A few months ago, we described the current public accounting hiring market as “a choppy market with mismatched expectations.” And that hasn’t changed. If you want to succeed in how to hire accountants in a competitive market, you need a strategy tailored to today’s talent landscape.
At Accountingfly, we spend all day, every day helping accounting firms find right-fit talent and helping accountants find great new opportunities. Here are our recommendations for employers navigating the 2023 hiring market:
Balanced Hiring
What is balanced hiring? It’s doing two seemingly incompatible things at the same time: (a) competing aggressively for talent in a candidate-friendly market and (b) being prudent to ensure that you make a good hiring decision.
1. Be fast with the things that can be rushed.
Start early. Don’t start looking for tax talent in October (or later). That might have worked 10 years ago, but it won’t work in this market. For tax, peak hiring season runs from May–August. Delaying until fall = a smaller talent pool and fewer top-end candidates.
The same advice applies to accounting, audit, etc. Given current market conditions, we recommend starting the hiring process six months before your anticipated need. This allows time to recruit, onboard, train, and get to know the team member before you need them to hit the ground running.
Move quickly. Once you identify a viable candidate, express interest and arrange interviews immediately. Adjust your schedule if needed because if you wait even a few days, top candidates may already be off the market.
Continue to move with urgency throughout your hiring process. This doesn’t mean skipping key steps (like background checks), but it does mean cutting out unnecessary delays between steps.
Communicate often, precisely, and openly. During the initial interview and throughout the hiring process, establish strong communication with the candidate. Be clear about what happens next, how long each step takes, and make it easy for them to ask questions or share updates.
2. But don’t skip important steps.
We often hear: “I really like this candidate! Can I skip background or reference checks?” No—hiring the wrong person is costly. You wouldn’t skip a home inspection before buying a house. Don’t skip due diligence when hiring.
If your process includes assessments (we recommend Accountests) or multiple interview rounds, acknowledge the candidate’s effort. A simple gesture like a $25–$50 e-gift card after they complete an assessment shows appreciation—and sets your firm apart.
Thoughtfulness counts. Candidates remember who respected their time and effort, and that can make the difference if they’re deciding between multiple offers.
3. Sell your opportunity.
The biggest hiring mistake firms make? Not selling the opportunity to the candidate.
At every touchpoint—job posting, interview, and offer—remember that hiring is sales. You’re not just evaluating candidates; you’re persuading them to choose you.
What makes your firm special? Is it fully remote work? Limited busy seasons? Growth opportunities? Use every opportunity to highlight the value of working with your team. If you’re learning how to hire accountants in a competitive market, you must treat your job openings like products that need marketing.
4. Don’t nickel and dime—be creative with compensation.
Sticker shock is real. Salaries have gone up in recent years, and we’ve seen many promising hires fall apart over differences of just a few thousand dollars.
If budget is tight, get creative. Consider signing bonuses, flexible hours, extra PTO, or capped busy season hours to sweeten the offer. Ask candidates what matters most to them and try to match their priorities—even if you can’t match the salary dollar-for-dollar.
The Bottom Line
You can make a great hire in today’s market. Accountingfly receives around 1,000 applications every week—so the talent is out there.
By moving fast, communicating clearly, selling your opportunity, and offering creative compensation, you can master how to hire accountants in a competitive market—without sacrificing diligence or taking big risks.
Ready to Win the Talent Game?
If you’re serious about how to hire accountants in a competitive market, don’t go it alone. Accountingfly specializes in helping firms like yours find top remote accounting talent—permanent or temporary.
👉 Schedule a free 30-minute Discovery Call to see how we can help you attract, hire, and retain the right people—faster and smarter.
