Smart Recruiting Tips for Growing CPA Firms

The accounting profession is evolving fast, and growing CPA firms are feeling the pressure. Increased client expectations, new technologies, remote work options, and a shrinking talent pool have made recruiting more competitive than ever. For firms that want to scale sustainably, smart recruiting is no longer optional—it’s a strategic priority. Hiring the right people at the right time can determine whether growth feels exciting or overwhelming.

Below are practical, forward-thinking recruiting tips designed explicitly for CPA firms looking to attract strong talent, build resilient teams, and grow with confidence.

Clarify Your Ideal Candidate Profile

Before posting a job ad or contacting a recruiter, it’s essential to define what you truly need. Many CPA firms struggle with hiring because they focus only on credentials, such as CPA licensure or years of experience, while overlooking role clarity and cultural alignment.

Start by identifying the specific problems this hire should solve. Are you looking for someone to manage complex tax returns, handle client advisory services, or support partners during busy season? Be clear about technical requirements, but also define soft skills like communication, adaptability, and client-facing confidence.

Growing firms should also think ahead. Hire for where the firm is going, not just where it is today. A candidate who shows leadership potential, curiosity about technology, and interest in long-term growth may be more valuable than someone who only checks every technical box.

Build an Employer Brand That Attracts Talent

Top accounting talent has options. To stand out, CPA firms must intentionally market themselves as great places to work. Employer branding isn’t about flashy slogans—it’s about clearly communicating what makes your firm unique.

Highlight your firm’s values, leadership style, and approach to work-life balance. Candidates increasingly care about flexibility, mental health, and career development. If your firm offers remote or hybrid options, flexible schedules, mentorship programs, or continuing education support, make that visible.

Your website, job listings, and social media presence should reflect your culture. Share employee stories, community involvement, and insights into daily life at the firm. Authenticity matters more than perfection. A strong employer brand attracts candidates who are aligned with your firm, reducing turnover and improving long-term retention.

Expand Your Talent Pool Strategically

One common mistake growing CPA firms make is limiting their search too narrowly. While local, in-office hires were once the norm, today’s environment allows for much broader recruiting strategies.

Remote and hybrid roles open access to national—or even global—talent pools. This is especially valuable during the busy season or when specialized expertise is needed. Consider hiring remote tax preparers, outsourced accounting professionals, or part-time specialists to supplement your core team.

Additionally, don’t overlook nontraditional candidates. Professionals returning to the workforce, career changers with strong analytical skills, or candidates with experience in adjacent fields like finance or consulting can bring fresh perspectives. With proper training and support, these hires can become high performers.

Streamline and Modernize the Hiring Process

A slow or disorganized hiring process can cost you great candidates. Growing CPA firms need efficient, candidate-friendly recruiting systems that reflect professionalism and respect for applicants’ time.

Start by simplifying job descriptions. Avoid long lists of “nice-to-have” qualifications that may discourage qualified candidates from applying. Focus on what truly matters for success in the role.

Use technology to your advantage. Applicant tracking systems, video interviews, and skills assessments can help speed up decision-making without sacrificing quality. At the same time, maintain a human touch. Clear communication, timely follow-ups, and transparent expectations go a long way in building trust with candidates.

Remember that interviews are a two-way evaluation. Be prepared to answer questions honestly about workload, growth opportunities, and firm culture. Candidates are assessing whether your firm is a place where they can thrive, not just survive busy season.

Invest in Onboarding and Long-Term Development

Recruiting doesn’t end when an offer letter is signed. For growing CPA firms, strong onboarding and development programs are essential to protect your investment in hiring.

A structured onboarding process helps new hires become productive faster and feel connected to the firm. Provide clear training plans, access to resources, and regular check-ins during the first few months. Assign mentors or buddies who can answer questions and offer guidance.

Long-term development is equally important. High performers want to see a future with your firm. Offer clear career paths, leadership training, and opportunities to expand skills beyond compliance work. Encouraging continuing education and supporting professional certifications builds loyalty while strengthening your firm’s capabilities.

Retention and recruiting are closely linked. Firms that develop and promote their people naturally attract better candidates over time.

Final Thoughts

Smart recruiting is about more than filling open positions—it’s about building a team that supports sustainable growth, strong client relationships, and a healthy firm culture. As competition for accounting talent increases, CPA firms that take a strategic, people-focused approach will have a clear advantage.

By clarifying hiring needs, strengthening employer branding, expanding talent sources, modernizing the hiring process, and investing in development, growing CPA firms can turn recruiting into a powerful growth engine. The firms that succeed will be those that view talent not as a cost, but as their most valuable long-term asset.