A team of David(s) to defeat Goliath.

Discover how TUIO is reshaping insurance with a team of adaptable problem-solvers chosen for their passion.

Category
Headquarters
Date
April 4, 2025

We talked about talent with Josemaría Lucas, CEO and co-founder of Tuio, Tuio is the insutech that is challenging large companies in a traditional sector, such as insurance, with its digital offers.

With a clear vision of transparency and customer empowerment, Tuio has designed an insurance model that puts the user front and center of every interaction, managing everything from one intuitive app. Behind this “David” who challenges large corporations is Josémaría Lucas, CEO of the company, with whom we have had the opportunity to chat for a while.

Tuio aims to end 2024 with more than 65,000 policies contracted, and open up to new lines of business such as pet or motor insurance. To do this, it has a team of 35 people. But how have they achieved all this with just that team? Josemaría tells us a little more about the keys to managing human capital to get to where they are.

 

THE CHALLENGE OF FINDING ADVENTURE PROFILES

The challenge when recruiting talent for startups is significant, especially at the beginning. These companies, newly introduced to the market, cannot simply look for specialized talent in the same places as large corporations; They are not likely to stand out or be easily found by potential candidates. 

In this sense, Josemaría maintains that “The problem is not scarcity but knowing how to reach the right talent. In the initial phases, it is crucial to have generalist profiles capable of handling a variety of tasks, from marketing and social media management to administrative tasks such as renting offices. The ideal is to find people with a flexible and exploratory mentality, willing to face any challenge that arises.”

‍

“We are looking for adventurous profiles who want to leave behind the comfort of a large company in exchange for a project. "To David who wants to fight Goliath"

‍

In the case of Tuio, which has already gone through the seed phase and is in an expansion phase, Josémaría adds that “As the company grows, you need to hire people who are more specialized in the departments that are being created. In any case, there is no need to go into hyper-specialization either, I think the most important thing in the end is people with a lot of desire, a lot of execution capacity and a lot of flexibility.” 

Startups, competing in a unique market, require individuals with a different mindset: people who are attracted to adventures that could be described as risky and demanding, similar to a "dangerous journey" full of significant challenges and rewards.

Josemaría identifies the search for these profiles as the biggest challenge that has arisen for Tuio when it comes to acquiring new candidates.

“The difficulty is finding profiles that have the capacity to adapt, high performance in various areas and who have a great desire to work.”

In this context, a startup not only looks for talent, but also personalities who are excited by challenges, individuals willing to immerse themselves from day one and fully commit to solving problems, facing them, or turning them into opportunities. 

“This type of profile, which prefers the excitement and challenge of a startup to the more stable and predictable structures of corporations, is essential. The challenge does not lie in the shortage of talent, but in making the project known and attractive to enough people who fit this exceptional profile”Josemaría reiterates.

And adds that“Life in a startup is very hard. That is why we need to find the "outlier", the one who is looking for something different and is willing to accept the risks and intensity that entails. The positive thing is that if a startup like Tuio manages to reach these individuals, it becomes a much more attractive option than conventional options.”.

 

THE SKILLS YOU LOOK FOR IN TUIO

Being clear about the motivation that someone willing to work in a start-up like Tuio must have, the skills they can look for in their candidates are also quite precise. 

‍

“To function in a start-up you must be an executor, it is not enough to just propose solutions”

‍

In the early phases of a startup like Tuio, they are looking for people who can scale operations and multitask efficiently. You need staff who not only understand what to do, but can also execute it effectively. 

In addition to technical and management aptitude, soft skills are essential. The ability to learn quickly, for example, is more valued than specialized knowledge. This is because startups live in a very dynamic context to which they have to continually adapt. In this sense, companies must provide the necessary tools to facilitate this continuous learning.

 

Founders of TUIO

‍

A POOL OF TALENT ALWAYS AVAILABLE

Josemaría Lucas, focused on the company's recruitment strategy, uses a personalized networking approach to identify and attract exceptional talent that matches his aspirations. This method, designed for a startup like Tuio, is based on trust and previous relationships.

"Because we're small, we can do things that wouldn't fit in a bigger place," explains Josemaría.

In this context, he admits that he prefers to work with professionals with whom he already has experience and recommends that staff also suggest valuable contacts.

"Personally, what I do with people I consider great talents is to invite them to lunch and ask them for the contact of the two best people they know, regardless of their profile. Then I meet with these new contacts and tell them about TUIO, our story and they don't have to be looking for a change at the time, but these conversations always generate important connections.

