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In Latin America, background screening isn’t just a business virtue—it’s a vital function shaped by regional complexity. Fragmented legal, employment, and identity records can turn hiring, onboarding, and vendor selection into high-stakes decisions made with limited visibility. Companies are always expected to move fast and hire smart, but the systems supporting them often lag behind. Many screening providers still rely on rigid, one-size-fits-all platforms and tools that struggle to keep up when speed, accuracy, or adaptability is critical. Today’s organizations don’t just need more data—they need intelligent infrastructure: customizable, tech-driven, and built to evolve with the region’s complexities. That’s where BlackTrust stands apart. The Mexican, tech-driven company has spent over a decade building a screening platform tailored to Latin America’s operational realities. With a modular system powered by AI, automation, and microservices, BlackTrust offers scalable, real-time solutions that adapt to each client’s needs, industry, and risk profile. “We see ourselves as a technology company that provides background screening—not the other way around—and that mindset shapes everything we do, from how we build platforms to how we support clients,” says María José Pérez Gómez, Chief Executive Officer at BlackTrust. From Data Gaps to Digital Defense Founded over a decade ago, BlackTrust has become one of Latin America’s most trusted background screening providers. But unlike traditional firms, the company doesn’t just collect data—it engineers resilience. Its platform is purpose-built for the complex, often inconsistent data landscape of the region. BlackTrust’s proprietary screening engine combines automation, machine learning, and AI to gather, match, and analyze data from hundreds of sources. The company’s internal tool, Revelation, cross-references vast datasets to detect patterns and flag risks in seconds. What would take a human analyst hours to compile is delivered in minutes—with precision and traceability.
Born from a strategic vision to reimagine incentive programs, Incent is transforming how organizations drive performance by making every reward smarter, more transparent and effortlessly scalable. Traditional incentive models were often difficult to justify from a tax perspective, hard to monitor across teams and expensive to implement, resulting in wasted budgets and limited impact. Incent addresses these limitations by turning recognition into a measurable, strategic advantage. Its fully digital platform centralizes the rewards process for both employees and customers in an API-integrated, audit-ready system that ensures ease of use, fiscal compliance and real-time reporting. Replacing disconnected tools and spreadsheet tracking, it delivers immediate, personalized rewards with complete transparency. “We’re not just making rewards digital, we’re making them measurable and accountable,” says Saul de la Vega, CEO. That mindset shows up in every part of the platform. HR and marketing teams can create targeted incentive campaigns in minutes, define clear budgets and approval workflows and monitor performance through built-in analytics. The result is faster execution with full financial and operational control. The recipient experience is equally well thought out. Rewards are delivered instantly via WhatsApp or email and users redeem them through a frictionless interface with curated, region-specific options. If any issue arises, whether it’s a missed link or a redemption delay, Incent’s multichannel support team resolves it quickly, ensuring a smooth experience for everyone involved. Enhancing that convenience further, Incent integrates directly with Amazon to offer recipients access to a trusted, globally recognized redemption ecosystem. Instead of being limited to restrictive vouchers or niche catalogs, users enjoy meaningful choice and rapid fulfillment. Setting Incent apart isn’t just user experience, it’s also the control and confidence it delivers to organizations. Built-in analytics track redemption rates, participation levels, reward preferences and time to redeem. These insights empower clients to adjust incentive budgets, reward formats and campaign timing in real time, maximizing motivational impact while enhancing overall efficiency.
Not long ago, talent management was primarily viewed as a support function—necessary but rarely influential. Performance evaluations and employee engagement surveys were treated as annual formalities, disconnected from broader business goals. The tides have changed since. HR responsibilities are moving beyond execution, embedding data at their core to influence business operations. Organizations are increasingly aligning employee performance with corporate outcomes, using analytics to uncover patterns, optimize decision-making and improve ROI. Openagora was created to serve this new reality. A comprehensive talent analytics management solution, it helps organizations achieve their strategic goals by combining process design, digitization, advanced analytics and AI. “Big platforms are focused on scaling, while we are passionate about analytical talent management, and that makes all the difference,” says Pablo Silva Boggiano, general manager. “Our goal is to shift the focus from simply executing HR responsibilities to measuring and maximizing the impact.” Openagora empowers organizations to efficiently manage various talent management processes, including recruitment, performance, talent review, succession, career development, compensation and organizational climate. Its approach is grounded in a five-stage framework: design, digitize, decide, impact and evolve. The company begins by helping clients build tailored processes that reflect their organizational reality. For example, if a client seeks to implement a 360-degree feedback process, numerous questions with no one-size-fits-all answer arise. Openagora closely collaborates with them to strategize and customize a feedback mechanism that perfectly aligns with their context and objectives. The next stage involves full digital implementation, where fidelity to the original design is maintained. AI and analytics tools are then layered on top to facilitate objective, optimized and ROI-driven decision-making. For instance, if performance scores vary widely between departments, the system can determine whether those differences are statistically meaningful or the result of inconsistent evaluations—insights that directly inform critical decisions like compensation, promotions, bonuses and succession planning. Openagora’s commitment to impact extends beyond implementation. It actively monitors and measures the results of each initiative, helping organizations understand which HR variables influence their strategic outcomes. This transforms HR from a reporting function into a performance engine.
Andrea Alonso, Human Resources Director, Beck Group Mexico
Francisco Farias, HR Cluster Director, AkzoNobel
Diego Marin, Human Resources Director, GEORGALOS
Fabian Mascaretti, Vice President of Employee Experience, Avianca Group
Stephanie Rizzuti, Vice President of Global Talent Management, Equifax
Screening and Background Latin America
Technology is rewriting the rules of HR in Latin America, moving the function from paperwork-driven routines to strategy-driven outcomes. Lengthy processes have given way to platforms that add speed and structure to the employee journey, allowing HR leaders to focus on business performance and workplace culture. Hiring is the first touchpoint between a company and its people, and screening and background check platforms strengthen this process. Records, references and work history can be confirmed without delay, which means candidates move forward with less friction and employers make decisions they can trust. For HR teams, it removes hours of administrative follow-ups and frees them to focus on welcoming new talent. Keeping employees engaged is one of the most challenging tasks for any organization, and recognition plays a defining role in this process. Employee reward management platforms make it easier by turning appreciation into something timely and personal. Rather than relying on annual awards or occasional bonuses, companies can highlight contributions as they happen. Recognition built into daily work has a bigger impact on morale and helps reduce turnover in competitive labor markets. Sustaining employee growth requires more than recognition programs, because people also expect chances to develop. Talent management platforms make this possible by bringing recruitment, learning and succession planning into a connected system. Managers can use these platforms to follow employee development closely and identify where extra training is needed. They also help spot early signs of leadership ability, enabling companies to build strong managers before roles open up. When people see that their growth is taken seriously, they are more likely to stay and contribute. In this edition of HR Tech Outlook Latin America, we explore the recent developments in screening and background check platforms, employee reward management platforms and talent management solutions that are strengthening workforce strategies. We hope this edition of the HR Tech Outlook Latin America helps you find the right partner for your business requirements.
