Tax Director Recruitment

Tax Director & Head of Tax Recruitment

FD Capital places Tax Directors, Heads of Tax, VP Tax, Chief Tax Officers, Tax Controllers, and senior tax leadership into UK corporates, FTSE 100 and FTSE 250 groups, PE-backed businesses, multinational subsidiaries, and specialist in-house tax functions. Founded in 2018 by Adrian Lawrence FCA, a Fellow of the ICAEW, alongside joint founder Jodie Garrington, whose executive recruitment career includes direct experience recruiting Tax Directors and senior tax specialists for KPMG’s UK Tax practice. Our candidate network spans CIOT-qualified Chartered Tax Advisers (CTAs), ATT-qualified tax practitioners, ACA tax specialists from the ICAEW tax stream, and international equivalents including US-qualified CPAs with UK tax exposure and EA (Enrolled Agent) specialists.

Senior tax recruitment is one of the most technically specialist finance disciplines in UK corporate hiring. The combination of corporation tax technical depth, transfer pricing expertise, indirect tax (VAT, customs, excise), international tax fluency (including the rapidly evolving OECD Pillar Two / GloBE Rules framework), tax accounting under IAS 12 or ASC 740, Senior Accounting Officer (SAO) responsibilities, Country-by-Country Reporting (CbCR) obligations, and the tax function’s specific positioning between CFO, Audit Committee, and external advisors creates a candidate profile that cannot be assessed or recruited without genuine tax practice understanding. FD Capital’s tax director practice is distinctive precisely because Jodie brings direct prior experience recruiting in this market.

Call 020 3287 9501 or email recruitment@fdcapital.co.uk. Shortlists typically delivered within seven to ten working days.

“We engaged FD Capital for our Head of Tax appointment after two other agencies had failed to deliver credible candidates over three months. FD Capital presented a shortlist of four in under two weeks. Every candidate was a genuine match — the right tax technical background, the right size of corporate experience, and the right cultural fit. Jodie’s prior tax recruitment background was obvious in the quality of briefing and the assessment depth. We hired from the shortlist.”

— CFO, FTSE 250 industrial group

What Makes Senior Tax Recruitment Different

Senior tax recruitment is distinct from general finance recruitment in several specific respects. Candidates without prior tax practice understanding cannot be effectively assessed by generalist recruiters, and placing a tax director requires both the technical depth to evaluate candidates and the market network to identify them.

The tax function’s specific position in the organisation

Unlike general finance roles which report through a clear Finance organisation to the CFO, senior tax functions have distinctive reporting architectures. In larger corporates, the Tax Director typically reports to the CFO but has direct access to the Audit Committee on specific matters (tax provision, tax disputes, tax-related risk). In multinational groups, tax leadership may report through a regional or functional structure rather than a purely local CFO. For US-parented UK subsidiaries, the VP Tax role often has dotted-line reporting to the US head office Chief Tax Officer alongside UK reporting. Understanding these reporting structures is essential to briefing and recruiting effectively.

The Senior Accounting Officer regime

UK corporates above specific thresholds (£200m+ turnover or £2bn+ balance sheet) must appoint a Senior Accounting Officer (SAO) under Schedule 46 of the Finance Act 2009, with personal liability for tax accounting accuracy. The SAO is typically the CFO but may be delegated to the Tax Director for the tax aspects. Candidates considering Head of Tax roles at SAO-subject corporates must understand the personal accountability involved. Detailed HMRC SAO guidance sets out the specific compliance requirements.

Technical tax specialisms within senior tax leadership

Senior tax candidates typically build expertise in one or two technical domains alongside broader generalist capability. Key specialisms include: Corporation tax (UK and group tax compliance, tax accounting, tax provision); Transfer pricing (intercompany pricing, master file / local file documentation, OECD BEPS alignment); International tax (permanent establishment, treaty analysis, withholding taxes, Controlled Foreign Companies rules, Pillar Two compliance); Indirect tax (VAT, customs duties, excise, plastic packaging tax); M&A tax (transaction structuring, due diligence, integration planning, acquisition debt tax treatment); Employment taxes and reward (PAYE, salary sacrifice, share schemes, senior executive tax planning); R&D tax relief (RDEC and SME scheme claims, patent box); Tax technology (ERP tax configuration, tax data analytics, automation of compliance processes).

A Head of Tax typically combines broad coverage across these areas with deep expertise in one or two. The most senior Tax Director appointments at FTSE groups require genuine strategic leadership capability alongside technical depth — the ability to set tax policy, engage with HMRC at senior levels on significant disputes or disclosures, and influence board-level decisions on transactions, restructurings, and jurisdictional strategy.

