ThinkTalent

ThinkTalent Think Talent provides HR Outsourcing, Training, and HR Consultancy in Malta. These are: Create; Develop; Achieve.

Think Talent Ltd is a Further and Higher Education Institution licensed by the Malta Further and Higher Education Authority (MFHEA) with Licence Number 2017/04. With over thirty years of local and international experience at the core of the HR sector, ThinkTalent, based in Malta, offers HR Outsourcing, Corporate Training, Corporate Consultancy, Coaching and Mentorship. The company is made up of se

asoned and experienced practitioners with a proven track record in the industry. ThinkTalent brings together diverse and multi-skilled specialists that combine practical experience, time tested initiatives and projects as well as the credentials to back its services. With the advantage of having led both local as well as international HR projects, we are optimally positioned to understand the explicit needs of many businesses at different levels. As our experience transcends diverse sectors as well as cultures, we can create tailor-made solutions aimed at our clients' specific needs. At its core, ThinkTalent harnesses cross-industry expertise built on involvement within the Hospitality, Manufacturing, Education, Tourism, Information Technology, Communications, Catering, Retail, I-Gaming, Shipping, Financial Services and the Public Sector. ThinkTalent’s corporate philosophy revolves around three inter-related features of our transformation and development proposal. We are deeply passionate about our work and confident that through our experience and service we will positively contribute towards your organisation’s success. Our own accomplishments are uniquely measured on return on investment. Fundamentally, we treat your business as our own, leaving no stone unturned to achieve the organisation’s vision and corporate goals. This obligation is intrinsically bound to our promise to take your business forward by maximising the potential of your most prized asset - your people. Together, we facilitate the understanding and internalization of your corporate values, mission and vision. Whilst ensuring that relevant performance gaps are addressed, we build confidence in your people. We also nurture an achieving mentality, empowering your employees to implement your organisation’s vision, positively impact your bottom line, and achieve excellence through people.

Your annual review is next week. You'll get a number between 1 and 5, some generic feedback, and a development plan nobo...
29/05/2026

Your annual review is next week. You'll get a number between 1 and 5, some generic feedback, and a development plan nobody will look at again until next December.

Most performance reviews are comprehensive in the worst way. They measure everything and develop nothing. Twenty competencies, forty questions, zero insight into what you should actually work on.

Real development starts with three questions: What energises you? What drains you? What would make the biggest difference to your impact in the next six months?

We run diagnostics that answer these questions first. Then we build development plans around the answers. Our MFHEA accredited leadership programme starts with clarity, not competency frameworks.

Because comprehensive means useful. Not exhaustive.

Part of The Remarkable Collective

Someone just posted a detailed guide on how to cheat through online exams and pass professional courses without learning...
28/05/2026

Someone just posted a detailed guide on how to cheat through online exams and pass professional courses without learning anything.

The post has 400+ upvotes. The comments are full of people sharing their own methods.

This is happening right now to the certifications your team is earning. The PMP badges. The Agile certificates. The leadership programmes you're paying €8k per person for.

We built our MFHEA accredited leadership programme around live peer feedback sessions and real workplace challenges specifically because you cannot fake your way through managing actual people. The cohort spots your gaps in week two. The coaching calls expose what you actually know versus what you think you know.

If your L&D strategy can be gamed by someone with decent WiFi and zero preparation, you are not developing talent. You are buying expensive hall passes.

Part of The Remarkable Collective

Just promoted someone to Finance Director who studied Philosophy.Three months ago they were our compliance analyst. Phil...
27/05/2026

Just promoted someone to Finance Director who studied Philosophy.

Three months ago they were our compliance analyst. Philosophy degree, zero finance background, never touched a P&L. But they could think through problems nobody else saw coming.

Meanwhile, we turned down two Finance MSc graduates for the same role. Perfect CVs, perfect grades, zero ability to explain why our cash flow forecast was wrong.

The obsession with finance degrees is missing the point. Finance directors spend most of their time translating numbers into decisions. That requires thinking, not formulas.

We run a 12 week programme for high potential non finance people moving into finance leadership. Month one covers financial literacy. Months two and three cover the thinking frameworks that actually matter when you're sitting across from the CEO explaining why the budget is broken.

Part of The Remarkable Collective

Your star salesperson used to dominate every meeting. Now they sit silent in leadership workshops.Most L&D assumes engag...
26/05/2026

Your star salesperson used to dominate every meeting. Now they sit silent in leadership workshops.

Most L&D assumes engagement equals ability. We design sessions for the people who speak first and loudest. The quiet ones get labelled "resistant to change" or "not leadership material".

But high performers go quiet for specific reasons. Impostor syndrome when they're suddenly learning instead of teaching. Perfectionism when they can't master something instantly. Fear of looking incompetent in front of peers they usually outshine.

Our MFHEA accredited leadership programmes build psychological safety first. Small cohorts. Anonymous reflection tools. Private coaching sessions before group work. We measure participation differently — depth over volume.

Silence is not disengagement. Sometimes it's your best people processing at their own speed.

