If you’re leading a firm right now, you’ve likely felt the tension: you want your people in the office. But the talent you’re trying to hire? They still want flexibility. This clash between remote vs onsite accounting jobs has become one of the most challenging issues in today’s hiring landscape.
At Accountingfly, this tug-of-war shows up in nearly every client conversation. While firm leaders are focused on culture, mentorship, and collaboration—rightfully so—our recruiting team keeps seeing the same thing: top candidates are walking away from rigid onsite requirements.
This is the reality of today’s hiring landscape. Remote vs onsite accounting jobs isn’t just a policy decision—it’s a strategic one. And it’s reshaping how firms attract, hire, and retain top talent.
The Expectations Have Shifted
It’s no longer enough to offer a great compensation package or a strong firm culture. Those are important—but they’re not differentiators anymore. The baseline expectation among experienced professionals is flexibility. Hybrid work is the new norm. Fully onsite roles? They’re getting harder (and slower) to fill.
Our team hears it every day. Candidates are saying, “I’ve proven I can work remotely. Why would I give that up?” For many, returning to a daily commute just isn’t on the table. And they have options.
“We Had a Remote Hire Once… and It Was a Disaster.”
One thing we hear from firm leaders all the time is: “We tried a remote hire once, and it didn’t work out.”
We get it. A bad hire—remote or in-office—is frustrating and costly. But here’s the truth: a bad fit can happen in any environment. Just because a remote employee failed doesn’t mean remote work doesn’t work. It means that person wasn’t the right fit.
When an in-office hire doesn’t work out, you don’t shut down your office—you find someone better. The same logic applies to remote roles. You keep hiring until you find the right person, no matter where they sit.
If goals are being met, projects are delivered on time, and clients are happy with your team’s work, why should it matter where that work is happening?
Flexibility Wins the War for Talent
This matters because the talent market is still tight, especially in tax and audit. When firms insist on full-time in-office roles, they dramatically shrink their pool of qualified applicants. But firms that lead with flexibility are hiring faster and attracting stronger talent.
We’re not suggesting you abandon your culture or stop investing in people. But if you’re unwilling to meet candidates where they are, you’ll lose out—again and again.
The Future Is Flexible
I don’t believe the future is fully remote or fully in-person. The future is strategic. It’s flexible. It’s built on trust and performance—not just on being in the office next door.
If your hiring strategy isn’t aligned with that reality, it’s time for a shift. The firms that adapt are winning the talent war and will be positioned to grow in the years ahead.
For more insights on managing flexibility in the accounting profession, check out the AICPA’s guide on remote work.
Need help hiring remote or hybrid accounting talent?
That’s what we do. Let Accountingfly connect you with the professionals your firm needs—no matter where they work best.
