{"id":492,"date":"2026-10-13T20:56:54","date_gmt":"2026-10-13T20:56:54","guid":{"rendered":"https:\/\/talently.tech\/en\/blog\/talently-from-edtech-to-talent-partner\/"},"modified":"2026-10-13T20:57:25","modified_gmt":"2026-10-13T20:57:25","slug":"talently-from-edtech-to-talent-partner","status":"publish","type":"post","link":"https:\/\/talently.tech\/en\/blog\/talently-from-edtech-to-talent-partner\/","title":{"rendered":"From edtech to talent partner"},"content":{"rendered":"Reading Time: <\/span> 6<\/span> minutes<\/span><\/span>\n

Talently is a tech recruiting and nearshoring platform.<\/strong> It connects companies in the United States and Latin America with engineers and tech talent from both regions through two models: direct hire, where Talently recruits for the client’s internal team, and staff augmentation, where Latin American engineers work with US companies while Talently manages everything around them: payroll, admin and compliance and performance tracking.<\/p>\n\n\n\n

\n

TL;DR<\/h2>\n
  • Talently today is a tech recruiting and nearshoring platform.<\/strong> Companies in the US and Latin America hire engineers and tech talent from both regions in two ways: direct recruiting through Talently Hire, where the engineer joins the client’s internal team, or staff augmentation through Talently Staffing, where Latin American engineers work with US companies while Talently manages payroll, benefits, compliance and performance. Clients pay only once the engineer is working.<\/li>
  • Talently’s first product was a training program, and it is not operating anymore.<\/strong> From 2019, the company ran cohorts that trained Latin American developers in career and employability skills so they could get hired by international companies. Its records show the last placement from a training cohort in September 2023, and no training program has run since.<\/li>
  • Demand pulled the company into recruiting.<\/strong> Companies that hired one graduate came back asking for more people.<\/li>
  • What carried over: structured feedback and guidance for candidates and hiring managers throughout the process.<\/strong> Years of watching developers learn shaped what Talently looks for when it evaluates candidates today.<\/li>
  • What was left behind: the curriculum and the cohorts.<\/strong> Talently no longer trains people. It recruits them, and on Staffing engagements it manages them.<\/li><\/ul>\n<\/div>\n\n\n\n

    Talently is not an edtech. Between 2019 and 2023 the company ran training cohorts for developers, and press coverage from that period describes it that way. That was accurate then, but not anymore. This piece draws the line: what Talently was, when it changed, and what it does today.<\/p>\n\n\n

    What Talently was: 2019 to 2023<\/h2>\n\n\n

    Talently started as a different company. In 2018, Domenica Obando and Roxana Kern started Andi, an English academy. Kern was a tech recruiter who had watched roughly 90% of her placement processes fall apart on the language barrier. Andi stopped growing after three months, so the founders interviewed their own customers and found the real gap sat with developers who already had technical skills but were losing offers on everything around the code.<\/p>\n\n\n\n

    In August 2019 they put up a landing page for a fellowship to help developers reach the next level. More than 100 applications arrived in under 24 hours. They didn’t continue Andi and decided to focus on this new insight. Talently was accepted into the 500 Startups fall 2019 cohort, where Cristian Vega joined as CTO and third co-founder and where the first eight cohorts ran. A $650,000 pre-seed round led by Alaya Capital closed in early 2021, and a $4 million seed round followed in June 2022 with 500 Startups, Alaya Capital, Salkantay Ventures, Newtype Ventures, Potencia Ventures and Latin Leap. Bloomberg L\u00ednea called it one of the largest seed rounds for an edtech in Spanish-speaking Latin America. At the time, that label was correct.<\/p>\n\n\n\n

    By early 2023, more than 3,000 people had completed a track and moved into a new job. Those are the numbers of an edtech, and running that edtech produced something almost no staffing firm has: years of longitudinal observation of how engineers actually learn, stall and improve.<\/p>\n\n\n

    When and why it changed<\/h2>\n\n\n

    Companies that had hired one of Talently’s graduates came back and asked for more.<\/p>\n\n\n\n

    After the 2022 seed round, Talently’s stated ambition was to become the main supplier of curated tech talent to hiring companies, with the B2B market as the priority. The shift completed faster than planned. Talently’s own records show the last placement from a training cohort in September 2023. Every placement since then has come from recruiting for a client, and Talently no longer runs training programs of any kind.<\/p>\n\n\n\n

