Latest news with #DavidLim
Korea Herald
30-06-2025
- Business
- Korea Herald
Noul Publishes Its Fifth Sustainability Report, Outlining a Vision for Growth and a Decade of Breakthroughs
YONGIN, South Korea, June 30, 2025 /PRNewswire/ -- Noul Co., Ltd. (CEO: David Lim), a medical AI company specializing in blood and cancer diagnostics, announced the release of its 2024–2025 Sustainability Report. Noul has annually assessed its performance in economic, social, and environmental areas and transparently disclosed the results to stakeholders through sustainability reports. This is the company's fifth publication. CEO David Lim stated, "The year 2024 marked the end of Noul's first decade focused on technology development, and the beginning of a new phase of scale-up aimed at delivering business performance and enhancing corporate value. Based on the sustainability capabilities and outcomes built over the years, we strengthened our organizational fundamentals to become a global healthcare company with both profitability and growth." He added, "In the coming decade, we will focus on strengthening product competitiveness and profitability, while continuing R&D investments in cancer diagnostics to secure strong growth momentum." The 2024–2025 Sustainability Report outlines Noul's business activities and outcomes aimed at full-scale scale-up, research and development efforts including product performance validation, and company-wide initiatives to enhance internal execution capabilities. The report also summarizes the economic and social value generated through these activities and includes responses to key stakeholder questions, presenting both current progress and future plans for sustainable growth. Major highlights include: The company also focused company-wide capabilities on building a strong business foundation to convert rising customer interest into actual sales. In the "Stakeholder Q&A" section, Noul provides detailed responses to key topics, such as: The report also transparently discloses improvement efforts and outcomes across Noul's five Sustainability Focus Areas: For each focus area, Noul has presented mid-to-long-term improvement plans along with implementation results and future directions, enhancing stakeholder trust and information accessibility. In addition, third-party assurance was conducted for greenhouse gas emission data to ensure reliability of environmental disclosures. Justin Ahn, Chief Sustainability Officer (CSO), commented: "As a KOSDAQ-listed company, Noul has proactively analyzed stakeholder expectations and established improvement plans. Since 2024, we've enacted a company-wide Code of Conduct encompassing all areas of sustainability. Going forward, we will prioritize stakeholder needs in setting improvement priorities, while enhancing our internal execution capabilities and elevating responsible management practices aligned with global standards." This year's report has been prepared in accordance with the Global Reporting Initiative (GRI) Standards, the most widely recognized international framework for sustainability reporting. A separate GRI Index is included to enhance transparency and usability. Noul reports ESG performance and plans annually to its Board of Directors, while maintaining responsible communication with a wide range of stakeholders, including customers and partners, investors and shareholders, employees, international organizations, and governments. The full report is available at Noul website( and the Korean Financial Supervisory Service's disclosure system ( About Noul Co., Ltd. "Enabling blood and cancer diagnostics anywhere in the world with AI." Founded in December 2015, Noul ( is an on-device AI healthcare company with a mission to explore global challenges that threaten human health and life, discover novel solutions, and realize those possibilities. Noul has commercialized the world's first AI-powered diagnostic lab, miLab™, through convergence of AI, biotechnology, and compact robotics. The miLab™ Platform is the only solution that fully automates the microscopic diagnostic process—from sample preparation to AI-based image analysis—delivering lab-grade blood and cancer diagnostics at the point of care. Within 15 minutes, miLab™ produces precise results even in low-resource settings. In 2022, miLab™ was described in a UNITAID report as "The most advanced digital microscope and fully integrated bench-top platform" for malaria diagnostics. It is now deployed in 28 countries, used by pharmaceutical companies, hospitals, labs, and public health institutions worldwide. With strong clinical validation and proven performance, Noul is rapidly expanding its market presence, especially in malaria, blood analysis, and cervical cancer diagnostics. The company's vision is to make a meaningful impact on the lives of 1 billion people worldwide through accessible, innovative diagnostic technologies.
Business Times
20-06-2025
- Business
- Business Times
C-suite on demand: Is Singapore ready for 'fractional leaders'?
