Government/PSU/Defence, and Consumer Goods/FMCG exhibited stagnant hiring activity with 0% MoM change.

Technology roles lead demand among functions

In terms of functions, Software, Hardware, and Telecom witnessed the highest demand in February 2025, with a 2% MoM increase. This trend underscores the growing need for tech talent amid ongoing digital transformation initiatives.

Marketing & Communications, HR & Admin, Engineering/Production, Sales & Business Development, Medical Roles, and Legal roles all showed modest but positive growth at 1% MoM, indicating broad but measured hiring activity across professional functions.

The roles in Legal experienced a robust 19% YoY increase in hiring activity, highlighting the rising need for legal professionals amid evolving regulatory landscapes, corporate expansions, and compliance requirements.

However, Hospitality Roles, Customer Service, Finance & Accounts, and Purchase/Logistics/Supply Chain roles saw no changes (0% MoM), reflecting a period of stability in workforce demand across these functions.

The foundit Insights Tracker is a comprehensive monthly analysis of online job posting activity conducted by foundit. Based on a real-time review of millions of employer job opportunities culled from a large, representative selection of online career outlets, the foundit Insights Tracker (FIT) presents a snapshot of employer online recruitment activity nationwide.

About foundit – APAC & Middle East

foundit, formerly Monster (APAC & ME), is Asia’s leading jobs and talent platform offering comprehensive employment solutions to recruiters and job seekers across APAC & ME. In addition to its innovative AI-powered job search, foundit offers e-learning, assessments, and services related to resume creation and interview preparation. foundit has connected over 120 million job seekers across 18 countries with the right job roles and upskilling opportunities.

Over the last two decades, the company has been a leader in the world of recruitment solutions and has launched cutting-edge tools to give recruiters access to passive candidates in addition to active ones. With its advanced technology, foundit is efficiently bridging the talent gap across industry verticals, experience levels, and geographies.

Today, foundit is committed to enabling and connecting the right talent with the right opportunities by harnessing the power of deep tech to sharpen hyper-personalised job searches and offer precision hiring. Additionally, foundit has been recognised as a Great Place to Work, reflecting its dedication to fostering a supportive and dynamic work culture.

For media inquiries or further information, please contact
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

UnionBank Named Best Wealth Management Bank in the Philippines

Union Bank of the Philippines (PHS: UBP) has been awarded with the Best Wealth Management Bank in the Philippines, at the 2025 Global Excellence in Retail Finance Awards, held in February by The Asian Banker. A testament to its strategic vision, innovative wealth solutions, and unwavering commitment to financial excellence, this accolade underscores UnionBank’s success in redefining the wealth management landscape through digital innovation, strategic acquisitions, and customer-centric investment solutions.

Setting a New Benchmark in Wealth Management

“UnionBank has strengthened its affluent banking proposition by seamlessly integrating the acquired Citi wealth business, further enhancing its ability to serve a diverse spectrum of wealth clients. From emerging affluent individuals to high-net-worth investors, the bank has introduced a transformative approach to wealth management, providing tailored solutions that cater to clients’ evolving financial needs,” read The Asian Banker’s citation at the Awards, held this year in Tokyo, Japan.

“For its successful integration of acquired expertise, relentless commitment to financial innovation, and dedication to delivering sophisticated wealth solutions, UnionBank is honored with the title of Best Wealth Management Bank in the Philippines. This recognition reflects the bank’s mission to empower Filipinos in achieving their financial goals through world-class wealth management services.”

Introducing Elite and Access: A New Era in Wealth Solutions

A key milestone in UnionBank’s wealth management evolution is the launc of Elite and Access, two pioneering programs designed to provide tiered wealth solutions:

* Access is tailored for emerging affluent clients, offering seamless digital wealth tools and an extensive suite of investment products.
* Elite is designed for high-net-worth investors, delivering bespoke financial planning, exclusive global investment opportunities, and dedicated relationship management.

These programs redefine financial accessibility and personalization, ensuring that clients receive the right level of support, expertise, and product offerings based on their financial standing and aspirations.

“We thank The Asian Banker for recognizing our unwavering commitment to excellence, innovation, and, most importantly, our clients. At UnionBank wealth management is about building trust, securing futures, and creating opportunities.” said UnionBank Wealth and Brokerage Head and Board Director of UB Financial Services and Insurance Brokerage Inc. (UFSI), Therese Chan.

“The strategies we craft and solution we provide are driven by our dedication to helping our clients achieve their financial goals. We remain committed to setting new standards in wealth management and empowering more people to build a stronger financial future.” continued Ms Chan.

UnionBank’s ability to serve a diverse spectrum of wealth clients is further bolstered by its world-class Wealth Center, which was unveiled to the media on the same day it received the prestigious Asian Banker Award.

Digital Innovation Meets Global Investment Access

UnionBank continues to lead the industry with its enhanced digital wealth platform, allowing clients to diversify their portfolios with global investment products—without the need for offshore accounts. This innovation ensures that clients can securely access a world of investment opportunities from the convenience of a seamless, digital-first banking experience.

By blending cutting-edge technology with highly personalized advisory services, UnionBank has solidified its position as the preferred financial partner for wealth clients across the Philippines. The bank’s dedication to innovation, accessibility, and global investment integration has set a new gold standard in the country’s wealth management sector.

As UnionBank continues to drive financial excellence and innovation, it remains steadfast in its vision to elevate wealth management in the Philippines—paving the way for a smarter, more inclusive financial future to help clients build, grow, and protect their wealth.

To learn more about UnionBank Elite, visit www.unionbankph.com/wealth/elite or email ubwealth@unionbankph.com.

Singapore’s Salary Expectations Evolve as 53% Professionals Seek Better Compensation, foundit Survey Reveals

Key findings from the survey

– 53% of employees consider their salary does not match industry standards Only 28% of respondents are satisfied with their salary growth opportunities
– Nearly half (49%) of all professionals expect up to 10% growth in their next appraisal
– 41% of employees reported no major change in their salary over the past three years
– In-demand skills (30%) and economic trends (25%) are the primary drivers of current salary trends

Singaporean employees and employers appear to have differing perspectives on compensation, according to a comprehensive salary survey by foundit, a leading jobs and talent platform. The study reveals that while many professionals see room for salary growth, organisations are focusing on strategic compensation planning to retain talent in a competitive job market. The insights from the survey highlight evolving compensation trends in Singapore, with a growing awareness among professionals about market benchmarks. More than half of those surveyed recognise that salary adjustments are necessary to stay competitive, while nearly half anticipate only a modest single-digit salary growth in their upcoming reviews.

These insights offer valuable opportunities for organisations to refine their talent strategies, ensuring competitive compensation structures that attract and retain top talent. With compensation playing a central role in both recruitment success and employee loyalty, these insights into workforce sentiment provide valuable intelligence for business planning.

V Suresh, CEO of foundit, commented on the findings: “Our survey highlights a growing disparity between employee salary expectations and market realities in Singapore. More than half of professionals feel their compensation is not aligned with industry standards, while 41% have seen little to no salary growth in the past three years. This misalignment, particularly among mid-career professionals, presents a significant challenge for employers striving to retain skilled talent in an already competitive job market.

To address this, organisations must adopt transparent salary benchmarking, skills-based compensation models, and clear career progression frameworks. While early-career professionals remain optimistic, the increasing dissatisfaction among experienced employees signals a critical need for proactive compensation strategies. Companies that prioritise fair and structured salary growth will not only improve retention but also strengthen Singapore’s position as a premier talent hub in Asia.”

Key findings from the survey include:

Salary Perception Across Experience Levels

More than half (53%) of working professionals surveyed see opportunities for higher compensation compared to industry peers.
36% feel their salary is above average, while 11% are unsure how their pay compares to market rates.
Entry-level professionals (0-3 years) are the most optimistic, with 46.9% reporting they earn above industry standards.
Mid-level professionals (7-10 years) are the most dissatisfied, with 57.9% reporting their salary is below market standards.

