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Franchising offers alternative to partnership route

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One statistic really jumped out at me from the annual CPA Career Satisfaction survey co-authored by my friend Randy Crabtree of Tri-Merit. It was that firms providing ample career opportunities for employees not on the partner track have much better retention and employee engagement than firms that are still abiding by the “up or out” mindset.

From my podcasts and speaking engagements, I’d have to agree that many talented and highly motivated professionals are wondering whether the traditional partner track is still worth it considering the time, stress and strain on personal relationships (and health) it requires. Fortunately, more alternatives are emerging that can offer CPAs a great lifestyle and substantial financial upside.

Take Dark Horse CPAs, a nontraditional firm co-founded by Chase Birky. Birky started his career at a Big Four firm and then moved to a local firm before starting his own company. He formed Dark Horse to incorporate the best aspects of a big firm (bench strength and resources) with the best aspects of a small firm (intimacy, collegiality). This allows his people to be creative, autonomous and self-determining, not just chained to their desks and burned out.Enter the principal role.

Instead of sacrificing relationships with family, friends and spouses to garner one of your firm’s coveted partner slots, you can become a principal at firms like Dark Horse through the Accelerator Program. This can be especially intriguing to managers or senior managers at a traditional firm who are deciding whether to stick it out and try for becoming a partner.

The Dark Horse Principal Accelerator Program was created for entrepreneurially minded CPAs who want to build a scalable book of business without the personal and financial sacrifices required of starting a firm from scratch. Accelerators go through a training program that acclimates them to the firm’s tech stack, followed by sales training and one-on-one coaching. After completing the training, principals begin building their book of business by fielding inquiries from potential Dark Horse clients. To facilitate their growth, Accelerators have full-time and fractional professional personnel support at their disposal. After successful completion of the program, participants can become equity principals of the firm.

It’s an investment on Dark Horse’s part as well, “requiring four to nine months of intensive ‘X’s and O’s’ training and coaching,” said Birky.At the end of the training program, Birky said participants typically have a book of business worth $200,000 and they’re eligible to become principals. “It’s similar to being a partner at a traditional firm,” said Birky. But, since Dark Horse is a C corp, its principals are W-2 employees who also have equity in the form of stock options, plus bonus potential based on the profitability of their book of business.

Not your typical one-third/one-third/one-third

Like Birky, I believe this approach is very different from the one-third/one-third/one-third model of a traditional firm. That’s when one-third of revenue goes out as partner compensation, one-third goes out for staffing, and one-third goes out in overhead. By contrast, Dark Horse runs specific P&Ls every day for each book of business so it can calculate how much of each principal’s profit goes into the profit split with the firm. That way, it always knows how much in direct expenses is being allocated to each principal. As a result of its leaner and more horizontal structure, Birky said Dark Horse principals are typically bringing home 40% to 50% of their revenue as compensation vs. 33% that’s more common in the industry. In essence, Dark Horse is accelerating each principal’s earning potential and eliminating the frustration of having to share staff. Likewise, team members don’t get frustrated by having eight different bosses making demands of them at the same time. 

I can relate to that situation. When I was in the client accounting services practice of a large firm, I was a manager overseeing a team of a dozen people. I felt like I had nine or 10 bosses making requests of me at the same time, and my team was getting pulled in every direction. This kind of stress definitely took a toll on my team and I know it affected many of their marriages and relationships.

While I don’t have scientific research to back this up, I can tell you anecdotally there are a lot more second, third and fourth marriages at accounting firms than in the general population. I’ve also noticed a higher percentage of never-married employees in their 40s and 50s at larger firms than in the general U.S. population. 

Fortunately, more firms are creating alternative paths for employees who want to excel, but who don’t want to “sell their soul to the firm” in order to make partner. Dark Horse’s Accelerator Program is one way for talented managers in our profession to retain some work-life balance. They want to make more money now; they don’t want to wait another five or ten years to make partner at a traditional firm.

CPA firm as C corp

Next, you may be wondering if there are any issues running a CPA firm as a C corp, the way Dark Horse does. In California, where Dark Horse was formed, it’s considered an accountancy corp, so it can be either a C corp or an S corp. Birky said Dark Horse originally went with the S corp to make things simpler, but it eventually converted to an C corp, so it can someday take outside investment. Birky said outside investors tend not to like S corps. Also, Dark Horse is a play for volume and scale, so it won’t be that far in the future when it will exceed the 100-shareholder limit for S corps.

