# Quentin Dupard — Full Site Content > Independent consultant for B2B SaaS go-to-market strategy and global hiring advisory. 5+ years in international operations. 150+ Employer of Record (EOR) providers audited. US legal entity, working with clients worldwide. This document contains the complete content of quentindupard.com in plain markdown for use as LLM context. Last updated: 2026-05-04. --- ## Identity - **Name**: Quentin Dupard - **Role**: GTM Strategy & Global Hiring Consultant (independent) - **Email**: quentin.dupard@gmail.com - **LinkedIn**: https://www.linkedin.com/in/quentindupard/ - **Operating from**: US legal entity, working with clients globally - **Status**: Currently taking new engagements ## Headline > GTM Strategy. Global Hiring. Delivered. I help SaaS companies and fast-growing teams build go-to-market strategies that win — and guide organisations expanding globally through the complexity of international hiring, compliance, and workforce structure. 5+ years in global operations. Clients across every region. ## Key Numbers - 5+ years in global operations - 150+ EOR / global payroll providers audited - 3 core service lines - Worldwide reach (EMEA, APAC, Americas) --- ## Services ### 1. GTM Strategy for SaaS & Growth Teams (Core Service) Go-to-market strategy consulting for B2B SaaS companies, HR tech platforms, and high-growth teams entering new markets or scaling existing revenue motions. I design and build the full GTM architecture — from ICP and positioning to sales playbooks and channel execution — grounded in how buyers actually make decisions, not how vendors wish they did. **Engagement format**: Hourly · Daily · Project — scoped to your situation. **What's included**: - Ideal Customer Profile (ICP) definition and segmentation strategy - Competitive positioning and value proposition architecture - Pricing strategy, packaging design, and monetisation modelling - Sales playbook development and objection handling frameworks - Channel strategy across inbound, outbound, and partnerships - GTM diagnostic and quick-win audit for existing motions - Discovery call frameworks and qualification methodology - Buyer persona research and job-to-be-done mapping **Best fit**: Founders and revenue leaders at Series A through C SaaS companies who have early product-market fit and need to translate it into a repeatable, scalable revenue motion. Particular depth in HR tech, B2B platforms, and developer-adjacent products. Methodology is sector-agnostic. Common starting points include: a sales motion that worked at $1M ARR but is breaking at $10M; positioning that resonates with founders but loses against competitors in deals; international expansion that's not converting; or a new product line that needs its own GTM thesis. ### 2. Global Hiring Consultant (Core Service) Advisory for organisations hiring and managing talent across borders. Whether you're scaling a distributed team, entering a new country, or restructuring how your international workforce is employed, I help you make the right structural decisions, stay compliant, and avoid the costly mistakes that come from moving fast without the right expertise. **Engagement format**: Hourly · Daily · Project — scoped to your situation. **What's included**: - International hiring strategy and workforce structure design - Employment model assessment (cost, risk, speed, scalability) - Cross-border compliance review and risk identification - Vendor and partner evaluation for global employment solutions - Onboarding processes and HR ops design for distributed teams - Country-level expansion readiness and go/no-go assessment - Misclassification audits and contractor-to-employee transitions - EOR vs entity vs contractor decision frameworks **Best fit**: People leaders, COOs, and founders at companies expanding across regions — EMEA, APAC, Americas — who need someone who actually understands the operational and compliance reality of international workforce expansion. Common situations: deciding whether to use an EOR or set up an entity in a new country; restructuring a contractor-heavy workforce to reduce misclassification risk; evaluating multiple EOR vendors with conflicting promises; building global HR ops processes that scale beyond 50 international hires. **Independence note**: No commissions, no provider bias. Independent advisory only. ### 3. EOR & HR Tech Market Due Diligence (Premium Engagement) Specialist due diligence support for private equity firms, venture capital funds, and strategic acquirers evaluating Employer of Record platforms, global payroll software, or HR tech targets. I work alongside your financial and legal teams as the operational domain expert — providing the commercial and technical depth that standard DD processes don't capture. **Engagement format**: Custom Quote — scope-dependent. NDA standard. Confidential. **What's included**: - Product quality, architecture, and technical debt assessment - Entity ownership model analysis (owned vs partner-dependent network) - Regulatory compliance exposure and liability mapping by region - Competitive positioning, differentiation, and moat sustainability - Pricing model, margin structure, and unit economics review - GTM maturity, commercial team capability, and pipeline quality - Global coverage depth and international expansion readiness - Customer reference framework and reference call coordination **Best fit**: PE / VC firms and strategic acquirers running diligence on EOR / global payroll / HR tech targets. Typically