Satisfaction with Salary Growth

35% of respondents are dissatisfied with salary growth opportunities.
37% remain neutral, indicating mixed perceptions about compensation structures.
28% express satisfaction, but satisfaction levels decline as professionals advance in their careers.
Executive-level (15+ years) professionals show the highest dissatisfaction (39.4%) with salary growth.

Expected Salary Growth from Appraisal

Nearly half (49.37%) of employees expect no growth or a maximum of 10% salary hike in their next review.
24.5% anticipate a 6-10% increment, while 24.8% foresee just 0-5% growth.
16% of professionals aim for substantial increases exceeding 30%.
34.9% of entry-level professionals expect 6–10% hikes, while executives (25.7%) top the group anticipating raises of 30% or more.

Salary Changes Over the Past Three Years

41% of professionals saw no salary growth, indicating wage stagnation.
28% experienced salary reductions (19.3% minor, 8.3% significant).
32% received salary hikes (15.9% modest, 15.3% substantial), highlighting industry-specific trends.

Future Salary Expectations: Industry Outlook

73% of respondents expect salary growth in the future, with professionals in Consumer Electronics, Engineering & Construction, and IT sectors most optimistic.
Manufacturing, Retail, and Education sectors expect more stability or potential decline.

Key Drivers of Salary Trends

Skills in Demand: 30.1% of professionals see in-demand skills significantly impact salaries.
Economic Trends: 24.9% see macroeconomic factors shaping pay scales.
Industry-Specific Challenges: 18.8% cite industry constraints as key influencers of pay.
Technological Advancements: 16.2% recognise tech-driven disruptions as key factors affecting wages.

For organisations navigating the complexities of talent acquisition and retention the results of this survey provide a valuable benchmark for assessing current approaches and identifying areas for strategic improvement. By leveraging these insights to enhance both compensation structures and communication around pay, companies can create more appealing work environments that attract and retain top talent.

About foundit – APAC & Middle East

Contact:
For media inquiries or further information, please contact
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

Salary Divide: While 47% of professionals in Philippines Report Above-Average Compensation, 42% See Room for Growth, foundit Survey Reveals

Key findings from the survey

47% of professionals report their salary is above industry standards
42% of respondents feel their salary is below market levels
Only 40% of respondents are satisfied with their salary growth opportunities
37% of employees reported no major change in their salary over the past three years
In-demand skills (38%) and economic trends (24%) are the primary drivers of current salary trends

Employers and employees in the Philippines appear to be divided on compensation perspectives, according to a comprehensive salary survey by foundit, a leading jobs and talent platform. The survey reveals a workforce with mixed sentiments about salary standards, with nearly half feeling adequately compensated, while many others perceive a gap between their pay and industry benchmarks. Despite this divide, the survey highlights a growing awareness among professionals about market comparisons and strong optimism for future salary growth, despite recent stagnation in wages.

These findings present valuable opportunities for organisations to enhance their talent strategies, ensuring competitive compensation structures that attract and retain top talent. With compensation playing a central role in both recruitment success and employee loyalty, these insights provide valuable intelligence for business planning.

V Suresh, CEO of foundit, commented on the findings: “Our latest survey highlights a unique divide in the Philippine workforce—while 47% of professionals feel adequately compensated, 42% believe their salaries fall below industry standards. This contrast presents both a challenge and an opportunity for employers navigating an increasingly competitive talent market.

What stands out is the strong optimism among professionals, with nearly 80% expecting salary growth despite 37% experiencing wage stagnation over the past three years. This signals a workforce that remains hopeful about future prospects, even in the face of economic uncertainties.

For organisations, this underscores the importance of strategic compensation planning. Employers who embrace transparent salary benchmarking, skills-driven pay structures, and clear career progression paths will be best positioned to attract and retain top talent. By bridging the perception gap and aligning compensation strategies with workforce expectations, companies can strengthen their employer brand and contribute to the Philippines’ continued economic growth.”

Key findings from the survey include:

Salary Perception Across Experience Levels

47% of professionals report that they are paid above industry standards, considering themselves well compensated.
42% consider their salary is below market levels, highlighting dissatisfaction.
11% are not aware of how their salary compares, indicating a gap in transparency.
Entry-level professionals (0-3 years) are the most optimistic, with 50.5% feeling they are paid above industry standards, although 40.7% feel underpaid.
Junior (4-6 years) and Mid-level (7-10 years) professionals show the highest dissatisfaction, with 47% feeling their salaries are below average, reflecting potential career growth struggles.

Satisfaction with Salary Growth

40% of respondents are satisfied with their salary growth opportunities.
34% remain neutral, indicating mixed perceptions about compensation structures.
26% are dissatisfied, with junior professionals (4-6 years) reporting maximum dissatisfaction at 32.1%. FMCG, Foods, Beverage (54.5%), Recruitment, Staffing (53.8%), and Advertising, PR, Event Management (42.9%) sectors show the highest dissatisfaction rates.

Expected Salary Growth from Appraisal

29.7% of professionals expect a 6-10% salary hike in their next review, making this the most common expectation.
26.9% expect a substantial increase of 30% or more in their salaries — an indicator of optimism and high aspirations.
Professionals with 4-6 years of experience are optimistic, with nearly 38% expecting 6-10% raises.
Executive-Level (15+ years) professionals have the highest expectations, with over 51% anticipating an increase of 30% and above.

Salary Changes Over the Past Three Years

37% of professionals saw no salary growth, indicating wage stagnation.
38% experienced growth, with 22% reporting significant increases.
25% faced a decline in their salaries (14% slight, 11% significant).
Executive-Level professionals (15+ years) reported the best career growth with 34.55% seeing significant increases, while entry-level professionals faced the most uncertainty.

Future Salary Expectations: Industry Outlook

79.5% of respondents expect salary growth in their industry, showing strong optimism despite past stagnation.
Technology & IT employees expect the highest salary increments, with a significant number of them expecting 30% and above.

Key Drivers of Salary Trends

Skills in Demand: 38.04% of professionals see in-demand skills significantly impacting salaries.
Economic Trends: 23.6% see macroeconomic factors shaping pay scales.
Industry-Specific Challenges: 14.44% cite industry-specific challenges as key influencers.
Technological Advancements: 13.66% recognise tech-driven disruptions affecting wages.

For organisations navigating the complexities of talent acquisition and retention today, this results of this survey provide a valuable benchmark for assessing current approaches and identifying areas for strategic improvement. By leveraging these insights to enhance both compensation structures and communication around pay, companies can create more appealing work environments that attract and retain top talent.

About foundit – APAC & Middle East

Contact:
For media inquiries or further information, please contact
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

Salary Reality Gap: 52% of Malaysian Employees See Scope for Salary Growth, foundit Survey Reveals

Key findings from the survey:

A majority of professionals (45%) expect a 0-10% growth in their next appraisal
52% of respondents believe their salary is below average compared to industry peers
Only 32% of respondents are satisfied with their salary growth opportunities
36% of employees reported no major change in their salary over the past three years
Skills in demand (31%) and economic trends (30%) are the primary drivers of current salary trends

Malaysian employees and employers appear to be on different pages when it comes to compensation, according to new research. A comprehensive salary survey by foundit, a leading jobs platform, reveals that while many professionals see room for salary growth, organisations are focusing on strategic compensation planning to retain talent in a competitive job market. The research highlights evolving compensation trends in Malaysia, with a growing awareness among professionals about market benchmarks. More than half of the surveyed employees recognise the need for salary adjustments to align with industry standards, while nearly half anticipate modest single-digit salary growth in their upcoming reviews.

These insights present valuable opportunities for organisations to enhance their talent strategies, ensuring competitive compensation structures that attract and retain top talent. With compensation playing a central role in both recruitment success and employee loyalty, these insights into workforce sentiment provide valuable intelligence for business planning.

