Talen.to 2025: Year in Review

A year ago, Talen.to was an idea and an MVP. Today, we’re part of the hiring process for over 500 companies in LATAM.

This is our Year in Review—the numbers, the learnings, and where we’re headed.

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The Numbers of 2025

Scale

Metric	January 2025	December 2025	Growth
Active companies	47	512	989%
Completed assessments	3,200	52,847	1,551%
Candidates assessed	2,800	48,000+	1,614%
Countries with presence	3	7	133%

Impact

Metric	2025 Total
Interview hours saved	84,000+
Hires with fit >80%	12,400+
Average turnover reduction	31%
Candidate NPS	72

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What We Learned

1. LATAM Is Ready for People Analytics

When we started, many told us “LATAM isn’t ready for this.” They were wrong.

Companies in the region know they have a turnover and misfit problem. They just needed the right tools.

2. Candidates Value Objectivity

We expected resistance from candidates to “being evaluated.” The reality was the opposite:

“For the first time I felt my application was evaluated objectively, not by whether the interviewer liked me.”

The candidate NPS (72) exceeds that of many traditional hiring processes.

3. Culture Fit ≠ Homogeneity

One of the myths we fight most. The data confirms: companies with the best cultural fit have more diversity of perspectives, not less.

Fit is in values. Diversity is in everything else.

4. Data Changes Conversations

When a hiring manager wants to “make an exception” for a candidate with low fit but high skill, having data changes the conversation from “your opinion vs my opinion” to “this is what the data predicts.”

Data doesn’t always win, but it always informs the decision better.

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Product Highlights

Q1: Role-Specific Profiles Launch

We stopped being “a generic assessment” and started offering specific profiles for 25+ roles. The impact on precision was immediate.

Q2: Team Composition Analytics

New feature to see how a candidate complements (or duplicates) the current team. One of the most requested features.

Q3: ATS Integration

Integrations with Greenhouse, Lever, and Workable. The assessment stopped being “an extra step” and integrated into the natural flow.

Q4: Culture Dashboard

Real-time view of the company’s cultural composition. Now we don’t just hire well—we can see evolution over time.

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Stories That Marked Us

NeoBank: From 38% to 20% Turnover

We already told this story, but it’s worth repeating: a fintech reduced turnover almost in half in 12 months.

The ROI they calculated: 60x.

StartupX: The Founder Who Changed His Mind

A founder contacted us skeptical: “This culture fit thing sounds like an excuse not to hire diverse.”

We asked him to assess his current team first. He discovered his team was very homogeneous in personality (all high-C, low-E), although diverse in backgrounds.

He changed his hiring strategy to look for complements. 6 months later, he reported “the most balanced team I’ve ever had.”

María: The Candidate Who Found Her Place

A candidate wrote to us:

“I had applied to 20+ companies. I always got to final interviews and didn’t get the job. I didn’t understand why.

I did Talen.to’s assessment and for the first time understood my profile. I looked for companies that valued those characteristics. First application: hired. I’ve been here 8 months and it’s the best job I’ve ever had.”

This is what “fit” means: not changing who you are, but finding where you belong.

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What’s Coming in 2026

Q1: Predictive Retention

Model that predicts retention probability before hiring. Early access in January.

Q2: Development Paths

Use assessment data to recommend post-hiring development. “This person has a gap in X, here are resources to develop it.”

Q3: Internal Mobility

The same framework we use for external hiring, applied to internal moves. “Who in your company could be a great fit for this new role?”

Q4: Public LATAM Benchmarks

We’re going to publish anonymized benchmarks from the region. We want any company to be able to compare themselves, whether they use Talen.to or not.

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Thank You

To the 512 companies that trusted us this year. To the 48,000+ candidates who completed assessments. To our team that built this from scratch. To the HR managers who took the risk of doing things differently.

2025 was the year we proved that science-based culture fit works in LATAM.

2026 will be the year we scale it.

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Want to Be Part of 2026?

Create your free account and join the companies transforming how LATAM hires.

See you next year.

— Carlos, and the entire Talen.to team