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Bonadio Group CEO shares successful accounting M&A strategy

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The Bonadio Group, a Top 50 Firm based in Pittsford, New York, has executed 22 successful mergers over the last 27 years, many of which have been overseen by CEO and managing partner Bruce Zicari. 

Harvard Business Review found that between 70% to 90% of M&A deals fail, but Zicari has taken a careful approach to make sure the firms mesh together. Last year, Bonadio added Howard LLP, a firm based in Dallas and Webber CPA, a forensic accounting and financial consulting firm in Rochester, New York. In 2021, Bonadio merged in Ganer + Ganer, a firm in New York City. Zicari has five key pieces of advice:

1. Ensure that every leader at your business is 100% in agreement with the acquisition.
2. Define an approach to vetting merger candidates, including reviews of finances and culture.
3. Prioritize post-merger integration, including “buddy systems” and software transition training.
4.  Always be deliberate and intentional in your employee and client communication.
5.  Consider moving some of your people into a brand new merged in office.

“We’ve done many mergers over the last 25 years, and we’ve certainly learned a lot of good lessons over the years,” said Zicari. “I think we’ve gotten better and better at them. We’ve made a lot of mistakes over the years, but learned from those mistakes. At a high level, we really take our time with mergers. We spend a lot of time on the front end, getting to know the firm that we’re looking at.”

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The Bonadio Group CEO and managing partner Bruce Zicari

Bonadio partners meet with the other firm’s partners, not only in business meetings, but also at social meetings and dinners. “It usually takes anywhere from six months to almost a year,” said Zicari. “We have a process where we have a very long series of meetings to make sure we get to know each other, to make sure as best we can determine that there is a good cultural fit, and a good alignment of our values and our vision for the future in terms of strategy. If the culture fits, and we see the world the same way, and we have the same values, everything else really works out.”

He views careful due diligence as essential. The firm has a comprehensive checklist for not only the typical forms of due diligence, including legal, financial and IT matters, but it also does a cultural assessment. “We hire an independent third party that knows and trusts us, knows the accounting industry very well, and they go in and meet with the partners of the firm that we’re looking at acquiring, and they do a cultural assessment,” said Zicari. “That’s another checkpoint for us to make sure that we’re doing a merger with somebody who sees the world the same way. That’s so important. If we have a good cultural match, everything else ends up working out. That’s something that’s worked very well for us over the years.”

He sees this as taking a different approach than the increasing number of accounting firms controlled by private equity.

“With all of the recent private equity transactions, I am seeing firms make acquisitions very quickly,” said Zicari. “They’re making a lot of transactions in a very short period of time. Although we’re competing against private equity, I think our advantage is that we are going to take our time. We’re going to get to know them.”

All the partners have to basically agree that the merger is a good move. “In the meetings we have prior to the merger, as well as the cultural assessment, we make sure that there’s clear alignment, that there are clear expectations on both sides, and we make sure that every partner is 100% in,” said Zicari. “We will not do a merger unless every partner is fully committed to the merger. We’ve walked away from mergers because there have been one or two partners not committed, and it just doesn’t work. If the partners aren’t committed, then the people aren’t committed, the clients aren’t committed, so we make sure there’s 100% alignment in that regard.”

The firm makes sure it’s being clear in any employee and client communications about the merger once it has been approved. “We have a very comprehensive communication process whereby we bring a whole team down to announce it to the employees,” said Zicari. “We make sure that all the clients are alerted exactly right at the time of the merger, and some of the larger clients are actually called ahead of time. We spend a lot of time with both the people and our clients post merger, explaining to them all the benefits of the merger.”

Both clients and staff need to be reassured. “We tell them you’re not going to see a lot of change,” said Zicari. “You’re going to continue to deal with the same partners and the same people. You’re going to continue to get the same great service, the same pricing. The benefit is that your firm now has 1,000 people behind them with resources and support to make sure that we can provide every service possible to bring value to those clients. Our philosophy is always just to make sure that we give the merged-in firm the very best resources and all the best service and surround them with the best expertise and resources to serve their clients even better than before.”

Having an integration process for after the merger is essential, “We like to say that once the documents are signed, it becomes official, but that’s just the very start of integrating and becoming one firm,” said Zicari. “We have a whole team of people that spend time in the weeks and months following the merger.”

That can involve relocating some employees. “If it’s a brand new office, we like to move a number of our people into that office, and move them geographically into the new office, to bring our culture to life there,” said Zicari. 