V Suresh, CEO of foundit, commented on the findings: “This research offers fascinating insights into Malaysia’s compensation landscape, revealing both challenges and opportunities. The perception gap we’ve identified – where many employees believe their pay falls below industry standards – represents a critical area for employers to address.

Malaysian businesses have a compelling opportunity to strengthen their position in the talent market through enhanced salary transparency and more effective communication about compensation. By helping professionals understand how their pay compares to true market rates and developing transparent frameworks for advancement, organisations can better align expectations with reality. This strategic approach benefits not just individual employees but strengthens organisational resilience and competitiveness. For Malaysia to continue its trajectory as a business hub in Southeast Asia, addressing these compensation perception gaps will be instrumental in attracting and retaining the best talent.”

Key findings from the survey include:

Salary Perception Across Experience Levels

More than half (52%) of employees believe they are underpaid compared to industry peers.
38% feel their salary is above average, while 10% are unsure how their pay compares to market rates.
Executive-level professionals (15+ years of experience) have the highest salary awareness, with only 4.48% unaware of market benchmarks, compared to mid-career professionals who display greater uncertainty.

Satisfaction with Salary Growth

30% of respondents are dissatisfied with their salary growth opportunities with majority in Engineering and Logistics sector.
38% remain neutral, indicating mixed perceptions about compensation structures.
32% express satisfaction, but satisfaction levels decline as professionals advance in their careers. IT (35.38%) leads in salary growth satisfaction.

Expected Salary Growth from Appraisal

45% of professionals expect only a 0-10% salary hike in their next review.
28.7% anticipate a 6-10% increment, while 16.7% foresee just 0-5% growth.
19.5% of professionals aim for substantial increases exceeding 30%.
Professionals with 4-6 years of experience are the most optimistic, with nearly 39% expecting 6-10% raises, while senior executives anticipate more conservative increases (0-5%).

Salary Changes Over the Past Three Years

36% of professionals saw no salary growth, indicating wage stagnation.
30% experienced salary reductions (19% minor, 11% significant).
34% received salary hikes (18% modest, 16% substantial), highlighting industry-specific trends.

Future Salary Expectations: Industry Outlook

Employees in the Engineering & Construction sector expect predictable salary growth (36.36% anticipate 6-10% raises).
BFSI professionals have the highest expectations, with more than 50% anticipating 30% above increments.
Entry-level professionals remain the most optimistic, with 79% expecting salary growth, while expectations decline at senior levels (67% among executives).

Key Drivers of Salary Trends

Skills in Demand: 31.2% of professionals believe in-demand skills significantly impact salaries.
Economic Trends: 30.5% see macroeconomic factors shaping pay scales.
Sector-Specific Challenges: 18% cite industry constraints as key influencers.
Technological Advancements: 12% recognise tech-driven disruptions affecting wages.

For organisations navigating the complexities of talent acquisition and retention in today’s competitive landscape, this research provides a valuable measuring stick for assessing current approaches and identifying areas for strategic improvement. By leveraging these insights to enhance both compensation structures and communication around pay, companies can create more appealing work environments that attract and retain top talent.

About foundit – APAC & Middle East

Contact:
For media inquiries or further information, please contact:
Namrata Sharma – Namrata.sharma@adfactorspr.com
Contact number – +65 81383034

The PropertyGuru Asia Awards Malaysia in Partnership with iProperty return with 23 new categories in 2025

The PropertyGuru Asia Awards Malaysia in partnership with iProperty return for their 12th edition in 2025 with more categories than ever before.

Part of the PropertyGuru Asia Property Awards series, which marks its historic 20th edition in 2025, the enhanced awards programme will recognise excellence in property development and design throughout Malaysia. Supported by the country’s leading property portals, PropertyGuru.com.my and iProperty.com.my, the awards are expected to set new benchmarks for the property sector nationwide.

Key dates for the 2025 edition are as follows:

30 May 2025 – Entries Close
17-29 June 2025 – People’s Choice Awards Voting Period
1-3 July 2025 – Live Judging Days
9 October 2025 – Gala Dinner and Awards Ceremony in Kuala Lumpur, Malaysia
12 December 2025 – Regional Grand Final Gala Dinner and Awards Presentation in Bangkok, Thailand

Expanding award categories

With the continued expansion of the real estate market, the PropertyGuru Asia Awards Malaysia in partnership with iProperty are launching a total of 132 categories in 2025. These categories were officially unveiled during launch events in Johor Bahru on 24 February 2025 and in Kuala Lumpur on 26 February 2025, attended by industry stakeholders ranging from company representatives to judges and customers.

This year’s edition of the PropertyGuru Asia Awards Malaysia in partnership with iProperty also launched from Johor Bahru on 24 February

This year’s edition introduces nine new awards recognising outstanding landed and high-rise developments in the Central, Northern, and Southern regions of Malaysia. These are Best Ultra Luxury Landed Development (Central); Best Ultra Luxury Landed Development (Northern); Best Ultra Luxury Landed Development (Southern); Best Mid End Landed Development (Central); Best Mid End Landed Development (Northern); Best Mid End Landed Development (Southern); Best Ultra Luxury High-Rise Development (Central); Best Ultra Luxury High-Rise Development (Northern); and Best Ultra Luxury High-Rise Development (Southern).

Seven new categories will honour residential projects across all regions of Malaysia: Best Townhouse Development; Best Completed Mixed Use Development; Best Oceanview High-Rise Development; Best Oceanview Landed Development; Best Serviced Apartment Development; and Best Heritage Development.

Two new categories will recognise outstanding commercial projects throughout the country: Best Lifestyle Commercial Development and Best Nature Integrated Development.

Finally, six design categories have been introduced to celebrate excellence in architecture and interior aesthetics: Best Townhouse Architectural Design; Best Townhouse Interior Design; Best Sales Gallery Design; Best Retail Interior Design; Best Office Architectural Design; and Best Townhouse Landscape Design.

The expansion of categories builds on the success of the ESG Developer Awards introduced at the 2024 awards, reinforcing PropertyGuru’s support for sustainable development. These special awards will return this year and recognise five champions in ESG initiatives.

Ongoing, meaningful change

Datuk Ar. Ezumi Harzani Ismail, president of the Malaysian Institute of Architects (PAM) 2020-2022 and chairperson of the judging panel, said: “The quality of last year’s award winners reflected ongoing, meaningful change within Malaysia’s property sector and highlights our market’s ability to adapt and elevate standards. Participating in the awards is essential for developers as it not only establishes higher benchmarks in real estate development and design but also promotes healthy competition as well as collaborative innovation. Ultimately, our industry benefits by guiding consumers toward affordable and aspirational built spaces.”

Led by Datuk Ar. Ezumi Harzani Ismail, a 14-member panel of specialists will assess entries and select winners during the Live Judging Days In July 2025. The panel of judges comprise diverse experts including town planners, ESG consultants, valuers, engineers, property managers, architects, designers, and legal experts.

Various developers and customers join the launch of the awards in Kuala Lumpur

As the official supervisor of the awards, HLB Ler Lum Chew – HLB Malaysia, part of “2024 Network of the Year” winner HLB International, will oversee this selection process, ensuring the credibility of the judging system.

Meanwhile, the People’s Choice Awards will empower the public to vote in June 2025 for their favourite developers based on reputation, track record, timely project delivery, and overall quality. As official balloting partner, HLB Ler Lum Chew – HLB Malaysia will verify the results of this public voting process.

All winners will be revealed during a prestigious gala dinner and awards ceremony at the St. Regis Kuala Lumpur in October 2025.

Representing Malaysia on the international stage

Major winners of the 12th PropertyGuru Asia Awards Malaysia in partnership with iProperty will represent the country on the international stage at the 20th PropertyGuru Asia Property Awards Grand Final in December 2025. Leading developers from across Asia Pacific, including those from markets such as the Middle East, Mainland China, Hong Kong, Macau, Japan, Australia, India, Sri Lanka, Cambodia, Indonesia, the Philippines, Singapore, Thailand, and Vietnam, will compete against those from Malaysia at the 2025 Grand Final.

