Many CPA firms are facing the same problem: open positions stay open for months, teams are overloaded, and busy seasons feel heavier every year. The natural response is to hire more
people. Post more job ads. Offer higher pay. Work with recruiters.

But despite all these efforts, the problem remains. The truth is clear — CPA firms cannot hire their way out of the talent shortage. The issue is not just about recruitment. It is about
how the profession has changed, how people work today, and how firms are
structured.

Fewer People Are Entering the Accounting Profession

One major reason for the talent shortage is that fewer students are choosing accounting as a career. Many young professionals see accounting as demanding, stressful, and tied to long hours,
especially during audit and tax seasons.

Becoming a CPA also requires long-term commitment. Students must complete additional education, pass challenging exams, and invest time and money before they even start their
careers. Compared to other business or tech roles that offer faster entry and flexible work, accounting can feel less attractive.

At the same time, many experienced CPAs are retiring or leaving public accounting for roles in private companies, consulting, or entirely different industries. When these professionals leave, firms lose deep experience, leadership, and institutional knowledge — things that cannot be replaced quickly by new hires.

The Nature of Accounting Work Has Changed

Accounting today is no longer just about numbers and compliance. Clients expect CPAs to be advisors, problem-solvers, and strategic partners. They want insights, not just reports.

This shift means firms now need professionals who understand technology, data, regulations, and business strategy — all at the same time. However, many new graduates enter the workforce without exposure to these broader skills. Firms then spend significant time training new hires while still struggling to meet client demands.

Because of this gap, even when firms find candidates, those candidates may not be fully prepared for the complexity of modern accounting work. Hiring more people does not automatically solve this issue.

Work Expectations Have Changed for Today’s Workforce

The accounting profession was built on long hours, fixed schedules, and in-office work. But today’s workforce values flexibility, balance, and purpose more than ever before.

Many professionals want:

• Flexible or remote work option
• Predictable Schedules
• Reasonable workloads
• Clear career paths and mentorship

Public accounting often struggles to meet these expectations, especially during peak seasons. As a result, many talented accountants leave after just a few years. When turnover is high, firms
are constantly hiring just to stay at the same staffing level.

This cycle makes it clear that recruitment alone is not enough. If firms cannot keep the people they hire, the talent shortage will continue.

Competition for Talent Is Intense

CPA firms are no longer competing
only with each other. They are also competing with:

• Private  companies 
• Tech firm 
• Consulting firms
• Finance and analytics roles·     

These industries often offer better hours, flexible work arrangements, and competitive pay. Even when CPA firms increase salaries, they may still lose candidates to roles that offer better overall work experience.

This competition drives up costs but does not guarantee long-term retention.

Why Hiring More People Isn’t the Solution

Posting more job openings does not create more accountants. Recruiters are fishing in the same limited pool of candidates, which leads to longer hiring cycles and higher compensation demands.

In many cases, firms spend months searching for talent, only to lose new hires within a short time due to burnout or better opportunities elsewhere. This approach is expensive, exhausting, and
unsustainable.

The problem is not a lack of effort in hiring — it is that the traditional hiring model no longer fits
today’s reality.

What CPA Firms Must Do Instead

To truly address the talent shortage, CPA firms must rethink how they operate.

Use technology wisely.

Automation and modern accounting tools can reduce manual work and free professionals to focus on higher-value tasks. This allows firms to do more without relying solely on headcount growth.

Adopt flexible staffing models.

Remote teams, outsourced accounting support, and global talent partnerships allow firms to meet client needs without depending only on local hiring.

Focus on retention, not just recruitment.

Keeping good people matters more than constantly replacing them. Clear career development, training, mentorship, and manageable workloads help professionals stay longer and grow with the firm.

Redefine career paths.

Not every accountant wants the same journey. Firms that offer multiple career tracks — technical, advisory, leadership, or flexible roles — can attract and keep a wider range of talent.

Conclusion

The accounting talent shortage is not a temporary challenge, and it cannot be solved by hiring alone. It is the result of long-term changes in education, workforce expectations, and the
nature of accounting work itself.

CPA firms that continue to rely only on traditional hiring will remain understaffed and overworked. Those that adapt — by embracing technology, flexible models, and people-first strategies —
will be the ones that thrive.

The future of the profession depends not on hiring more people, but on working smarter, supporting talent better, and building firms designed for the modern workforce.

At HWA Alliance of CPA Firms, Inc., we believe the future of accounting isn’t about hiring harder—it’s about working smarter and building sustainable teams. If your firm or organization is feeling the pressure of the CPA talent shortage, now is the time to rethink how work gets done.

From outsourced and co-sourced accounting solutions to specialized audit and advisory expertise, we help you fill talent gaps, reduce burnout, and refocus your internal team on high-value,
strategic work. Let’s build a smarter staffing model together.

Connect with HWA Alliance of CPA Firms, Inc. to explore how our global alliance, experienced
professionals, and technology-enabled approach can help your organization thrive—despite the talent shortage