The Big 4 to in-house transition

Most senior in-house Tax Directors spent significant time in Big 4 tax practices (PwC, EY, KPMG, Deloitte) or top-tier mid-tier practices (BDO, RSM, Grant Thornton, Mazars/Forvis Mazars, Crowe) before moving in-house. The transition from Big 4 to corporate Head of Tax involves specific adjustments:

From advisory service delivery to internal operational ownership; from billable hour discipline to commercial judgment on cost-benefit of tax planning; from project-based technical analysis to ongoing relationship management with HMRC and commercial counterparts; from Partner-track ambition to career trajectory within a corporate structure. Not all Big 4 tax Partners make the transition successfully — successful in-house tax leaders typically combine Big 4 technical depth with demonstrated commercial capability, often built through secondments or specific client-side experience.

Pillar Two and the changing international tax landscape

The OECD’s Pillar Two framework, implementing a 15% global minimum tax rate through the GloBE Rules, has transformed international tax work for UK multinational corporates since 2024. UK groups subject to Pillar Two must comply with Qualified Domestic Minimum Top-up Tax (QDMTT), Income Inclusion Rule (IIR) where parent-level, and Undertaxed Profits Rule (UTPR) for UK subsidiaries of foreign groups. The practical implementation requires significant tax function capability including data collection, ETR calculation, safe harbour analysis, and reporting. Tax Directors in multinational UK groups in 2026 are managing Pillar Two implementation as a core priority. Candidates with genuine Pillar Two experience are in strong demand and command compensation premiums.

Tax accounting expertise under IAS 12 and ASC 740

Corporate tax accounting — the calculation and disclosure of current and deferred tax in group accounts — requires specific technical capability beyond pure tax compliance. Under IAS 12 (IFRS reporting) and ASC 740 (US GAAP), the tax function provides the Current Tax, Deferred Tax, and tax disclosure inputs to the group financial statements. Tax provision work typically intensifies around reporting periods (half-year and year-end for listed groups). In US-listed UK subsidiaries, the Tax Controller role is specifically focused on ASC 740 compliance with particular attention to uncertain tax positions (FIN 48) and valuation allowance assessments.

Country-by-Country Reporting and tax transparency

UK multinational groups (€750m+ consolidated revenue) must file Country-by-Country Reports (CbCR) under BEPS Action 13 guidance, providing HMRC and through exchange mechanisms other tax authorities with jurisdictional data on revenues, profits, taxes paid, and employees. Tax Directors manage CbCR preparation and increasingly engage with public CbCR expectations as the EU public CbCR directive continues to take effect. Tax transparency expectations extend beyond regulatory filing to stakeholder communication — investors, ESG reporting frameworks, and increasingly the public domain.

Senior Tax Roles We Recruit

FD Capital’s senior tax recruitment practice covers the full range of in-house tax leadership positions in UK corporates. Each role has distinct characteristics and candidate profiles.

Group Head of Tax / Tax Director

The senior-most tax role in a UK corporate, typically reporting to the CFO with Audit Committee engagement. Responsibilities span all technical tax domains at strategic level, tax policy setting, HMRC relationship management, and tax function leadership. Group Head of Tax roles in FTSE 250 corporates typically attract compensation of £180–£280k base plus LTIP; FTSE 100 roles £220–£400k+ base plus substantial LTIP and executive bonus participation. Candidates typically have 15-20+ years of tax practice experience, with 5-10 years in-house at senior levels. CIOT (Chartered Tax Adviser) qualification is standard.

VP Tax / Chief Tax Officer (US-parented)

US parent corporates with UK subsidiaries typically use VP Tax or Chief Tax Officer titles for UK-region senior tax leadership. The role combines UK tax expertise with US reporting perspective (ASC 740, SOX internal controls over tax, uncertain tax positions), requiring either US-qualified candidates or UK-qualified candidates with genuine US-parent corporate experience. VP Tax roles at US Fortune 500 UK subsidiaries typically attract compensation of £200–£350k+ with US-style equity awards.

Tax Controller

A specific role most commonly seen in US-listed corporates, focused on tax accounting accuracy, SOX controls testing over tax processes, uncertain tax position documentation, and integration between tax and accounting functions. Tax Controller candidates are typically chartered accountants with significant tax accounting focus rather than pure tax advisers. Compensation typically £130–£200k base.

Head of Corporate Tax

Senior specialist role below Group Head of Tax in larger organisations, focused on corporation tax, tax accounting, tax provisioning, and UK compliance. Typically reports to Head of Tax / Tax Director. Compensation £130–£200k base.

