ORIC Pharmaceuticals, Inc. (ORIC) Secures $125M to Advance ORIC-944 Phase 3 Trials

ORIC Pharmaceuticals, Inc. (NASDAQ:ORIC) has unveiled promising early results from its Phase 1b trial of ORIC-944, a novel PRC2 inhibitor, in combination with androgen receptor inhibitors for metastatic castration-resistant prostate cancer (mCRPC). The study reported broad and deep prostate-specific antigen (PSA) responses, with a 59% PSA50 response rate (47% confirmed, plus one pending) and a 24% confirmed PSA90 response rate.
These robust responses were seen across all dose levels and with both apalutamide and darolutamide combinations. Most patients remain on therapy, with several approaching one year or more of treatment.
A scientist examining cells in a lab, representing the company's dedication to developing specialty pharmaceuticals.
Safety data were also encouraging: the vast majority of adverse events were mild or moderate (Grade 1 or 2), primarily gastrointestinal, supporting long-term dosing suitability. Only one patient experienced a Grade 3 event, and there were no severe (Grade 4 or 5) treatment-related adverse events. ORIC Pharmaceuticals, Inc. (NASDAQ:ORIC) plans to advance two recommended Phase 2 doses for each combination into further study, with a global Phase 3 trial set to begin in the first half of 2026.
To support these efforts, ORIC Pharmaceuticals, Inc. (NASDAQ:ORIC) announced a $125 million private placement financing led by top healthcare investors, extending its cash runway into the second half of 2027 and through the anticipated Phase 3 trial readout.
While we acknowledge the potential of ORIC to grow, our conviction lies in the belief that some AI stocks hold greater promise for delivering higher returns and have limited downside risk. If you are looking for an AI stock that is more promising than ORIC and that has 100x upside potential, check out our report about this
READ NEXT: and
Disclosure: None.

Try Our AI Features

Explore what Daily8 AI can do for you:

Learn with AIFact CheckingText to SpeechAI Summary

Related Articles

Forbes

19 minutes ago

• Forbes

What The Workday Lawsuit Reveals About AI Bias—And How To Prevent It

Workday, Inc is facing a collective-action lawsuit based on claims that the artificial intelligence ... More used by the company to screen job applicants discriminated against candidates. HR finance company Workday, Inc is facing a collective-action lawsuit based on claims that the artificial intelligence used by the company to screen job applicants discriminated against candidates 40 years old and over. In 2024, Derek Mobley filed an employment discrimination lawsuit against Workday, alleging that their algorithm-based job applicant screening system discriminated against him and other applicants based on race, age and disability. Four additional plaintiffs have now accused the company of age discrimination. A Workday spokesperson refuted the claims to HR Drive stating 'This is a preliminary ruling at an early stage of this case, and before the facts have been established. We're confident that once those facts are presented to the court, the plaintiff's claims will be dismissed.' Data compiled by DemandSage estimates that in 2025, 87% of companies use AI for recruitment. Applicant tracking systems like Workable, Bamboo HR, Pinpoint ATS, and Rippling, which are used by employers to help manage the recruitment and hiring process, rely on AI to help streamline and automate the recruitment process. Companies are leaning heavily on AI to make crucial recruitment and hiring decisions, but these tools used so frequently during the employment process are laden with bias. One example was an AI recruiting tool used by Inc's machine-learning specialists, which was found to discriminate against women—the company scrapped the tool in 2018. AI bias is pervasive in recruitment and hiring tools. AI bias is pervasive in recruitment and hiring tools. A 2024 study from the University of Washington revealed racial and gender bias in AI tools used to screen resumes. There can be data bias, which is when AI systems are trained on biased data that can contain an overrepresentation of some groups (white people for example) and an underrepresented of other groups (non-white people for example). This can manifest into an AI tool that ends up rejecting qualified job candidates because it was trained on biased data. There is also algorithmic bias, which can include developer coding mistakes, where a developer's biases become embedded into an algorithm. An example of this is an AI system designed to flag job applicants whose resume's include certain terms meant to signal leadership skills like 'debate team,' 'captain' or 'president.' These key terms could end up filtering out job candidates from less affluent backgrounds or underrepresented racial groups, whose leadership potential might show up in non-traditional ways. Two other types of bias, proxy data bias and evaluation bias, can show up in recruitment and hiring tools. Proxy data bias can be described as the bias that shows up when proxies, or substitutes, are used for attributes like race and gender. An example of this is an algorithm that prioritizes job candidates who attended Ivy League or elite institutions, which may filter out candidates who went to historically Black colleges and universities (HBCUs), community colleges or state schools. Evaluation bias is the bias that results when evaluating the data. An example of this is if an organization is assessing a candidate for culture fit (which is notoriously biased), and trains an AI tool to prioritize job candidates who have particular hobbies listed on their resumes or who communicate in particular ways, which can bias candidates from cultures outside of the dominant norm. An algorithm that prioritizes job candidates who attended Ivy League or elite institutions may ... More filter out candidates who went to historically Black colleges and universities (HBCUs). As more organizations use AI to help with employment decisions, there are several steps that should be taken to mitigate the bias often baked into these tools. First, workplaces that utilize AI tools for hiring, selection and recruitment decisions should demand transparency from vendors to gain a deeper understanding of how the data was trained and what is being done to ensure the data has been audited for bias related to factors like race, gender, age and disability. In addition, companies should request frequent audits from the vendors to assess AI tool for bias. It's important for organizations to partner with experts in ethical AI usage in the workplace to ensure that when AI is integrated into workplace systems, there are safeguards in place. For example, an expert may assess whether job candidates from HBCUs are being filtered out of the talent pool. When using AI in any capacity in the workplace, it's helpful to seek guidance from your legal counsel or legal team to ensure AI tools are compliant with local and state laws. Transparency also applies to workplaces—organizations should be candid about AI usage during the employment process and should always consider alternative evaluation methods. AI, in many ways, has made our lives easier, more convenient and more accessible but there are valid concerns when it comes to AI usage and fairness. If equity is the goal and your workplace uses AI for recruitment and hiring decisions, it's good to trust the AI (to a reasonable extent) but always verify. AI is a powerful way to complement the employment process but should never replace human oversight.