At last year’s Grand Final, Malaysian projects earned various awards, with winners including Bangsar Heights Pavilion, Berinda Group, City Motors Group, Eupe Corporation Berhad, Gunung Impian Development Sdn Bhd, Iskandar Investment Berhad, JLand Group Sdn Bhd, Malton Berhad, Sime Darby Property Berhad, Tropicana Corporation Berhad, and Triterra Sdn Bhd.

Organised by PropertyGuru Group, the 12th Annual PropertyGuru Asia Awards Malaysia in partnership with iProperty are supported by official portal partners PropertyGuru.com.my and iProperty.com.my; official ESG knowledge partners Green Building Index, GreenRE and Malaysia Green Building Council; official magazine Property Report by PropertyGuru; and official supervisor and balloting partner HLB.

For more information, email awards@propertyguru.com or visit the official website: AsiaPropertyAwards.com/en/award/malaysia.

ABOUT PROPERTYGURU ASIA PROPERTY AWARDS

PropertyGuru’s Asia Property Awards, established in 2005, are the region’s most exclusive and prestigious real estate awards programme. The Asia Property Awards are recognised as the ultimate hallmark of excellence in the Asian property sector. Boasting an independent panel of industry experts and trusted supervisors, the Awards have an unparalleled reputation for being credible, ethical, fair, and transparent.

In 2025, the Awards series is open to key property markets around the region. The exciting gala events welcome senior industry leaders and top media, as well as reach property agents and consumers via live streaming. Recognising excellence within each Asian market with a variety of categories, including green and sustainable development, each local awards programme will culminate in the PropertyGuru Asia Property Awards Grand Final, which takes place after the PropertyGuru Asia Real Estate Summit during PropertyGuru Week in December 2025.

For more information, please visit AsiaPropertyAwards.com.

ABOUT PROPERTYGURU GROUP

PropertyGuru is Southeast Asia’s leading(1) PropTech company, and the preferred destination for over 31 million property seekers(2) to connect with over 50,000 agents monthly(3) to find their dream home. PropertyGuru empowers property seekers with more than 2.1 million real estate listings(4), in-depth insights, and solutions that enable them to make confident property decisions across Singapore, Malaysia, Thailand, and Vietnam.

PropertyGuru.com.sg was launched in Singapore in 2007 and since then, PropertyGuru Group has made the property journey a transparent one for property seekers in Southeast Asia. In the last 17 years, PropertyGuru has grown into a high-growth PropTech company with a robust portfolio including leading property marketplaces and award-winning mobile apps across its core markets.

For more information, please visit: PropertyGuruGroup.com; PropertyGuru Group on LinkedIn.

(1) Based on SimilarWeb data between January 2024 and June 2024.
(2) Based on Google Analytics data between January 2024 and June 2024.
(3) Based on data between April 2024 and June 2024.
(4) Based on data between January 2024 and June 2024.

PROPERTYGURU CONTACTS:

General Enquiries:
Richard Allan Aquino, Head of Brand & Marketing Services
M: +66 92 954 4154
E: allan@propertyguru.com

Media & Partnerships:
Piyachanok Raungpaka, Senior Media & Marketing Services Executive
M: +66 94 887 5163
E: piyachanok@propertyguru.com

Sales & Nominations:
June Fong, Director of Awards and Events (Malaysia)
M: +6012-6594394
E: june.fong@iproperty.com.my

Doubleview Gold Corp Announces Collaboration with Her Excellency Sheikha Sara Nasser Al-Thani CEO of Qmission W.L.L. Qatar

Doubleview Gold Corp. (TSXV: DBG) (OTCQB: DBLVF) (FSE: 1D4) (the “Company” or “Doubleview”) is pleased to announce that it has received a Statement of Interest from Her Excellency Sheikha Sara Nasser Al-Thani CEO of Qmission W.L.L. for the Company’s Polymetallic HAT Porphyry Deposit, located in northwestern British Columbia, Canada. Her Excellency and Doubleview have entered into an Emissary Agreement to build and foster a potential collaboration with the State of Qatar by way of the Qatar Investment Authority (“QIA”) as well as other Arab countries who are seeking to expand business relations, particularly investments in unique and critical mineral deposits that can deliver the resources needed for a sustainable future. Sheikha Sara Nasser Al-Thani is personally involved in seeking business opportunities and building strategic collaborations between different business sectors through her company Qmission that will benefit all parties involved.

The Middle Eastern country of Qatar is known for its wealth of natural resources, mainly natural gas (LNG) and oil. In 2005, the Qatar Investment Authority (“QIA”) was established. It is the nation’s sovereign wealth fund, renowned for its focus on exceptional, one-of-a-kind investments spanning all major global markets, asset classes, sectors and geographies. Her Excellency noted, “This opportunity extends beyond the oil and gas sector and holds significant potential benefits for Qatar. QMISSION’s focus is to explore diverse sectors, continuously seeking avenues for growth and innovation. Inspired by the words from the Emir of Qatar, His Royal Highness Sheikh Tamim bin Hamad Al Thani, ‘Qatar deserves the best from its citizens,’ we remain committed to identifying groundbreaking prospects. Doubleview Gold and its HAT Deposit, with its abundance of copper, gold, cobalt and scandium, represents a golden opportunity in the mining industry.”

Farshad Shirvani, president & CEO states: “QIA’s vision corresponds perfectly with the Hat Project’s potential significance on the global stage, due to the deposit’s unique variety of critical minerals – copper, cobalt and scandium, in addition to gold and silver – and its size, which sets it apart. This presents a unique investment opportunity. I am honored to have Her Excellency Sheikha Sara Nasser Al Thani as an ally in our mission to develop this deposit and to share my vision with her.”

The Hat Project features a significant and unique combination of critical metals, including scandium, copper, and gold, among other valuable resources. The Hat Deposit’s 2024 maiden resource estimate (“HAT MRE 1.0”) reported the following commodities in both indicated and inferred categories, at a cut-off grade of 0.2% copper equivalent (“CuEq”*):

Gold: 929k ounces (indicated), 2.328 million ounces (inferred)
Copper: 733 million pounds (indicated), 1.945 billion pounds (inferred)
Silver: 2.045 million ounces (indicated), 7.575 million ounces (inferred)
Cobalt: 28 million pounds (indicated), 91 million pounds (inferred)
Scandium: The scandium potential for the Hat Deposit is estimated to be 300 to 500 million tonnes at an average grade of 40 ppm (0.004%) Sc₂O₃.

Note: For further details, please refer to the Company’s July 25, 2024, news release.

An update to the Company’s Maiden Resource Estimate (“HAT MRE 2.0”) is expected to be published in Q2, 2025. It will include more than 10,000 meters of additional drill hole information and will be used as part of the Preliminary Economic Assessment (“HAT PEA”) concurrently being completed. Updated Scandium metallurgy studies are underway which will be included in the HAT MRE 2.0 and HAT PEA once concluded.

* – Copper Equivalent (CuEq) currently does not include the Scandium.
– Metal equivalents should not be relied upon for future evaluations.
– Parameters used to calculate Copper Equivalent: Au price (US$/oz): 1900; Ag price (US$/oz): 24; Cu price (US$/lb): 4; Co price (US$/lb): 22. Au recovery: 89.0%; Ag recovery: 68.0%; Cu recovery: 84.0%; Co recovery: 78.0%. * Copper Equivalent Calculation CuEq in % = ([Ag grade in ppm] *24*0.68/31.1035 + [Au grade in ppm] *1900*.89/31.1035 + 0.0001* [Co grade in ppm] *22*0.78*22.0462 + 0.0001* [Cu grade in ppm] *4*0.84*22.0462)/(4*22.0462*0.84).

Doubleview maintains a website at www.doubleview.ca.