Head of Transfer Pricing

Specialist senior role managing intercompany pricing policy, BEPS master file and local file documentation, advance pricing agreements (APAs), transfer pricing audits, and transfer pricing aspects of M&A transactions. Particularly common in large multinational groups. Compensation £140–£220k base.

Head of International Tax

Specialist senior role covering international tax matters including permanent establishment risk, treaty analysis, withholding taxes, CFC rules, and increasingly Pillar Two compliance. Common in multinational UK groups. See our international tax recruitment page for detailed coverage of this sub-discipline. Compensation £140–£220k base.

Head of Indirect Tax

Senior specialist role covering VAT, customs, excise duties, and specific sector indirect taxes (insurance premium tax, plastic packaging tax, landfill tax, aggregates levy as applicable). Particularly important in retail, consumer goods, and sectors with complex supply chain VAT treatment. Compensation £130–£200k base.

Head of Employment Tax

Senior specialist role covering PAYE, salary sacrifice, share schemes, executive reward tax, off-payroll working (IR35) compliance, and expatriate tax. Common in larger corporates with material employee populations and complex reward structures. Compensation £130–£190k base.

Senior Tax Manager

Below Head of function level, Senior Tax Managers lead specific technical domains or process areas. Common entry points for corporate tax leadership career track. Compensation £85–£130k base.

Tax Director (PE-backed platform)

Tax leadership in PE-backed businesses differs from mainstream corporate tax in specific respects — leveraged structures, management incentive plan tax, exit tax planning, bolt-on acquisition tax work, and typically a more commercial and transaction-focused orientation than pure in-house compliance roles. Compensation typically £160–£260k base plus meaningful equity participation.

Interim Tax Director

Full-time cover for a defined period — typical engagements include maternity cover, transformation programmes, Pillar Two implementation projects, HMRC enquiry response, transaction-driven tax work, and CFO-mandated tax function reviews. Interim Tax Director day rates typically £1,200–£2,500+ depending on seniority and specialism.

Tax Partner move to Industry

Big 4 and top-tier mid-tier tax Partners sometimes move in-house into Head of Tax or Group Tax Director roles, typically at FTSE corporates with the scale to warrant a senior Partner-level appointment. These “Partner in Industry” moves are among the most commercially significant senior tax appointments, with compensation often matching or exceeding Partner-level Big 4 income.

Senior Tax Recruitment Candidate Profiles

Our candidate network spans several distinct profiles, each suited to different in-house tax mandate types.

Big 4 Tax Directors and Senior Managers

The dominant candidate base for in-house senior tax roles. PwC, EY, KPMG, and Deloitte UK Tax practices employ thousands of senior tax specialists, a subset of whom periodically consider in-house moves for lifestyle, compensation structure, or career progression reasons. Candidates typically have 10-20 years of Big 4 tax practice experience across corporate tax, transfer pricing, international tax, or specific industry teams. CIOT qualification is near-universal; Big 4 firms also include significant ACA/CA tax specialists and lawyer-qualified tax specialists.

Top-tier mid-market practice candidates

BDO, RSM, Grant Thornton, Forvis Mazars, Crowe, and similar firms provide a second candidate base, particularly well-suited to mid-market corporate in-house roles where Big 4 practitioners may be over-qualified. Mid-market firm candidates often bring broader tax coverage than Big 4 specialists given smaller firm structure.

In-house Tax Directors moving between corporates

Established in-house Tax Directors sometimes move between corporates — typically for career progression reasons (moving from a smaller to larger corporate), sector change, or equity events (a PE exit creating the need to find a next role). These candidates bring direct in-house experience already and typically fit faster into new roles than Big 4 transitions.

Former tax authority staff

A smaller but distinct candidate base: former HMRC senior officers (tax inspectors at senior levels, Large Business Service staff, or LBS transfer pricing specialists) who have moved to consulting or in-house roles. HMRC backgrounds bring particular value in dispute resolution contexts and at corporates with significant ongoing HMRC relationships.

Tax lawyers

Solicitor or barrister-qualified tax specialists sometimes move into in-house Tax Director roles, particularly suited to transaction-heavy businesses or corporates with significant tax dispute exposure. Slaughter and May, Clifford Chance, Macfarlanes, and Travers Smith tax practices are particular candidate sources.

US-qualified candidates

CPAs with UK tax exposure, EAs (Enrolled Agents), or JD/LLM Tax-qualified US lawyers sometimes feature in UK senior tax recruitment — most commonly for US-parented UK subsidiaries where US tax exposure is material, or at US-listed companies with ASC 740 complexity.

