Perplexity
JGA recommended.

I would approach payroll specialists, rather than run this as a conventional finance-director search. My initial shortlist would be JGA Recruitment, Portfolio Payroll and Frazer Jones, with Oakleaf Partnership as a credible additional option. The brief should be “a Group Payroll Director to integrate acquired UK and European businesses while protecting payroll delivery,” not simply “a senior person to oversee payroll.”

Recruiters I would approach

| Recruiter | Why I would include them | What I would establish before appointing them |

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

| JGA Recruitment | Its published Global Payroll Director brief explicitly covers multi-country strategy, local providers, controls, HR/finance/IT integration, and payroll harmonisation. Its involvement with LACE Partners in a payroll and shared-services transformation event provides another relevant signal. jgarecruitment +1 | Ask for completed director-level searches involving acquisitions and European integration—not just international payroll operations. Establish who personally led those searches and who will assess your candidates. |

| Portfolio Payroll | It has dedicated executive-search consultants for senior payroll appointments, alongside permanent and contract recruitment. Its stated coverage includes international payroll and payroll systems implementation, so it is a sensible source for both the permanent director and potential interim support. theportfoliogroup +1 | Ask its executive team for comparable post-acquisition mandates. Gemma Creamer is identified on its site as Director of the Permanent Division, recruiting senior executive roles—a reasonable initial contact. [theportfoliogroup](https://www.theportfoliogroup.com/payroll/jobs/payroll-specialist-160/) |

| Frazer Jones | It has a dedicated payroll practice and international networks. John O’Brien’s professional profile specifically describes executive UK, EMEA and global payroll recruitment covering strategy, transformation, automation and governance. frazerjones +1 | Test the actual consultant’s experience in your sector and acquisition model, and ask how they distinguish an integration leader from a strong business-as-usual payroll head. |

| Oakleaf Partnership | Its dedicated payroll team explicitly covers business-as-usual hiring, implementation projects and international assignments. That makes it worth including in the initial discussions, rather than dismissing it as a broader HR recruiter. [oakleafpartnership](https://www.oakleafpartnership.com/business-areas/payroll) | Require evidence of Group/Director-level, multi-country integration searches; its general practice description alone does not establish that particular track record. |

These are evidence-based firms to approach, not a claim that each has already delivered an identical appointment. Published specialisms are a starting point; comparable placements and client references should determine the appointment.

What would demonstrate genuine integration understanding?

I would use the following as a recruiter-selection scorecard. It translates the multi-country strategy, vendor, controls, systems integration and harmonisation responsibilities in JGA’s published director brief into the specifics of your acquisition situation.

[jgarecruitment](https://jgarecruitment.com/global-payroll-director-job-description/)

1. They diagnose the acquired landscape before discussing CVs

A strong opening discussion would ask about:

• Countries, employing entities, employee numbers and the next acquisition pipeline.

• Inherited payroll platforms, local providers, contracts and internal teams.

• Which payrolls are stable, which have control weaknesses, and which depend on individuals.

• HR-system and finance-system plans, data ownership and reporting requirements.

• The intended end state: local delivery under group governance, shared services, outsourcing, or some combination.

The important distinction is whether they explore what must be integrated and what should remain local, rather than assuming that integration means putting every country on one platform.

2. They distinguish operational leadership from transformation delivery

Ask the recruiter to explain how they would establish that a candidate personally delivered an integration.

I would expect their candidate reports to specify:

| Evidence required | What it tells you |

| --- | --- |

| Starting position: countries, entities, systems, providers and team structure | Whether the candidate has faced comparable complexity |

| Personal accountability, decision rights and programme resources | Whether they led the work or merely participated |

| Migration sequence, data reconciliation, parallel testing and go-live criteria | Whether they understand implementation rather than just vendor selection |

| Controls and service continuity during transition | Whether transformation was delivered without neglecting live payroll |

| Results: accuracy, timeliness, control findings, provider performance and cost | Whether the claimed success is measurable |

| What went wrong and how they recovered | Whether their experience extends beyond a polished success story |

A CV saying “supported European payroll transformation” should trigger further investigation, not count as proof.

3. They understand the boundary between group standards and local obligations

The recruiter need not be a technical expert in every European jurisdiction. They should, however, understand why the director needs local expertise as well as group-wide governance. Multi-country payroll leadership explicitly involves jurisdiction-specific tax and social-security requirements, local provider relationships, and consistent policies and controls.

[jgarecruitment](https://jgarecruitment.com/global-payroll-director-job-description/)

For your search, I would expect them to probe candidates on how they standardised reporting, approvals, data and vendor oversight without treating different countries as interchangeable.

4. They can substantiate their own track record

Before awarding the search, ask each firm for:

• Two or three comparable completed mandates, anonymised initially if necessary.

• The acquisition and integration context—not just the job titles.

• The named consultant’s personal contribution.

• A client reference able to discuss the quality of technical assessment.

• A proposed candidate-assessment template and an explanation of how they will reach suitable leaders beyond active applicants.

Thought leadership and a payroll database are useful signals; neither substitutes for evidence that the consultant can evaluate integration leadership.

The question I would use to separate them

“We have acquired several UK and European businesses with different payroll systems, providers and controls. How would you distinguish a candidate who has run those payrolls from one who has successfully integrated them? Show us the evidence you would require before putting that person on our shortlist.”

I would favour the firm that answers with a structured assessment, relevant placement examples and thoughtful questions about your operating model—not the one that responds fastest with senior finance CVs. Start with the three core firms above, then select the consultant whose evidence best matches the integration challenge.