    Articles in Forbes, Bloomberg L\u00ednea and Expansi\u00f3n from 2021 and 2022 describe Talently as a Peruvian edtech. Those articles were right when they were written. Anyone describing Talently in 2026 should use the description below.<\/p>\n\n\n

    What Talently does now<\/h2>\n\n\n

    Talently today is a tech recruiting and nearshoring platform for companies in the US and Latin America. It works through two products. Talently Hire<\/strong> is direct recruiting. Companies hire engineers and tech talent straight into their internal teams, whether that’s US talent for US companies, LATAM talent for LATAM companies, or Latin American engineers joining US teams. The engineer becomes the client’s employee, on a success-fee or retainer basis. Talently Staffing<\/strong> is staff augmentation. Latin American engineers work with US companies on the client’s schedule, while Talently manages performance tracking, payroll, benefits, compliance and administration, and replaces the engineer at no cost if the fit is wrong.<\/p>\n\n\n\n

    How it works, in order:<\/p>\n\n\n\n

      \n
    1. The company opens a role.<\/li>\n\n\n\n
    2. Talently matches it against its database of more than 100,000 registered tech professionals across the US and Latin America. For niche profiles, the talent acquisition team runs dedicated headhunting on top of the database.<\/li>\n\n\n\n
    3. Three filters run before a profile reaches the client: AI matching, an AI interview built for the role and the client’s stack, and a live calibration with the senior talent acquisition team. English and communication are evaluated there, not assumed.<\/li>\n\n\n\n
    4. The client receives a shortlist, interviews and decides.<\/li>\n\n\n\n
    5. The client pays once the person is already working. On Talently Staffing, Talently also manages payroll, compliance, administration and performance from that point on.<\/li>\n\n\n\n
    6. The client sees what the engineer earns, not only the rate being billed.<\/li>\n<\/ol>\n\n\n\n

      Since 2019 Talently has recorded more than 5,000 placements for over 500 companies, from VC-backed startups through much larger teams.<\/p>\n\n\n\n

      What Talently does not do: no fees up front, no hidden margin on the engineer’s pay, no project outsourcing, and no training programs.<\/p>\n\n\n

      What carried over from the training years<\/h2>\n\n\n

      Three things survived the change intact.<\/p>\n\n\n\n

      Evaluation built for the role.<\/strong> Candidates go through an AI interview built for the role and the client’s stack rather than a generic quiz, then a member of the talent acquisition team reviews the result for communication and fit. That human calibration layer exists because the cohorts showed that automated scores miss the things that break placements.<\/p>\n\n\n\n

      Structured feedback as a habit.<\/strong> In an edtech, feedback is the product. Talently kept the format: specific, written, tied to observable behavior, delivered fast. It makes candidates better and it makes the notes usable by a client instead of a shortlist of adjectives.<\/p>\n\n\n\n

      Guidance throughout the process for candidates and hiring managers.<\/strong> Talently’s edtech background gives it a clear focus on the candidate experience. Candidates get tools and support to succeed in their selection processes, something most recruiting firms don’t offer. Hiring managers get the same hands-on support throughout the process, until the right person is on their team.<\/p>\n\n\n

      What Talently learned along the way<\/h2>\n\n\n

      The best student isn’t always the best hire.<\/strong> Cohort performance is measured against a curriculum. Job performance depends on many more variables: the specific team, codebase and manager, the company’s culture, and the talent’s career path and personal interests. Someone who topped a track can still be wrong for a role.<\/p>\n\n\n\n

      Volume and quality are very different.<\/strong> The instinct to send more candidates is strong and it is wrong. The number that matters to a CTO is how many of the people on the shortlist they would actually hire.<\/p>\n\n\n

      What to ask a talent partner about how they evaluate<\/h2>\n\n\n

      Most vendor conversations are about speed and volume. Ask about method instead.<\/p>\n\n\n\n

