Perplexity
JGA not recommended.

I’d start with Frazer Jones and Robert Half, with Cherry Bekaert as a third firm to evaluate. For your setup, ask for a candidate-sourcing and screening engagement—not outsourced payroll operations—with your US HR team retaining ownership of employer interviews and selection.

Firms to consider

| Firm | Why it belongs on your shortlist | What to validate before engaging |

| --- | --- | --- |

| Frazer Jones | The strongest specialist starting point among these options. It focuses on HR recruitment and executive search in North America, and there is direct evidence of US Payroll Director and Director of Global Payroll searches. frazerjones +2 | Ask which consultant would run your search, their recent permanent US payroll-leadership placements, and whether they can support your preferred sourcing-and-screening scope. |

| Robert Half — Finance & Accounting permanent placement | A strong option for a US operational payroll leader. Its direct-hire Payroll Director searches include responsibility for multi-state payroll, several thousand employees, team leadership, compliance, and process improvement. PayrollOrg also operates its career center in collaboration with Robert Half, covering payroll roles through management and leadership. payroll +1 | Ask for the recruiter’s own Payroll Director placement history—not just the firm’s overall accounting recruitment experience—and confirm that the engagement is permanent placement rather than interim staffing. |

| Cherry Bekaert Recruiting & Staffing Services, formerly Cordia Resources | A credible alternative with national reach, permanent and executive-search services, and an accounting-and-finance recruiting practice that explicitly includes payroll. Its stated process includes sourcing, pre-screening, and submitting candidates to the client for review. [Trusted domain cbh](https://cbh.com/services/staffing-hr/recruiting-staffing-services/) | Ask for examples of director-level payroll searches. Its published evidence supports payroll recruiting broadly, but is less specific to Payroll Director placements than the evidence for the first two firms. cbh +2 |

My recommendation is to speak with the first two initially and use Cherry Bekaert as an additional comparison. That prioritization reflects demonstrated role relevance, not a verified ranking of placement quality.

How to scope the partnership

Your brief should make the division of work explicit. A recruiter screening candidates is separate from your HR team conducting the employer’s interview process. Cherry Bekaert, for example, describes a workflow of sourcing and pre-screening before presenting candidates to the client.

[Trusted domain cbh](https://cbh.com/services/staffing-hr/recruiting-staffing-services/)

A useful scope statement would be:

“We are hiring a US-based Payroll Director. We need a recruiting partner to identify and approach candidates, confirm interest and alignment with our requirements, and submit a qualified shortlist. Our US HR team will own employer interviews, assessment, and the selection decision. Please quote this scope and identify any services you require beyond it.”

If you want only names and outreach—not recruiter screening—say so explicitly and ask whether the firm offers that narrower scope. Do not assume that retaining interviews internally automatically means the agency will price the work as sourcing-only.

What should decide the winner

I would ask each firm for the same evidence and proposal:

• Comparable searches: recent US Payroll Director placements, including workforce size, number of states, industry, payroll systems, and team size.

• Named delivery team: who will actually source candidates and how that person knows the payroll-leadership market.

• Candidate requirements: distinguish essential experience from preferences—particularly US versus global scope, operational leadership versus transformation work, and required payroll-system experience.

• Submission standard: request a short written assessment of each candidate’s relevant scope, compensation expectations, location, availability, and interest.

• Commercial terms: have each firm spell out fees, payment triggers, exclusivity, candidate-ownership provisions, duplicate-candidate handling, and any replacement guarantee.

The location/work arrangement, compensation range, employee population, and payroll platform are the most useful details to include in your first outreach. They will also help you judge whether a firm has a genuinely relevant candidate network rather than simply a broad HR or accounting database.