Entrepreneur

35 minutes ago

• Entrepreneur

Proof Over Pitch

Opinions expressed by Entrepreneur contributors are their own. You're reading Entrepreneur United Kingdom, an international franchise of Entrepreneur Media. "In 2024, using AI felt like trying to squeeze answers from a confused intern - slow, vague, and always needing correction." By 2025, says entrepreneur and mentor Mike Greene, things have changed. "Now, it's like having a sharp-thinking partner who's always on." He points to a shift in pace: "Say I've got to prep a talk for a room of B2B founders. In under 10 minutes, AI helps me outline it, punch it up, and add a data-driven hook. That used to take a day." He continues: "Or say I'm building a go-to-market strategy, I'll drop in a few bullet points, and it helps me instantly spot gaps or test positioning angles I wouldn't have thought of at speed." "Last year, it was impressive but unreliable. Now it's sharper and I use it for idea generation and writing. I move through execution faster than ever. It's not about replacing anyone. It's about removing friction so you can focus on your core priorities." This clarity extends beyond technology. Greene is blunt about his own mistakes: "I no longer fall for polished decks and big promises. I'd take case studies at face value. 'We helped Company X 10x their revenue in 3 months!' Sure you did." "This can be an expensive mistake as you are taking presentation for performance. Instead, I now ask for specifics. I look for independent proof, not the one client who loved them, but patterns, repeatability and raw data." "I've stopped confusing activity with accomplishment. Posting on LinkedIn doesn't mean someone's growing the business. Jumping on Zooms all day isn't execution. Since only trusting what can be evidenced, the quality of people and results around me has gone up massively." He has changed his view on team-building too. "I used to think hiring fast showed ambition, that the more people on the payroll, the more serious you looked. Turns out, more people often mean more overhead, more complexity, and more distractions from actually building something that works." "With focus, AI, and external input, you can avoid bad hires and stay agile. From six to seven figures, you need others to give you that push in the right direction as you can't be an expert in everything. Eight to nine? It's all about building it to run without you." For UK founders, Greene believes one of the greatest assets remains underappreciated. "Brand Britain." "Look past the headlines. Outside the UK, 'British' still signals quality. We've got a global trust halo that most founders don't even realise they're standing under." "And then there's the structural support: schemes like SEIS and EIS mean UK startups can de-risk early investment like almost nowhere else." "If you know how to position it, the UK's still a phenomenal place to start, grow, and raise. But too many founders ignore that edge, trying to mimic Silicon Valley instead of doubling down on what makes Britain bankable." "We've got investor appetite, consumer trust, and a strong ecosystem, if you know how to use it." Looking to the future, Greene sees substance overtaking noise. "The noise fades. Truth rises." "Right now, startup culture is noisy. As capital tightens and AI levels the playing field, only the founders who deliver real value will last, backed by proof not hype equipped with real results that speak for themselves."

Yahoo

an hour ago

• Yahoo

Wisr AI Systems Inc. Accelerates Global Business Development at Web Summit Vancouver, InfoSec Europe, and VivaTech Paris

