01 · Growth
Growth
Growth doesn't mean the same thing in a Series A as it does post-IPO. We hire the people that fit your context.
- Head of Growth
- Sr Growth Director
- Paid Media Manager
- Sr CRM Manager
We place GTM talent and the leaders who run it, for tech companies across LATAM. Few searches at a time. Only the ones we can close.
A senior role left open for three months can cost six figures in lost momentum. A wrong hire at the wrong stage can cost a year of progress.
But the real cost is quieter. You were told hiring is your job, then handed a stack of CVs that don't fit your stage. So you interview the people who sold the interview, not the ones who'll do the work, and your roadmap waits. You shouldn't have to choose between running the company and running the search.
We know that spot. It's the one we exist to remove.
One focus. Go-to-market roles for tech companies scaling in LATAM, from the operators to the senior leaders above them.
Growth doesn't mean the same thing in a Series A as it does post-IPO. We hire the people that fit your context.
Most marketing roles get filled by the candidate who sells the interview best, not the one who'll do the work best. We separate the two.
Selling in LATAM is not selling in the US with Spanish subtitles. The candidates who actually win here know that.
The GM who owns the P&L. The VP who builds the function. The Country Manager who opens a market. We place the leaders who run go-to-market, not just the seats under them.
We align on the role, the stage, and what a great hire looks like. You get a written spec before any outreach.
An early slate of real profiles. You react, we adjust, before we spend two weeks chasing the wrong person.
Multi-channel sourcing across LATAM, personalized outreach, structured interviews, written reports on each finalist.
A short list with the reasoning behind each name, then offer support, comp benchmarking, and a 90-day replacement.
Every search runs in our own client portal. Real-time pipeline, open 24/7, built on a system we made specifically for the way we work. Open the tab and see exactly where each candidate is. No mandatory status calls, unless you want them. And we work in whatever channel you already use: Slack, WhatsApp, or email. We adapt to how your team communicates, not the other way around.
We take a handful of searches at a time and give each one the attention a senior hire needs. Less volume, more judgment. The numbers follow from that.
95% of our placements never need a replacement.
Three times the industry average. We reach half as many people to make the same hire, so your brand stays out of a mass-outreach blast.
If one of the rare misses happens, we replace them.
Every person we contact is evaluated before we reach out. No spray and pray.
It all comes from one rule: we only start what we can close.
Go-to-market for tech companies in LATAM: growth, marketing, and sales. And the leaders who run them: GM, Country Manager, VP, and C-level. That's the focus. If your role doesn't fit, we'll tell you upfront.
It's the only way to place at this level. Every search gets the attention it needs, and we say no to the ones we can't do right. We'd rather close what we start.
You don't chase them. Everything lives in our portal, open 24/7, with the pipeline in real time. We built it on a system made specifically for the way we work. Open the tab and see where every candidate stands. No mandatory status calls, unless you want them.
Four stages: kickoff, calibration, source and interview, shortlist and offer. We align on the role, calibrate with real profiles before we go wide, then source, interview, and hand you a shortlist with the reasoning behind each person. Never a pile of CVs.
90-day replacement. 95% of our placements never need one, but if it happens, we replace them.
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.
Because focus is paid for with focus. The 30-day exclusivity is what lets us give your search the attention a senior role needs. We don't spread the same opening across five recruiters racing to be first.
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.
I've worked with Emanuel both as a colleague at Uber and as a client of Talental. He brings the highest standards of quality, commitment, and business sense to the Latin American market.
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.
I started at Uber in LATAM when we were 40 people working at a house in La Condesa. Over the next decade, after helping scale the region from 50 to over 4,000 people across 16 countries, and building talent operations at Rippling and Nelo, I started Talental.
Some of the people I hired back then are now founders, CEOs, and investors in companies you've heard of. That's where the pattern recognition comes from: I know what the right talent looks like at every stage, and what kind of talent actually works at each stage of growth.
Talental runs as a small team, and I stay close to every search. AI handles the volume, we handle the judgment.
Your roadmap moving again. The function in the hands of someone who's done it before. And you back to building the company, not screening for it.
Tell us about your hiring needs.