[SINGAPORE] In October 2022, marketing executive David Lim was laid off by his employer HappyFresh, a Jakarta-headquartered online grocery platform that was an early casualty of South-east Asia's funding winter. Lim, who was a senior vice-president of marketing and managing director based in Indonesia, returned to Singapore to figure out his next career move. Despite offers of a full-time position as chief marketing officer (CMO), he turned them down in favour of a more unconventional route. 'I was looking for better work-life integration and to have more control of my time. I was tired of climbing the corporate ladder, but I also knew the value I could bring to businesses,' he says. Today, Lim is a 'fractional' CMO. He joins a growing pool of mid to late-career professionals who identify as 'fractional leaders': highly experienced executives who provide strategic leadership to organisations on a part-time basis. In other words, the gig economy – traditionally associated with blue-collar jobs – has now infiltrated the C-suite. A NEWSLETTER FOR YOU Friday, 8.30 am SGSME Get updates on Singapore's SME community, along with profiles, news and tips. Sign Up Sign Up Recruitment firms here report growing interest in fractional hiring, from startups to global corporations. And fractional leaders have built agencies to offer their specialised expertise, adding headcount to support them. Yet, observers note that employer demand has not kept pace with the booming supply of fractional talent in Singapore. Amid shifting workforce expectations, are companies ready to fully embrace this new and flexible hiring model? Filling a gap Fractional leaders typically fill roles across key functions such as CMO, chief financial officer (CFO), or chief human resources officer (CHRO), working anywhere from one to three days a week for a company. They are not simply contract workers, nor are they consultants. They are distinctly hired for senior leadership positions, where they are deeply embedded within the organisation and occupy a seat at the table. Such professionals are directly responsible for results, overseeing both strategy and execution, and are expected to lead internal teams. As opposed to being hired for short-term projects, they also tend to work with companies on an ongoing basis, with engagements spanning from six months to multiple years. It appears to be a win-win strategy. The executives get more leeway with regard to time. And, for resource-strapped firms, it is an increasingly viable, long-term solution to bring in top-tier talent – but at a fraction of the cost. For working one to two days a week, a fractional leader could roughly command 30 to 50 per cent of a full-time equivalent's salary, estimates Eric Okumu, head of global organisational consulting firm Korn Ferry's interim executive practice across Asia. Elena Chow, founder of talent solutions consultancy ConnectOne, says: 'What's interesting is how creative and innovative people can be nowadays when it comes to building teams – you're not limited to just one way anymore.' Gaining traction While fractional leaders have existed in North America for decades, the concept only began gaining traction in Asia, including Singapore, in recent years. More experienced professionals are choosing flexibility and variety over linear corporate progression these days, says Okumu. The employer-employee relationship has also evolved, with workers no longer feeling obligated to be loyal to one company forever. Such shifts have, in turn, led to the rise of portfolio careers, which refers to the practice of having several jobs simultaneously. Fractional leaders fall into this space, as they often work with multiple clients at a time. ConnectOne's Elena Chow says founders are no longer limited to just one way to build a team. PHOTO: CONNECTONE An ecosystem is taking shape in Singapore. Ground-up initiatives and new business models offering fractional leadership 'as a service' have sprouted. In September 2024, The Fractional Directory Singapore was launched as a free public online resource to connect fractional leaders based in the Republic with companies looking to hire them. In less than a year, the pool of Singapore-based fractional leaders listed in the directory has more than doubled to 500. The website allows employers to search for specific talent using filters and connects them to suitable candidates. Mark Mullinix, the directory's general manager, says: 'We wanted to make it easier for employers to find and source fractional leaders. A lot of placements have always been based on personal referrals and the strength of one's network.' Then there is Portfolio Careers in Asia, a talent community that gathers and supports seasoned professionals pursuing high-end portfolio careers – including fractional roles – across the region. Its LinkedIn group has grown to nearly 1,500 members across Asia, up from just 30 in 2023. It has a WhatsApp chat group and holds regular virtual and in-person networking events for members, all of whom have