a 2–4 week intensive during the diligence window. Output is a confidential, structured report defensible in front of an IC. --- ## Background & Experience 5+ years navigating the complexity of global operations from the inside. Career has lived at the intersection of product, sales, and international operations — launching go-to-market motions in markets where the rulebook didn't exist, auditing employment providers that promised one thing and delivered another, and working alongside founders trying to figure out structural workforce decisions. ### Credentials - **5+ Years Global Operations**: Cross-functional leadership across product, sales, and international expansion. Track record of restructuring GTM motions, improving unit economics, and driving compliance-first scale. - **International Sales Leadership**: Led market expansion across EMEA and MENA regions. Deep understanding of how B2B SaaS is bought and sold across regulatory and cultural environments. - **150+ Provider Audits**: Audited over 150 EOR and global payroll providers across all major regions — pricing models, entity structures, compliance depth, product quality, and margin architecture. - **Founder & Operator**: Founded an independent advisory platform in the global employment space. Built proprietary frameworks for provider evaluation and market intelligence. ### Operating Principles - **Independent & unbiased**: No referral fees, vendor commissions, or kickbacks. Recommendations based on what's right for the client, not what pays. - **Operator, not theorist**: Strategies have to survive Monday morning execution, not just look good in a board deck. - **Clean engagements**: No retainer traps, no scope drift, no artificial dependency. Every engagement ends with documented outputs the client owns independently. --- ## How I Work (Process) 1. **Discovery Call** — 30 minutes, free, no obligation. I understand your challenge, timeline, and what a successful outcome looks like. Every engagement is scoped specifically; no generic proposals. 2. **Transparent Proposal** — Clear statement of work with transparent rates, milestone checkpoints, and hard delivery dates. No surprise overruns. No scope drift without your approval. 3. **Embedded Delivery** — I work directly with your team, not through intermediaries. Decisions get made, documentation gets written, the work gets done on time and to spec. 4. **Clean Handoff** — Every engagement ends with documented outputs your team owns independently. No artificial dependency, no lock-in. You leave with the work, not just the consultant. --- ## Who I Work With - **SaaS & Growth Companies**: You have product-market fit and are ready to scale. You need a GTM strategy built on real buyer intelligence — not a deck that looks good but doesn't hold up in the field. Sector-agnostic, with particular depth in HR tech and B2B platforms. - **Global Hiring Teams**: You're hiring across regions (EMEA, APAC, Americas) and need someone who understands the operational and compliance reality of international workforce expansion. No commissions, no provider bias. - **Investors & Acquirers**: You're evaluating an EOR, global payroll, or HR tech target. You need a domain expert who can tell you what the financials can't — product architecture, compliance depth, competitive position, GTM maturity. Confidential engagements welcome. --- ## FAQ **Where are you based, and which time zones do you work in?** US legal entity, working with clients globally. Flex across time zones — most engagements involve teams in multiple regions. **What types of companies do you typically work with?** B2B SaaS (often Series A through C), HR tech platforms, fast-scaling teams hiring across borders, and investors evaluating EOR / global payroll / HR tech targets. **How are engagements structured and priced?** Three formats: hourly, daily, or project-based. Discovery calls are free. After that, transparent statement of work with fixed milestones and rates. No retainers, no surprises. **What's the typical engagement length?** Single advisory call to 12-week project. Most GTM and global hiring engagements run 4–8 weeks. Due diligence is typically 2–4 weeks for the intensive window. **Do you work with early-stage startups?** Yes, but the deepest value comes when you have early product-market fit and are ready to scale. Pre-PMF positioning work is also possible on an hourly basis. **How quickly can you start?** Discovery calls within 48 hours. Most engagements kick off within 1–2 weeks of signed SOW. **Can you work alongside our existing consultants or agencies?** Often yes — particularly for due diligence work. For GTM and hiring work, I prefer being the lead strategic voice but happy to coordinate with adjacent partners. **Do you take retainers?** Generally no — milestone-based engagements with clear deliverables. If a long-term advisory relationship makes sense, we can structure something, but no billing for time that doesn't produce value. **Do you sign NDAs?** Yes — almost every engagement involves one, especially due diligence. Confidential engagements are the default. **Do you take referral fees from vendors?** No. Ever. Recommendations on EOR providers, payroll vendors, or any third-party tool are based purely on fit. Independence is foundational. --- ## Contact - **Email**: quentin.dupard@gmail.com - **LinkedIn**: https://www.linkedin.com/in/quentindupard/ - **Response time**: Within 24 hours during the work week - **Discovery calls**: Free, 30 minutes, no obligation