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Tactics a Real-Life Firm Uses for Hiring Success


The accounting industry has been embroiled in a war for talent for many years. Our industry is facing new seismic shifts from labor shortages, declining accounting program enrollments, the lowest CPA exam rates in history, the Great Resignation, new employee requirements, and the fact that people are still moving around the country.

Aug 1st 2022
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The pandemic shifted the way accounting firms seek out employees. Before it started, we had ten fully remote employees. These staff members had started their careers with the firm; we knew them really well even before they became remote employees. 

When COVID-19 happened, we shifted our mindset and quickly started to look for talent outside our geographical area. Expanding our recruiting efforts across the United States also gave us access to diverse communities, helping us become a more diverse company. Today, over 40 percent of our workforce lives more than 100 miles from our Silicon Valley headquarters across 25 states. 

Our strategies so far have focused on the following:


Here are some unique aspects to our recruiting process that we think are particularly noteworthy:

1. Offering hybrid, flexible and fully remote schedules from the start. Candidates rethinking what they want and what they need don’t have to wonder what our policies and flexibility might be when they read our job postings. We clearly state the options at the top of the page. How we work, why we work, and where we work are top of mind. We have collectively moved well beyond the conversation about work-life balance into a broader discussion about how we as an employer help people integrate the parts of work and life that matter most to them.

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