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Behavioral science · Data · AI

What drives your organization can't be seen. We make it visible.

We combine psychology, data analysis and an AI that understands people to uncover your teams' hidden potential: clearer decisions, talent that stays, risks you see coming.

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Technology already makes almost everything easier. But making sense, connecting and deciding is still a human job. The challenges that truly hold an organization back aren't technological: they're human. And they're almost never in plain sight.

That's where we come in

They trust us

Banco de EspañaSonyAllianzIE UniversityAENACorreosIndraBaxterThe Venture CityEADSGrupo VIPSUFVUniversidad Autónoma de MadridCEU San PabloKiabiSESCAM

01 · The method

Empathy built on real data.

Truly understanding people takes a deeper look. Ours combines applied science, analytical rigor and technology. It always works the same way:

STEP 01

We measure

Validated, fast behavioral assessments: minutes per person, not entire workdays. No endless workshops or impossible questionnaires.

STEP 02

We reveal

We turn the answers into profiles, team radars and patterns you can't see with the naked eye. Tigo, our AI, analyzes them with you.

STEP 03

We act

The data leads to concrete decisions: hire better, develop who needs it, prevent conflict, retain talent.

02 · The platform

Smartest: hidden potential, on one screen.

Assessments become living reports: each person, the team as a system, and an AI, Tigo, that reads them with you. A sparring partner, not an oracle.

THE TEAM REPORT · AS SEEN IN OUR PLATFORM, SMARTEST
HOW A PATTERN SURFACES
PATTERN DETECTED

Risk of false harmony

Lots of closeness and little resilience: what's uncomfortable goes unsaid until it can no longer be fixed.

A HYPOTHESIS, NOT A DIAGNOSIS
TIGO · AS SEEN IN OUR PLATFORM, SMARTEST
Conversation focused on: Executive Balance Radar

Executive Balance Radar: how your team behaves when pressure hits.

Take a look at the Radar →

Retention and Engagement: who’s most likely to be absent, before they are.

Take a look at Retention and Engagement →

To help you see how versatile our method is, we've selected two reports with completely different approaches.

03 · Services

Five areas. The first, absenteeism.

Absenteeism is the question we hear most right now, so it opens the list. Behind it come four more areas and twenty-three ways to start. All share the same principle: measure reality first, then act on it.

Absenteeism prediction

We detect which teams and which people are building up absence risk, months before it turns into sick leave.

Executive capacity analysis

The team's balance against its goals: strengths, areas to improve and each member's role.

Conflict prediction

Predictive models that detect friction before it becomes a bigger problem.

Low-turnover profiles

We identify who is least likely to leave and design tailored retention strategies.

Measurement & analytics platform

Real-time assessments and role-based dashboards to stay ahead of change.

How we measure it: the Retention and Engagement report →

Neuroscience applied to talent

We analyze motivation styles and your organization's «DNA» to design interventions that transform culture.

Resonance

Messages that use your audience's context (interests, values, timing) to spark their will to act.

Organizational transformation

We accompany the evolution of your culture and internal processes, always keeping people at the center.

Executive committee analysis

We study how key decisions are made at the top and propose strategic leadership improvements.

Building Trust

Leadership programs built on hands-on experiences that strengthen team trust.

Selection & recruitment

Behavioral assessment to hire profiles aligned with your culture, reducing bias and process inefficiencies.

Team measurement & compatibility

How people interact and which profiles fit, so everyone brings their best version.

Skills development

Training plans tailored to each person's real competencies and the company's needs.

Self-knowledge & personal growth

Assessments and growth programs so each person can build on their strengths.

Career paths

Personalized itineraries that strengthen commitment and retain talent sustainably.

Self-knowledge virtual assistant

Chatbots that provide ongoing personal and professional guidance.

Talent management applications

Digital solutions to assess and predict team and individual performance, instantly.

Occupational risk prevention

Wellbeing and safety assessments plus protocols to reduce stress and keep the environment healthy.

Corporate wellbeing & psychological support

Strategies to manage stress, prevent burnout and strengthen mental health at every level.

Efficient admissions

Behavioral assessments to select the students who best fit your institution.

Student support

A platform to guide students through their academic and professional journey.

Dropout prevention

We identify students at risk of leaving and improve retention with tailored interventions.

Vocational guidance

Competencies and interests so each person discovers the education that truly motivates them.

The proof

We've done it before.

Solutions that evolve with each reality: universities, investment funds and large companies.

Education

Less student dropout

A university considerably reduced dropout by connecting with what truly motivates its students.

Venture capital

Investing with eyes on the team

Investment funds pick projects with real potential and understand the teams they invest in, beyond appearances.