Over time, these contacts can lead me to other people, creating future opportunities that would not have otherwise arisen. Networking through direct referrals always works. It allows us to have weekly conversations with top performers who, although they might never have applied for an offer from us on their own, are now considering joining us thanks to this personalized approach."

‍

To finish these “processes”, Tuio takes an interactive and practical approach to evaluate potential candidates, inviting them to work in the office for a week. This strategy allows both the company and the candidate to obtain a deeper mutual understanding, facilitating a realistic evaluation of the fit between the candidate's expectations and the company's dynamics. 

 

THE CHALLENGES OF NEW WORK MODELS 

Speaking about the future of the labor market, Josemaría mentions new work models.

“We are witnessing a change towards a new paradigm in the world of work: remote work. This transition means that many companies that traditionally hired locally are now offering greater flexibility, allowing people to work from different locations. The next step is the global expansion of the hiring process, where companies must not only adapt to seeking talent internationally, but candidates must also be open to applying for opportunities around the world.”

‍

“Now flexibility is offered to the local worker, the next step for companies is to expand borders to global talent”

‍

This global approach introduces a significant increase in multiculturalism in the workplace. Now, teams spread across multiple time zones and cultures collaborate using tools like Slack, which presents unique communication and coordination challenges.

It is a reality that diversity enriches the work environment, but it also requires adaptations in the way of collaborating and communicating, associated with this cultural difference.

The speed with which both the market and technology evolve is such that the skills learned can quickly become obsolete. Therefore, continuous training is key to adapting to new environments.

On this, Josemaría, is very clear: “Previously, what was learned in a professional career could last up to 30 years; Now, that knowledge may need updating in as little as five years. This underlines the importance of continuous training and professional development to keep the workforce up to date with new technologies and working methods."

Companies must invest in tools and training that ensure their employees do not become outdated. This is not only essential for the competitiveness of the company, but also for the satisfaction and professional development of its workers.

After exploring Tuio's vision and strategies in a fast-moving world of work, it is clear that the company stands out for its innovative approach and adaptability.

The commitment to a firm commitment to the continuous development of its employees, as well as advanced technology, demonstrates that Tuio is not only prepared to face the challenges of the future, but is also ready to lead in the transformation of the insurance sector.

To be the David who defeats Goliath.

‍

A team of David(s) to defeat Goliath.

Publication date:
April 5, 2025

We talked about talent with Josemaría Lucas, CEO and co-founder of Tuio, Tuio is the insutech that is challenging large companies in a traditional sector, such as insurance, with its digital offers.

With a clear vision of transparency and customer empowerment, Tuio has designed an insurance model that puts the user front and center of every interaction, managing everything from one intuitive app. Behind this “David” who challenges large corporations is Josémaría Lucas, CEO of the company, with whom we have had the opportunity to chat for a while.

Tuio aims to end 2024 with more than 65,000 policies contracted, and open up to new lines of business such as pet or motor insurance. To do this, it has a team of 35 people. But how have they achieved all this with just that team? Josemaría tells us a little more about the keys to managing human capital to get to where they are.

 

THE CHALLENGE OF FINDING ADVENTURE PROFILES

The challenge when recruiting talent for startups is significant, especially at the beginning. These companies, newly introduced to the market, cannot simply look for specialized talent in the same places as large corporations; They are not likely to stand out or be easily found by potential candidates. 

In this sense, Josemaría maintains that “The problem is not scarcity but knowing how to reach the right talent. In the initial phases, it is crucial to have generalist profiles capable of handling a variety of tasks, from marketing and social media management to administrative tasks such as renting offices. The ideal is to find people with a flexible and exploratory mentality, willing to face any challenge that arises.”

‍

“We are looking for adventurous profiles who want to leave behind the comfort of a large company in exchange for a project. "To David who wants to fight Goliath"

‍

In the case of Tuio, which has already gone through the seed phase and is in an expansion phase, Josémaría adds that “As the company grows, you need to hire people who are more specialized in the departments that are being created. In any case, there is no need to go into hyper-specialization either, I think the most important thing in the end is people with a lot of desire, a lot of execution capacity and a lot of flexibility.” 

Startups, competing in a unique market, require individuals with a different mindset: people who are attracted to adventures that could be described as risky and demanding, similar to a "dangerous journey" full of significant challenges and rewards.

Josemaría identifies the search for these profiles as the biggest challenge that has arisen for Tuio when it comes to acquiring new candidates.