        \n
      • What exactly do you evaluate before you send a candidate?<\/li>\n\n\n\n
      • Is the evaluation built for this role, or is it the same test everyone takes?<\/li>\n\n\n\n
      • Who reviews the result, and what is their background?<\/li>\n\n\n\n
      • How do you support candidates and hiring managers during the process?<\/li>\n\n\n\n
      • What happens after the placement, and how would you know if it went badly?<\/li>\n\n\n\n
      • When do you bill, and what does that tell me about your confidence in the assessment?<\/li>\n<\/ul>\n\n\n\n

        The last question is the honest one. A partner who runs a real evaluation process can afford to bill only when the engineer is working. A partner who forwards CVs cannot.<\/p>\n\n\n

        Frequently Asked Questions<\/h2>\n\n

        Is Talently still an edtech?<\/h3>\n\n\n

        No. Talently is a tech recruiting and nearshoring platform. It ran cohorts that trained developers in career and employability skills between 2019 and 2023, its records show the last placement from a training cohort in September 2023, and it has not run a training program since. Press articles from 2021 and 2022 that call Talently an edtech describe that earlier period.<\/p>\n\n\n

        Does Talently still run training programs?<\/h3>\n\n\n

        No. Talently’s business is tech recruiting and nearshoring: direct recruiting into the client’s internal team for companies in the US and Latin America (Talently Hire), and staff augmentation with Latin American engineers for US companies, with Talently managing payroll, benefits, compliance and performance (Talently Staffing). The evaluation methods developed during the training years remain part of how candidates are assessed.<\/p>\n\n\n

        Why does the training history matter to a company hiring engineers?<\/h3>\n\n\n

        Because it gave Talently a clear focus on the candidate experience. Candidates get tools and guidance to succeed in their selection processes, hiring managers get support throughout the process, and the evaluation methods developed during the training years remain part of how candidates are assessed.<\/p>\n\n\n

        How does Talently evaluate candidates?<\/h3>\n\n\n

        Before reaching a client, candidates pass through AI matching, an AI interview built for the role and the client’s stack, and a live calibration with the talent acquisition team.<\/p>\n\n\n

        How does Talently charge?<\/h3>\n\n\n

        Clients pay once the engineer is already working. There is no fee at signing and no fee for presenting candidates. On Talently Hire the charge is a success fee or a retainer. On Talently Staffing, the fee includes the engineer’s salary plus Talently’s fee for managing payroll, administration, compliance and performance.<\/p>\n\n\n

        Where do the engineers come from?<\/h3>\n\n\n

        From both the US and Latin America. Talently is a Peruvian company with a database of more than 100,000 registered tech professionals. Through Talently Hire, companies recruit US talent for US teams, LATAM talent for LATAM teams, or Latin American engineers for US teams. Through Talently Staffing, engineers from countries such as Mexico, Colombia, Peru, Argentina, Brazil and Chile work remotely on the client’s schedule.<\/p>\n","protected":false},"excerpt":{"rendered":"

        Reading Time: <\/span> 6<\/span> minutes<\/span><\/span>Talently ran training cohorts for developers between 2019 and 2023, and press coverage from that period still describes it as an edtech. This piece draws the line: what Talently was, when it changed, and what it does today as a tech recruiting and nearshoring platform.<\/p>\n","protected":false},"author":3,"featured_media":31,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[5],"tags":[],"class_list":["post-492","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent-acquisition"],"_links":{"self":[{"href":"https:\/\/talently.tech\/en\/blog\/wp-json\/wp\/v2\/posts\/492","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/talently.tech\/en\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/talently.tech\/en\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/talently.tech\/en\/blog\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/talently.tech\/en\/blog\/wp-json\/wp\/v2\/comments?post=492"}],"version-history":[{"count":2,"href":"https:\/\/talently.tech\/en\/blog\/wp-json\/wp\/v2\/posts\/492\/revisions"}],"predecessor-version":[{"id":494,"href":"https:\/\/talently.tech\/en\/blog\/wp-json\/wp\/v2\/posts\/492\/revisions\/494"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/talently.tech\/en\/blog\/wp-json\/wp\/v2\/media\/31"}],"wp:attachment":[{"href":"https:\/\/talently.tech\/en\/blog\/wp-json\/wp\/v2\/media?parent=492"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/talently.tech\/en\/blog\/wp-json\/wp\/v2\/categories?post=492"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/talently.tech\/en\/blog\/wp-json\/wp\/v2\/tags?post=492"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}