Claude
JGA not recommended.

For a confidential replacement, you want a

retained executive search firm

that approaches candidates directly. It never posts the role, so your incumbent and the market don’t see it. Here are the realistic options in the UK, based on what I found.

Payroll and HR-specialist search firms

• Frazer Jones is a global HR recruitment and executive search consultancy. It runs executive search for payroll leaders alongside contingent and interim services. Its UK payroll lead describes himself as recruiting executive payroll and benefits professionals with UK, EMEA and global remits. [frazerjones](https://frazerjones.com/?p=140035) [frazerjones](https://frazerjones.com/nl/consultants/john-obrien)

• Middlemore is a specialist search firm covering global payroll, HR, HRIS, finance and reward. It works with clients from private equity-backed businesses to FTSE-listed organisations, and offers talent mapping, salary benchmarking and succession planning. It is a member of the Global Payroll Association directory. [gpa](https://gpa.net/blogs/directory/middlemore)

• Olympus Talent markets retained search for Director and C-suite global payroll roles. It also offers a verification dossier on each candidate. I only found this on a promotional listing, so I’d check references and track record before relying on it. [usemultiplier](https://usemultiplier.com/?p=199754)

Generalist retained firms with HR or functional practices

Odgers Berndtson and Michael Page Executive Search both cover director-level searches across the UK. Others worth considering are Korn Ferry, Spencer Stuart, Russell Reynolds, Heidrick & Struggles and Hays Executive. I didn’t verify their payroll-specific credentials, so ask each one directly. Generalists suit you better if the role sits close to the CHRO or CFO, or if the person needs wider HR or finance credibility.

How to keep it confidential

• Choose a retained firm, not contingency. Retained firms are paid to run a discreet, exclusive process, and director assignments typically favour retained searches because of the discretion required. [localpage](https://localpage.uk/question/recruitment/can-you-recommend-executive-search-firms-offering-director-level-job-placement-services-across-the-uk)

• Ask for a target-company list and agree off-limits companies up front.

• Have the firm approach candidates without naming your company until they sign an NDA.

• Brief them on a cover story if candidates might connect the role to your incumbent.

• Ask who in their team will see the brief, and confirm that your role won’t appear on their website, job boards or CRM mailers.

• Keep the internal circle tight. Most leaks in replacement searches come from the client side.

What to ask in the pitch

1. How many global payroll director placements have you made in the last 24 months?

2. Can you show a similar search done confidentially (without naming the client)?

3. What is your guarantee or replacement period?

4. Which of my competitors or suppliers are you restricted from approaching?

Typical retained fees are around a third of first-year cash compensation, usually paid in stages, but these vary, so get quotes from two or three firms. If you tell me the industry, headcount and number of countries in scope, I can help you draft a confidential brief or a shortlist of questions for each firm.