It’s not easy to hire an accountant in 2025. The candidate pool has been tightening for years, and it doesn’t seem to be changing anytime soon. Companies are competing for a limited pool of qualified professionals, and many employers are struggling to attract and keep their top-tier accounting talent. If you’re posting a job and expecting qualified candidates to pour in, you may already be behind. With candidates having more options than ever, many are evaluating employers just as critically as employers evaluate them. Here’s what I’ve learned from the front lines of finance and accounting recruiting, and what companies can do to stand out when hiring an accountant in today’s tight labor market.
1. Rethink the Job Description
Many accounting job descriptions are outdated, overly formal, or generated by AI. If your job description reads like a policy manual or exactly like every other Staff Accountant job posting on LinkedIn, it’s not going to inspire anyone to apply.
Instead:
- Write like a human.
- Be clear about what the role is and its expectations.
- Explain how the role fits into the broader business and team.
- Sell the perks of working for the company.
Bonus points if you describe the culture and work environment in a way that actually sounds authentic.
2. Move Quickly
I can’t emphasize this enough! The best candidates are off the market fast, and timing is everything in recruiting. I’ve seen great accountants accept other offers while a company was still trying to schedule a third-round panel interview a month after its initial contact with the candidate. If someone impresses you, don’t wait. “49% [of workers] agreed that most job application processes are too long and complicated,” according to Indeed’s 2024 Workforce Insights Report. A drawn-out timeline causes candidates to lose interest and is one of the fastest ways to lose top talent.
3. Be Competitive (Not Just on Salary)
I’m not going to pretend like offering a competitive compensation package isn’t important, because it is. However, candidates are increasingly valuing other things like flexible schedules, the ability to WFH, professional development, career advancement, and team culture.
A few tips when hiring an accounting in a tight labor market:
- Set realistic expectations about what flexibility looks like up front and keep an open mind if that’s something candidates are looking for.
- If increasing the salary range isn’t an option, try to highlight other benefits and perks that might close the gap.
- Be respectful of the candidate’s time throughout the process.
If you’re trying to hire a senior accountant or controller and offer zero flexibility, little advancement, and haven’t updated your compensation structure since 2018, don’t be completely shocked when candidates go with a different offer.
4. Broaden Your Definition of a “Qualified” Candidate
I see many employers pass over excellent candidates simply because they don’t have the exact background or ERP system listed in the posting.
A few things to consider:
- Someone from another industry may still have highly transferrable skills.
- A candidate without a CPA but strong real-world experience might be a better fit than someone with the credentials but little hands-on exposure.
- Degrees and titles do matter, but they’re not everything.
- Focus on hiring the person, not just the resume.
- Culture always wins. Sometimes, the best candidates aren’t always the most qualified on paper.
Great accountants come from diverse paths and can sometimes have varied backgrounds. If your focus is on culture first, retention will increase, and you won’t find yourself in the same position six months later. Don’t miss out on high-performing talent because you hire like an auditor and follow a checklist.
5. Focus on What You Can Control
The market is tight. But there are still things you can control.
- Your process: Keep it efficient and respectful.
- Your pitch: Be able to describe why someone would want to work for you and communicate that clearly.
- Your flexibility: Can you be creative and free up some bandwidth in order to train someone in certain areas?
- Your reputation: Candidates talk and read reviews. Ensure that your interview process and communication reflect your values as an employer and proactively address any concerns or objections that may arise.
If you do those things well, you’ll stand out and candidates will take notice.
Final Thoughts
Hiring an accountant in a tight labor market is no easy task. Candidates are still selective, the talent pool is growing increasingly limited, and the best candidates are off the market quickly. Here’s the good news: Chief of Staff KC is here to help! We are a boutique firm that specializes in finding the best candidates in Kansas City. My focus is Accounting and Finance, but as a firm, we have separate divisions that also specialize in HR, IT, Office & Administration Support, Operations, Sales, HR Consulting, and Marketing. We focus on finding a great cultural fit and making connections that actually matter, rather than just checking boxes.
Want professional help navigating this market or crafting a hiring strategy that works? Reach out because that’s what we are here for. We can help find qualified candidates who will stick around better than any firm in the city. We are also a contingent firm, so this service is free for employers unless we deliver on our promises, and you decide to hire someone we have introduced to you.
Curious to know more? Reach out, and let’s connect!
Written by Bryce Shepherd
Senior Talent Scout at Chief of Staff KC
Currently hiring and need a helping hand? Haven’t had a smooth job search?
Reach out to Chief of Staff KC with any questions you may have, and we’ll pair you with a dedicated recruiter that is motivated to find the right fit for you. Let’s get started.
