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Are remote partners the future for accounting firms?

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The remote partner represents a small but growing part of the professional landscape, their rise a reflection of the major changes that accounting firms were forced to make during the lockdowns. But while they’re a distinct minority today, the increasing sophistication of collaboration solutions — combined with the still-unresolved challenges with the talent pipeline — indicates their numbers are likely to rise. 

Jennifer Wilson, co-founder of Convergence Coaching, a remote work-focused leadership and management coaching and consulting firm, estimates that remote partners make up about 5% of firm leaders nationwide; adding in those who were already partners and then went remote, her estimate grows to about 10 to 15%. But she predicted this proportion will likely grow over time as more firms realize they’re no longer as bound to geography. 

“It’s just going to become more common because firms are getting smarter about hiring based on talent, not geography,” she said. “They’re looking for a certain skill set, a certain cultural fit, a certain leadership set of attributes and they shouldn’t care that it’s local or not. It’s more important that the fit is right than the geography. There is now enough support for cross-geography work and collaborations these days. The technology works. It’s proven. We’ll see more.” 

(See our feature story on the rise of the remote partner here.)

Randy Johnston, executive vice president of accounting-centered IT consulting firm K2 Enterprises, estimated that remote partners make up about 5% of the total population of accounting firm leaders, and the number will rise. 

“I think we’ll see a lot more,” he said. “It’ll be a long time, the culture has to shift a lot … and won’t shift fast enough for the percentage of change very quickly, but if we had this conversation 20 years from now, I don’t think it would be much of a conversation because you wouldn’t worry about it so much, it would just be kind of natural, so I expect it to well exceed 50%.” 

The idea of a partner who spends most of their time out of the office, or works with clients remotely from the office, has been already normalized over the years, especially at large firms. While there may have been a time when a partner saw everyone in person at their headquarters, even the most dedicated office dweller today does at least some of their work online. 

“We used to say any multi-office firm has already been working remotely,” said Wilson. “It’s not that far a leap for them to make the jump.” 

Another factor is the strong demand for high-quality talent, combined with the diminishing number of accounting professionals. Douglas Slaybaugh, a CPA career coach, noted this issue is exacerbated by the retirement of older experienced accountants with no one to replace them. While pipeline strain is felt mostly in the staff, manager and senior levels, it’s a problem increasingly being felt at the partner level as well. 

“Boomers are leaving and there’s not as many coming up the ranks,” said Slaybaugh. “Partners will start to feel a crunch in the ranks, losing some of their most experienced professionals.” 

Remote Partner flying

But while necessity does play a large role in the rise of remote partners, it’s not the only factor. Remote partners can serve as a key player in not just a firm’s recruitment strategy, but its growth strategy as well.

“They can expand into other niches more readily,” said Slaybaugh. “They tend to have more geographic coverage because, if you think of the traditional model, you’re a firm, you’re in one location, you’ve got maybe another office, you’re very hyper-local or regional. You start adding remote partners, suddenly you can work all over.”

This is especially advantageous for smaller firms hiring from metro areas with bigger firms. Johnston said that, many times, such remote partners bring with them new processes that the small firm may not have known about, so they can serve to upgrade their workflow. 

“Remote workers tend to bring the process from their predecessor firm with them, and they become the process if there is no process at the firm,” he added. “You go into a small firm, discover they have no processes, adopt the ones you’re familiar with and that becomes how they do things. Small firms can become sophisticated since they inherited a larger firm’s processes.” 

Wilson noted that even if small firms don’t have as many resources, they can offer a lot to these remote partners in terms of lifestyle. A firm in Lincoln, Nebraska can tell job candidates they don’t need to do an expensive daily commute to the office. “You can go visit clients, but for the most part you don’t need to come into the office every day, and that will save you time and money,” said Wilson. “Now Lincoln will need to pay New York pricing for that talent, and that could be a barrier, but oftentimes it is not.”  

Wilson added, though, that the flow goes both ways. Just as there is much a small firm can offer a remote partner who lives in a big city, a large big-city firm has a lot to offer for someone who lives outside the metro area too. That’s especially true for an accountant who is “stuck in a one-horse town where everyone is super-traditional, no one is evolving their firms, technology is not being utilized, and policies are really traditional,” said Wilson.

“You work in this tiny town in Oklahoma and your firm’s options are not great, but you’ll be living there because maybe your family is there so you’re not moving,” she added. “Well, guess what? You could work for a great progressive firm because we don’t care where you live, and you can have this fantastic career working for a firm you love and respect in a bigger city right from your small town. So we see both and they’re both effective.”

Johnston cited changing business models as another reason we’re seeing more remote workers. Many professionals who worked remotely during lockdown found it suited them and did not want to return to the office. This led to a lot of them leaving their more traditional firms (sometimes after being acquired) and founding their own firm, using a remote model. 

“Most say, look, we worked remotely during the pandemic,” said Johnston. “I want to start a firm with a remote work style. Then, just as the old saying goes, ‘birds of a feather flock together,’ so they start finding other people like that.”

Firms don’t necessarily have to be new to make this shift, though. Atlanta-based Aprio, a Top 50 firm, was founded in the 1950s but chose to lean heavily into remote work during the lockdowns, according to Larry Sheftel, Aprio’s chief human resources officer. 

“Aprio created a remote work model at the onset of the pandemic, and we continue to evolve our approach,” he said. “We currently look for talent located near one of our physical locations or located in an area where we will soon establish an office. If we are seeking a unique, specific skill set we may hire a partner who is fully remote.” 

Other firms, like Top 50 firm Schellman, have always been like this. While technically headquartered in Florida, CEO Avani Desai said the firm has always conceived of itself as a remote-first company. All of its partners are remote partners. “We believe talent has no bounds,” she said. 

“We wanted to tap into top-tier talent from coast to coast,” Desai added. “It was a strategic move to get the best and brightest to work here, to thrive, and it worked.”

See our entire series on the “Rise of the remote partner” here.

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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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