How much does talent management consulting cost?

The service starts at $7,499 USD for mid-sized companies. The final price depends on the number of people assessed and the scope of the succession plans.

What is the nine-box methodology?

It’s a matrix that crosses performance and potential to classify talent into nine quadrants, enabling objective promotion, development and succession decisions.

How long does the project take?

A full cycle of assessment, plan design and initial implementation takes 8 to 14 weeks, with quarterly follow-up afterward.

Does it apply to companies with frontline staff?

Yes. We adapt the assessment criteria to frontline and supervisory roles, not just corporate positions.

TeamUp · Talent Management

Strategic talent management — nine-box, succession and internal talent development

Identify your high-potential leaders, plan succession and develop internal talent before it leaves.

Request a free demo Ver cómo funciona

100 CVs

analizados en 4 min

con IA

80%

menos costo

por contratación

+500

background checks

realizados

1,000 hrs

ahorradas al mes

por equipo

María García

Supervisora de operaciones

En proceso

94AI Score

Deep Insights

Experiencia92%

Fit del puesto88%

Disponibilidad95%

Análisis IA

Perfil altamente compatible. Experiencia comprobada en operaciones y liderazgo de equipo.

Operación de líneaLiderazgo de turno

Usado por equipos de:

Verifigas·NEPANOA·Think Talent·Hanova·Ascendix·Ship&Box

Strategic talent management lets companies in Mexico identify their high-potential people and prepare them for critical roles before an urgent vacancy appears. With the nine-box methodology we assess performance and potential to make objective development and succession decisions, drawing on each person’s enriched work history.

Without a talent management plan, the departure of key people turns into a crisis. TeamUp designs succession and development plans that pair with reskilling and upskilling programs and a solid organizational design, reducing operational risk, improving retention and building a leadership pipeline ready to scale with the business.

Retos que resolvemos

You don't know who is critical talent or who has high potential

Subjective promotion decisions and loss of key talent

No succession plans for critical positions

Every leader departure becomes an operational crisis

Internal talent sees no growth path

The best leave for competitors who do offer development

How it works

1
Nine-box performance and potential assessment
We apply the nine-box methodology to place each team member on the talent matrix.
2
Identification of critical and high-potential talent
We flag critical roles and people by their impact on operations and the business.
3
Design of succession and development plans
We define successors and individual development plans with concrete actions.
4
Implementation and quarterly follow-up
We execute the plans and review progress each quarter with adjustments.
5
Executive talent-health report
We give leadership a dashboard with risks, progress and recommended decisions.

What you get with TeamUp

Nine-box assessment

We classify your team by performance and potential for objective talent decisions.

Critical talent identification

We detect the people whose departure would pose the greatest operational risk.

Succession plans

We prepare successors for key roles before the vacancy exists.

High-potential development

We design individual plans to accelerate the growth of your best talent.

Quarterly follow-up

We review progress each quarter and adjust the plans based on results.

Use cases

Risk of losing a key leader

We identify and develop a successor to minimize the impact of an unexpected departure.

Accelerated business growth

We build a leadership pipeline ready to open new plants, branches or units.

Unclear promotion decisions

We bring objectivity with nine-box to decide promotions based on data, not perception.

Reactive management vs. TeamUp

Without TeamUp

With TeamUp

Promotions by perception and seniority

Objective decisions with the nine-box methodology

Every leader departure is a crisis

Successors prepared before the vacancy exists

Key talent leaves for lack of a future

Individual development plans that retain high potential

No visibility of talent risk

Critical talent map and quarterly mitigation plan

Frequently asked questions

Ready to transform your recruiting?

Join the HR teams already hiring faster with TeamUp.

Request a free demo

Let's talk

Tell us about your operation and a specialist will get back to you within 24 business hours.

Or email us directly at hola@teamup.mx