Role search
Get a UKG / ADP / Paylocity / Workday Payroll Consultant who can own payroll software logic configuration.
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters starts with the work behind this request: A payroll consultant focusing on specific software architectures like UKG or Workday acts as the bridge between raw data and accurate employee compensation. Their primary work involves configuring the logic within these complex systems so that gross-to-net calculations honor local, state and federal tax requirements immediately upon go-live.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
- UKG / ADP / Paylocity / Workday Payroll Consultant
The judgment call
What this hire really comes down to
A payroll consultant focusing on specific software architectures like UKG or Workday acts as the bridge between raw data and accurate employee compensation. Their primary work involves configuring the logic within these complex systems so that gross-to-net calculations honor local, state and federal tax requirements immediately upon go-live.
The core technical challenge involves the precision of data transformation. During a migration, this person evaluates how year-to-date balances map into the new database structure, ensuring that tax records remain intact across quarterly boundaries. They test every earnings code and deduction category against real-world scenarios to prevent underpayment or overpayment.
What we check
What we check before you see anyone
- We verify that the candidate has completed a full-cycle conversion on the exact software platform requested. This includes specific hands-on experience in the back-end configuration menus for that vendor rather than general oversight experience. We confirm they understand the unique architecture of that specific platform, such as how it handles custom payroll interface rules or complex tax engine triggers.
- We audit their approach to parallel run documentation. A qualified consultant maintains a granular log of every discrepancy found between the old and new systems during testing.
- We investigate their track record with mid-year conversions, which are more difficult than those starting on January 1st. They must explain how they reconciled year-to-date earnings to avoid issuing incorrect W-2 documents. We look for evidence of how they validated that cumulative tax buckets correctly aligned with internal general ledger reports and external tax filings.
- We assess their ability to manage the integration layer between payroll and HR systems. A strong consultant checks that data flow from benefits providers and time clocks updates correctly within the system. We ensure they know how to troubleshoot an interface failure so that a disruption in one module does not halt the entire payroll processing sequence.
Sourcing
Where we find them
We source from consultants who have worked directly for the software vendors as certified implementation specialists. These individuals spent years performing installations for diverse client organizations, meaning they know the configuration limits and the hidden settings that resolve common platform bugs.
We also recruit from internal payroll teams within large organizations that recently finished their own software transformation. These practitioners know how to handle the burnout and operational stress associated with a migration. They move into project-based work to provide the same technical clarity they just delivered to their previous employers.
Where searches go wrong
Mistakes we see
- Hiring a generalist consultant who lacks deep, platform-specific configuration experience. A consultant familiar with ADP may struggle with the unique organizational hierarchy or security logic required by UKG. Every platform has its own approach to tax engine logic and database schema, and these technical differences cannot be learned during the migration project.
- Failing to verify experience with the technical side of integrations. Some consultants understand the payroll screen input but lack the ability to troubleshoot an API error or a data mapping issue between the payroll engine and a general ledger. This forces your internal IT team to do work the consultant should have completed during the setup phase.
- Overlooking the difference between a project manager and a system builder. A manager might track the timeline and status updates, but they do not know how to fix a tax setup error or verify a ledger interface. You need someone who can enter the system, adjust the logic, and produce a corrected test report.
The search
How the UKG / ADP / Paylocity / Workday Payroll Consultant search runs
- First, we isolate consultants by their specific product certification and version experience. We screen for those who have worked in your exact software environment, whether that is UKG, ADP, Paylocity or Workday, to ensure they speak the proprietary language of the platform. We verify their recent project history to ensure their technical skills reflect the current version of the system.
- Next, we conduct a technical review of their process during a parallel run. We ask them to describe a time they identified a significant variance in the test environment and the steps they took to locate the source of the error.
- Finally, we assess their communication style with your internal teams. They must be able to explain complex system requirements to finance or HR stakeholders without using technical jargon. We confirm they can clearly document their work so that once they leave, your internal team possesses the knowledge to maintain the configurations without recurring external support.
Questions
How do you distinguish between a payroll manager and a consultant?
A manager runs the day-to-day operations of an existing system. A consultant builds or reconfigures the platform to ensure it works correctly for your specific business requirements.
Do I need to pay an upfront fee for this consultant?
No upfront fee. You pay only if you hire.
Can a consultant manage multiple software platforms at once?
It is rare for one person to be a deep expert in more than one of these major systems. We focus on finding a specialist for the exact platform you are currently implementing.
What happens if the project timeline slips?
Our consultants focus on the technical milestones required for a clean go-live. They will identify bottlenecks in the configuration process early so you can adjust your timeline before critical errors occur.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
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The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.