Accounting firms are hiring in a tighter, more selective market, with the biggest gap at the experienced associate through senior manager levels.

However, according to Accounting Today, hiring processes are getting cleaner. Large firms are standardizing interviews, using behavioral assessments, and building clear feedback loops so decisions are consistent across teams. Some are adding professional recruiters from outside public accounting to widen sourcing and improve candidate communication.

Pipelines are also becoming broader, with firms recruiting beyond traditional CPA tracks, including community colleges, trade schools, and programs in data, IT, and business. One regional firm, BeachFleischam has built a project manager group to handle intake, document collection, and timeline tracking before returns are logged. That frees technical staff to spend more time on complex work. Innovation and data roles are also moving in-house. 

Internships also remain a key channel. The most effective programs show candidates real work early, introduce them to leaderships, and explain how the firm differs from both very large and very small peers. Access to decision makers, even informally helps candidates see fit. 

Retention is starting earlier on too. Some firms make offers up to eighteen months before graduation and keep in touch until start dates. New hires get structured training, exposure across tax, audit, and advisory, and a named mentor and manager. Others pair role-specific training with a peer buddy and quick surveys at the eight-week mark, then benchmark results to outside data.

Development is getting more explicit, with firms documenting outcomes and KPIs by role. Clarifying who owns each employee’s growth, and training people managers to coach and give feedback.