at least 10 years' working experience. Two-thirds of the members are from Singapore, with more than half identifying as fractional leaders, says founder Moritz Kaffsack. He also runs an agency providing top independent talent, including fractional leaders, as a service. Moritz Kaffsack founded Portfolio Careers in Asia, a community that supports seasoned professionals pursuing high-end portfolio careers, including fractional roles. PHOTO: Meanwhile, Lim founded fractional marketing firm Avante Strategies with a business partner. The duo serve as fractional CMOs and have 10 employees. Strategic leadership on a budget On the demand side, more companies in Singapore are seeking critical talent to scale their operations while on tighter budgets. This is quite different from some years ago. Chow, who first began advocating for the hiring of fractional leadership in 2018, recalls how the idea was hardly well-received by boardrooms here at the time. 'There was still a stigma about part-time independent talent back then, that they are less committed. One major concern firms had was, 'Can this person really deliver the outcome I want in, say, three days?'' she says. But, following massive tech layoffs between 2022 and 2024, an unprecedented surfeit of available talent has flooded the market, note observers. 'Layoffs were happening, but these startups still needed to grow,' says Chow. 'So they needed to be very smart on sourcing headcount, which is when they became more receptive to fractionals.' The number of job positions listed by ConnectOne that are open to fractional hires has trebled this year from 2024. These postings have come from mostly startups, including those affected by the funding winter, on top of a few small and medium-sized enterprises (SMEs). Korn Ferry has seen six times more requests from Singapore-based firms seeking fractional leaders in 2025, compared with last year. Demand has been predominantly from mid-sized multinational corporations (MNCs), which are part of the agency's core customer base. Korn Ferry's Eric Okumu estimates that a fractional leader could roughly command 30% to 50% of a full-time equivalent's salary, for working one to two days a week. PHOTO: KORN FERRY Cost-effectiveness aside, a big appeal of fractional leaders lies in their ability to be deployed 'within days or weeks' and deliver results with little to no ramp-up period, says Okumu. Dr Susan Chen, who identifies as a fractional CHRO, concurs. An in-house HR leader for nearly 20 years, she established boutique HR strategy and fractional consultancy Co:grow in 2024, hiring four full-time staff. Co:grow currently has seven clients that are using its fractional services. The firm signs non-disclosure agreements and does not take on direct competitors to avoid conflict of interest. Before engaging her, most clients had given 'the alternative' a shot: hiring a full-time and more affordable junior employee, but one who ultimately lacked the experience to provide strategic leadership. According to her, the role requires a specific skillset. Context-switching is key to succeed as a fractional leader in the long term, notes Dr Chen, as they must regularly juggle clients across diverse industries. One must also be comfortable setting strategies at a fast pace, on top of leading and mentoring a team that can execute their directives when they are not around, says Mullinix. He is a fractional chief of staff and offers his services under vehicle Growth Vectors. He adds: 'If you're only there eight hours a week, those eight hours better be spent at a full-speed run, not standing by the water cooler and talking shop.' Structural barriers and challenges Though the strategy is gaining momentum, structural barriers to hiring fractional leaders still persist in Singapore. These range from a lack of onboarding processes and internal policies to properly integrate fractional leaders into the workforce, to unfamiliarity with the concept and the value such talent can offer, say observers. Okumu notes that most traditional HR frameworks are designed around permanent or temporary contracts, with newer flexible hiring models sitting 'in between'. Companies may also expect 'full-time' outcomes from fractional leaders, but not grant them access to the necessary data and systems to work effectively, he adds. 'When such arrangements don't work, it's often because the fractional leader hasn't been empowered or supported by stakeholders. Companies need to make sure this person is set up for success.' Before engaging her as a fractional CHRO, Co:grow's Susan Chen says most clients had hired a full-time and more affordable junior employee, but realised he or she ultimately lacked the experience to provide strategic leadership. PHOTO: DR SUSAN CHEN To avoid pitfalls, companies and fractional leaders should ensure that the job scope and expected job outcomes are aligned, advises Chow. They should also be flexible to rescope and review job outcomes when necessary. Salary negotiation is a thorny issue too. Despite providing strategic leadership, fractional leaders are often short-changed by being paid less since they work fewer hours, notes Dr Chen. 