Legacy Professionals LLP

The SECURE Act 2.0 represents a sweeping update to U.S. retirement policy, aimed at making it easier for individuals to save, for employers to offer plans, and for part-time and lower-wage workers to participate. By building on the foundation of the original 2019 legislation, this law modernizes retirement planning to reflect today’s workforce realities. Key takeaways include expanded Roth options, delayed required minimum distributions, and automatic enrollment for many new plans. It also brings practical solutions, like matching student loan payments with retirement contributions, and offers significant tax incentives to small businesses. These changes are being rolled out over time, so understanding how they apply can help both employers and employees make informed decisions. Those nearing retirement, managing a small business, or just entering the workforce will likely see new opportunities to save more effectively and flexibly. With adjustments to contribution limits, eligibility ...

A CPA firm’s growth and success rely on more than technical expertise or client relationships. The firm’s most valuable asset is its people. Recruiting skilled professionals , retaining top talent, and fostering a culture of engagement have a direct impact on performance, client satisfaction, and long-term sustainability. By prioritizing strategic talent management, CPA firms can enhance their operations, foster loyalty, and achieve measurable growth. The Role of Recruitment in Firm Performance Recruitment sets the foundation for a high-performing CPA firm. Hiring professionals with the right skills, mindset, and cultural alignment ensures a cohesive and motivated team. A strategic approach goes beyond evaluating credentials; it considers adaptability, collaboration, and the ability to thrive in dynamic environments. Recruiting the right talent reduces turnover and improves operational efficiency. Employees who align with the firm’s mission and culture integrate quickly, contribute eff...

Finding outstanding professionals has become one of the toughest challenges for CPA firms today. The demand for accountants, auditors, and financial advisors is climbing, while the pool of skilled candidates is shrinking. That makes it essential for firms to move past “post and pray” recruiting and embrace thoughtful, people-focused strategies. If you’re running a CPA firm or leading hiring efforts, here are eight practical ways to attract the kind of talent that not only performs well but also sticks around. 1. Start With the Story of Your Firm People don’t just want a job—they want a story to be part of. CPA firms that share their journey, values, and client impact stand out in a crowded field. For instance, if your firm has a strong history of serving local businesses or a reputation for mentoring young accountants, put that front and center. Candidates connect to purpose just as much as paychecks. 2. Create Job Ads That Inspire Action Too many postings read like laundry lists of s...

CPA firms need great people to succeed. Delivering quality service or growing the business is hard without skilled and motivated staff. But finding the right talent isn’t always easy. The best candidates often have many choices, so firms must stand out using innovative and simple hiring strategies.  The most effective ways to recruit outstanding talent at CPA firms. Each section is written in clear, easy-to-read language to help any firm — large or small — attract the professionals it needs. Make Your Workplace a Place People Want to Join The best candidates don’t just look for a job. They look for a place where they feel welcome, supported, and proud to work. That’s why your CPA firm must become a place people want to join — not just a place that’s hiring.  You can do this by showing what makes your firm special. Highlight the values your team lives by. Share stories about how you help clients or support your community. Talk about your team’s achievements and what makes your...

  Finding exceptional professionals in today’s competitive accounting world is no small task. CPA firms are competing not only with each other but also with corporations, startups, and tech-driven financial services that all want the same top-tier talent. Attracting and hiring the right people requires more than job postings—it demands strategy, empathy, and a genuine commitment to building careers. Know the Story You’re Telling About Your Firm When candidates consider your firm, they’re looking for a story they can see themselves in. Do you stand for client excellence, work-life balance, career growth, or community involvement? Clarifying your firm’s story helps you connect with candidates who share your values. For instance, a regional firm that branded itself as “family-friendly” with flexible hours saw applications from working parents increase dramatically. Craft Job Descriptions That Spark Interest Too often, job descriptions read like a laundry list of technical requirement...