ChatGPT
JGA recommended.

For a small team processing UK payroll, I’d prioritise recruiters who specialise in payroll and reward recruitment , rather than relying solely on general finance recruiters. As you grow, you need someone who can find a hands-on Senior Payroll Specialist who is technically strong, comfortable owning payroll processes, and able to improve controls and cover without adding unnecessary management layers.

I’d speak to a shortlist of specialist payroll recruiters alongside one or two broader finance and HR recruitment firms. That gives you access to candidates who are actively working in payroll, as well as people who may be ready to step up from a larger payroll operation into a growing business.

The recruiters I’d put on your shortlist

1. Portfolio Payroll

First call

The most natural starting point. Payroll recruitment is its core specialism, with dedicated consultants for permanent, temporary, contract and executive appointments. That focus is valuable when you need someone who can genuinely own a UK payroll cycle, rather than a general finance candidate. Portfolio Payroll +1

• Best for: A permanent Senior Payroll Specialist now, with flexibility to hire again as the team grows.

• Website: [portfoliopayroll.com ](https://www.portfoliopayroll.com/payroll/recruitment-services/?utm_source=chatgpt.com)

2. Payroll Elite

A good specialist alternative to compare with Portfolio Payroll. It recruits permanent, temporary and contract payroll and HR professionals across the UK, including the private and public sectors. LinkedIn

• Best for: Comparing candidate quality and recruiter service from a payroll-focused agency.

• Website: [Search for Payroll Elite](https://google.com/search?q=Payroll+Elite+Ltd+UK+recruitment&utm_source=chatgpt.com)

3. JGA Recruitment Group

Worth speaking to if your hiring plans extend beyond this one appointment. Its specialisms include payroll, HR, reward and HR technology, so it could be useful as your people operations become more sophisticated. google.com

• Best for: Building a longer-term recruitment relationship across payroll and adjacent people functions.

• Website: [jgarecruitment.com ](https://jgarecruitment.com/?utm_source=chatgpt.com)

4. Oakleaf Partnership

Particularly interesting if the role may expand into payroll systems, pensions, benefits or wider reward responsibilities. Its dedicated payroll practice handles permanent and interim appointments, including senior payroll positions. Oakleaf

• Best for: A broader payroll, pensions and reward remit, or future senior hires.

• Website: [oakleafpartnership.com ](https://www.oakleafpartnership.com/business-areas/payroll/payroll-capabilities?utm_source=chatgpt.com)

5. Sheridan Maine

A useful comparison outside the payroll-only agencies. It covers payroll alongside accounting, audit and tax, making it worth considering if you expect to build out your finance function as well. google.com

• Best for: A growing business that may need payroll and finance hires from the same recruitment partner.

• Website: [sheridanmaine.com ](https://sheridanmaine.com/?utm_source=chatgpt.com)

How I’d approach the search

I’d brief Portfolio Payroll and Payroll Elite first, then add JGA or Oakleaf if you want a recruiter who can support the wider team over time. I wouldn’t give the vacancy to all five at once; start with two or three and assess the quality of their initial shortlist.

For a small payroll team, I’d ask each recruiter to demonstrate that they can source candidates with:

• End-to-end UK payroll processing experience, including PAYE, National Insurance, RTI submissions and statutory payments.

• Pension auto-enrolment, year-end processing, P45s and P60s, and confidence handling payroll queries.

• Experience with your payroll software and your approximate employee headcount.

• The judgement to investigate discrepancies, maintain controls and work independently in a small team.

• Ideally, a CIPP qualification or relevant study towards one, depending on the seniority and complexity of the role.

Questions to ask each recruiter

1. How many Senior Payroll Specialists have you placed in the past 6–12 months?

2. Can you provide anonymised examples of candidates you’ve placed in businesses with a similar payroll headcount and team size?

3. What salary range are you seeing for candidates with the specific experience we need?

4. How do you test technical payroll knowledge before presenting a candidate?

5. What are your permanent placement fee, replacement guarantee and exclusivity terms?

I’d pay particular attention to whether the consultant challenges your brief constructively and understands the difference between a senior processor and someone ready to take ownership of a small payroll function.

One detail that would help me narrow this down

Where will the person be based, and what is your approximate employee headcount? That would help me distinguish the strongest local recruiters and calibrate the salary and experience level for your hire.