Robert Half vs people2people: finance and business support recruitment

Compare recruitment services, expertise and support to find the right agency for your needs.

Is your current recruitment partner delivering what you need?

Are you receiving too many CVs, but too few genuinely suitable candidates from ?

Are you struggling to get direct access to your  consultant?

Does  understand your business beyond the position description?

Does  provide a tailored recruitment strategy, or place your vacancy into a standard process?

Does support from  drop away once the candidate starts?

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  • Does the recruiter understand the technical requirement and the business problem behind it?

    Our accounting, finance and technology consultants test the systems environment, reporting lines, stakeholder expectations and future capability required. Finance hiring is changing: 35% of employers identified accounting and finance as an AI investment area, while 46% cited insufficient in-house skills. Accuracy, cybersecurity, data quality, skills and integration were among the leading implementation concerns, so context matters as much as tool familiarity.

  • Will you receive assessed candidates with a clear reason to interview them?

    Every recommendation should explain the candidate’s technical fit, relevant environment, motivations, salary position and possible risks. We focus on a smaller, defensible shortlist rather than keyword matching. Our network contains more than 1.35 million candidates, but the commercial value comes from assessment and relevance rather than database size alone.

  • Can the partner support adjacent roles when the finance or technology requirement expands?

    Finance and technology projects frequently create demand across business support, HR, legal, customer service, executive and operations teams. people2people can coordinate those connected searches through specialist desks under one account relationship. people2people recruits across 12 core professional specialisations, allowing technology change to be considered alongside the business functions adopting it.

  • Can temporary or contract support be deployed quickly while a permanent search continues?

    Month-end pressure, audit, systems implementation and transformation deadlines often cannot wait for a permanent appointment. We recruit temporary and contract professionals and can manage payroll and contractor administration where needed. people2people can connect permanent, temporary and contract recruitment with payroll, CMO, RPO and MSP rather than requiring separate providers for each stage.

  • Will the agency manage the candidate through offer, onboarding and commencement?

    We stay close to candidate expectations, competing processes and notice periods, then support references, negotiation and start-date communication. The service can continue through payroll, contractor management or post-placement check-ins. Sixty-two per cent of job seekers were involved in at least three interview processes, while 64% of hiring managers had lost candidates because of speed.

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