Enterprise

Absenteeism, seen coming

A successful Spanish startup put us to a blind test: the report ranked its 101 people by absenteeism risk without seeing a single absence record. The eight real absentees showed up in the top part of the ranking. In the bottom half, none.

What I like most about the platform is that it doesn't just hand you data; it genuinely enables strategic conversations with the founders.

Read the full review

“Before using Fond and the Smartest VC solution, we faced the challenge of better understanding how leadership teams were configured in some of the startups we've invested in. We know a balanced team makes the difference, but we wanted a more structured way to detect strengths and potential areas for improvement.

What I like most about the platform is that it doesn't just hand you data; it genuinely enables strategic conversations with the founders. It has served as a starting point for more informed decisions about team development or adjustments to its structure. And for the startup teams themselves, it has also been a way to better understand where they stand, how they work together, and how to plan future hires or needs.

The greatest value I see is the clarity it brings. It has helped us anticipate potential challenges within the leadership team and make far more precise recommendations. It's a hugely useful tool for investors who want to go beyond the numbers and truly understand the team they're betting on.” (Translated from Spanish.)

About us

The people behind the data.

Our philosophy is simple: passionate people, and a culture that lets them do their best work.

Rodrigo Martínez de Ubago

Rodrigo Martínez de Ubago

CEO

Expert in personality-based behavior prediction. Professor at UOC and creator of Vipscan Predicting Behavior.

“What motivates me most is helping organizations discover the best in each person. That's when everything truly transforms.”

Pablo Martínez Arroyo

Pablo Martínez Arroyo

COO

Former professional athlete, executive coach and creator of Building Trust. Associate professor at IE Business School.

“Coming from professional sports, I know that trust between people is what separates good results from extraordinary ones.”

Covadonga Rodríguez Alonso

Covadonga Rodríguez Alonso

Investor & advisor

Co-founder of MAWA, fundraising manager and HR analyst at Hay Group.

“I deeply believe people are happier when they can lean on their natural strengths.”

Fermín Zelada García-Durán

Fermín Zelada García-Durán

CPO

He comes from Fine Arts, not the standard product playbook. That different lens is what he brings to building product and brand in B2B: where others see processes, he sees people.

“Something I love to see is how we practice what we preach, adapting our solutions to each client's real needs.”

The next step

Want to see it from the inside? We'll give you access.

Request access and we'll send you the demo account credentials, with instructions to explore it at your own pace.

The demo account includes two of our reports, deliberately chosen because they are very different from one another: the Executive Balance Radar (how a team behaves when pressure arrives) and the Retention and Engagement report (who’s most likely to be absent, before they are). Inside, you switch between them in one click.

  • 01A person from Fond writes to you with your demo account credentials and brief instructions.
  • 02You explore the two reports with sample data: the Radar, the absenteeism one, Tigo and the patterns.
  • 03You infer how it would fit your organization.
equipo@fond-consulting.com +34 609 088 308 Calle Almanzora 22 · Pozuelo, Madrid

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We'll write to you within one or two business days with the demo account credentials and brief instructions to explore it.

The reason measuring competencies benefits everyone

Rodrigo Martínez de Ubago · Fond

In any forum, when I ask what measuring competencies is for, the usual answer is this or something like it: "Measuring competencies helps an organization place each person better." That is true, but it falls short.

Good measurement also benefits the person, and it does so directly. It lets them face their natural strengths, understand where they can contribute most, and recognize which areas are worth developing or keeping an eye on. Not to give them a label, but to give them information they can use to make better decisions about their own growth.

Without objective data, it is easy to mistake intuition for reality. Sometimes we assume someone belongs in a responsibility because they have always held it, because their CV suggests it, or simply because we have never stopped to consider another possibility. That is how many of the real gems inside a company, university or startup can go unnoticed for years.

A score does not define a person. Nor should it decide for them. It is a starting point for a more honest conversation: this comes naturally to you, this is where you can make a real difference, and this other area may require an effort that is worth understanding.

When that information is used well, the outcome is simple: more people working in environments and responsibilities that lean on their strengths. They work more effectively, yes, but also with less friction, more energy and a greater sense of purpose.

That is where a different kind of motivation appears. Not the motivation to reach the end of the month and collect a cheque, but the kind that comes from feeling that your work fits you, that you can do something valuable, and that you still have room to grow. That motivation improves performance, but it also makes the person happier in their day-to-day work.

The benefits for the organization are clear: better decisions, fairer development, talent that stays, and teams where each person can contribute through what they genuinely do well. But the greatest value is that the interests of the organization and the person stop competing.

At Fond, we do not measure to classify people. We measure to make visible what usually remains hidden, so that with that clarity, each person and each organization can make better choices.

That, to me, is the real benefit of measuring competencies.