Part of The Remarkable Collective

Your leadership team keeps buying training that doesn't stick. Sound familiar?A Malta fintech came to us last year with ...
25/05/2026

Your leadership team keeps buying training that doesn't stick. Sound familiar?

A Malta fintech came to us last year with exactly this problem. €18k spent on workshops, zero behaviour change, engagement scores flat for 18 months.

Their new head of people was frustrated. "We're ticking boxes, not building capability."

We scrapped their workshop calendar. Built a 12 week leadership cohort instead. Monthly 1:1 coaching. Peer learning sessions. Real problems, real solutions.

Six months later: engagement up 34%. Internal promotions doubled. They stopped hiring external managers.

The difference? We measured what changed, not what got delivered.

Our MFHEA accredited leadership programmes focus on behaviour change, not course completion. Because capability is what you do differently on Monday, not what you remember from Friday.

Part of The Remarkable Collective

You've been promoted to team lead. Congratulations. Now you're expected to manage budgets, understand P&L, make resource...
22/05/2026

You've been promoted to team lead. Congratulations. Now you're expected to manage budgets, understand P&L, make resource allocation decisions.

Problem: nobody taught you basic business fundamentals. You can code, design, analyse data. But cash flow? Margin calculations? Budget planning? You're winging it.

I watched a brilliant developer get promoted to engineering manager at a fintech here in Sliema. Three months later he was drowning because he couldn't read the departmental budget or explain why his team needed two additional hires in financial terms the board would understand.

Technical skills got you promoted. Business literacy keeps you there.

Our MFHEA accredited leadership programme starts with business fundamentals before moving to people management. Eight week cohort, monthly coaching, real world case studies from Malta's tech and gaming sectors.

Part of The Remarkable Collective

Watched a senior manager spend 20 minutes manually copying data between spreadsheets last week. Same manager complains a...
21/05/2026

Watched a senior manager spend 20 minutes manually copying data between spreadsheets last week. Same manager complains about efficiency.

This isn't about age or experience. It's about basic digital literacy. Most professionals can send emails and join Zoom calls. Beyond that, they're fumbling.

Excel formulas. PowerBI dashboards. AI prompts that actually work. Automation tools that save hours, not minutes.

We're running digital skills cohorts because watching smart people waste time on tasks a computer should handle is painful.

8 week programme. Real tools, real scenarios, real productivity gains. Not theoretical workshops about 'digital transformation'.

Because competence with technology isn't optional anymore. It's table stakes.

Part of The Remarkable Collective

Your best individual contributors keep failing as managers. Six months in, they're either burning out or thinking about ...
20/05/2026

Your best individual contributors keep failing as managers. Six months in, they're either burning out or thinking about leaving.

A Malta fintech had this exact problem. Promoted 8 people to team leads in 18 months. Lost 5 of them within the year. Exit interviews all said the same thing: "I had no idea what I was doing."

We built them a 12 week first time manager cohort. Monthly group sessions, weekly 1:1 coaching, plus a toolkit for difficult conversations and performance management. Real situations, not case studies.

18 months later: zero manager departures. Employee engagement scores up 23%. The CEO told us it was the best money they'd spent on people.

Most companies throw new managers in the deep end and wonder why they drown.

Part of The Remarkable Collective

Malta's financial services sector is hiring. But half the roles stay open for 6+ months because the skills don't exist l...
19/05/2026

Malta's financial services sector is hiring. But half the roles stay open for 6+ months because the skills don't exist locally.

Most companies respond by lowering the bar or hiring from abroad. Both strategies fail. You get underqualified locals or expensive expats who leave in 18 months.

The fix is building the skills you need before you need them. Target training that creates the exact capabilities your industry demands.

We've run cohorts for three iGaming operators this year. Twelve weeks of compliance fundamentals, risk management, and regulatory frameworks. MFHEA accredited. Eighteen participants. Sixteen now in permanent roles.

Skills gaps are not talent shortages. They are training failures.

Part of The Remarkable Collective

You get the offer. Dubai, Amsterdam, Singapore. Great salary, relocation package, the works.Then you land and realise no...
18/05/2026

You get the offer. Dubai, Amsterdam, Singapore. Great salary, relocation package, the works.

Then you land and realise nobody prepared you for leading a team across three time zones. Or managing direct reports who communicate completely differently. Or the fact that your old management style reads as rude in the new culture.

Most companies treat international moves like a logistics problem. Visa, flights, housing allowance, done. The human side gets a two hour cultural awareness session and a prayer.

Six months later, 40% of international hires are struggling. Twelve months later, they're booking flights home.

Our global leadership programme runs before the move, not after. Three months of cross cultural management, virtual team dynamics, and transition coaching. Because adapting to a new country is hard enough without also learning to lead for the first time.

Part of The Remarkable Collective

Address

Centris Business Gateway, Level 3, Triq Is-Salib Tal-Imriehel Zone 3, Central Business District
Birkirkara
CBD3020

Opening Hours

Monday 09:00 - 17:00
Tuesday 09:00 - 17:00
Wednesday 09:00 - 17:00
Thursday 09:00 - 17:00
Friday 09:00 - 17:00

Telephone

+35627030133

Website

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