12 years of specialization placing GTM and leadership talent across LATAM.
Senior GTM and leadership talent in LATAM is thin and hard to read. The US tech market runs on more than ten times the venture capital of all Latin America combined, so the pool of people who've built and scaled at world-class level is far smaller here, and rarely on the market.
A critical seat left open can cost six figures in lost momentum. And generalist recruiters who never take the time to understand your business flood you with resumes that don't fit your stage, so you move forward with whoever sells the interview best, and every choice starts to feel like a bet you could get wrong.
You shouldn't have to gamble your growth to fill one seat. We've spent twelve years learning this market cold.
We believe in specialization. You don't order the pizza at a steakhouse, you go to the place that makes only pizza. Senior GTM and leadership hiring is no different: for twelve years we've stayed in these lanes and gone deep, because depth in a few verticals beats a thin layer across all of them.
It compounds, too. A decade in the same rooms means the person you need is usually a warm introduction away, not a cold search.
A leader doesn't fill a seat, they build the org beneath it. Get this hire right and the next ten get easier.
Series A growth is not post-IPO growth. We hire for your stage, not the title.
Most marketing hires sell the interview. We pick the ones who do the work.
Great sales is less about charisma than discipline and systems. We hire for the engine behind the number, not the pitch.
Blasting the market can feel fast, but it isn't. We read signal over job titles and aim only at the few people who actually fit, so the right hire lands sooner, not later. Three stages, each one deliberate.
We start with the business problem you're solving, not the profile you assume solves it. That's how we find signal beyond a job title: real achievements, real fit.
Before we go wide, we calibrate with real profiles, so our effort only goes toward people you'd actually want to meet.
Outreach that converts three times the industry average, and interviews built to surface real signal, not rehearsed answers.
Every finalist arrives with a written case for why they can solve your problem and achieve your goals.
A shortlist you can decide from, each name with its own hiring case.
References, background checks, the offer, and comp benchmarking handled, plus a 90-day replacement behind the hire.
Every finalist comes with a written report tied back to the business problem we defined at kickoff.
It shows how their track record and capabilities solve that specific problem, where the risks are, and what to probe in the next assessment stages.
Not a profile to skim, but a case to decide on.
Every search runs in our own portal, a system we built ourselves. It updates in real time on its own, not when we get around to it.
Open the tab any hour and see exactly where every candidate is. No status calls unless you want them.
Day to day we're in your Slack, WhatsApp, or email, whichever your team already uses.
We take a handful of searches at a time and get in the weeds on each one. When the role isn't clear yet, or a market behaves differently than expected, we pivot the search with you.
A partnership, not a transaction.
95% of our placements never need a replacement.
Three times the industry average, so it takes far fewer people to make each hire.
On the rare miss, we replace them at no cost to you.
Two failed agency searches, then a redefined profile from the real business need. Shortlist in 15 days, hired within eight weeks.
Read the full story Fintech · GrowthQualified people weren't answering. We rebuilt the outreach around the company's mission and stage, and response more than doubled.
Read the full story Fintech · Customer ExperienceFour Customer Experience roles, needed fast. We reverse-engineered the timeline and ran a sourcing sprint. All four filled within two weeks, down from six.
Read the full story Logistics · OperationsThe offer sat 30% below market. Instead of more budget, we repositioned the role around ownership and trajectory. Filled at the same range.
Read the full story
A pleasure working with Emanuel. He quickly understood the profile we were looking for, kept communication moving throughout the entire process, and stayed with us all the way to a successful close. On top of that, he helped us improve aspects of our internal recruiting process. Professional, efficient, and genuinely easy to work with!
Emanuel has been a fantastic partner of ours in our search for the best talent. Highly recommend Talental.
Emanuel doesn't just hit deadlines, he helps refine the profile so we get to the right person in a more efficient process. Expert knowledge of the Mexican labor market and a real ability to help you think through the whole offer, not just the salary. A pleasure to work with.
Go-to-market for tech in LATAM: growth, marketing, sales, and the leaders who run them: GM, Country Manager, VP, C-level. If your role doesn't fit, we'll tell you upfront.
It's the only way to place at this level. Every search gets real attention, and we say no to the ones we can't do right. We'd rather close what we start.
90-day replacement. 95% of our placements never need one, but if it happens, we replace them at no cost to you.
15% of annual compensation, 30% to start and 70% when the candidate joins. Retained and exclusive. The full detail is in the Terms of Service.
Focus is paid for with focus. Thirty days of exclusivity is what lets us work your search properly, instead of racing four other agencies to be first with whoever's available.
I spent six years at Uber in LATAM, starting when we were 40 people in a house in La Condesa. I onboarded drivers, built teams, and lived the early stage from the inside. That's where I learned what building actually takes, and what the right talent looks like at each step.
Some of the people I hired back then are now founders, CEOs, and investors in companies you've heard of. That's the pattern recognition: I've seen what the right hire looks like at every stage of growth.
After more than a decade inside other people's companies, at Uber, Rippling, and Nelo, I started Talental to do one thing well: put the right person in the seat that matters most. We stay small on purpose, AI handles the volume, and we bring the judgment. I don't stop until the hire is made.
The right leader in the seat. The number moving again. And your time back to run the company instead of recruiting for it.