Qualified Persons:

Erik Ostensoe, P. Geo., a consulting geologist, and Doubleview’s Qualified Person with respect to the Hat Project as defined by National Instrument 43-101 Standards of Disclosure for Mineral Projects, has reviewed, and approved the technical contents of this news release. He is not independent of Doubleview as he is a shareholder in the company.

About Doubleview Gold Corp

A mineral resource exploration and development company is headquartered in Vancouver, British Columbia, Canada. It is publicly traded on the TSX-Venture Exchange (TSXV: DBG), (OTCQB: DBLVF), (WKN: LA1W038), and (FSE: 1D4). Doubleview focuses on identifying, acquiring, and financing precious and base metal exploration projects across North America, with a strong emphasis on British Columbia. The company enhances shareholder value through the acquisition and exploration of high-quality gold, copper, cobalt, scandium, and silver projects-collectively critical minerals-utilizing cutting-edge exploration techniques.

Doubleview’s success is deeply rooted in the unwavering support of its long-term shareholders, supporters, and institutional investors. Their ongoing commitment has been instrumental in advancing the company’s strategic initiatives. Doubleview looks forward to further collaborative growth and development, and continues to welcome active participation from its valued stakeholders as the company expands its portfolio and strengthens its position in the critical minerals sector.

About the Hat Polymetallic Deposit

The Hat Deposit, located in northwestern British Columbia, is a polymetallic porphyry project with major resources of copper, gold, cobalt, and the potential for scandium. As one of the region’s significant sources of critical minerals, the Hat deposit has undergone targeted exploration and development. The 0.2% CuEq cut-off resource estimate, as of the recently completed Mineral Resource Estimate and the Company’s July 25, 2024, news release, is summarized below:

			Average Grade					Metal Content
Open Pit Model Hat	Resource Category	Tonnage	CuEq	Cu	Co	Au	Ag	CuEq	Cu	Co	Au	Ag
Open Pit Model Hat	Resource Category	Mt	%	%	%	g/t	g/t	million lb	million lb	million lb	thousand oz	thousand oz
In Pit	Indicated	150	0.408	0.221	0.008	0.19	0.42	1,353	733	28	929	2,045
In Pit	Inferred	477	0.344	0.185	0.009	0.15	0.49	3,619	1,945	91	2,328	7,575

Scandium potential for the Hat Deposit is estimated to be 300 to 500 million tonnes at an average grade of 40 ppm (0.004%) Sc₂O₃.

For further details, please refer to the Company’s July 25, 2024 news release.

On behalf of the Board of Directors,

Farshad Shirvani, President & Chief Executive Officer

For further information please contact:

Doubleview Gold Corp
Vancouver, BC Farshad Shirvani
President & CEO

T: (604) 678-9587
E: corporate@doubleview.ca

NEITHER TSX VENTURE EXCHANGE NOR ITS REGULATION SERVICES PROVIDER (AS THAT TERM IS DEFINED IN THE POLICIES OF THE TSX VENTURE EXCHANGE) ACCEPTS RESPONSIBILITY FOR THE ADEQUACY OR ACCURACY OF THIS RELEASE.

Certain of the statements made and information contained herein may constitute “forward-looking information.” In particular references to the private placement and future work programs or expectations on the quality or results of such work programs are subject to risks associated with operations on the property, exploration activity generally, equipment limitations and availability, as well as other risks that we may not be currently aware of. Accordingly, readers are advised not to place undue reliance on forward-looking information. Except as required under applicable securities legislation, the Company undertakes no obligation to publicly update or revise forward-looking information, whether as a result of new information, future events or otherwise.

To view the source version of this press release, please visit https://www.newsfilecorp.com/release/243263

Breaking ground: Power Women lay the foundation for the real estate industry’s future

Honouring the trailblazing women who are shaping, innovating, and leading the future of real estate this Women’s Month

– The invite-only event celebrated five trailblazing women whose innovative leadership is shaping the future of real estate across Asia
– The honourees represented diverse markets, from Thailand to Indonesia, Malaysia, the Philippines, and Singapore, highlighting their unique contributions to the property sector
– The evening spotlighted women breaking barriers, pioneering sustainability, and driving transformative change in the real estate sector

This Women’s Month, PropertyGuru, Southeast Asia’s leading PropTech company, recognises women driving meaningful change in real estate. Female leaders are actively reshaping skylines and redefining possibilities in the industry.

On December 12, 2024, the “Celebrating Power Women in Real Estate” event, which followed the annual PropertyGuru Asia Real Estate Summit (ARES), paid tribute to these influential leaders. This exclusive gathering served as a testament to the resilience, vision, and impact of women in real estate.

Held at the luxurious Kandhavas Place at The Athenee Hotel, a Luxury Collection Hotel, Bangkok, the VIP Cocktail Party honoured five extraordinary women whose achievements have laid the foundation for a more inclusive industry. As we mark Women’s Month, their contributions remind us that smart, innovative women are the future of real estate.

A showcase of women who lead the way

Dora Chng (Singapore)

As the Residential Director at GuocoLand, Ms. Chng has redefined the development of luxury living spaces in Singapore, shaping some of the city’s most prestigious properties. With nearly two decades of experience, she has driven the success of award-winning projects like Wallich Residence and Martin Modern, creating towering achievements in the region’s real estate landscape.

“As a leader in the real estate industry, I hope to create more opportunities for everyone across the entire spectrum,” she shared. She encourages women to seize opportunities as they come, advising, “Work hard to earn respect, enjoy the opportunities, and when they come before you, you must know when to grab them.” Beyond her own success, Ms. Chng is also passionate about mentorship, striving to foster a culture of learning, sharing, and continuous improvement within her company and across the industry.

Ixora Ang (Malaysia)

A leading lady of Malaysian real estate, Ms. Ang serves as the Managing Director for Marketing & Sales and Business Development at Tropicana Corporation. With over a decade of experience, she has brought innovation to property markets from Klang Valley to Langkawi.

“At Tropicana Corporation Berhad, one of our key mantras has always been to redefine the art of living, and this award, as well as this event, is a testament to how Tropicana feels,” she said. “A huge part of that is to redefine how we work—and that means creating space for women to take up leadership roles in the workplace.”

Her next-generation strategies serve as a blueprint for the future of real estate in Malaysia, and she champions leadership that is rooted in authenticity, bravery, and collaboration. “I live by the ABCs: Authenticity—bringing our true selves to the table and accepting others for who they are; Bravery—having the courage to take up space in a corporate environment and groom female talent; and Celebration via Collaboration—recognising that success is built together,” she emphasised.

Jessica Bianca “Jica” T. Sy (Philippines)

Ms. Sy, VP & Head of Design, Innovation, and Strategy at SMDC, has been building resilience into real estate development in the Philippines. Her work in integrating disaster risk reduction into property development has weathered storms and inspired progress.

A key voice for the Philippines at the United Nations Leaders’ Roundtables on Resilient Infrastructure Systems, she has demonstrated that her designs for change go beyond aesthetics—they are about impact and inclusion. “Allowing women to take part and take lead in projects is a huge factor in making sure that women feel empowered and can feel powerful in an industry that is typically male-dominated,” she shared. “We have seen large strides with more designers, real estate developers, and people around the industry truly supporting and being female-centric.”

Asst. Prof. Dr. Kessara Thanyalakpark (Thailand)

Dr. Kessara, Managing Director of Sena Development Public Company Limited, has been a leader in sustainable innovation, pioneering solar-powered real estate solutions in Thailand. With her unwavering focus on renewable energy, she has powered up sustainable real estate development in the kingdom while maintaining a commitment to high-quality housing. She received the 2022 Thailand Real Estate Personality of the Year award.

“It is important for all of us to try and help each other, to raise the bar for all women to see that there is no limitation on what women can do or achieve, even in an industry like ours,” she said, highlighting the importance of supporting and uplifting women in real estate.

