Talento Index
The assessment for the people already on your team
20 minutes per person. The report shows what makes each person distinctive, where they stand against the reference population, and how much confidence each reading carries. Development, succession and team decisions, made on data.
The problem
You assess candidates with psychometrics. Your current team you still read by gut.
- × Promotions by intuition or seniority
- × Internal mobility is "who I know", not "who fits"
- × "High potential" declared without evidence
- × Teams built by availability, not complementarity
The solution
The same instrument you use on candidates, pointed inward.
- Banded positions with confidence levels, against the reference population
- A distinctive trait as the headline — not a label that boxes people in
- Four leadership lenses, each declaring its level of evidence
- The motivation to lead is asked, not inferred
- A team talent map, configurable by traits
What Talento Index measures
Four readings per person. Each one says where it comes from and how much confidence it carries.
Banded positions
Six dimensions of working personality. Each one is placed against the reference population, and the band shows how much confidence that reading carries. When the evidence is thin, the report shows it instead of hiding it.
Distinctive trait
The person picks the adjectives that describe them. The report's headline is the trait that sets them apart — not a personality type that boxes them in. A reading of where they stand out, written to start a conversation.
Example: Analytical · Direct · Methodical · Curious…
Leadership lenses
Leadership projection is read separately from the current role, through four lenses. Each one shows its backing — validation with real leaders from our own data, or dozens of published studies. And the motivation to lead is asked directly, because wanting it cannot be deduced from personality.
Emergent leadership
plus 73 studies (Judge et al., 2002)
Stability under pressure
validated scale · Salgado, 1997
Execution reliability
Barrick & Mount, 1991
Drive
Leong et al., 2022
Convergence
The report compares how people describe themselves with how the measurement came out. Where the two converge, there is self-awareness. Where they differ, there is a development conversation ready to happen — with the report on the table.
It measures fit and potential. It does not predict future performance.
We would rather tell you how much confidence each reading carries than sell you a crystal ball.
Three decisions that stop being blind
Your next search starts inside
A role opens. Before going to market, the report compares your current team against that profile. The criteria are the same you apply to external candidates. If the answer is inside, you skip the entire search — and the person already knows the house.
The three succession questions
Who projects toward leading?
On how much evidence?
And do they want to?
Succession on evidence, not favorites
The lenses answer who projects toward leading and on what level of evidence. Motivation answers whether they want to. Those are different questions and the report answers them separately. The succession list defends itself in the boardroom.
Complementary teams, not clones
The talent map shows the whole team by traits, configurable for whatever you are building. A new squad gets built by looking at what the group is missing — not just who happens to be available.
Talent map
Your team, plotted by the traits you choose
Two ways to use it
For your team
See where the potential sits in the people you already have, and make development, succession and team calls with the report in front of you.
For your clients
If you recruit or advise for others, offer it as part of your service. The report becomes your deliverable, with your judgment on top.
Included with the platform
Talento Index ships with every Talen.to plan
No additional cost
Included in your plan
One engine for candidates and for the people already inside. No extra modules, no hidden upgrades.
Talk about your teamStop guessing who is ready
Development, succession and teams with the report on the table. Tell us about your team and we will walk you through Talento Index using your own cases.
Candidates and employees. One engine. The full journey.