State of Culture Fit in LATAM: 2025 Report
Data analysis from 50,000+ assessments in LATAM. Trends, benchmarks, and predictions for the region.
Talen.to Team
Research Team
Welcome to the first State of Culture Fit in LATAM—a data analysis from more than 50,000 assessments conducted in the region during 2024-2025.
This isn’t a report of opinions. It’s data.
Methodology
Data Sources
- Assessments: 52,847 completed evaluations
- Companies: 512 organizations
- Countries: Argentina, Mexico, Colombia, Chile, Brazil, Peru, Uruguay
- Industries: Tech (45%), Fintech (18%), E-commerce (12%), Services (25%)
- Period: January 2024 - August 2025
Tracked Metrics
- OCEAN scores (6 dimensions) by role and country
- Performance correlations
- Turnover rates
- Time to hire
- Culture fit tool adoption
Finding #1: LATAM Has a Distinctive Profile
LATAM vs Global Comparison
| Dimension | LATAM | USA | Europe | Difference |
|---|---|---|---|---|
| Openness | 71 | 68 | 65 | +4.3% |
| Conscientiousness | 69 | 74 | 76 | -7.5% |
| Extraversion | 73 | 65 | 62 | +12.3% |
| Agreeableness | 76 | 68 | 70 | +9.5% |
| Emotional Stability | 64 | 70 | 72 | -9.5% |
| Relational Engagement | 75 | 68 | 65 | +10.3% |
Interpretation
Key Insight
LATAM is more extroverted and agreeable, which makes sense culturally. Latin cultures value interpersonal connection and social harmony.
LATAM has lower Conscientiousness and Emotional Stability on average, but higher Relational Engagement. This isn’t “worse”—but it means ideal profiles must be adjusted. A C=70 score in LATAM is equivalent to C=76 in Europe in terms of rarity.
Practical Implication
Don’t copy profiles from American/European companies. Adjust ranges to the local distribution.
Finding #2: The Adaptability Gap
The Key Data
34% of LATAM professionals have Adaptability (IA-Readiness) scores below 60.
In tech specifically, it’s 21%—better, but still significant.
Why It Matters
Impact in the AI Era
In the AI era, adaptability <60 correlates with:
- 2.3x more likely to resist new tools
- 1.8x higher turnover in 18 months
- 40% lower year-over-year skill growth
By Country
| Country | Average Adaptability | % <60 |
|---|---|---|
| Chile | 72 | 24% |
| Uruguay | 71 | 26% |
| Argentina | 68 | 31% |
| Mexico | 67 | 33% |
| Colombia | 66 | 35% |
| Brazil | 65 | 38% |
| Peru | 64 | 41% |
Opportunity
There’s an IA-Ready talent gap in LATAM. Companies that close it first (via hiring or development) will have an advantage.
Finding #3: Turnover from Cultural Misfit
The Cost
We analyzed 8,000+ employees with 12-month turnover data:
| Culture Fit Score | 12m Turnover |
|---|---|
| 90-100% | 8% |
| 80-89% | 14% |
| 70-79% | 23% |
| 60-69% | 38% |
| <60% | 57% |
Critical Data
Employees with fit <60% are 7x more likely to leave than those with 90+ fit.
The Calculation
If you hire 100 people/year with average fit of 65%:
- Would expect ~35 departures in 12 months
- vs ~12 departures if average fit were 85%
- Difference: 23 fewer replacements × $40k = $920,000 USD saved
Finding #4: The “Ideal Profile” Varies by Country
Software Engineer (Example)
| Dimension | Arg | Mex | Col | Chi | Bra |
|---|---|---|---|---|---|
| O optimal | 74-85 | 70-82 | 72-84 | 75-86 | 68-80 |
| C optimal | 75-86 | 74-85 | 72-84 | 78-88 | 70-82 |
| E optimal | 52-68 | 55-72 | 58-74 | 50-66 | 60-76 |
| A optimal | 62-76 | 65-78 | 68-82 | 60-74 | 70-84 |
| EE optimal | 68-82 | 65-80 | 62-78 | 70-84 | 58-74 |
| ER optimal | 72-85 | 70-82 | 75-88 | 68-80 | 78-90 |
Implication
A candidate with E=55 is average in Argentina, but low in Brazil. Contextualize scores according to the local pool.
Finding #5: Tech Leads in Culture Fit Maturity
Assessment Adoption by Industry
| Industry | % using assessments | Year-over-year |
|---|---|---|
| Tech | 67% | +23% |
| Fintech | 58% | +31% |
| E-commerce | 42% | +18% |
| Services | 28% | +12% |
| Manufacturing | 15% | +5% |
Process Quality
Tech companies also have more mature processes:
- 78% have defined profiles by role
- 65% use data to iterate
- 52% track performance correlation
2026 Predictions
1. Tool Consolidation
The HR Tech market in LATAM is fragmented. We expect 2-3 dominant players by 2026.
2. AI Hiring Regulation
Brazil and Mexico are already discussing AI regulation in employment decisions. This will accelerate the need for auditable and explainable assessments.
3. War for Adaptability
Companies will stop competing for “technical talent” (commodity) and start competing for “adaptable talent” (scarce).
4. Culture Analytics as Standard
From “nice to have” to “must have.” Companies without culture data will be like those without financial data in the 2000s.
Recommendations by Maturity
Implementation Guide
If You’re Just Starting
- Implement a basic OCEAN + Values assessment
- Define 3-5 profiles for your most critical roles
- Track turnover by fit score
If You Already Have Assessment
- Correlate with real performance (not just turnover)
- Adjust profiles based on local data
- Expand to more roles
If You’re Advanced
- Implement team composition analytics
- Use data for development, not just hiring
- Track cultural evolution over time
State of Culture Fit LATAM 2025 - Complete Report
Complete 47-page report with detailed breakdowns by country, industry, company size, ideal profiles for 25 roles, complete methodology, and anonymized raw data.
- Breakdowns by country, industry, and company size
- Ideal profiles for 25 roles
- Detailed methodology
- Raw data (anonymized) for your own analysis
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Talen.to Team
Research Team
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