Talent infrastructure
The supply side of remote hiring is broken. We own it.
Talma turns Spanish-speaking professionals into globally hireable talent, then places them with companies hiring remotely. Unlike every other talent marketplace, our candidates pay to enter the funnel — so supply acquisition funds itself.
500+ professionals trained · Placed across US, UK, Canada & Germany · Founded by an O-1A visa holder
The insight: talent marketplaces die on candidate acquisition cost. Ours is negative — we're paid to source, qualify and train our own supply before a single company sees a shortlist.
on the platform
alumni placed in
within 90 days
trailing 12 months
Why now
A wage gap this wide doesn't stay unarbitraged.
Remote hiring made geography optional, but not legible. A US company can now legally employ a senior operator in Madrid or Bogotá — they just can't find, verify or onboard one at scale.
Meanwhile 400M+ Spanish speakers are priced against local markets, not global ones. The talent is there. The translation layer isn't.
Both sides win on the same transaction. The company cuts cost; the professional multiplies income 2–3×. That spread is the business.
The stack
Four layers between a local CV and a signed international contract.
Every candidate moves through the same pipeline. Each stage produces structured data on the next — which is what makes matching a query instead of a phone call.
Assess
Intake scores each professional on function, seniority, English level and target market — establishing which roles they're placeable for today versus after training.
Train
An eight-week readiness program rebuilds positioning for international hiring standards: profile, portfolio, interview performance and compensation negotiation. This is the layer candidates pay for.
Certify
Graduates are interview-tested and salary-benchmarked before entering the placement pool, so companies receive candidates already calibrated to their market — not raw applications.
Match
Open roles are matched against the certified pool and delivered as a shortlist. Companies interview a handful, not a hundred.
Two sides, one pool
One network. Two customers. Both of them pay.
Most marketplaces subsidize one side to grow the other. We monetize both — which is why the model compounds instead of burning.
Talma Academy
The readiness platform that takes a locally-employed professional to internationally hireable in eight weeks.
- Structured curriculum across 7 modules
- AI tooling for profile & application prep
- Private community of 500+ operators
- Live strategy sessions and expert calls
- Placement pool access on completion
Self-serve · €350 · 12-month access
Talma Talent
Vetted, contract-ready Spanish-speaking professionals sourced from a pool we trained ourselves.
- Shortlists from a pre-certified pool
- Senior operators at 40–60% of US cost
- Screened for English and remote readiness
- International contractor setup handled
- Replacement guarantee on placements
Placement fee · per hire
Team
Built by someone who ran the arbitrage on herself first.
Carola Gómez
Went from a €1,100/month office job in Spain to working remotely for companies in France, the UK and the US. Built the method on herself, then productized it — 500+ professionals have since paid to run the same playbook.
- O-1A extraordinary ability visa, granted by the US government
- Relocated to the US to build the demand side of the network
- 74K+ audience across Instagram and TikTok — owned distribution, zero paid CAC
- Placements already closed with US and EU companies
The hardest part of this business isn't software — it's trust on both sides of a border. Talma has it because the founder is the proof, the audience is owned, and the first 500 candidates arrived without a dollar of paid acquisition.
Get started
Hiring remotely, or ready to be hired?
Companies get a shortlist from a pool we trained. Professionals get the playbook that put 500 others in international roles.