Senior Tax Compensation Benchmarks

Current UK market ranges FD Capital is recruiting to in 2026. Senior tax compensation varies significantly by corporate scale, ownership structure, and specific role profile:

LTIP design varies significantly — typically 3-5 year vesting linked to relative TSR for listed corporates, or equity rollover / specific value creation milestones for PE-backed roles. US-parented employers typically offer RSU or PSU grants alongside base compensation. Tax specialists in senior roles often command compensation premiums for specific technical depths in demand — Pillar Two implementation experience, transfer pricing at scale, and US-UK tax bridge skills are current examples of premium-commanding specialisms.

How FD Capital Recruits Senior Tax Leaders

Senior tax recruitment requires specific process discipline given the technical complexity of the candidate assessment and the relatively narrow candidate pool at the most senior levels. Our methodology reflects the requirements of this market segment.

Specialist briefing

Every senior tax mandate begins with a detailed briefing typically co-led by Adrian Lawrence and Jodie Garrington. Jodie’s prior tax recruitment background means briefings capture the specific technical requirements, reporting structures, and candidate profile nuances that generic finance recruitment briefings often miss. We document the specific technical domains required, the tax function’s organisational context, the reporting structure, and the specific factors that will determine successful appointment.

Network-driven candidate identification

Senior tax candidates are overwhelmingly sourced through network rather than advertising. Our candidate identification combines FD Capital’s direct network, targeted outreach to Big 4 and top-tier mid-tier tax practice senior specialists, and specific outreach to known in-house Tax Directors and Heads of function who may be approaching natural career transition points. Confidentiality is essential throughout — senior tax candidates almost never wish their current employer (especially Big 4 Partners) to know they are in conversation.

Technical candidate assessment

Candidate assessment includes detailed professional conversation covering technical specialisms, specific transaction or advisory experience, depth in the particular areas the client requires, and assessment against the non-technical factors that matter for senior tax appointments — stakeholder management capability, commercial judgment, HMRC relationship skill, and leadership of tax function teams. Jodie’s direct tax recruitment background means technical assessment is conducted with genuine practice understanding.

Shortlist presentation

Typically three to five candidates for senior tax mandates, each with our written assessment of technical match, specific strengths, potential development areas, compensation expectations, and cultural fit with the client context. Shortlists are deliberately narrow and high-quality rather than volume-based.

Interview and appointment process

Senior tax interviews typically include technical rounds (often with the CFO and external audit tax partner as applicable), stakeholder interviews (with Audit Committee Chair for senior roles), and for Head of Tax appointments often a case study or scenario-based assessment. Offer stage for senior tax appointments typically involves specific consideration of notice period (often 6 months for Big 4 Partners), restrictive covenant review, and careful handover planning. Appointment typically completes within 56 to 84 days from briefing for senior permanent mandates.

Sector Coverage for Senior Tax Recruitment

Senior tax requirements vary significantly by sector. FD Capital’s tax practice covers:

Financial services

Banks, insurers, asset managers, and financial services firms have distinctive tax profiles including VAT partial exemption, insurance premium tax, specific fund structure tax mechanics, and substantial regulatory overlap. Tax Directors in financial services often have specific FCA-regulated firm experience. See our financial services CFO page.

Property and real estate

UK REIT regime compliance, property holding structure tax, transfer of going concern VAT treatment, and capital allowances work create distinctive property tax requirements. See our property and real estate finance directors page.

Technology and software

R&D tax relief optimisation, patent box, share scheme tax for growth companies, international tax for expanding SaaS businesses, and increasingly digital services tax evolution create a specific tech tax profile. See our technology page.

Manufacturing and industrial

Capital allowances (Full Expensing, Structures and Buildings Allowance), R&D tax relief, plastic packaging tax, and customs duties exposure are material in industrial businesses. See our manufacturing finance directors page.

Oil and gas

UK Continental Shelf ring-fence corporation tax, energy profits levy, decommissioning relief, and international upstream operations create highly specialist tax requirements. See our oil and gas finance directors page.

Private equity-backed businesses

Leveraged structure tax, management incentive tax planning, acquisition debt tax treatment, exit tax planning, and tax due diligence for bolt-on acquisitions. See our Private Equity FD page.

Retail and consumer

Complex VAT treatment, international expansion tax, supply chain tax, transfer pricing for brand/IP structures. See our e-commerce CFO page.

Professional services

Partner tax arrangements within LLPs, salaried partner rules, and specific partnership tax considerations. See our professional services finance directors page.

Frequently Asked Questions About Senior Tax Recruitment

How does senior tax recruitment differ from general finance recruitment?

