HRM Recruitment Agency: We Hire the People Who Do Your Hiring
Alliance recruits permanent HR professionals for employers, from HR generalists and business partners to talent acquisition leads, payroll specialists and CHROs. Assessed by recruiters who have sat on both sides of the HR function. 36+ countries, permanent placement only.
Alliance focuses on HR hiring across industries and seniority levels, helping employers build capable people teams with candidates matched to their structure, workforce needs, and long-term goals.
16+ Years Of Experience
550,000+ Placements Delivered
36+ Countries Served
350+ Expert Teams
50+ Top Level Positions
What Is HRM Recruitment?
HRM recruitment is the hiring of human resource management professionals themselves — the HR managers, business partners, talent acquisition specialists, payroll administrators, learning and development leads and chief human resources officers who run an organisation’s people function.
It is worth separating that from two things it is often confused with.
It is not HR outsourcing. We do not run your HR function, administer your payroll or manage your employee relations. If that is what you need, that is a different service entirely.
And it is not the academic topic. “Recruitment in HRM” as taught in business schools describes the recruitment process as one component of the HR discipline. This page is not about that. It is about hiring the people who do it.
The reason HR roles are genuinely hard to fill is specific: the candidate is a hiring professional, so they assess your process while you assess them. A clumsy interview loop loses HR candidates faster than any other discipline, because they can see exactly what is wrong with it.
For senior HR appointments, see our human resources headhunters practice.
HR Candidates Judge Your Process While You Judge Them
Most HRM recruitment agency propositions treat HR like any other function. It is not. An HR business partner sitting in your interview is silently scoring your scheduling, your feedback loop and your offer process, because that is their job. A slow, disorganised search does not just take longer for HR roles. It actively disqualifies you.
How Long Does It Take to Hire an HR Professional?
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 retained search rather than contingent.
How Much Does HR Recruitment 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 is different and so is the commitment.
What We Offer on HR Mandates
Screening that tests HR judgement, not HR vocabulary
Anyone can describe a disciplinary process. We ask candidates to talk through a grievance they got wrong and what they changed afterwards, because that separates practitioners from people who have read the policy.
Systems experience verified, not assumed
Workday, SuccessFactors, BambooHR, Darwinbox, Keka, Zoho People and the rest. An HR manager who has administered a system is not the same as one who has implemented it, and CVs use the same verb for both.
Employment law exposure checked against your jurisdiction
An HR manager fluent in Indian labour law is not automatically ready for UAE, UK, or US employment practice. We check this before shortlisting rather than after an offer.
Confidential search where you are replacing an incumbent HR lead
This is more common in HR than in most functions, and more sensitive, because the person being replaced usually controls the hiring paperwork.
A brief that separates generalist from specialist
“HR Manager” covers three different jobs depending on whether you need employee relations, talent acquisition or operations. Getting this wrong is the single most common cause of a failed HR hire.
A replacement guarantee
written into the terms.
Our HR Recruitment Process
Brief and Role Definition (Days 1 to 3)
What this HR person actually owns: employee relations, talent acquisition, payroll, L&D, compliance or all of it. Headcount supported, reporting line, systems in use and jurisdiction. We benchmark the salary and tell you in week one if the scope and the number do not match.
Sourcing and Screening (Weeks 1 to 3)
Screened for judgement, systems experience and jurisdictional exposure. Candidates are asked to 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 your criteria, including weaknesses.
Interview and Feedback (Weeks 3 to 5)
Scheduling and feedback managed tightly. We will push you harder on turnaround for HR roles than for any other discipline, because HR candidates read a slow process as evidence about your organisation and withdraw.
Offer, Counter-Offer and Start (Weeks 4 to 6)
Offer structuring and counter-offer management. HR professionals negotiate for a living and will negotiate their own offer competently. Expect it and budget for it.
Post-Placement Follow-Up (Ongoing)
We stay in touch after the HR professional joins to gather feedback, support a smooth transition, and address any early concerns.
Hiring an HR Manager?
Share the role scope and our team will help determine the right HR profile for your needs.
HR Roles We Recruit
HR Executive, Officer and Coordinator
Entry and early-career HR delivering day-to-day operations and administration.
HR Generalist and HR Manager
The broad-scope role covering 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 skill.