Vancouver, British Columbia--(Newsfile Corp. - June 22, 2025) - Wisr AI Systems Inc. (CSE: WISR) ("Wisr AI" or the "Company"), a leading provider of AI-driven cyber and third-party risk intelligence, is pleased to announce the successful execution of several strategic business development initiatives across recent key global technology conferences, including Web Summit Vancouver, InfoSec Europe in London, and VivaTech Paris. Web Summit Vancouver (May 27-30, 2025) Wisr AI participated as part of the official AI delegation at Web Summit Vancouver, where CEO Rob Goehring was featured on panels discussing the future of predictive AI in enterprise cybersecurity and risk management. The Company held targeted meetings with industry stakeholders, public-sector innovation leaders, and investors. These engagements served to strengthen Wisr AI's leadership role in Canada's AI sector while building new relationships across the North American innovation landscape. InfoSec Europe, London (June 3-5, 2025) At InfoSec Europe, one of Europe's leading cybersecurity conferences, Wisr AI advanced its market development objectives through high-level engagements with managed service providers, enterprise IT risk teams, and government-backed cyber programs. The Company showcased its predictive risk platform designed to detect vendor vulnerabilities, ingest global intelligence signals, and automate prioritization of emerging cyber threats. The event marked a key milestone in Wisr AI's strategy to expand its European footprint. VivaTech Paris (June 11-14, 2025) Wisr AI was honoured to be selected as part of Canada's official delegation to VivaTech Paris, where Canada was recognized as "Country of the Year". The event brought together over 180,000 attendees and 2,800 exhibitors, including a strong cohort of AI-focused companies from around the world. Wisr AI used the opportunity to demonstrate how its platform leverages artificial intelligence to improve cyber resilience and compliance across complex global supply chains. Throughout the conference, Wisr AI engaged in bilateral meetings with multinational corporations, innovation ministries, and enterprise risk teams. These discussions were supported by Canadian and provincial trade delegations and enabled the Company to identify potential new European partners, explore collaboration with cross-border regulatory frameworks, and align with emerging AI safety and sovereignty initiatives. Rob Goehring, CEO of Wisr AI, stated: "These global events provided a powerful platform for Wisr AI to expand its reach and share our vision of proactive, intelligence-led risk management. We're proud to represent Canadian innovation on the world stage and are encouraged by the momentum we've built with partners and prospects in both North America and Europe." Equity Incentive Grants The Company also announces that on June 20, 2025, Wisr AI adopted a "rolling" omnibus equity incentive plan (the "Incentive Plan") and granted a total of 4,550,000 stock options and 3,900,000 restricted share units ("RSUs") to certain directors, officers, and consultants of the Company. Each stock option is exercisable into one common share of the Company at a price of $0.15 per share for a period of up to 5 years. The RSUs vest in accordance with time-based criteria established by Wisr AI's Board of Directors, with none of the RSUs vesting until at least six (6) months following the grant date. The grants are intended to align the interests of the Company's team with long-term shareholder value creation and to support the continued growth and success of Wisr AI. The foregoing stock options and RSUs are subject to the Incentive Plan in all respects, as well as any required approvals of the Canadian Securities Exchange and the Company's shareholders. About Wisr AI Systems Inc. Wisr AI Systems Inc. (CSE: WISR) is a Vancouver-based technology company specializing in AI-powered cyber risk prediction and third-party risk intelligence. The Company's platform analyzes real-time global signals—including breach data, dark web intelligence, and firmographic context—to help organizations identify, prioritize, and act on emerging cyber and supply chain risks. Wisr AI supports enterprise resilience by enabling dynamic, scalable, and predictive governance, risk, and compliance (GRC) strategies. For further information, please contact: Robert GoehringChief Executive OfficerTelephone: +1 (778) 200-9005Email: ir@ The Canadian Securities Exchange has not in any way passed upon the merits of the matters referenced herein and has neither approved nor disapproved the contents of this news release. Forward-Looking Information: This news release may contain statements that constitute "forward-looking information" within the meaning of applicable securities laws, including statements regarding the plans, intentions, beliefs and current expectations of the Company with respect to future business activities and operating performance. Forward-looking information is often identified by the words "may", "would", "could", "should", "will", "intend", "plan", "anticipate", "believe", "estimate", "expect" or similar expressions and includes information regarding, among other things, expectations for other economic, business, and/or competitive factors. Investors are cautioned that forward-looking information is not based on historical facts but instead reflects expectations of the Company's management, estimates or projections concerning future results or events based on the opinions, assumptions and estimates of management considered reasonable at the date the statements are made. Although the Company believes that the expectations reflected in such forward-looking information are reasonable, such information involves risks and uncertainties, and undue reliance should not be placed on such information, as unknown or unpredictable factors could have material adverse effects on future results, performance or achievements of the Company. Among the key factors that could cause actual results to differ materially from those projected in the forward-looking information are the following: changes in general economic, business and political conditions, including changes in the financial markets; changes in applicable laws; and compliance with extensive government regulation. This forward-looking information may be affected by risks and uncertainties in the business of the Company and market conditions. Should one or more of these risks or uncertainties materialize, or should assumptions underlying the forward-looking information prove incorrect, actual results may vary materially from those described herein as intended, planned, anticipated, believed, estimated or expected. Although the Company has attempted to identify important risks, uncertainties and factors which could cause actual results to differ materially, there may be others that cause results not to be as anticipated, estimated or intended. The Company does not intend, and does not assume any obligation, to update this forward-looking information except as otherwise required by applicable law. To view the source version of this press release, please visit