HR Recruitment Agency for Employers Hiring People Teams
Alliance recruits permanent HR professionals across 36+ countries, from HR generalists and business partners to payroll specialists, L&D leads and CHROs. Every candidate is assessed against the employment law of the country where they will actually work. 16+ years, 15,000+ placements.
We help employers fill critical HR roles with professionals who can strengthen people operations, manage compliance, support employee relations, and lead workforce initiatives. Our targeted sourcing reduces screening time and delivers candidates aligned with your team structure and business goals.
Ready to strengthen your HR team? Send us your requirements and get a targeted shortlist.
16+ Years Of Experience
550,000+ Placements Delivered
36+ Countries Served
350+ Expert Teams
50+ Top Level Positions
What Do HR Recruitment Agencies Do?
HR recruitment agencies find and place the professionals who run an organisation’s people function — HR managers, business partners, talent acquisition specialists, payroll administrators, learning and development leads, compensation specialists and chief human resources officers.
Two things this is not:
It is not HR outsourcing: We do not run your HR function, administer payroll or handle employee relations. Different service, different suppliers, and we will point you to them rather than blur it.
And it is not generic recruitment with an HR label: The HR function is the one discipline where the candidate evaluates your hiring process as competently as you evaluate them. A disorganised interview loop does not merely slow an HR search down. It actively disqualifies you, because the candidate reads it as evidence about the organisation they would be joining.
The second complication is jurisdiction. An HR manager fluent in Indian labour law is not ready for UAE, UK or US employment practice, and CVs rarely make the distinction.
For senior HR appointments, see ourhuman resources headhunters practice.
HR Recruitment Agencies That Check the Jurisdiction First
Most HR recruitment agencies screen for years of experience and HR systems. Neither tells you whether the candidate can handle a termination that has to survive review under the employment law where your people actually sit. For any employer hiring HR across more than one country, that is the question that matters, and it is the one almost nobody asks before shortlisting.
How Long Does HR Recruitment Take?
HR executives, officers, and coordinators: 2 to 4 weeks from brief to offer.
HR managers and business partners: 4 to 6 weeks.
Heads of HR and talent acquisition leads: 6 to 9 weeks.
CHRO and HR director appointments: 8 to 14 weeks, run as a retained search.
How Much Does an HR Recruitment Agency Cost?
Permanent placement is charged as a percentage of first-year salary, billed on the start date, with no retainer and no fee if we do not place.
CHRO and HR director searches are retained and billed across milestones, because the process and the commitment are different.
Multi-country mandates are quoted per country rather than as one blended rate.
What We Offer on HR Mandates
Employment law exposure verified against your jurisdiction before the shortlist
Indian, Gulf, UK, European, and North American practice are genuinely different disciplines. We check which one the candidate has actually operated in rather than which one they list.
Screening that tests judgement, not policy recall
We ask candidates to walk through a grievance or a termination they handled badly and what they changed. Anyone can describe a disciplinary process. Far fewer can describe one they got wrong.
HRIS experience distinguished between administering and implementing
Workday, SuccessFactors, Darwinbox, Keka, BambooHR, Zoho People. CVs use the same verb for both, and they are not remotely the same job.
Confidential search when you are replacing an incumbent HR lead
More common in HR than in any other function, and more delicate, because the person being replaced often controls the hiring paperwork.
A brief that separates generalist from specialist at the start
“HR Manager” describes employee relations, talent acquisition or operations depending on the company. Hiring the wrong one of the three is the most common failure in HR recruitment.
A 90-day replacement guarantee
Written into the terms of business.
Our HR Recruitment Process
Brief and Scope Definition (Days 1 to 3)
What this person owns, the headcount they support, the reporting line, the systems, and the jurisdictions their decisions will be tested in. We benchmark salary against that market and flag a mismatch in week one.
Sourcing and Screening (Weeks 1 to 3)
Screened for judgement, HRIS depth, and jurisdictional exposure. Candidates work through a real scenario from your context, not a hypothetical.
Shortlist With Reasoning (Weeks 2 to 4)
Three to five candidates with written assessment against each criterion, including where they are weak.
Interview and Feedback (Weeks 3 to 5)
We will push you harder on turnaround here than on any other discipline. HR candidates read a slow, disorganised process as a data point about your organisation, and they withdraw on it.
Offer, Counter-Offer and Start (Weeks 4 to 6)
Offer structuring and counter-offer management. HR professionals negotiate compensation for a living and will negotiate their own competently. Budget for it rather than being surprised by it.
Onboarding and Follow-Up (Weeks 5 to 8)
We stay involved through the start date, confirm onboarding progress, and address any early concerns to support a smooth transition.
Need to Hire HR Talent Across Multiple Countries?
Hiring HR across more than one country? Send us the scope and we will tell you which jurisdictions actually need separate candidates.
HR Roles We Recruit, and Where
HR Executive, Officer and Coordinator
Day-to-day HR operations and administration.
HR Generalist and HR Manager
Broad scope across employee relations, operations and compliance for a defined headcount.
HR Business Partner
Embedded with a business unit, where commercial credibility matters as much as HR technical depth.
Talent Acquisition Manager and In-House Recruiter
Where we are recruiting recruiters, and they will interrogate our process. They should.
Payroll and HR Operations
Payroll specialists and HRIS administrators, with statutory knowledge verified per country.
Learning and Development
L&D managers, training leads and capability specialists.
