The Core Resources Review

⚠️ RFC Verification — The Critical First Step Before Engaging

The single most important pre-engagement verification for The Core Resources is the Mexican company registration. Any entity legally acting as Employer of Record in Mexico must be registered with the Servicio de Administracion Tributaria (SAT) and hold an RFC (Registro Federal de Contribuyentes) number. The RFC is the Mexican tax identifier that confirms: the entity is legally registered to conduct business and employ workers in Mexico; IMSS employer registration is in place; INFONAVIT housing fund contributions are tracked; and PTU profit sharing obligations are being managed. The Core Resources does not publish its RFC or legal entity name. Request this directly: "What is the RFC number of the Mexican legal entity that will sign our employees' employment contracts as Employer of Record?" If this cannot be confirmed, treat the engagement as high risk. Secondary verification: search the SAT public RFC database (rfc.sat.gob.mx) with the confirmed entity name to validate active registration status.

Mexico EOR Compliance — The Critical Elements for US Companies

Mexico's employer compliance framework has several elements that US companies frequently underestimate when planning LATAM nearshoring. IMSS (Instituto Mexicano del Seguro Social): employer contributions are approximately 25–30% of the integrated daily wage (IMDI) — significantly higher than US FICA at 7.65%; IMSS provides Mexican employees with comprehensive healthcare, maternity benefits, disability, and retirement. INFONAVIT: a mandatory 5% employer contribution to Mexico's national housing fund — accessible by employees for mortgage financing. Aguinaldo (Christmas bonus): a mandatory minimum 15 days' salary paid before December 20 each year; in practice, most Mexican employers pay more as a retention mechanism. PTU (Participacion de los Trabajadores en las Utilidades — Profit Sharing): 10% of annual taxable profits must be distributed to employees within 60 days of the company's annual income tax return; for US companies routing profits through their Mexico EOR, this creates a real profit-sharing obligation. Vacation premium: 25% additional pay on top of vacation salary (not just the salary during vacation). Together, Mexican employer statutory obligations add approximately 35–40% to base salary cost — materially higher than the US equivalent and a budget item that must be confirmed with The Core Resources at engagement initiation.

The EOR + Email Automation Bundle — Positioning or Product?

The Core Resources uniquely bundles Email Automation, Leads Campaigns, Analytics, and Core Books+ alongside EOR, Payroll, Visa Services, and Recruitment in the same website navigation under "Our Solutions." This bundling creates both a commercial opportunity and a buyer confidence risk. The opportunity: for US startups that need both LATAM talent acquisition AND outbound lead generation, engaging The Core Resources for both eliminates two separate vendor relationships. A US SaaS startup hiring its first LATAM engineers (through EOR) while also building its outbound email pipeline (through Leads Campaigns) could legitimately benefit from a single operational partner. The risk: for buyers arriving specifically to evaluate an EOR provider for legal employment compliance, finding Email Automation as a co-equal navigation item creates a fundamental question about EOR operational depth and specialisation. Clarify with the founders whether EOR and the marketing services share the same operational team, or whether these are distinct service units with dedicated personnel. This distinction matters for service quality assurance and accountability.