'We shouldn't be seen as cheap labour,' she says. Her agency Co:grow charges between S$3,500 and S$9,000 a month for fractional CHRO services, depending on the scope and number of working hours. Chow points out that while firms can refer to existing compensation structures for full-time roles, pricing for fractional leaders can appear 'arbitrary'. As she sees it, such experienced talent command a premium in the market as they can deliver impact fast. 'You are not paying them for time, but for quick outcomes.' Another reason, she adds, is that they typically do not receive benefits accorded to traditional employees, such as medical insurance, annual leave, severance pay and employer's Central Provident Fund contributions. Large MNCs remain the biggest laggards in fractional hiring globally due to more entrenched structures, notes Okumu. On the other hand, smaller businesses such as startups and SMEs are more willing to experiment with new ways of working, as they need to 'react and survive'. Business owner Kannan Chettiar is a firm adopter of the fractional leadership model. He is the founder and chief executive officer of Avvanz, a Singapore-based SME providing employment background checks and screening services. As Avvanz began to scale overseas, Chettiar realised that his team of marketing managers could not keep up with the growing demands of the business. A full-time CMO was out of his budget, but a part-time one made perfect sense to him. 'Let's face it: How many C-suite executives in a company are working throughout a nine-to-five workday?' he quips. 'They could be having a long lunch, golfing, networking. I want only the best of them, not all of them.' Kannan Chettiar, founder and CEO of Singapore-based SME Avvanz, is a firm adopter of the fractional leadership model. PHOTO: AVVANZ Chettiar hired a fractional CMO in late-2023, who remains with Avvanz today. A second fractional leader – a chief technology officer – joined in May. He is now looking to add a fractional CFO and a fractional CHRO to the firm. While he is conscious that fractional leaders divide their time among other clients, he asserts that trust is crucial for such arrangements to work. 'I will not watch the clock, and neither should they. It's a trade-off: you give them respect and time to breathe, and they'll be committed to do the best for your company.' Growing the fractional ecosystem Still, ingrained mindsets equating longer hours with productivity are difficult to shake off. Lee Tuck Wai, who chairs the Association of Small and Medium Enterprises' (Asme) human capital group, observes that many traditional family businesses are still accustomed to time-based hiring models and are sceptical of a fractional leader's ability to commit to the firm. 'With fractionals, you have to think in terms of key objectives,' says Lee. 'The value comes from outcomes achieved – and not how long you stay in the office.' Some headway has been made on the education front. In March, Asme organised a focus group discussion with 15 SME owners to introduce them to the fractional employment model and gauge their receptivity towards hiring such talent. Lee says the association is now working with Workforce Singapore to explore the development of a pilot programme that will match SMEs to fractional leaders based on their business needs. Lee Tuck Wai, who chairs Asme's human capital group, observes that many traditional family businesses are still accustomed to time-based hiring models. PHOTO: CYRIL NG On May 28, The Fractional Directory Singapore held its first in-person seminar for businesses keen on learning how to hire a fractional leader. The event, which had a capacity of 30, ended up being oversubscribed. The directory is currently collaborating with partners to develop a series of toolkits on fractional hiring for firms, says Mullinix. These will cover areas such as the screening and selection of fractional leaders, as well as designing the onboarding processes and job scope. As for nurturing talent, Portfolio Careers in Asia has run multiple webinar series for its members at different stages of their fractional careers. This April, it launched a new six-part 'fractional masterclass' series to help seasoned fractional leaders hone their craft. Planned topics include enhancing one's personal brand, advanced pricing and negotiation strategies, as well as mastering client dynamics. Mullinix believes that the fractional leadership model is poised 'to break through' in Singapore soon – and that the Republic has no time to waste in building the necessary structures for success. 'This is something bigger than a niche way of working. It's a reimagining of the employer-employee relationship, where some of the best and brightest talent no longer wish to take on a traditional full-time role,' he says. 'Employers in Singapore that do not find a way to tap that talent will fall behind.'
