The Problem Synthesized
The accounting market is facing a serious talent crisis! 40% of CPAs will be retiring by the year 2030, and 70% of current CPAs will be retired by 2033. Furthermore, talented non-licensed accountants are in extreme scarcity as committed career-minded graduates seek less stigmatized professions with better hours, more self-guided autonomy, and faster comp-acceleration.
Talent Acquisition in accounting requires a non-traditional approach, and 90% of recruiters today cannot think outside of the box. We're among the 10% who can, and there are several viable, creative options to consider in order to effectively address and resolve your talent acquisition challenges.
Be willing to pay above-market rates to attract a local rockstar who can be your successor, or who can be a successor to a retiring leader at your firm
Acquire great talent through M&A.
Regional sole-proprietors, many of them of non-advanced age, can often be mentored into positions of senior executive leadership at your firm
Be willing to look outside of public accounting.
For Staff, Senior, and Supervisor level positions, if, and only if, you are willing to offer a reasonable work-life balance, hiring accountants who come from the private world can be an IN-OFFICE or hybrid solution to your regionally centric firm