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How gaming can help improve CPA recruiting and retention

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Today’s young CPAs aren’t just looking for a job or paycheck. They’re looking for purpose, impact and flexibility in their careers, preferably at firms that share their values and mission. 

Unlike previous generations, this new wave of CPAs isn’t satisfied with clocking in, doing the work, and waiting a decade to be recognized. They want growth, mentorship, transparency and a seat at the table from Day One. In the past, our profession encouraged us to stay in our lane and climb the ladder gradually. Now it’s about custom-building the ladder to fit our purpose and lifestyle.

Unfortunately, too many firms are still trying to attract and retain talent with old-school tactics despite the intense competition for talent. Pizza parties, casual Fridays and sign-on bonuses are nice, but they aren’t enough when the job still feels transactional. They don’t want to feel like replaceable cogs in a time-tracking machine. They want to feel that their voice matters at their firm and that they’re building something meaningful in their career. 

When firms aren’t willing to update their tech stack, internal culture or hiring tactics, they’ll be perceived as dinosaurs by potential candidates and the pipeline shortage will continue. That’s where using game-based tactics can help.

Gamification

Forward-leaning firms are increasingly turning to gamification to make accounting more attractive to young professionals. Gamification transforms recruiting and training into an interactive, rewarding experience. 

This has been on my mind lately, as a first-time father. Growing up, I learned so much more about math and finance by playing board games like Monopoly and Cash Flow that I did by reading textbooks. In elementary school, my favorite days were when we got to use the PlayStation to learn our shapes and how to count. That was so much better than sitting at my desk and watching the teacher scribble on the blackboard. Why can’t learning be fun in adulthood? 

For instance, when I was at a Big Four firm, my associate “class” was divided into teams and each team was given a case study. We had to do in-depth research on the fly and then present the case to our peers and superiors. Throughout the process we were asked questions by the “judges,” and we earned points for answering correctly under time pressure. It was a lot of fun and so much better than sitting through a training lecture in a windowless conference room. But the case study competition was only a small part of the overall Big Four training we received.

In college, we played Jeopardy with accounting-specific questions and had to answer the questions in Jeopardy-esque “What is …?” fashion. It was fun and challenging. And since every player got a turn in the “hot seat,” these games gave our quieter classmates a chance to be heard and to contribute to the discussion. It was a great way to level the playing field. 

Using game-based tactics to attract and retain talent

Gamification isn’t just for the younger members of your team. Here are five ways that firms can incorporate gamification for everyone throughout the employee lifecycle at your firm:

1. Recruitment engagement: Firms can reimagine the candidate experience with interactive portals, simulation-based interviews, “loyalty” reward points or “game nights” that reveal both skill sets and cultural fit. This approach helps firms stand out while giving candidates a real taste of the firm’s vibe. At CPAcon, the conference I founded, we don’t hold stale job fairs. Instead, firms engage with talent through firm-vs-firm competitions, sponsor-led activations, and arcade-style challenges in which personality and team dynamics shine.

2. Learning and development: Gamification transforms traditional training and continuing education into dynamic experiences. From live CPE game shows to interactive competitions like The Balance Sheet or Post It! that we do at CPAcon, these methods increase retention and turn learning into something professionals look forward to.

3. Career growth and performance: Level-based progression systems, skill-based tournaments and internal leaderboards help employees track their development in a visual, motivating way. Recognizing achievements with XP points, badges or creative perks fosters upward momentum and a sense of ownership. With CPAcon, professionals get recognized for more than just years of experience — they shine through creativity, teamwork, and strategy in real-time. 

4. Mentorship and community: Gamifying mentorship and onboarding encourages connection and accountability. By turning relationship-building into a shared quest — complete with milestones, feedback loops and recognition — firms foster a stronger sense of belonging and support. Community-building is baked into the games and programming at CPAcon and so can your firm. In this setting, mentorship occurs organically without the awkwardness of a forced pairing.

5. Culture and retention: Daily micro-games, team challenges and firm-wide competitions culminate at CPAcon, which can energize culture and reinforce company values. These small touchpoints help employees feel seen, celebrated and connected — the keys to building long-term employee loyalty. Gamifying the experience of being a CPA reminds participants why they chose their career path — and it makes them proud to stay on it.

If you want to start utilizing game-based tactics to attract and retain talent at your firm, make sure the games are relevant, inclusive and accessible. Make sure the challenge level matches the audience’s knowledge, and that there’s a clear connection between the game and real-world skills and goals. Also, make sure to tie in recognition — people love being publicly recognized for their efforts.

At CPAcon, I’ve seen attendees who barely know each other bond over accounting games and walk away feeling like they were part of something bigger. That’s the magic — turning compliance into community. For example, in the Post It! challenge I mentioned earlier, players must correct accounting entries against the clock to ensure accuracy and integrity of the books. If there are errors in a company’s ledger or misclassified expenses, players must keep their cool and Post It right when it truly counts. Here’s a short video of CPA gamification in action.

Gamification ROI

Since you’re likely to encounter skeptics, here are some good metrics and KPIs to show the benefits of using gamification for your recruiting and retention efforts:

  • Retention rate post-engagement: Show how people who participated in gamified onboarding or learning stay longer.
  • Time to competency: Show how new hires learned faster through game-based modules than through traditional methods.
  • Participation rate: Show how many people opted in to the games or challenges.
  • Engagement scores: Use surveys to measure whether people feel more connected, motivated, or excited after participating. 
  • Referral rate: Show how participants are recommending gamification experiences to peers after taking part.

You can also compare the number of internal promotions and skills progress between employees who engage in game-based learning versus those who don’t. Gamification transforms accounting — which can feel rigid and isolated into something social, energizing and even fun. Think of team competitions, live events, accounting trivia nights or creative budgeting challenges. You’re not just teaching skills — you’re building camaraderie, improving morale and showcasing people’s strengths in new ways.

When done right, gamification doesn’t replace professionalism — it enhances it. It creates community, inspires growth and proves that accounting can be both rigorous and rewarding. What’s not to like? I’ll be speaking more about gamification for accounting firms at the Firm Growth Forum in San Diego in May. I hope to see you there.

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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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