Politico
17-06-2025
- Business
- Politico
Medicaid cuts risk Senate support, hospital fury
Presented by Driving the Day MEDICAID MOVES — The Senate Finance Committee is revising the proposed Medicaid cuts in the GOP's 'big beautiful bill' — a move sure to spur vehement opposition from hospitals, POLITICO's Robert King and David Lim report. The bill text, released by the committee Monday, pushes for deeper Medicaid savings than the House bill — risking moderate Republicans' support. The committee's version of the bill would lower the amount a state can levy in taxes on providers from 6 percent to 3.5 percent. States have used the provider taxes to boost their federal Medicaid contributions, which they have then directed back to hospitals with higher reimbursements. Some lawmakers believe that process has helped keep rural hospitals afloat. 'I don't know why we would defund rural hospitals in order to pay for Chinese solar panels,' Sen. Josh Hawley (R-Mo.) said Monday. Why it matters: Republicans can afford to lose only three votes in the Senate and still pass their bill if Democrats remain united in opposition. House Republicans in districts with a high number of Medicaid beneficiaries have also expressed concern about reduced federal funding for the program. Background: The sweeping megabill is Republicans' and President Donald Trump's foremost legislative priority. It would extend tax cuts and fund Trump's domestic agenda — including energy and border policies — and reduce Medicaid spending by hundreds of billions of dollars. Some Republicans have argued the provider taxes are a loophole that states have adopted to obtain a higher contribution from the federal government. States and the hospital industry have pushed back, arguing that provider taxes are a vital way to shore up vulnerable hospitals that operate on thin margins, especially those in rural and underserved areas. Meanwhile: Finance Committee Chair Mike Crapo (R-Idaho) said the GOP's goal was to target 'waste, fraud and abuse in spending programs while preserving and protecting them for the most vulnerable.' Finance Republicans also added more restrictions to another tool that states use to finance hospitals called state-directed payments, which allows states to direct provider payments through private Medicaid managed care plans. A state can pay certain types of providers more than others if, for example, they're in an area with historically low payment rates. Industry response: Hospital groups were quick to blast the changes Monday evening. 'This bill would take away health insurance coverage for millions of beneficiaries, including those who rely on Medicaid for essential and mental health services, and jeopardize the health and economic stability of our communities,' said Bruce Siegel, president and CEO of America's Essential Hospitals, which represents hospitals that serve low-income patients. WELCOME TO TUESDAY PULSE. Did we miss anything in the Senate Finance text? Let me know what stood out to you. Send your tips, scoops and feedback to khooper@ and follow along @Kelhoops. In Congress MEGABILL UNPOPULAR — The GOP's 'big beautiful bill' is largely viewed unfavorably by the American public, according to a KFF poll published today. Nearly two-thirds of adults hold unfavorable views of the House-passed megabill, about twice the number of those who view it favorably, the poll found. The views are split along party lines: 85 percent of Democrats and 71 percent of independents have an unfavorable view, while 61 percent of Republicans view it favorably. But most Republicans and Republican-leaning independents (66 percent) who don't identify as supporters of President Donald Trump's Make America Great Again movement view the bill unfavorably, according to the poll. And when provided with information about what the bill includes, Americans' support shrinks. After respondents were told that the bill would increase the number of people without health insurance by about 10 million, opposition rose to 74 percent. And after respondents were told the bill would decrease funding for local hospitals, the share of Americans with unfavorable views rose to 79 percent. The survey was conducted by telephone and online from June 4 to 8 among a nationally representative sample of 1,321 U.S. adults. Medicare Advantage THE MA DEBATE — Medicare Advantage patients are more likely to face more extended hospital stays and less likely to be discharged to certain post-acute care settings than people on traditional Medicare, according to a report published today from NORC, a nonpartisan research organization at the University of Chicago. The findings, commissioned by patient group Coalition to Strengthen America's Healthcare, come one day after a top Medicare Advantage advocacy group began circulating a new report on the Hill touting the benefits of the private program over traditional Medicare — part of a greater effort among insurers to preserve the program amid bipartisan scrutiny. Senate Republicans have recently discussed targeting government overpayments to the program to offset costs in their megabill, which insurers are vehemently against. The NORC report, conducted between 2018 and 2022, supports some criticisms lawmakers have levied against Medicare Advantage plans, citing high rates of post-hospital care denials and increased costs for health systems. The findings: Medicare Advantage patients, on average, have a 40 percent longer hospital stay than patients on traditional Medicare — a difference of between five and seven additional days in the hospital, according to the report. And as of 2022, traditional Medicare patients were discharged to advanced post-acute care settings — like inpatient rehab and skilled nursing facilities — more often than those on Medicare Advantage. 