Vivin Harsanto (Indonesia)

As Senior Director and Head of Advisory of JLL Indonesia, Ms. Harsanto has been a cornerstone of expertise for over 23 years. Her leadership in consulting has positioned her as a reliable advisor on Indonesian real estate. She also serves as the Chairperson of the independent panel of judges for the PropertyGuru Indonesia Property Awards, where she helps raise the bar for industry excellence.

“At JLL, we focus on creating equitable opportunities and fostering an inclusive environment,” she explained. “By empowering women, fostering collaboration, and providing mentorship, we not only raise the roof—we change the structure altogether.”

Celebrating women who build the future

Throughout the evening, attendees toasted to the accomplishments of these extraordinary women. The event showcased how empowerment, diversity, and inclusion work together to improve the industry.

Guests left the event with a clear takeaway: Women lead the way in shaping tomorrow’s cities.

The 2024 PropertyGuru ARES VIP Cocktail Party recognised the efforts women made in creating liveable communities, providing actionable insights, mitigating disasters and climate change, and developing sustainable, eco-friendly properties.

For more information, email ares@propertyguru.com or visit the official website: AsiaRealEstateSummit.com and AsiaPropertyAwards.com.

ABOUT PROPERTYGURU ASIA REAL ESTATE SUMMIT

PropertyGuru Asia Real Estate Summit (ARES) is the premier gathering of the industry’s finest minds, top-level business leaders and decision-makers. Designed to ‘educate, innovate and inspire,’ ARES focuses on advancements in property technology, green building, sustainability, diversity, inclusivity, and innovation. More than 500 registered in-person and virtual delegates, comprising real estate and proptech experts, climate heroes, sustainability champions, trendsetters, and tech startup executives from around the region and beyond participate to refresh thinking, exchange ideas and connect with peers at ARES, which features global keynotes, case studies, panel discussions, partner booths and networking lunch.

ARES is part of the exciting ‘PropertyGuru Week’ in December 2024, coinciding with the PropertyGuru Asia Property Awards Grand Final gala and presentation ceremony, which is joined by the region’s finest real estate developers and leaders, and watched by investors, agents, and consumers via livestream.

For more information, please visit: AsiaRealEstateSummit.com.

PROPERTYGURU CONTACTS:

General Enquiries:
Richard Allan Aquino, Head of Brand & Marketing Services
M: +66 92 954 4154
E: allan@propertyguru.com

Media & Partnerships:
Nate Dacua, Senior Manager, Media and Marketing Services
M: +66 92 701 2510
E: nate@propertyguru.com

Piyachanok Raungpaka, Senior Media & Marketing Services Executive
M: +66 94 887 5163
E: piyachanok@propertyguru.com

Marketing:
Marco Bagna-Dulyachinda, Product Lifecycle Marketing Manager
M: +66 94 954 4154
E: marco@propertyguru.com

Doubleview Gold Corp Announces Significant High-Grade Copper and Gold Intercepts at Hat Polymetallic Deposit

Doubleview Gold Corp. (TSXV: DBG) (OTCQB: DBLVF) (FSE: 1D4) (the “Company” or “Doubleview”) is pleased to announce significant assay results from its 2024 drilling program at the Hat Polymetallic Deposit in northwestern British Columbia. The results from drill holes H078 and H079 include the most substantial intervals of high-grade copper and gold mineralization encountered at the Hat Project to date. Drill holes H081, H082, H083 and H085 provide more details of the East Lisle Zone, a shallow extension of the Main Lisle Zone. (Drill hole H084 was abandoned before it reached its target depth).

1- Central Lisle Zone Drill Results:

The recent drilling focused on the Central Lisle Zone, which is interpreted as a potential porphyry feeder zone. The intercepts demonstrate shallow mineralization horizons and provide further evidence of the Hat Deposit’s robust mineralization profile.

Drill Hole H078:

From 12 meters to 684 meters: 672 meters averaging 0.29% Copper and 0.22 g/t Gold (0.50% CuEq – see note (a) for CuEq calculation).
Significant long intercepts include:
- 409 meters (from 92 meters to 501 meters) averaging 0.39% Copper and 0.28 g/t Gold (0.65% CuEq) including
- 107 meters (from 247 meters to 354 meters) averaging 1.00% Copper and 0.46 g/t Gold (1.42% CuEq), the highest-grade interval recorded at the Hat Project.

Drill Hole H079:

From 7 meters to 732 meters:725 meters averaging 0.29% Copper and 0.22 g/t Gold (0.44% CuEq) including
- 572 meters (from 150 meters to 722 meters) averaging 0.28% Copper and 0.25 g/t Gold (0.50% CuEq) and
- 213 meters (from 510 meters to 723 meters) averaging 0.59% Copper and 0.50 g/t Gold (1.00% CuEq) and
- 82 meters (from 600 meters to 682 meters) averaging 0.95% Copper and 0.79 g/t Gold (1.58% CuEq).

Drill Hole H080:

From 318 meters to 372 meters:54 meters averaging 0.30% Copper and 0.21 g/t Gold (0.50% CuEq), including:
- 22 meters (from 350 meters to 372 meters) averaging 0.54% Copper and 0.38 g/t Gold (0.91% CuEq).

Table 1: Summary of Significant Drill Intercepts

DDH	From (m)	To (m)	Length (m)	CuEq (%) Excl. Sc₂O₃	Cu (%)	Au (g/t)	Ag (g/t)	Co (g/t)	Sc (g/t)
H078
	12.0	684.0	672.0	0.50	0.29	0.22	0.50	85	28.7
Incl.	92.0	501.0	409.0	0.65	0.39	0.28	0.66	104	26.2
Incl.	134.0	354.0	220.0	1.00	0.60	0.44	1.05	130	25.6
Incl.	247.0	354.0	107.0	1.42	1.00	0.46	1.61	141	24.1
H079
	7.0	732.0	725.0	0.44	0.23	0.22	0.35	73	29.0
Incl.	150.0	722.0	572.0	0.50	0.28	0.25	0.34	68	28.8
Incl.	510.0	723.0	213.0	1.00	0.59	0.50	0.69	70	31.2
Incl.	600.0	722.0	122.0	1.34	0.79	0.69	1.03	73	30.6
Incl.	600.0	682.0	82.0	1.58	0.95	0.79	1.25	77	31.4
H080
	114.0	444.0	330.0	0.28	0.15	0.12	0.16	82	28.3
Incl.	225.0	279.0	54.0	0.50	0.30	0.21	0.21	98	22.3
Incl.	225.0	247.0	22.0	0.91	0.54	0.38	0.35	169	26.1
Incl.	232.0	247.0	15.0	1.19	0.72	0.52	0.45	171	24.1

Please note: the intervals presented in this table are not true widths

Central Lisle Zone Drill Results Discussion:

The exceptional grades and intercepts reported from holes H078 and H079 confirm the high-grade nature of the mineralization within the Central Lisle Zone and suggest proximity to the core of the porphyry system, possibly representing the feeder zone. The intercepts display consistent copper, gold and strong cobalt values, as well as consistent scandium mineralization, reinforcing the Hat Deposit’s potential as a significant resource of strategic metals.

Cannot view this image? Visit: https://images.newsfilecorp.com/files/8003/242256_1c3c41839422c817_001.jpg

Figure 1: Section view of Central Lisle Zone based on 2024 Resource Block Model of the MRE with drill holes H078 and H079. [see note (b)]

To view an enhanced version of this graphic, please visit:
https://images.newsfilecorp.com/files/8003/242256_1c3c41839422c817_001full.jpg

President and CEO, Farshad Shirvani, commented:

“These are the most significant drill results we have ever reported from the Hat Project that is attracting attention from major players in the metals industry. The substantial copper and gold grades over considerable lengths indicate that we may be intersecting the core of the porphyry system. These results not only underscore the robust nature of the Hat Deposit but also enhance its potential to become a world-class polymetallic resource. We are excited about the conclusions of these findings and look forward to advancing the project with further drilling and exploration activities.”

