Perplexity
JGA not recommended.

Yes—use a payroll-specialist search firm for both briefs , ideally one that can run the six-month interim/FTC cover and the permanent Global Head of Payroll search in parallel, then support a structured handover. The strongest fit is a dedicated global-payroll practice rather than a general finance recruiter, because the interim leader must understand multi-country compliance, vendors, controls, and payroll transformation—not just senior finance. gpa +2

Best-fit partners

| Partner | Why it fits | Best use |

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

| Middlemore | Specialist in Global Payroll, HR, HRIS, Finance and Reward; offers executive search, permanent recruitment, contract/interim solutions, succession planning and market intelligence. Its remit explicitly includes strategic payroll leadership, global payroll transformation, governance, compliance and vendor management. [Trusted domain gpa](https://gpa.net/blogs/directory/middlemore) | Top choice for a single partner owning both the interim cover and permanent search, especially for a complex multi-country payroll environment. |

| Portfolio Payroll / The Portfolio Group | Dedicated payroll recruiter with permanent, executive, temporary, contract and interim divisions; recruits Global Head of Payroll & Benefits, Payroll Directors, EMEA/International Payroll Managers and HRIS specialists. It also offers role-spec, package, interview and onboarding support. theportfoliogroup +1 | Strong option for rapid six-month cover plus permanent appointment; particularly useful if you need operational payroll depth and UK/ROI/international reach. |

| Oakleaf Partnership | Dedicated payroll consultancy covering interim and permanent roles up to Global Payroll Directors; says it sources across the UK and internationally, with prior placements including Global Head of Payroll and Interim Head of Payroll. [oakleafpartnership](https://oakleafpartnership.com/business-areas/payroll/payroll-capabilities) | Good alternative if you want a specialist payroll search firm with demonstrable senior global-payroll placement evidence. |

| Frazer Jones | Its payroll team recruits executive payroll and benefits professionals with UK, EMEA and global remits; it also has a dedicated UK interim practice. [frazerjones](https://frazerjones.com/consultants/john-obrien/) | Consider for a more executive-search-led permanent appointment, paired with interim capability. |

| Robert Half | Handles both interim and permanent senior finance leadership and supports succession/transition planning, but is broader finance rather than payroll-specialist. [Trusted domain roberthalf](https://roberthalf.com/gb/en/finance-accounting-recruitment/finance-leadership) | Useful only as a secondary partner if the role reports closely into Finance and you want one finance-talent relationship; not the first choice for deep global payroll expertise. |

Recommended structure

1. Appoint one lead partner—Middlemore or Portfolio Payroll—for both mandates. This avoids conflicting candidate approaches and lets the firm map interim candidates who could remain credible permanent candidates only if genuinely appropriate. Middlemore explicitly combines executive search, interim solutions and succession planning; Portfolio has separate senior permanent and interim payroll teams. gpa +2

2. Run the interim brief first, with a fixed six-month term and extension option. Ask for candidates available at short notice who have covered a permanent-leader vacancy, led payroll transformation, or managed multi-country payroll operations; Portfolio and Middlemore both position interim/contract cover for these needs. gpa +1

3. Start the permanent search immediately in parallel. A specialist should provide market mapping, salary benchmarking, succession insight and a realistic timeline—not merely CVs. Middlemore lists talent mapping, benchmarking and succession planning; Portfolio offers specification, package and onboarding guidance. gpa +1

4. Build the handover into both contracts. Require the interim leader to deliver a documented transition pack: payroll calendar, country/vendor map, control weaknesses, open compliance items, team assessment, live projects, escalations, and a 30/60/90-day plan for the permanent hire. This is consistent with the transition and transformation support these payroll-specialist firms advertise. gpa +1

Questions for the pitch

• How many Global Head of Payroll / Global Payroll Director placements have you made in the last 24 months, and in which industries?

• Who will personally run each mandate—an interim payroll specialist and a permanent executive-search consultant, or one consultant?

• Can you provide named interim leaders with multi-country payroll, outsourced-vendor, HRIS, and compliance experience?

• What is your likely shortlist timing for the interim cover and the permanent role?

• How will you prevent the same candidates being approached for both mandates without clear consent?

• What handover deliverables, stakeholder sessions, and post-placement support are included?

For most organisations, I would shortlist Middlemore, Portfolio Payroll, and Oakleaf for competitive pitches, with Frazer Jones as a fourth if the role is unusually senior or heavily EMEA/global. gpa +3