Claude
JGA not recommended.

Most of this comes from my own knowledge of the UK market, with a few firms confirmed by search. Treat it as a shortlist to vet, not a ranking.

Payroll-specialist search firms

These know the small global payroll community best, which cuts both ways for confidentiality.

• Middlemore describes itself as a specialist executive search and recruitment firm covering Global Payroll, HR, HRIS, Finance and Reward, and offers talent mapping and succession planning. It is active in the global payroll community through events and roundtables, so ask how it keeps client work walled off. [gpa](https://gpa.net/blogs/directory/middlemore)

• Olympus Talent presents itself as a global retained executive search firm covering Director to C-suite payroll roles, with global payroll leadership as its founding specialism. I only found a marketplace listing, and the award and reach claims are self-reported, so check references independently. [usemultiplier](https://www.usemultiplier.com/?p=199754)

HR and finance specialists with executive search arms

• Frazer Jones (part of SR Group) is headquartered in the City of London and offers executive search for leadership and board-level specialists. It also places a lot of global payroll roles. [frazerjones](https://www.frazerjones.com/job-region/uk/)

• Oakleaf Partnership calls itself the UK’s largest independent HR recruitment consultancy and handles global payroll leadership roles. Its public postings tend to sit below Director level, so confirm it runs genuine retained searches at your seniority. [personneltoday](https://jobs.personneltoday.com/job/1401574274/head-of-global-payroll/)

Generalist retained executive search firms

These are the safest bet for a truly confidential search, particularly if the role reports to the CFO or CHRO:

• Korn Ferry

• Spencer Stuart

• Russell Reynolds Associates

• Heidrick & Struggles

• Odgers Berndtson

• Egon Zehnder

• Michael Page Executive Search

Check which of them has a real HR, finance or reward practice in London. Few have a dedicated payroll partner, but they can map the market discreetly and approach candidates directly.

Keeping it confidential

• Retained, not contingent. Contingent agencies are paid per placement and tend to circulate “a client is looking” blurbs widely. Retained search is built around direct, off-the-record approaches.

• No advertising. Ask for a purely research-led, direct-approach search. Have the firm use a blind profile with no company name until a candidate has signed an NDA.

• Ask about conflicts and leakage. Does the firm currently place candidates into your payroll team, or have a relationship with your current Director? Ask for an off-limits agreement and a named, small team on the search.

• Limit the internal circle. Keep it to the CFO, CHRO and one legal or HR lead. Don’t discuss it over shared channels or calendars.

• Get employment law advice first. Notice, contract terms and the exit process affect timing and the risk of a leak. I’m not a lawyer, so take UK employment advice before you start.

I can draft a brief or a selection questionnaire to send to two or three firms.