2- East Lisle New Horizon:

The East Lisle Zone has revealed a promising new zone of mineralization beyond the conceptual pit shell proposed in MRE V1 [note (b)] and at depth, which is expected to be extended in the upcoming MRE V2 with new conceptual pit walls. All drill holes in this setting intersected strong copper and gold mineralization.

Table 2: Summary of Significant Drill Intercepts from East Lisle Zone

DDH	From (m)	To (m)	Length (m)	CuEq (%) Excl. Sc₂O₃	Cu (%)	Au (g/t)	Ag (g/t)	Co (g/t)	Sc (g/t)
H081
	39.0	354.0	315.0	0.32	0.15	0.18	0.25	61	27.3
Incl.	108.0	327.0	219.0	0.40	0.20	0.22	0.29	70	28.0
Incl.	108.0	229.0	121.0	0.50	0.23	0.32	0.40	70	26.0
Incl.	108.0	142.2	34.2	1.13	0.50	0.81	1.08	52	24.3
Incl.	133.8	144.0	10.2	3.05	1.52	1.99	3.28	90	22.2
H082
	69.0	483.0	414.0	0.33	0.22	0.11	0.39	62	28.2
Incl.	152.7	477.0	324.4	0.37	0.26	0.10	0.44	67	28.1
Incl.	258.0	476.0	218.0	0.50	0.37	0.13	0.61	75	28.5
Incl.	288.6	454.0	165.4	0.60	0.44	0.15	0.76	82	27.7
Incl.	347.9	463.0	115.1	0.62	0.50	0.11	0.92	78	27.0
Incl.	385.0	424.0	39.0	0.92	0.75	0.15	1.40	103	26.7
H083
	115.9	327.0	211.1	0.38	0.20	0.20	0.26	64	26.3
Incl.	201.0	303.6	102.6	0.59	0.33	0.31	0.33	79	28.7
Incl.	204.0	263.0	59.0	0.85	0.50	0.41	0.50	102	29.3
Incl.	229.0	263.0	34.0	1.29	0.75	0.63	0.74	137	24.3
Incl.	229.0	249.0	20.0	1.76	1.03	0.87	1.03	160	24.6
H085
	42.0	454.4	412.4	0.20	0.11	0.09	0.19	51	29.8
Incl.	307.0	464.0	157.0	0.33	0.21	0.12	0.29	62	31.1
Incl.	386.0	459.0	73.0	0.38	0.25	0.13	0.38	65	33.3
Incl.	441.4	459.0	17.7	0.70	0.45	0.28	0.63	87	27.1
Incl.	441.4	453.4	12.0	0.86	0.53	0.37	0.78	100	26.8
Note: Dill Hole H084 was abandoned.

Please note: the intervals presented in this table are not true widths

East Lisle Zone Drill Results Discussion:
The results from the East Lisle Zone indicate a significant new zone of mineralization, suggesting potential extensions of the Hat Deposit to the east. The drill intercepts show consistent grades over substantial lengths, underscoring the prospectivity of this area and supporting further exploration.

Cannot view this image? Visit: https://images.newsfilecorp.com/files/8003/242256_1c3c41839422c817_002.jpg

Figure 2: Section view of Central Lisle Zone based on 2024 Resource Block Model of the MRE with drill holes H081, H082, H083, and H085. [see note (b)]

To view an enhanced version of this graphic, please visit:
https://images.newsfilecorp.com/files/8003/242256_1c3c41839422c817_002full.jpg

3- Far Northwest Lisle Zone:

The Far Northwest Lisle Zone has produced encouraging results, revealing multiple intervals of copper, gold, and associated metals. These results suggest significant potential for mineralization in this area, further extending the scope of the Hat Polymetallic Deposit.

Table 3: Summary of Significant Drill Intercepts of the Far Northwest Lisle Zone

DDH	From (m)	To (m)	Length (m)	CuEq (%) Excl. Sc₂O₃	Cu (%)	Au (g/t)	Ag (g/t)	Co (g/t)	Sc (g/t)
H086
	78.0	151.0	73.0	0.34	0.20	0.15	0.35	60	30.4
Incl.	96.8	150.0	53.2	0.42	0.25	0.19	0.42	54	30.5
Incl.	104.0	145.8	41.8	0.50	0.30	0.23	0.49	56	31.3
H087
	140.3	156.0	15.8	0.31	0.24	0.03	1.28	65	26.1
Incl.	141.8	156.0	14.2	0.34	0.27	0.03	1.41	70	27.8
H088
	82.0	124.0	42.0	0.34	0.20	0.10	1.18	113	30.2
Incl.	96.0	124.0	28.0	0.43	0.27	0.11	1.63	131	31.9
Incl.	246.0	318.0	72.0	0.32	0.20	0.10	0.94	76	29.9
Incl.	273.0	289.0	16.0	0.75	0.50	0.20	2.45	167	26.2
H089
	117.0	204.0	87.0	0.18	0.10	0.06	0.58	53	33.7
Incl.	316.0	324.0	8.0	0.35	0.20	0.11	0.77	129	18.8

Please note: the intervals presented in this table are not true widths

Notes:

(a) Copper Equivalent (CuEq) currently does not include the Scandium

Metal equivalents should not be relied upon for future evaluations. – Drill hole intercepts included in this news release are core lengths that may or may not be true widths of mineralization. It is not possible to determine true widths. –
Parameters used to calculate Copper Equivalent: Au price (US$/oz): 1900; Ag price (US$/oz): 24; Cu price (US$/lb): 4; Co price (US$/lb): 22. Au recovery: 89.0%; Ag recovery: 68.0%; Cu recovery: 84.0%; Co recovery: 78.0%. Copper Equivalent Calculation CuEq in % = ([Ag grade in ppm] *24*0.68/31.1035 + [Au grade in ppm] *1900*.89/31.1035 + 0.0001* [Co grade in ppm] *22*0.78*22.0462 + 0.0001* [Cu grade in ppm] *4*0.84*22.0462)/(4*22.0462*0.84).

(b) For further details, please refer to the Company’s July 25, 2024 news release of the MRE.

(c) Drill holes are projected onto the sections of this news release.

Table 4. Details of Location and direction of drill holes discussed in this release:

DDH ID	UTM-East (m)	UTM-North (m)	Elevation (m)	Max-Depth (m)	Azimuth (°)	Dip (°)
H078	347,865	6,453,951	956.5	708	120	75
H079	347,865	6,453,951	956.5	732	120	58
H080	347,865	6,453,951	956.5	624	70	56
H081	348,348	6,454,186	1,008	537	0	88
H082	348,348	6,454,186	1,008	558	270	65
H083	348,348	6,454,186	1,008	552	315	59
H084	348,348	6,454,186	1,008	289	0	63
H085	348,348	6,454,186	1,008	543	260	63
H086	347,518	6,454,430	976	471	345	71
H087	347,518	6,454,430	976	465	0	87
H088	347,703	6,454,749	1,025	390	180	62
H089	347,703	6,454,749	1,025	351	0	62

Cannot view this image? Visit: https://images.newsfilecorp.com/files/8003/242256_1c3c41839422c817_003.jpg

Figure 3: Drill Plan

To view an enhanced version of this graphic, please visit:
https://images.newsfilecorp.com/files/8003/242256_1c3c41839422c817_003full.jpg

Quality Assurance and Quality Control:

Hat Project drill cores are processed at Doubleview’s camp where they are photographed, measured and logged by our technical staff and then divided using a diamond bladed saw. One half is placed in a stout bag to form the assay sample that is forwarded securely to the independent analytical lab. The remaining half core is stored on site where it is available for further examination and sampling. The assay cores are subject to a Chain of Custody routine as they are shipped from camp to a bonded carrier for delivery to the lab.

