By Verónica Martínez, Chief of People & Culture at Moove Cars
At the heart of Moove Cars, we understand that our true competitive advantage does not lie in our infrastructure, but in our people’s ability to reinvent themselves. The concept of a “job position” as we once knew it is fading away, giving rise to a far more dynamic and effective model: skills in motion. For us, talent is not a static snapshot, but a continuous flow of capabilities that adapt to every new challenge.
With this vision in mind, I had the opportunity to participate on May 23rd at the Factor Humano 2026 conference. During the roundtable discussion, “Skills-Based Rewards: organizations driven by employees’ capabilities,” I shared insights with leaders from major companies on how reward systems must stop focusing on the past and begin incentivizing teams’ future potential.
Learning Through Action: Beyond the Traditional Classroom
One of the reflections that sparked the greatest interest during the forum was our approach to professional development. At Moove Cars, we have moved beyond “static” training. We do not believe in endless catalogs of courses with no immediate application; we believe in project-based learning.
Our culture is intrinsically cross-functional. This means that training and compensation are not dictated by a rigid manual, but by participation in real initiatives that transform the business. It is through action, collaborating with teams from different areas, that our professionals discover and refine the skills that truly help them grow.
The “Talent Academy” as a Driver of Generational Renewal
If there is one thing that defines our commitment to talent, it is our medium-term vision. We are not searching for leaders for the next two decades; we are developing the people who will lead this company within the next three years. The results of our Young Talent Program confirm that we are on the right path:
- Exceptional commitment: 95% of the young professionals who join us decide that Moove Cars is where they want to build their future after completing their first year of intensive rotation across all company areas.
- Real impact: They are not support profiles; more than half of the participants from our first cohorts are already leading critical areas of the organization with major responsibilities.
This success stems from a recruitment process in which technical résumés are secondary to cultural fit. We seek people who are passionate about our industry and agile enough to create value from their second week with us.
Reskilling: The Bridge Toward New Frontiers
Finally, we addressed internal mobility not as an additional benefit, but as a strategic necessity. At Moove Cars, barriers between departments are highly permeable. Reskilling is the key that allows a talented professional in finance to bring a fresh perspective to technology or operations.
This flexibility enables us to offer a unique value proposition in today’s highly competitive talent market. By giving our people the opportunity to change roles and even countries, we not only retain top talent, but also create more versatile professionals prepared to lead through uncertainty in today’s market.
Conclusion: An Ecosystem of Opportunities
Participating in Factor Humano 2026 reaffirmed that talent management at Moove Cars is at the forefront of innovation. The future does not belong to those with the best degrees, but to organizations capable of identifying, developing, and rewarding the skills that move the world forward.
We continue transforming ourselves, convinced that the success of mobility depends, now more than ever, on the freedom and growth of our people.
