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.
The few who exist are not usually looking at job posts.
So when hiring starts, you get intros from your investors, hand the search to a generalist recruiter, or do the sourcing on LinkedIn yourself.
Here's the thing: none of that is a search.
One forwards names already circulating in their portfolio, the other posts the role and waits, and your own week goes into sourcing instead of running the company.
You end up with resumes that miss the bar and candidates nobody really screened.
That is a gamble, not a strategy.
I joined Uber when it was 40 people in Mexico, built the first teams for LATAM, and stayed through the post-IPO years with roughly 4,000 people in the region. Then I hired key leaders at Nelo and built Rippling's Mexico operations from scratch.
Hiring across all of those stages taught me what the right hire looks like at each one. I founded Talental to bring that to your search.
Our AI covers the ground. Our judgment brings you the few worth meeting.
Would you rather have pizza from a hotel buffet, or from L'Antica Pizzeria da Michele?
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.
The person who finds your first channel rarely scales it.
Being near the number is not the same as moving it.
The pipeline they built says more than the pitch they give.
Blasting the market can feel fast, but it isn't.
We read signal beyond job titles, so the people we approach are the ones who could genuinely fit.
By prioritizing quality, the speed takes care of itself.
Every finalist arrives with a written case: how their track record solves the problem we defined at kickoff, where the risks are, and what to probe next.
Don't take our word for it, see the data yourself.
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.
95% of our placements never need a replacement. On the rare miss, we replace the hire at no cost to you, within 90 days.
Leadership and go-to-market for tech in LATAM: growth, marketing, and sales. If we don't think we can close your role, we'll tell you upfront instead of forcing a search.
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.
Let's find the missing piece to your team.