Core samples are analysed at the North Vancouver facility of ALS Canada Ltd. using their PREP-31, PGM-ICP24, ME-MS61, and ME-ICP06 packages. Each core sample is dried, then crushed to 70% passing a 2mm screen. All material is processed in an automatic Riffle splitter to yield a 250g homogenized, representative sample. This sub-sample is then pulverized to 85% passing a 75-micron screen. All samples are analyzed for Au, Pt, Pd by 50g fire-assay fusion/ICP-ES finish, using PGM-ICP24 package. A separate 0.25g pulp split is analyzed by Four Acid digestion/ICP-MS finish, reporting 48 elements. Over limit elements are analyzed by Ore Grade Four Acid digestion/ICP-ES finish using ME-OG62 assay package. All of Doubleview’s core samples are analyzed or assayed at independent ISO 17025 and ISO 9001- certified laboratories.

When initial assays are received and accepted by our staff, a certain fraction of the samples will be sent to a second ISO-certified lab for check assay and verification purposes. Assays will be reported in News Releases.

Doubleview maintains a website at www.doubleview.ca.

Qualified Persons:

About Doubleview Gold Corp

A mineral resource exploration and development company is headquartered in Vancouver, British Columbia, Canada. It is publicly traded on the TSX-Venture Exchange (TSXV: DBG) (OTCQB: DBLVF) (WKN: LA1W038) and (FSE: 1D4). Doubleview focuses on identifying, acquiring, and financing precious and base metal exploration projects across North America, with a strong emphasis on British Columbia. The company enhances shareholder value through the acquisition and exploration of high-quality gold, copper, cobalt, scandium, and silver projects-collectively critical minerals-utilizing cutting-edge exploration techniques.

About the Hat Polymetallic Deposit

Open Pit Model Hat	Resource Category		Average Grade					Metal Content
		Tonnage	CuEq	Cu	Co	Au	Ag	CuEq	Cu	Co	Au	Ag
		Mt	%	%	%	g/t	g/t	million lb	million lb	million lb	thousand oz	thousand oz
In Pit	Indicated	150	0.408	0.221	0.008	0.19	0.42	1,353	733	28	929	2,045
In Pit	Inferred	477	0.344	0.185	0.009	0.15	0.49	3,619	1,945	91	2,328	7,575

Scandium potential for the Hat Deposit is estimated to be 300 to 500 million tonnes at an average grade of 40 ppm (0.004%) Sc₂O₃.

For further details of the MRE, please refer to the Company’s July 25, 2024 news release.

On behalf of the Board of Directors,

Farshad Shirvani, President & Chief Executive Officer

For further information please contact:

Doubleview Gold Corp
Vancouver, BC Farshad Shirvani
President & CEO

T: (604) 678-9587
E: corporate@doubleview.ca

To view the source version of this press release, please visit https://www.newsfilecorp.com/release/242256

Igloo kicks off 2025 with Multi-market Partnership Wins and Chief Distribution Officer Appointment

Leading regional insurtech Igloo enters 2025 with a strong push, launching new partnerships, introducing new products with existing partners across the region, and appointing a Chief Distribution Officer to grow its embedded insurance and sales intermediaries business lines.

Sasitharan Krishnan, Chief Distribution Officer, Igloo

New and enhanced partnerships with leading brands

Building on their collaboration in 2024, Igloo and Salmon are strengthening their partnership in 2025 with the launch of Gadget Protection in the Philippines. This new offering will cover device repairs and replacements for gadgets purchased through Salmon’s platform, complementing their existing loan protection coverage, which safeguards repayments in case of unforeseen incidents.

Similarly, Igloo’s partnership with Skyro, which introduced Gadget Protection and Loan Protection last year, is expanding in 2025 with the introduction of Goods Protection. Through this new product, home furniture, clothing, auto accessories, and even toys can now be protected from the same everyday risks.

As access to credit remains a challenge in the Philippines, consumer finance platforms like Salmon and Skyro provide financial and insurance access to underbanked and unbanked segments. These platforms currently serve an estimated 300,000 Filipinos.

Igloo continues to strengthen its ties with Shopee in the Philippines, launching its fifth product, Goods Protection to its existing suite. Since 2022, the partnership has facilitated over 16.9 million protection plans across product lines with Shopee’s 56 million monthly visitors .

Underwritten by SeaInsure, Goods Protection covers eligible items purchased on the platform — such as electronics accessories, vehicle spare parts, baby gear, and office supplies — that suffer total loss or damage due to accidents like fire, collision, falls, liquid damage, or being run over.

In Indonesia, Igloo has two new partnerships under its belt — with leading fintech company Akulaku, and consumer finance platform Kredivo. With the former, gadget protection service underwritten by Victoria Insurance, covers repairs and replacements for gadgets purchased on the platform with a one-year coverage period. With smartphone users expected to reach 249.95 million by 2029, this service meets the growing demand for reliable device protection in the country’s increasingly digital market.

Igloo also continues to innovate with new offerings like Xtra Protection — its fifth product with Indonesian e-wallet platform DANA, which currently serves 200 million users. As more Indonesians move to digital payments with transactions expected to grow to US$371.6 billion in 2025, the product is timely, protecting users from lost wallet balances due to fraud.

Igloo’s collaboration with consumer finance platform Kredivo — which serves more than 10 million users, introduces Travel Domestic, covering trip cancellations, lost baggage, and more.

In Thailand, Igloo has expanded its partnership with e-payment and financial services provider True Money to include coverage for cars and motorcycles, building on the success of its health and accident insurance offering from the previous year, this new product extends protection to approximately 20.7 million registered vehicles across the country. Meanwhile, the successful collaboration with Lazada Thailand, which serves millions of customers in the country, also sees the addition of a fifth product — Flight Insurance for domestic and international trips.

“These partnerships underscore Igloo’s efforts to make insurance more seamless and integrated into everyday online transactions, and as we enter 2025, we are building on this momentum by deepening our commitment to making insurance more accessible, affordable, and seamlessly integrated into digital experiences. The slew of new partnerships — and the expansion of existing ones — within the first months in 2025 heralds our positive trajectory and highlights the continued value we provide in embedding insurance across diverse industries in Southeast Asia,” Mehta added.

Key regional hire to accelerate growth in Southeast Asia

In addition, Igloo has added to its leadership fold Chief Distribution Officer (CDO) Sasitharan Krishnan who brings over 30 years of expertise from the insurance distribution sector serving as Senior Vice President for Asia Affinity at insurance giant Sompo and Chief Officer of Digital Sales at Allianz Ayudhya Assurance.

In his role, Sasi will drive Igloo’s distribution strategy with a key focus on brokering regional deals, and increased value for Igloo and its partners through relationships with regional and local insurers. He will also bring mentorship and rigor to Igloo’s commercial organisation.

“With Sasitharan’s addition, we will make significant strides in accelerating growth,” Mehta explained. “His extensive experience in insurance distribution and digital sales will be instrumental in building new partnerships, driving value for Igloo and our partners and ensuring our products are consumer-centric, accessible, and effectively delivered across business lines.”

Learn more about Igloo, its partnerships, and technology by visiting iglooinsure.com.

About Igloo

Igloo is a regional full-stack insurtech firm headquartered in Singapore. It has offices in Singapore, Indonesia, Thailand, the Philippines, Vietnam and Malaysia and tech centres in China and India. With a mission of making insurance accessible for all, the firm leverages big data, real-time risk assessment, and end-to-end automated claims management to create B2B2C insurance solutions for platform companies and insurance companies. Igloo’s insurance solutions enable companies to eliminate their exposure to operational risk, create new revenue streams, and optimise and enhance existing products and services. It has partnered with over 75 well-known brand names across the markets in various verticals, including insurance, telecommunications, e-commerce, hospitality, health tech and financial services. Recognized by the industry for its innovations and expertise, Igloo was named ‘Insurtech of the Year’ in the 2023 and 2024 Asia Fintech Awards.

For more information, please visit https://iglooinsure.com/.

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