Talent Acquisition Manager and Recruiter
In-house hiring teams, where we are recruiting recruiters. We take this one seriously because they will interrogate our own process, and they should.
Payroll and HR Operations
Payroll specialists, HRIS administrators and shared-services teams, with statutory and systems experience verified.
Learning and Development
L&D managers, training leads and capability specialists.
Compensation and Benefits
Reward specialists and C&B managers, including job architecture and benchmarking experience.
Head of HR and HR Director
Function leadership for growing and multi-site organisations.
Chief Human Resources Officer
Run as a retained executive search. See our executive search firms practice.
Who We Serve
Companies hiring their first HR professional
usually past forty employees, where the founder or office manager can no longer absorb it, and where the brief needs constructing before anyone searches.
Organisations replacing an outgoing HR lead
often confidentially, and often while that person still controls the recruitment process.
Businesses whose HR function has outgrown its structure
where one generalist is now covering employee relations, payroll, recruitment and L&D and none of it is being done properly.
Employers scaling into a new jurisdiction
needing an HR professional who knows local employment law rather than one who will learn it at your risk.
Companies building an in-house talent acquisition team
moving spend away from agencies, which is a conversation we are willing to have honestly.
Multi-site operations
needing HR business partners embedded per site with consistent standards across them.
The Alliance Advantage in HR Recruitment
We recruit HR people. We do not run your HR function. No outsourced HR, no payroll administration, no employee relations management. Different service, and we will point you to it rather than blur the line.
Judgement tested, not vocabulary. Real scenarios from your context, not policy recitation.
Systems and jurisdiction verified before shortlist, because both are routinely overstated on HR CVs.
We separate generalist from specialist at brief stage. “HR Manager” is three different jobs and hiring the wrong one is the usual failure.
Faster feedback loops enforced. HR candidates judge your process. We will chase you about it.
Confidential search as standard where an incumbent is being replaced.
Permanent placement only. No interim HR, no contract HR, no fractional CHRO.
No retainer and no placement no fee on contingent HR roles. CHRO and HR director searches are retained.
Why Choose Alliance for HR Recruitment?
There is an awkwardness in an agency recruiting HR professionals, and it is worth naming rather than pretending otherwise. Your HR candidate will assess our process as closely as they assess yours. If our screening is superficial, they will notice. If our brief is vague, they will ask better questions than we do.
We think that is a good discipline to be held to, and it is why HR mandates get scenario-based screening rather than a competency checklist.
The practical difference is at brief stage. Most failed HR hires are not bad candidates. They are the wrong role definition — a business partner hired where an operations manager was needed, or a generalist hired into a job that was three specialisms in a trench coat. We spend the first three days on that rather than on sourcing.
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 the leadership team created, the hire will fail, and we would rather say so.
For HR support roles at volume, see HR manpower.
Our Client Reviews
We needed an experienced HR professional who could manage employee relations as well as support our growing team. Alliance understood the role properly and introduced candidates who matched both our technical requirements and company culture.
Alliance made the recruitment process much easier for us. The candidates were well screened, and the team gave us a clear understanding of each person’s experience and suitability before we scheduled interviews.
We had several HR positions to fill across different levels, and Alliance managed the requirement efficiently. Their recruiters understood the profiles we needed and helped us build a stronger HR team without wasting time on irrelevant candidates.
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
HRM recruitment is the hiring of human resource management professionals themselves: HR managers, business partners, talent acquisition specialists, payroll administrators, L&D leads and CHROs.
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, HR generalists and managers, HR 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 HR executives and coordinators, four to six weeks for managers and business partners, six to nine weeks 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.
It depends on headcount and complexity. “HR Manager” covers employee relations, talent acquisition, and operations, which are three different jobs. Getting this wrong is the most common cause of a failed HR hire, so we define it at the brief stage.
Yes. Workday, SuccessFactors, BambooHR, Darwinbox, Keka, Zoho People, and others. Administering a system and implementing one are different, and CVs use the same word for both.
Yes, before shortlisting. An HR manager fluent in Indian labour law is not automatically ready for UAE, UK, or US employment practice.
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.
When the underlying problem is leadership behaviour rather than HR capability. A new HR manager will not fix a culture created above them, and we will say so.
Send the scope, headcount supported, systems, jurisdiction, and salary range. We will confirm which role you are actually describing before sourcing.
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