Birky said Dark Horse offers stock options to staff members once they become principals, and then annual grants thereafter. But the firm also has ways for equity to get down to the staff level. When Dark Horse gives a grant to a principal, the firm might tell him or her: “Hey, you earned 20,000 shares. Would you like any of this share grant allocated to your team?” 

If they say, “Yes, $5,000 should go to my accounting manager,” then they can allocate those shares as a restricted stock award. The employee gets taxed on the award, but they don’t have to pay to exercise it, Birky explained. Further, Dark Horse allows employees to sell up to 20% of their vested shares back to the firm, and the firm will buy those shares at the attractive 409(a) price because it is also issuing options at the same price. (Note: I cover partner model alternatives in more detail in my new book Building a Sustainable Accounting Firm.”)

Clearly the accounting industry is evolving beyond the traditional partnership model. Firms like Dark Horse CPAs are offering lucrative alternatives that provide better work-life balance, increased earning potential and equity opportunities. These new models intentionally address burnout, retain talent and create more flexible career paths in the accounting profession. What’s not to like?

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Accounting

SEC’s Semiannual Reporting Proposal Faces Investor Pushback: What CFOs Need to Know

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U.S. Securities and Exchange Commission (SEC)

A proposal from the U.S. Securities and Exchange Commission to potentially shift some public companies away from quarterly financial reporting toward a semiannual model is drawing significant pushback from investors, even as it continues moving through the regulatory process. The debate has direct implications for corporate finance teams, auditors, and the broader transparency of U.S. capital markets.

What the SEC Proposed

According to a summary published by accounting advisory firm Cohen & Co., the SEC issued a proposed rule on May 19, 2026, aimed at simplifying financial reporting requirements for many U.S. public companies. The proposal would potentially reduce the frequency of certain mandatory disclosures from quarterly to semiannual, a structural change that has not been made to core U.S. reporting requirements in decades.

The proposal follows an extended debate within U.S. policy circles, with proponents arguing that reduced reporting frequency could lower compliance costs and free up management time for longer-term strategic planning rather than quarter-to-quarter results management.

Why Investors Are Pushing Back

Comment letters submitted in response to the proposal have been extensive, and according to Cohen & Co.’s review of the public record, investors “appear to be largely opposed” to the shift, viewing frequent interim reporting as a core benefit of U.S. capital markets relative to other jurisdictions.

Accounting and law firms have taken a more measured position, generally urging any changes to remain aligned with the Financial Accounting Standards Board (FASB), whose existing disclosure requirements and guidance are built around a quarterly reporting cadence. A shift to semiannual reporting without corresponding changes to FASB guidance could create friction between SEC filing requirements and GAAP-based disclosure expectations.

Lessons From the U.K. Experience

The debate is not without precedent. The United Kingdom moved away from mandatory quarterly reporting for listed companies in 2014, returning to a semiannual disclosure requirement. According to Cohen & Co.’s analysis, that experience offers a cautionary data point: there was no measurable increase in capital expenditure or R&D investment following the change, while analyst coverage of affected companies declined as reliable interim information became less available — a particular risk for smaller and newly public companies that rely on analyst coverage to maintain investor visibility.

Practical Implications for Finance Teams

Beyond the debate over disclosure philosophy, the proposal carries practical complications. Many companies have debt covenants and credit agreements structured around quarterly financial delivery; a shift to semiannual reporting could require renegotiating those terms. Reduced reporting frequency would also extend the “window of market silence” between disclosures, a factor that governance and investor-relations teams would need to manage carefully to avoid information asymmetry.

Separately, and unrelated to the reporting-frequency debate, the SEC and FASB have continued finalizing more routine updates this year. New Accounting Standards Updates are taking effect for December 31, 2026, fiscal year-ends covering income tax disclosures, credit loss measurement, induced debt conversions, and stock compensation, according to Eide Bailly’s review of 2026 ASU activity. Additional guidance on paid-in-kind dividends and environmental credits is also on the near-term horizon.

What to Watch Next

The semiannual reporting proposal remains in the comment and review phase, and no final rule has been adopted as of this writing. Finance leaders should monitor the SEC’s regulatory agenda for further movement, while treating the current quarterly reporting requirement as the operative standard until any final rule is issued and an effective date is set.

Given the extent of investor opposition documented in the comment file, a full shift to mandatory semiannual reporting appears more likely to result in either a scaled-back compromise or continued study rather than swift adoption — though the SEC’s ultimate direction remains uncertain.