'Medicare Advantage plans are increasingly making cost-driven care decisions that delay discharges, extend hospital stays, and steer patients away from the intensive post-acute care they may need to fully recover,' the Coalition to Strengthen America's Healthcare said in a press release. Key context: Insurers have countered that the program is widely popular among older adults — enrolling more than half of the eligible Medicare population — and that the private plans comply with the federal government's rules on prior authorization, which requires doctors to seek approval before providing certain types of care. Make America Healthy Again THE MAHA FLIP — Many of the same Republicans who skewered former first lady Michelle Obama's efforts to improve Americans' diets are now embracing HHS Secretary Robert F. Kennedy Jr.'s Make America Healthy Again movement. To explore this turn, POLITICO's Marcia Brown spoke with Sam Kass, the former White House chef under President Barack Obama and a food policy adviser who led the first lady's 'Let's Move' initiative. Here's some of their conversation, edited for length and clarity. How do you square the earlier conservative criticism of the 'Let's Move' initiative with the rise of MAHA? Are you surprised by the seeming contradiction? I think most of that is because Republicans are fearful of President [Donald] Trump. And therefore, if he is putting somebody in a position of great power and backing him, there's a huge part of the party that's going to go along with whatever that may be. I don't think this is actually about the Republican Party taking this up. This is actually about a Democrat [Robert F. Kennedy Jr.], traditionally, who had built up a pretty strong following on these issues, and decided to join forces with President Trump. It's not like any of these ideas are coming from the GOP platform. This is an RFK-led effort that they're now supporting. When you worked in the Obama White House, you pushed for better nutrition labeling, active living, bans on unhealthy foods in school meals and trans fat. The recent MAHA report pointed the finger at similar programs for chronic illness. Is that a place where you and MAHA advocates are on the same page, and how do you balance that with the concerns you've raised? There's no clean answer to that. We largely, not entirely, share the same critique when it comes to food. Vaccines are another thing which are important to also talk about. People are trying to pick the issue that they like and can get around and pretend like the rest isn't happening. It would be great if we got food dyes out, but it would pale in comparison to if he continues down the path to undermine vaccines as the foundation of public health and people start dying, like they are, with measles. That is not even close to a trade. Names in the News Rob DeConti has joined King & Spalding as a partner on the health care team in its government matters and regulation practice group. DeConti is the former chief counsel and deputy inspector general for the HHS Office of Inspector General. Global Action to End Smoking has appointed Natasha Toropova as chief development officer. Toropova was most recently CEO of the nonprofit Healthy Initiatives. WHAT WE'RE READING POLITICO's Maya Kaufman reports on New York legislators racing to close an opioid settlement loophole. Reuters' Sriparna Roy and Sneha S K report on U.S. drugmakers turning to Chinese companies as they face patent expirations. The Washington Post's Jenna Portnoy reports on the shortage of school nurses.
Yahoo
30-05-2025
- Entertainment
- Yahoo
'S.W.A.T.' Star David Lim Talks the 'Sting' of Being Excluded from New Spinoff
'S.W.A.T.' Star David Lim Talks the 'Sting' of Being Excluded from New Spinoff originally appeared on Parade. S.W.A.T. star David Lim is weighing in on the disappointing news that the spinoff of the hit CBS series will not see any of the cast return with the exception, of course, of Shemar Moore, who plays Daniel 'Hondo' Harrelson, the leader of 20-Squad. The actor, who has starred as Victor Tan in all eight seasons of the series, took to Instagram to say, 'I'd be lying if I said the rollout of the new spinoff didn't sting.' The decision of course to go forward with the new 10-episode Exiles spinoff was made by Sony, and none of the actors were notified ahead of the news breaking, nor were they acknowledged in the announcement of the spinoff. 🎬 🎬 Here's Lim's message in its entirety: 'I've been sitting with everything that came out last week, and I just want to say this: 'Being a part of S.W.A.T. for the past 8 seasons has been one of the great honors of my life. I poured my heart into playing Tan—and even more than that, into the team and friendships we built on and off screen.'What made S.W.A.T. special wasn't just the action, or one character. It was the squad. The bond. The camaraderie. The shared blood, sweat, tears, and laughs we gave to every episode. That effortless chemistry was there from the very first day we came together for the pilot, and it carried through all 8 seasons. Related: Shemar Moore Returns for More in New Spinoff'I'm proud of how we fought for a ninth season. We believed we still had more to give, more stories to tell. We wanted it for our crew, for each other, and for the newer faces just joining us. It wasn't in the cards for all of us—and that's okay. We had a magical run and went out on a high note with those final two episodes.'I'd be lying if I said the rollout of the new spinoff didn't sting. It was tough to see it announced just two days after our finale—with no mention of the cast who helped build S.W.A.T. from day one. After 8 incredible seasons, it felt like we were brushed aside when there could've been a moment of reflection and recognition—for the people who built this show, and for the impact it had on so many.'I've seen the comments, the messages, the support—and it truly means a lot. I may not know what the future holds for Tan, but I couldn't be more proud of what we created together—our cast, writers, producers, crew… our SWAT family. No version of this story can take that away.'Thanks for riding with us. SWAT. 🖤' Season 8 of S.W.A.T. can be streamed on Paramount+. Seasons 1-7 are available on Netflix. Next, 'S.W.A.T.' Star David Lim Talks the 'Sting' of Being Excluded from New Spinoff first appeared on Parade on May 29, 2025 This story was originally reported by Parade on May 29, 2025, where it first appeared.