“The difficulty is finding profiles that have the capacity to adapt, high performance in various areas and who have a great desire to work.”

In this context, a startup not only looks for talent, but also personalities who are excited by challenges, individuals willing to immerse themselves from day one and fully commit to solving problems, facing them, or turning them into opportunities. 

“This type of profile, which prefers the excitement and challenge of a startup to the more stable and predictable structures of corporations, is essential. The challenge does not lie in the shortage of talent, but in making the project known and attractive to enough people who fit this exceptional profile”Josemaría reiterates.

And adds that“Life in a startup is very hard. That is why we need to find the "outlier", the one who is looking for something different and is willing to accept the risks and intensity that entails. The positive thing is that if a startup like Tuio manages to reach these individuals, it becomes a much more attractive option than conventional options.”.

 

THE SKILLS YOU LOOK FOR IN TUIO

Being clear about the motivation that someone willing to work in a start-up like Tuio must have, the skills they can look for in their candidates are also quite precise. 

‍

“To function in a start-up you must be an executor, it is not enough to just propose solutions”

‍

In the early phases of a startup like Tuio, they are looking for people who can scale operations and multitask efficiently. You need staff who not only understand what to do, but can also execute it effectively. 

In addition to technical and management aptitude, soft skills are essential. The ability to learn quickly, for example, is more valued than specialized knowledge. This is because startups live in a very dynamic context to which they have to continually adapt. In this sense, companies must provide the necessary tools to facilitate this continuous learning.

 

Founders of TUIO

‍

A POOL OF TALENT ALWAYS AVAILABLE

Josemaría Lucas, focused on the company's recruitment strategy, uses a personalized networking approach to identify and attract exceptional talent that matches his aspirations. This method, designed for a startup like Tuio, is based on trust and previous relationships.

"Because we're small, we can do things that wouldn't fit in a bigger place," explains Josemaría.

In this context, he admits that he prefers to work with professionals with whom he already has experience and recommends that staff also suggest valuable contacts.

"Personally, what I do with people I consider great talents is to invite them to lunch and ask them for the contact of the two best people they know, regardless of their profile. Then I meet with these new contacts and tell them about TUIO, our story and they don't have to be looking for a change at the time, but these conversations always generate important connections.

Over time, these contacts can lead me to other people, creating future opportunities that would not have otherwise arisen. Networking through direct referrals always works. It allows us to have weekly conversations with top performers who, although they might never have applied for an offer from us on their own, are now considering joining us thanks to this personalized approach."

‍

To finish these “processes”, Tuio takes an interactive and practical approach to evaluate potential candidates, inviting them to work in the office for a week. This strategy allows both the company and the candidate to obtain a deeper mutual understanding, facilitating a realistic evaluation of the fit between the candidate's expectations and the company's dynamics. 

 

THE CHALLENGES OF NEW WORK MODELS 

Speaking about the future of the labor market, Josemaría mentions new work models.

“We are witnessing a change towards a new paradigm in the world of work: remote work. This transition means that many companies that traditionally hired locally are now offering greater flexibility, allowing people to work from different locations. The next step is the global expansion of the hiring process, where companies must not only adapt to seeking talent internationally, but candidates must also be open to applying for opportunities around the world.”

‍

“Now flexibility is offered to the local worker, the next step for companies is to expand borders to global talent”

‍

This global approach introduces a significant increase in multiculturalism in the workplace. Now, teams spread across multiple time zones and cultures collaborate using tools like Slack, which presents unique communication and coordination challenges.

It is a reality that diversity enriches the work environment, but it also requires adaptations in the way of collaborating and communicating, associated with this cultural difference.

The speed with which both the market and technology evolve is such that the skills learned can quickly become obsolete. Therefore, continuous training is key to adapting to new environments.

On this, Josemaría, is very clear: “Previously, what was learned in a professional career could last up to 30 years; Now, that knowledge may need updating in as little as five years. This underlines the importance of continuous training and professional development to keep the workforce up to date with new technologies and working methods."

Companies must invest in tools and training that ensure their employees do not become outdated. This is not only essential for the competitiveness of the company, but also for the satisfaction and professional development of its workers.

After exploring Tuio's vision and strategies in a fast-moving world of work, it is clear that the company stands out for its innovative approach and adaptability.

The commitment to a firm commitment to the continuous development of its employees, as well as advanced technology, demonstrates that Tuio is not only prepared to face the challenges of the future, but is also ready to lead in the transformation of the insurance sector.

To be the David who defeats Goliath.

‍