Claude
JGA recommended.

I’d start with the payroll-specialist firms. They have the candidate networks and can screen for UK payroll competence, which a generalist usually can’t.

Specialist payroll recruiters (first calls)

• Portfolio Payroll (part of The Portfolio Group, London and Manchester). It describes itself as the UK’s longest-established and market-leading payroll specialist recruitment agency, and it recruits solely for payroll roles. It is also a CIPP corporate partner, with candidate testing facilities, by way of a payroll test written exclusively for Portfolio Payroll by the CIPP. That test is useful when you’re hiring someone to run the function. [flippingbook](https://online.flippingbook.com/view/478805754/54/) [a-leads](https://a-leads.co/company/1310115_db8aecdb)

• JGA Recruitment (James Gray Associates). It specialises in payroll, HR and reward recruitment, supplying permanent, contract and interim professionals and has been operating since 2008. It also runs a payroll podcast and community, which helps with candidate reach. [flippingbook](https://online.flippingbook.com/view/234549040/57/)

Larger professional recruiters with payroll practices

• Hays. It has a dedicated payroll offering that recruits across a range of UK industries and specialises in placing professional experts into payroll jobs. It has a wide national reach and currently advertises payroll manager roles. [flippingbook](https://online.flippingbook.com/view/234549040/57/)

• Frazer Jones (SR Group). A specialist HR, reward and payroll recruiter that places permanent and interim payroll managers, including in London and the South East. It is a good option if you want a more consultative, senior-level approach.

• Oakleaf Partnership. It bills itself as the UK’s largest independent HR recruitment consultancy, and has advertised payroll manager roles. It may suit you if your payroll role sits within an HR function. [personneltoday](https://jobs.personneltoday.com/job/1401652689/payroll-manager/)

Practical suggestions for your situation

1. Approach two or three, not all. Pairing a specialist (Portfolio or JGA) with one broader firm (Hays or Frazer Jones) usually gives you good coverage without candidates being submitted twice.

2. Ask about notice periods up front. Payroll managers often have one to three months’ notice. To get a handover in before your current manager leaves, ask each agency how many candidates they have who are available within that window, and consider an interim or contract payroll lead as a bridge if the permanent hire can’t start in time.

3. Compare terms. Ask about the fee (typically a percentage of first-year salary), the rebate or replacement period if the hire leaves early, and whether they offer retained or shortlist-only arrangements.

4. Tell them your payroll systems and complexity. Software (e.g. Sage, ADP, Staffology or SD Worx), headcount, pay frequencies, multi-entity setups and pension or benefit complexity all affect who is a realistic fit. A CIPP qualification is a common benchmark to ask for.

5. Ask for recent placements at similar-sized businesses, ideally in your sector, and for references.

I haven’t verified current fee levels, candidate availability or service quality, so I’d treat this as a shortlist to approach rather than a ranking. If you tell me your sector, location and approximate salary band, I can narrow it down and help draft a brief to send the agencies.