New York Post
29-05-2025
- Entertainment
- New York Post
‘S.W.A.T.' star slams Shemar Moore spinoff for excluding cast: ‘We were brushed aside'
No spinoff for you. 'S.W.A.T.' star David Lim has addressed the upcoming spinoff series that excludes the main cast — except for Shemar Moore. Lim, who played Officer Tan for all eight seasons of the CBS drama that was canceled in March, released a statement where he said that seeing the news of 'S.W.A.T. Exiles' did 'sting.' Advertisement 8 'S.W.A.T.' stars David Lim and Shemar Moore. davidbradleylim/Instagram 'Being a part of S.W.A.T. for the past 8 seasons has been one of the great honors of my life,' he wrote alongside a group photo of the 'S.W.A.T.' cast and crew on Wednesday. 'I poured my heart into playing Tan — and even more than that, into the team and friendships we built on and off screen.' 'What made 'S.W.A.T.' special wasn't just the action, or one character. It was the squad. The bond. The camaraderie. The shared blood, sweat, tears, and laughs we gave to every episode,' he continued. 'That effortless chemistry was there from the very first day we came together for the pilot, and it carried through all 8 seasons.' Advertisement 8 David Lim in S.W.A.T. CBS The actor said that while 'he's proud of how we fought' for Season 9, he believes the cast 'had more stories to tell.' 'We wanted it for our crew, for each other, and for the newer faces just joining us,' said Lim. 'It wasn't in the cards for all of us — and that's okay. We had a magical run and went out on a high note with those final two episodes.' 8 'S.W.A.T.' was canceled after 8 seasons in March 2025. CBS Advertisement 8 David Lim and Shemar Moore on the set of 'S.W.A.T.' davidbradleylim/Instagram 'I'd be lying if I said the rollout of the new spinoff didn't sting,' Lim admitted. 'It was tough to see it announced just two days after our finale — with no mention of the cast who helped build S.W.A.T. from day one. After 8 incredible seasons, it felt like we were brushed aside when there could've been a moment of reflection and recognition — for the people who built this show, and for the impact it had on so many.' Lim thanked fans supporting the 'S.W.A.T.' cast and reiterated that he's 'proud' of the entire team behind the series. 8 The cast of 'S.W.A.T.' CBS Advertisement 'No version of this story can take that away,' he added. 'Thanks for riding with us. SWAT. 🖤.' Lim's co-stars Niko Pepaj and Annie Ilonzeh, who have also been excluded from the spinoff, supported his message in the comments section. 'Very well said David🫶🏽🤎,' wrote Ilonzeh, 41. 8 David Lim and Shemar Moore filming 'S.W.A.T.' davidbradleylim/Instagram 'S.W.A.T. Exiles' was announced by Sony Pictures two days after the original series was canceled. Moore, who is reprising his role as Daniel 'Hondo' Harrelson, shared an Instagram video where he addressed being the only cast member to return. 'Nobody likes change. I understand that. I get it 100%, but without change, you can't grow,' he stated earlier this month. 'You can't win without taking your lumps. 'S.W.A.T. Exiles,' baby, we won the battle.' 8 Shemar Moore in 'S.W.A.T.' Bill Inoshita/CBS/Sony Pictures Television Advertisement 8 Shemar Moore and Jay Harrington during a scene in 'S.W.A.T.' CBS The 55-year-old actor went on to call himself 'the Tom Brady of ''S.W.A.T.,'' adding, 'that's not arrogant, that's not ego, it's the fact.' 'So proud, so grateful,' said Moore. 'Not going to apologize for nothing. Busted my ass for 31 years to do what I do, and excited about the future.' 'S.W.A.T.' also starred Stephanie Sigman, Alex Russell, Lina Esco, Kenny Johnson, Jay Harrington and Patrick St. Esprit.
