Liquid Talent Strategies Rise Amid Market, Tech Changes

Businesses across Latin America are increasingly adopting liquid talent models to address rapidly evolving markets, technological disruption, and changing employee expectations. This shift reflects a strategic move toward workforce flexibility that prioritizes adaptability and collaboration over fixed roles.

“Organizations are now prioritizing individuals who can develop talent, not just leaders but people at all levels,” said Estrella Vázquez, CEO, Time2Grow, for MBN.  According to Vázquez, liquid talent emphasizes adaptability, self-directed learning, and systemic thinking rather than solely technical skills. This approach is gaining momentum in hybrid and remote work environments where autonomy and resilience are key.

The move toward liquid talent arises from the challenges posed by volatile, uncertain, complex, and ambiguous (VUCA) environments, explains Adecco Institute. Traditional career paths and fixed skill sets no longer meet business demands. Instead, companies seek employees who demonstrate versatility and adaptability. Such workers, often described as having “T-shaped” profiles, combine deep expertise in one area with broad knowledge across others. This enables them to switch tasks efficiently, enhancing productivity and organizational responsiveness.

The adoption of liquid talent strategies also coincides with broader organizational changes, claims EY. Rigid hierarchies give way to horizontal structures, cross-functional teams, internal hackathons, and mentoring initiatives designed to promote collaboration and mobility. This cultural shift supports talent development and increases workforce agility.

Ignacio Basso, CEO and Co-Founder, Seeds, highlighted for MBN the growing demand for flexible, validated talent. Basso noted that sectors requiring flexibility and specialized skills, such as data engineering and project management, lead adoption of on-demand talent. “Leading companies are creating mixed teams that combine internal staff with highly qualified external talent to remain scalable and innovative,” he explained. Seeds’ rapid growth in Mexico and Chile underscores the region’s expanding market for flexible hiring.

Loyalty is being redefined as well, moving away from tenure and job titles toward shared values and purpose. “The traditional concept of employee loyalty has changed,” Vázquez said. “It is about impact, social responsibility, and being part of something that matters.” Companies that foster meaningful connections are more likely to retain skilled workers and maintain client relationships, reducing the costs associated with turnover and recruitment.

The shift toward liquid talent also presents challenges. Greater workforce fluidity can weaken long-term commitment and foster individualism. To mitigate these risks, organizations are encouraged to transform into “talent schools” by investing in ongoing training aligned with strategic objectives. Focusing on agility, creativity, emotional intelligence, and personalized development helps sustain employee engagement and build stronger teams.

This approach resonates with sociologist Zygmunt Bauman’s theory of “liquid modernity,” which emphasizes the necessity of continuous talent development in an environment defined by constant change. Companies that regard talent as a dynamic flow rather than a fixed asset are better equipped to adapt, innovate, and compete amid uncertainty.

Reflecting this trend, Mexico has recorded the highest growth in Generative AI course enrollments in Latin America, with a 356% year-over-year increase, according to Coursera’s 2025 Global Skills Report, as reported by MBN. Christian Hernandez, Coursera’s Latin America Director, noted that this surge signals a proactive response to shifting labor market demands: “People are not just aware of the future of work, they are preparing for it.”