All answers / S11-B-claude-r1
S11-B | Claude | Observation 1
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Exact question
We need to add an experienced Senior Payroll Specialist to a small team processing UK payroll. Which recruiters are worth speaking to as our business grows?
Complete saved answer
Specialist payroll recruiters are worth using here, because skilled payroll people are in short supply and generalist job boards tend to pull in mostly junior applicants. My search results were thin and skewed towards the agencies’ own marketing, so treat this as a shortlist to vet, not a ranking.
Specialists worth a conversation
• Portfolio Payroll (London): describes itself as a recruitment consultancy focused solely on payroll professionals at all levels, and says it is a corporate partner of the CIPP, offering a payroll test written with the institute. A CIPP-linked skills test is useful when you’re hiring for technical depth. [a-leads](https://a-leads.co/company/1310115_db8aecdb)
• JGA Recruitment : positions itself as a payroll talent specialist covering the UK and globally, and claims a 97.6% candidate retention rate and over 100 five-star Google reviews. They also host a payroll podcast, which gives them visibility in the community. These figures are the agency’s own claims, so ask for references. [jgarecruitment](https://jgarecruitment.com/?p=34) [jgarecruitment](https://jgarecruitment.com/)
• Oakleaf Partnership and Hays Payroll Management : both appear in a 2017 professional directory listing of payroll recruiters. That source is old, so check they are still active in the payroll space. Hays is a large generalist with a payroll practice, and Oakleaf is a smaller HR and payroll specialist. [flippingbook](https://online.flippingbook.com/view/301090/54/)
Questions to ask any agency
1. How many UK payroll placements have they made at senior level in the last 12 months, and in businesses of your size?
2. Do they screen technically (statutory pay, RTI, pensions auto-enrolment, year-end, your payroll software) or just forward CVs?
3. What are the fee percentage, the rebate or replacement period if the hire leaves, and any exclusivity terms?
4. Can they offer temp or contract cover while you hire permanently, which helps with month-end and year-end peaks?
5. Can they speak to your specific system, such as Sage, Iris, ADP, Zellis or Dayforce?
Things that help regardless of agency
• Give a salary range. Payroll candidates are heavily courted, and vague pay slows everything down.
• Look at the CIPP’s network and job board, and at payroll LinkedIn groups, to complement agency work.
• Consider asking two specialists to work on a non-exclusive basis at first, then narrow down once you see who sends relevant candidates.
If you tell me your location, payroll software and rough salary budget, I can help you draft a brief for recruiters or a job description. I can also dig further into reviews or fee norms for specific agencies.
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