# JGA page improvement blueprint Draft for JGA factual and editorial approval. No website changed. Selected page: https://jgarecruitment.com/payroll-recruitment/ The existing employer service page is already cited in 16 observed answers and fits the permanent-hire decision the user wants to win. It can serve as a durable hub across operational and leadership situations. The homepage receives more citations, but is broader; a city jobs page is primarily a role/location surface. Selection is a strategic judgement supported by observed citations, not a rule that the most-cited page must be rewritten. ## Proposed page copy Title: Payroll recruitment for UK employers | JGA Recruitment Description: Discuss your next payroll hire with JGA Recruitment. Define the role, experience, location and hiring priorities for your UK payroll team. # Payroll recruitment for your next UK hire A payroll vacancy can mean replacing an experienced manager, adding capacity to a growing team, or appointing a leader for a more complex function. Start with the job that needs doing. Tell JGA about your payroll operation, the person you need and the outcomes the appointment must support. ## What are you hiring for? Replacing a Payroll Manager: capture the responsibilities, payroll calendar and knowledge that must transfer. Adding a Senior Payroll Specialist: define hands-on processing, employee queries, systems and the support available in the team. Appointing a payroll leader: clarify reporting lines, countries, control ownership, systems change and vendor responsibilities. Interim cover: discuss the immediate continuity need separately from any permanent appointment. Editorial approval: JGA must confirm exact role and interim capability before this draft is published; avoid implying every mandate can be accepted. ## Give the search a clear brief Share your location and working pattern, salary range, payroll population and frequency, software, in-house or outsourced model, reporting line, required experience and target start. For a replacement, include handover requirements. For growth, explain what the new hire will own rather than supervise. ## Understand how your hire will be assessed Ask your JGA consultant to explain the proposed search approach, how technical payroll and systems experience will be evaluated, how suitable candidates will be presented and how progress will be communicated. Agree the commercial terms and any replacement provisions before instructing the search. Editorial approval: Replace this buyer-oriented draft with the practice’s actual documented process after sign-off. Do not promise tests, timelines or guarantees that JGA has not approved. ## See relevant payroll hiring examples Add two approved case cards here: one ordinary UK replacement or growth hire and one leadership or change mandate. Each should state the role, employer context, location, problem, work undertaken, period and clearly defined outcome. Editorial approval: This is an editorial instruction, not fabricated client-facing evidence. Do not publish placeholder case claims. ## Speak to the payroll recruitment team Brief JGA on your next payroll hire. Tell us the role, location and hiring priority, and ask to speak with the consultant responsible for that market. Editorial approval: Link the CTA to the current employer enquiry route after confirming the form works. Do not repurpose a candidate CV form. ## Frequently asked questions ### What should we prepare before briefing a payroll recruiter? A role scope, location and working pattern, salary, payroll population, systems, reporting line and expected start date. Explain which duties require hands-on processing and which require leadership or change experience. ### How does a replacement hire differ from a growth hire? A replacement brief needs continuity and knowledge-transfer priorities. A growth brief should explain the extra ownership and capacity the team needs. The required experience should follow those responsibilities. ### What evidence should we ask an agency to provide? Ask for relevant recent search examples, the consultant who would lead your mandate, how technical experience will be assessed, the search plan and written commercial terms. An advertised vacancy or review score alone does not establish a comparable placement outcome. ### What if our role covers several countries or a supplier transition? Describe the countries, operating model, control ownership and change responsibilities explicitly. Ask JGA to confirm whether its current practice and candidate network fit that specific mandate. ## Facts to approve Approved examples and the right to publish them Actual assessment and search process Current geography and entity scope Retention definition/cohort/period if the figure is used Current named practice owner and employer CTA ## Implementation Keep the page’s existing canonical URL unless there is a separately approved migration plan. Link to it from the UK homepage, relevant team bios and London/other employer-relevant pages. Review /recruitment-test/ before deciding whether consolidation is warranted; both pages currently self-canonicalise and allow indexing in the public fetch. Preserve accurate existing structured data, then update it only to match approved visible content. No special AI schema or AI text file is a promised solution. Use the US domain for a separately approved domestic US offer; avoid claiming this UK page alone fixes US discovery. Check status codes, canonical, robots and working enquiry routes after publishing. Search inclusion and AI recommendations are not guaranteed. ## Follow-up checks S07 and S11 for ordinary UK hiring S02/S04/S10 for leadership and change evidence S03 separately after US-specific work No claimed uplift, response rate, lead volume, placement success, search ranking or model recommendation is guaranteed.