Leadership, Growth, Marketing, and Sales, placed across LATAM.
LATAM runs on ten times less venture capital than the US. Which means the pool of talent that has built at world-class scale is exceptionally small.
So when a critical role opens, you try to handle it yourself or pass it to generalist recruiters.
Before you know it, your inbox is flooded with irrelevant resumes and half-screened candidates.
You realize you're dealing with bounty hunters, not consultants.
Suddenly, hiring feels less like strategy and more like a gamble.
My career didn't happen from the sidelines. I built the first teams for Uber LATAM, led talent at Nelo, and built Rippling's operations in Mexico from scratch, learning how to spot the exact right hire for the specific phase your company is in today.
I founded Talental to bring that judgment to your search. We stay small on purpose, AI handles the noise, and we don't stop until your most critical seat is filled.
Would you rather have pizza from a hotel buffet, or from Pizzeria Da Michele in Napoli?
Hiring is no different: depth in a single vertical beats a thin layer across all of them.
For twelve years we've stayed in our lane, which means we know it deeply, and the person you need can be a warm introduction away.
A leader doesn't fill a seat, they shape the org. 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.
Blasting the market can feel fast, but it isn't. By reading signal over job titles, we spend our time only on the few people who could genuinely fit. Every interview is aimed at a real candidate, so no time is wasted and the right hire lands sooner.
Here's what that looks like, step by step.
We start with the business problem you're solving, not the profile you assume solves it.
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 insurance 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.
Don't take our word for it, see the data yourself.
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 · Customer ExperienceFour Customer Experience roles, needed fast. We reverse-engineered the timeline and ran a sourcing sprint, cutting time to hire by 67%.
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 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
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.
90-day replacement insurance. 95% of our placements never need one, but if it happens, we replace them at no cost to you.
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.
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. A retained search is what lets us commit fully and work yours properly, instead of racing four other agencies to be first with whoever's available.
You can't afford to lose time, money, and momentum on the wrong candidates. The right leader isn't just a hire, they're a multiplier for your business.
Let's find the missing piece to your team.