Technical specialisation is the primary difference. Senior tax candidates are typically assessed on specific technical domains (corporation tax, transfer pricing, international tax, indirect tax, etc.) that require practice-level understanding to evaluate credibly. Candidate pools are smaller, more networked, and less mobile than general finance pools. The briefing quality and technical assessment capability of the recruiter materially determines outcome in a way not universally true of general finance recruitment.

Why does Jodie’s KPMG tax recruitment background matter?

Most executive search firms cannot credibly assess senior tax candidates. Technical tax expertise, Big 4 tax practice structures, career trajectories for Chartered Tax Advisers, and the specific in-house versus practice transition dynamics are genuinely specialist knowledge. Jodie’s prior experience recruiting Tax Directors and senior tax specialists into KPMG’s UK Tax practice means she can conduct technical candidate conversations that generic recruiters cannot — which improves both shortlist quality and candidate experience during search.

What’s the typical timeline for a Head of Tax appointment?

For permanent Head of Tax or Tax Director appointments: shortlist within seven to ten working days of detailed briefing; interviews over two to four weeks; offer and acceptance over one to two weeks; notice period typically three to six months for senior candidates (often six months for Big 4 Partners). Total from briefing to candidate start typically 56 to 84 days for senior permanent mandates.

How do you handle Big 4 Partner-to-Industry moves?

Big 4 Partner transitions are among the most sensitive senior tax recruitment engagements. Confidentiality is absolute — Partners often cannot let their firms know they are in conversation until an offer is imminent. We handle these through direct senior-level conversation, carefully staged disclosure, and specific support on the transition dynamics (equity buyout, restrictive covenant navigation, Partner exit planning). Candidate presentation to clients requires explicit candidate consent at each stage.

Do you recruit tax roles below Head of Tax level?

Our practice focuses on senior tax leadership — Head of Tax / Tax Director, Head of specific tax functions, VP Tax, Tax Controller, and Senior Tax Manager roles. We do not typically recruit Tax Manager or Senior Manager-level roles below this seniority. For roles at those levels, specialist mid-market tax recruitment firms are typically better suited.

What sectors do you have most senior tax experience in?

Financial services, property and real estate, technology, manufacturing, and PE-backed corporates are particular areas of depth. Our network spans all major UK commercial sectors with depth varying by sector-specific tax complexity.

Can you handle international tax searches?

Yes. Our international tax recruitment practice is dedicated to this sub-specialism. International tax leadership, transfer pricing, and Pillar Two specialist searches are all handled within our broader tax practice.

How do you handle interim tax director needs?

Interim Tax Director placements typically respond to specific project or transition needs — Pillar Two implementation, transformation programmes, HMRC enquiry response, maternity cover, or transaction-driven tax work. Interim candidates typically have prior in-house senior tax experience and are available at 2-4 weeks notice. Day rates range from £1,200 to £2,500+ depending on seniority and specialism.

Do you work with US-parented UK subsidiaries?

Yes. VP Tax and Chief Tax Officer roles at US-parented UK subsidiaries are a specific sub-segment we serve. Candidates with US-UK tax bridge experience (ASC 740, SOX tax controls, US reporting requirements alongside UK technical depth) are actively sourced through our network.

What compensation benchmarks should I expect for senior tax roles?

FTSE 250 Group Head of Tax roles typically £180-280k base plus LTIP; FTSE 100 roles £220-400k+ base plus substantial LTIP; PE-backed Tax Director roles £160-260k base plus equity participation; US-parented VP Tax roles £200-350k+ with US-style equity. Specialist Heads of function (Corporate Tax, Transfer Pricing, Indirect Tax, Employment Tax) typically £130-220k base depending on complexity and group scale.

How does Pillar Two implementation affect current tax recruitment?

Pillar Two implementation has driven material recruitment demand since 2024 and continues to do so. UK multinational groups need Tax Directors with genuine Pillar Two experience, and specialist Pillar Two implementation roles (often interim) have emerged as a recognised engagement category. Candidates with demonstrated Pillar Two work command compensation premiums.

What about Senior Accounting Officer implications?

SAO-subject corporates (typically £200m+ turnover or £2bn+ balance sheet) require specific care in Tax Director appointments given the potential SAO accountability. We discuss SAO implications explicitly at briefing and candidate level to ensure informed decision-making by both client and candidate.

Do you offer candidate guarantees?

Yes. Permanent senior tax placements include replacement guarantees on the standard terms applicable to our senior finance mandates — if a placed candidate leaves within a specified period for reasons other than client-side changes, we conduct a replacement search at no additional fee.

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