Claude: both observations

There are two types of firm to approach, and the distinction matters for your brief.

Specialist payroll and HR/reward recruiters with interim desks

These are the most likely to have actual global payroll leaders on their books. The search turned up several active in this space:

• Altum Consulting is recruiting for an interim Global Director of Payroll for a London tech business, so it clearly works at director level. [itjobswatch](https://itjobswatch.co.uk/jv/Altum-Consulting/Interim-Director-of-Payroll-Job-London-South-East-England-UK-4w1wc9)

• Robert Walters lists temporary interim management roles at senior management level in global payroll and reward. [robertwalters](https://robertwalters.co.uk/humanresources/jobs/rewardcompensationbenefits/1898940-global-payroll-implementation-lead---1218-months-ftc.html)

• Michael Page and Robert Half both advertise interim global payroll roles, though mostly at manager level.

• Frazer Jones , via the SR Group, places permanent and interim HR and payroll talent globally. [personneltoday](https://jobs.personneltoday.com/job/1401667865/global-payroll-manager/)

Executive interim management firms

These are better suited to a true six-month leadership placement. The two I’d start with are Interim Partners and Alium Partners, and the Institute of Interim Management also runs a directory. I’m naming these from general knowledge, so check their current finance and HR offerings directly. They tend to be strongest for CFO-adjacent roles, so ask whether they have anyone with global payroll specifically.

Warning about seniority

Many of the interim payroll roles I found are at manager level, at roughly £400–£500 a day, and involve running operations and a small team. Your brief is different. You want someone who can set governance, manage vendors and advise the executive team, so say so explicitly. A leader who has run multi-country payroll across a managed-service or in-country provider model will serve you better than a hands-on processor.

[page](https://manufacturing.page.com/job-detail/interim-head-global-payroll/ref/jn-052025-6732407)

Tips for the brief

• Specify the number of countries, headcount, and your current provider model (ADP, Deel, in-country vendors).

• Ask for a candidate who can leave you with a transition plan and a clean handover to the permanent hire.

• Contact two or three firms in parallel. Interim candidates are usually available within weeks, but the director-level pool is small.

• If your permanent search firm is retained, ask whether they run an interim practice, as that can save time.

I can draft the brief or a short outreach message to these firms if you’d like.

You want an interim executive placement, so look at interim management firms and specialist payroll/HR-finance recruiters rather than general temp agencies.

Interim management providers (executive-level cover)

• Interim Partners and Alium Partners are dedicated interim executive firms with HR, finance and transformation practices. They are the most natural fit for a six-month leadership placement.

• Odgers Interim and Penna have senior HR and operations interim benches.

• Michael Page Interim , Robert Walters , Hays Senior Finance/HR and Harvey Nash run interim executive desks and can often move quickly.

Specialist routes for global payroll expertise

• Payroll and HR-tech specialist recruiters and boutique search firms often have the best networks of people who have run multi-country payroll, vendor consolidation and in-country compliance.

• Consultancies (Big Four people-advisory teams, or global payroll advisory firms) can sometimes supply a seasoned ex-director on a secondment or interim basis.

• Your payroll vendor or outsourcer (e.g. ADP, Alight, Zalaris) may be able to recommend or place senior people, though check for conflicts of interest.

• Professional networks such as the Global Payroll Management Institute and the Chartered Institute of Payroll Professionals are good for referrals and for posting a discreet role.

Tips for the brief

• Say clearly that you want a director-level interim, not processing capacity, and give the span: number of countries, headcount paid, vendor model (in-house, outsourced or hybrid), and any live projects such as a provider migration or ERP change.

• Ask each firm for a shortlist of people they have already placed in comparable roles, and take references from those placements.

• Agree the engagement structure early: day rate vs. fixed fee, IR35 status, notice period, and any extension option if the permanent search runs long.

• Ask your executive search firm for the permanent role whether it has an interim arm, as the handover to the permanent head is smoother when both sides know the brief.

I’d approach two or three firms in parallel, since good interim directors can be placed within a couple of weeks. I haven’t checked current availability or fees, so confirm those directly. I can draft the brief or a short outreach email to the firms if that would help.