By Steve Saah.
Every finance leader is well aware of the accountant shortage. As a growing wave of seasoned professionals enters retirement, fewer students are earning accounting degrees. The AICPA has also reported a steady decline in CPA exam candidates. Meanwhile, the demand for accounting services continues to rise as businesses require expert guidance on tax strategies, financial reporting, compliance and advisory services.
CPA firms that lack a strong talent pipeline risk understaffing, overworking existing employees and potentially losing business to competitors with workforces better prepared to take on new challenges. Here are some ideas for creating a robust pipeline for your firm—some of which can help support the future of the accounting profession, too.
1. Continuously cultivate internal talent
Prioritizing the professional growth and development of your existing team is one of the most effective ways to future-proof your business. Consider using the following talent management strategies to make the most of your team’s potential, enhance retention and increase the chances of your employees referring promising hires to your firm:
- Implement mentorship and training programs. Pair experienced accountants with less-seasoned staff members to promote knowledge transfer, provide career guidance and encourage leadership development. A strong mentorship culture can increase employees’ job satisfaction while enhancing in-house expertise.
- Provide continuing education and certification support. Encourage your employees to pursue CPA licensure and advanced certifications by offering financial incentives such as covering their exam fees or prep course costs. Time-off allowances for dedicated study are also a big plus. (Remember: Preparing for the CPA exam literally requires hundreds of hours.)
- Be clear about career progression opportunities. Make sure your employees understand how they can grow professionally and advance their career within your firm. Without that clarity, they may feel overlooked or underutilized, and could end up seeking opportunities elsewhere. Schedule career conversations regularly with your employees to stay attuned to their professional goals and identify candidates for succession planning.
- Offer alternative career pathways. Many accounting professionals leave public accounting due to long hours or the lack of work-life balance. To retain valued talent, consider offering part-time or seasonal roles for experienced professionals who may not want a full-time commitment. You can also create internal career pivots—for example, transitioning accountants into advisory or tech-driven roles within the firm. Another strategy is to create a returnship program for CPAs who took a career break and want to re-enter the workforce.
2. Make the most of external outlets and resources
To create a robust talent pipeline for your firm, you need to make connections with the best available talent from everywhere. Strengthening your employer branding and recruitment marketing will help raise your firm’s profile. Showcase your corporate culture, benefits and career growth opportunities on social media, your website and in job postings. A strong employer brand can help differentiate your firm from competitors, including bigger companies competing for skilled accounting professionals.
You should also strive to:
- Broaden your talent pool geographically. Many accountants today specifically seek to work for employers that provide hybrid or remote work opportunities. By making location less of a barrier to working for your organization, you can increase your access to top-tier accountants who might not otherwise consider applying for the roles you’re advertising.
- Engage with potential boomerang employees. Former employees who left the company on good terms can be valuable resources for your talent pipeline. Staying connected with your firm’s alumni—especially those professionals who have gained new skills or experiences elsewhere—creates opportunities for rehiring high-performing employees.
3. Adopt a flexible staffing strategy
Hiring contract talent is an effective solution to overcome staffing gaps on your team, especially during busy periods like tax season. According to research for Robert Half’s 2025 Salary Guide, public accounting firms are bringing in contract professionals during seasonal peaks specifically to alleviate workloads and stress.
A flexible staffing strategy can enhance your firm’s talent pipeline in other ways, too. For example, it allows you to observe skilled professionals on the job before deciding whether to extend a permanent offer. Additionally, you can build a reliable network of contract professionals to support long-term or complex projects, ensuring consistency and expertise across multiple engagements.
To create and refine an effective flexible staffing strategy for your business, consider working with a staffing firm that specializes in delivering talent solutions for finance and accounting.
3. Help shape the next generation of accountants
Another way to help grow accounting talent is by partnering with universities and colleges to offer paid internships, co-op opportunities or guest lectures. Many institutions also have advisory boards for their accounting programs, where firm leaders can help shape curricula to align with evolving industry needs.
Providing financial support such as scholarships or tuition grants for students pursuing accounting degrees can also increase interest in the profession while raising your firm’s profile with future professionals. Not all new grads with accounting degrees will want to immediately pursue the CPA track. But by bringing them into structured apprenticeships and early career programs, you can help them understand the value of earning this credential and set them on the path to becoming a CPA.
Keep an eye toward your firm’s future, too
You’ll need to stay informed about industry hiring trends, salary expectations and evolving skill demands to keep your talent pipeline robust and providing the most value to your business. For instance, even if your CPA firm is only beginning to explore using advanced analytics, AI-driven financial modeling or automation tools in everyday workflows, proactively seeking professionals with these skills, upskilling your existing team members or both can help position your firm for long-term success.
It’s also important to recognize that many of today’s most in-demand accounting professionals value work flexibility, career advancement and purpose-driven work. The strategies outlined above, from offering clear paths for development to providing hybrid work options, can go a long way toward meeting those expectations. That, in turn, can help you draw top talent into your pipeline continuously to meet current needs while also supporting future growth.
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Steve Saah is the executive director of permanent placement at Robert Half, the world’s first and largest specialized financial talent solutions service. The company has more than 300 locations worldwide. He is responsible for leading U.S. operations, based in the Washington, D.C., metropolitan area. He was named executive director in 2017, previously serving as director of permanent placement services.
Saah has been with the company since 1998, where he started as a recruiting manager, following a career as an internal auditor and assistant controller. He is a noted expert, author and presenter on career, management and hiring trends, particularly those affecting the accounting and finance fields. Saah earned a finance degree from Virginia Tech.
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