Compensation and Benefits
Reward specialists, including job architecture and benchmarking experience.
Head of HR and HR Director
Function leadership for growing and multi-site organisations.
Chief Human Resources Officer
Retained executive search.
Who We Serve
Companies hiring their first HR professional
usually past forty employees, where the brief needs constructing before anyone searches.
Employers expanding into a second or third country
needing HR who understand the local employment law rather than learning it at your liability.
Organisations replacing an outgoing HR lead
often confidentially, and often while that person still administers the recruitment process.
Businesses whose HR function has outgrown its structure
one generalist covering employee relations, payroll, recruitment and L&D, and none of it done well.
Companies building an in-house talent acquisition team
deliberately moving spend away from agencies. We will have that conversation honestly, even though it reduces our own work.
Multi-site operations
needing HR business partners per site with consistent standards across them.
The Alliance Advantage in HR Recruitment
Jurisdiction checked before shortlist. The single most overstated claim on HR CVs.
Judgement tested through real scenarios, not policy recitation.
HRIS depth distinguished between administering a system and implementing one.
Scope defined at brief stage. Generalist, employee relations, talent acquisition, or operations, decided before sourcing rather than discovered at month three.
Faster feedback loops enforced, because HR candidates judge your process and withdraw on it.
Confidential search as standard where an incumbent is being replaced.
36+ countries under one relationship, so a three-country HR build is one supplier rather than three.
We recruit HR people. We do not run HR functions. No outsourced HR, no payroll administration, no employee relations management.
Permanent placement only. No interim HR, no contract HR, no fractional CHRO.
No retainer and no placement no fee on contingent roles. CHRO and HR director searches are retained.
Why Choose Alliance Recruitment Agency as Your HR Recruitment Agency?
There is an obvious awkwardness in an agency recruiting HR professionals, and it is better named than avoided. Your candidate will assess our screening as closely as they assess your organisation. If our brief is vague, they will ask sharper questions than we did. If our process drags, they will draw conclusions about the client.
We think being held to that standard is useful, and it is why HR mandates get scenario-based screening rather than a competency tick-list.
The practical difference, though, is jurisdiction. Most agencies treat HR as one discipline. It is not. Terminating an employee in Dubai, Mumbai, Manchester and Toronto are four different exercises with four different risk profiles, and an HR manager who has only ever done one of them will tell you confidently that they can do the others.
We are the wrong choice in three situations. If you want HR outsourcing rather than HR hiring, we do not provide it. If you need interim or fractional HR cover, we do not offer that either. And if you are hiring an HR person to fix a culture problem created by the leadership team, the hire will fail, and we would rather decline than take the fee.
For volume HR support roles, see HR manpower. For senior search, see top HR executive search firms.
Our Client Reciews
We needed an experienced HR leader who could handle both the strategic side of HR and the day-to-day challenges of a growing business. Alliance took the time to understand what we actually needed rather than simply sending resumes. The shortlist was strong, and the person we hired has made a noticeable difference to our HR function.
Finding the right HR professional for our manufacturing business had been taking far longer than expected. Alliance understood the industry requirements and gave us candidates who were relevant from the start. Their team was responsive throughout the interviews and helped keep the process moving without unnecessary delays.
We were expanding quickly and needed someone who could build better HR processes while still being hands-on with the team. Alliance understood the balance we were looking for and presented several candidates who matched the role well. The recruitment process was professional, straightforward, and much less time-consuming for our management team.
Awards
Meet Our Leadership Team
Molly Anderson
Franchise Lead | Recruitment Franchise
Alex George
General Manager | RPO & Enterprise Recruitment
Nikki Miller
Head of Recruitment | Recruitment & Staffing
Frequently Asked Questions
HR recruitment agencies find and place the professionals who run an organisation’s people function: HR managers, business partners, talent acquisition specialists, payroll administrators, L&D leads, compensation specialists and CHROs.
Start by defining which HR job you actually need, because “HR Manager” covers employee relations, talent acquisition, and operations. Then require the agency to verify jurisdictional employment law exposure and HRIS depth before shortlisting, and to present a written assessment including each candidate’s weaknesses.
No. We recruit HR professionals who become your employees. We do not run your HR function, administer payroll, or manage employee relations.
HR executives and coordinators, generalists and managers, business partners, talent acquisition managers and recruiters, payroll and HR operations, L&D, compensation and benefits, heads of HR, HR directors and CHROs.
Two to four weeks for executives and coordinators, four to six for managers and business partners, six to nine for heads of HR, and eight to fourteen weeks for CHRO appointments
A percentage of first-year salary billed on start date, with no retainer and no fee if we do not place. CHRO and HR director searches are retained and billed across milestones.
Yes, before shortlist. Indian, Gulf, UK, European and North American employment practice are different disciplines, and this is the most overstated claim on HR CVs.
It depends on headcount and complexity. Getting this wrong is the most common cause of a failed HR hire, so we define it at brief stage rather than after.
Yes. Workday, SuccessFactors, Darwinbox, Keka, BambooHR, Zoho People and others, distinguishing between administering a system and implementing one.
Yes. This is common when replacing an incumbent HR lead, who often controls the recruitment process being used to replace them.
No. Alliance places permanent HR professionals only. We do not offer interim HR, contract HR or fractional CHRO services.
Send the scope, headcount supported, systems, jurisdictions and salary range. We will confirm which role you are actually describing before sourcing.
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