Nerdy & early
Investing in software
beyond the screen
Seed-stage venture capital for technical founders building software that reaches into the real physical world.
Rocket Lab
Small satellite launch and space systems
Public companyFormer $1B+ private company; now Nasdaq: RKLB
Why Ubiquity
01
Who we back
- Technical founders building software beyond the screen
- Physical AI startups reaching into the real world
- Non-consensus bets, made early
- 1–3 person teams
02
How we invest
- $1M–$3M lead or co-lead checks
- Pre-seed and seed stage
- Deep technical diligence
- One decision maker, fast yes
03
The Ubiquity advantage
- 15 years investing in deeptech
- 50+ person operator bench
- World-class fundraising preparation & intros
- Strategy coaching
“For most seed VCs, their work is done when they wire the money. For Ubiquity, our work starts when we wire you money.”
@ Xerox PARC
The thesis
Disciplined deeptech, before the category is obvious
Nerdy and early bets on technical founders bringing software into the real physical world. Not moonshots. Not SaaS.
Portfolio
Software in the real world
45 companies across deeptech, from agri-tech and robotics to space, healthcare, and climate tech — ranging from pre-revenue startups to unicorns.
Founder education
Ubiquity University
Curriculum for technical founders building software beyond the screen—from seed pricing and hardware dynamics to pilot-to-contract playbooks.
Explore Ubiquity UniversityEverything that turns a good idea into a fundable company. Build your cap table from a blank sheet, walk into your first board meeting knowing exactly what the room is for, decode the five documents behind every financing, and understand what LPs actually want long before you raise.
Build the Thing
The hard part of deeptech, made teachable. Run the five-part AI crash course, ship your first generation of hardware without drowning in constraints, find real product-market fit, and learn the signals that tell you it's time to pivot.
Scale the Company
The people side of the job, from your first hire to your hardest quarter. Set compensation that holds up under pressure, build a culture strong enough to be a moat, bring on a COO at the right moment, and pick the go-to-market motion that fits what you've built.