 

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Accounting

AI-Driven Automation and Continuous Accounting Frameworks

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The accounting profession is undergoing a fundamental structural transition as enterprise finance departments shift from periodic month-end closes toward automated continuous accounting models. By integrating specialized machine learning algorithms directly into enterprise resource planning (ERP) platforms, chief accounting officers are transforming financial reporting from a retrospective exercise into a real-time operational asset.

The Shift from Periodic Close to Continuous Financial Reporting
Traditional accounting workflows heavily relied on manual data reconciliation, spreadsheet calculations, and multi-week closing cycles at the end of each fiscal period. In contrast, continuous accounting frameworks utilize automated software agents to process, validate, and post transactional data in real time as business activities occur.

Automated bank reconciliation tools cross-reference incoming bank feeds, invoice records, and purchase orders automatically. By resolving transactional variances instantly throughout the month, corporate accounting teams eliminate the traditional workload spikes associated with quarterly and annual closes.

Machine Learning in Audit Trails and Anomaly Detection
Advanced natural language processing (NLP) and machine learning tools are redefining internal audit and financial control environments. Automated systems analyze 100% of general ledger entries, identifying anomalous transactions, duplicate payments, and unauthorized journal entries in real time.

Rather than relying on random statistical sampling, corporate internal auditors can focus their attention on high-risk flags automatically surfaced by algorithmic monitoring platforms. This continuous risk assessment strengthens internal controls over financial reporting (ICFR) and significantly reduces fraud risk.

Evolving Roles for Accounting Professionals
As routine data entry and manual reconciliation tasks become fully automated, the skill set required for accounting professionals is shifting toward data analysis, system design, and strategic business advisory.
– Systems Governance: Accountants are increasingly responsible for monitoring algorithmic accuracy and managing data integration pipelines.
– Business Partnership: Finance professionals leverage real-time financial dashboards to advise operational leaders on margin management and working capital allocation.
– Regulatory Compliance Management: Accounting teams utilize automated platforms to ensure compliance with dynamic tax codes and international accounting standards.

Core Implementation Recommendations
1. Deploy Automated Reconciliation Tools: Integrate continuous transaction processing modules into existing enterprise ERP architectures.
2. Establish Algorithmic Governance Controls: Implement strict internal testing protocols to ensure automated accounting rules comply with GAAP/IFRS standards.
3. Reskill Accounting Teams: Invest in training finance staff on data analytics, workflow automation, and predictive financial modeling.

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Accounting

Global ESG Reporting Standards and Double Materiality Compliance

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Corporate accounting departments face expanding reporting expectations as international sustainability disclosure standards achieve regulatory enforcement across major global jurisdictions. Chief Accounting Officers (CAOs) and corporate controllers are establishing rigorous internal accounting controls to treat Environmental, Social, and Governance (ESG) metrics with the same data precision, auditability, and governance as traditional financial statements.

Regulatory Harmonization Under Global Sustainability Frameworks
The implementation of standardized sustainability reporting frameworks—notably rules established by international sustainability accounting boards—has created unified expectations for public and large private enterprises. Corporations must report standardized metrics covering greenhouse gas emissions (Scope 1, 2, and material Scope 3), energy utilization, workforce demographics, and supply chain governance.

In Europe and other participating international jurisdictions, double materiality principles are mandatory. Under double materiality, organizations must report both how external sustainability risks impact corporate financial performance, and how internal corporate operations affect surrounding environmental and social structures.

Integrating Sustainability Metrics into Core ERP Systems
To provide auditable non-financial data, enterprise organizations are integrating specialized carbon accounting and ESG management platforms directly into core ERP systems. Automated data collectors capture energy utility invoices, logistics fuel consumption metrics, and vendor compliance records in real time.

Establishing automated, traceable data pipelines ensures that non-financial reporting is supported by clear audit trails. This structured approach allows external financial auditors to provide reasonable assurance on sustainability disclosures during annual corporate reporting cycles.

Financial Impacts and Capital Market Disclosure
Accurate ESG reporting directly influences corporate cost of capital and institutional credit ratings. Commercial lenders and institutional asset managers systematically incorporate sustainability metrics into risk pricing models. Companies that demonstrate transparent, verifiable progress in operational energy efficiency and climate risk mitigation benefit from expanded access to green bond markets and lower debt pricing.

Action Steps for Accounting Leadership
1. Implement Double Materiality Frameworks: Conduct comprehensive assessments to identify material financial and operational sustainability metrics.
2. Build Auditable Non-Financial Data Pipelines: Automate ESG data collection within core accounting software to ensure data integrity.
3. Align Sustainability with Annual Financial Filings: Prepare non-financial disclosures concurrently with financial statements to satisfy regulatory audit expectations.

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