Why This Exists
Every EOR comparison you've read was written by an EOR company. Every "how to hire in Mexico" guide was published by a vendor trying to sell you something. We thought HR leaders deserved better.
The Problem
When a 200-person company decides to hire its first international employee, the HR leader faces a cascade of decisions: Which country? EOR or entity? How do you structure compensation? What about compliance?
The available resources are almost entirely vendor content. Deel writes about why you need an EOR. Remote writes about why their platform is best. Consulting firms publish whitepapers designed to sell $200K engagements.
Nobody is applying real academic research to these decisions. The frameworks exist — Dowling, Meyer, Storey, Filsinger — they've been validated in peer-reviewed research and used in MBA programs worldwide. But they're locked in textbooks that cost $150 and written for academics, not practitioners.
What We Do Differently
Academic Grounding
Every article names the framework, cites the source, and shows you how the model actually performs when applied to a real company's international expansion.
Honest Analysis
When we review EOR platforms, we include the downsides. When a framework doesn't predict the outcome correctly, we say so. Trust is built on honesty, not on optimized landing pages.
Practitioner Focus
Every piece ends with "Your Monday Morning" — specific actions you can take this week. Academic backbone, practitioner delivery.
About the Author
Jonathan Weingard is an HR practitioner who got tired of seeing the same vendor-written content recycled across the internet. After building talent systems in healthcare and legal services, he turned his attention to the fastest-growing challenge in HR: international expansion.
Global HR Navigator combines an 80-resource academic library — including textbooks by Dowling, Meyer, Storey, Bassett-Jones, and others — with real company case studies and proprietary behavioral assessment methodology (the Talent Navigator Lens) to produce content that no vendor blog can replicate.
The goal is simple: give HR leaders at mid-market companies the same quality of analysis that Fortune 500 companies get from $50K consulting engagements — at the cost of a newsletter subscription.
Start Here
The best way to experience our approach is to read one article and see the difference for yourself.