“When we went into New York City, we relocated a number of our people from our upstate offices to New York City,” he added. “When we went into Dallas, we moved a number of people from upstate offices to Dallas.”

Younger employees seem to be especially interested in relocating to new offices. “A lot of our young people really jump at the idea of moving from upstate to some of these larger metropolitan areas,” said Zicari. “It’s a great way to transport our culture, bring our culture to life in these new offices, in these larger cities. Our goal is to try to get 10% of our people. If we do a merger in Dallas of 80 people, we try to get at least eight of our people to relocate and move into the new office and be part of the new merger.”

The firm has a “buddy system” in place. “We assign every one of the people in the new firm to somebody in our firm, so they will have somebody that they can call if they need anything,” Zicari explained. “We have a whole team of marketing, HR, IT, finance people that help integrate the new firm into ours. It’s not just the management of our firm that gets involved post integration. It’s really all of our support functions, all of our partners and all of our people through our buddy system. Everybody gets to know each other and work with each other. And then, we spend a lot of time not only integrating the systems, but just educating the new firm on all the different services we have to offer that they can bring to their clients in the months after the merger.”

The Bonadio Group is currently looking at several possible merger candidates. “We’re always meeting with firms,” said Zicari. “We always have a pipeline of potential mergers. Right now there’s somewhere around five or six potential mergers in the pipeline. We are planning on doing two smaller mergers this year, and we really hope to get those closed and make them part of our firm by the October, November or December timeframe.”

One will be in a new territory for Bonadio. “One is in the mid-Atlantic region, so we are kind of moving out of the Northeast into the mid-Atlantic region,” said Zicari. “That’s a new market for us. The other one is a niche practice. They all work virtually. It’s a smaller, boutique niche practice that’s going to bring some expertise to our tax department that they didn’t have before.”

The Bonadio Group regularly holds an Annual Purpose Day in the summer where employees volunteer to help their communities and get to know each other better. “We worked at somewhere around 40 or 50 different nonprofit entities across our footprint, across all of our offices,” said Zicari. “We had about 800 of our people that collectively did charitable projects for the better part of four or five hours, and then afterward we had a big picnic in each of our geographic regions to cap off the day. For a lot of people, it’s one of their favorite days. We really feel like we’re able to make a difference. And collectively, with 800 people working around our footprint, it’s a great way to really have a very significant, measurable, positive impact on many of these charitable organizations. It’s something we’ve been putting on for about five years now, and we’re very happy to give back to the communities that we’re in.”

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Volunteers at The Bonadio Group’s 7th Annual Purpose Day

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Mandatory ESG Reporting Standards Demand Standardized Non-Financial Audit Trails

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Mandatory ESG Reporting Standards Demand Standardized Non-Financial Audit Trails

Corporate accounting departments face an expanded regulatory mandate as mandatory sustainability and Environmental, Social, and Governance (ESG) reporting frameworks take full effect internationally. Governed by the European Union’s Corporate Sustainability Reporting Directive (CSRD) and the International Sustainability Standards Board (ISSB) IFRS S1 and S2 standards, enterprise financial controllers are now legally required to track, verify, and report non-financial data with the same internal controls and auditability as traditional financial statements.

The expansion shifts ESG compliance

This regulatory expansion shifts ESG compliance from marketing departments to corporate accounting offices. Financial managers are now responsible for gathering, consolidating, and verifying carbon emissions metrics, supply chain labor conditions, water usage, and climate risk exposures across multi-tiered corporate structures. These non-financial metrics must be integrated into standardized general ledgers to withstand rigorous third-party audit assurance processes.

To comply with these rigorous reporting mandates, accounting software providers have added dedicated ESG modules designed to aggregate data from IoT sensors, utility platforms, and vendor management systems. Controllers are implementing internal control frameworks—modeled after traditional COSO frameworks—to ensure the completeness, accuracy, and consistency of sustainability disclosures, protecting organizations against greenwashing penalties and litigation risks.

The transition requires significant cross-functional collaboration between accounting teams, legal counsel, and operational directors. Accounting professionals are expanding their technical expertise beyond financial ledgers to master carbon accounting methodologies, lifecycle assessment standards, and non-financial data governance protocols, fundamentally expanding the role of the modern corporate accountant.

Why This Information Matters
Mandatory ESG disclosures require companies to treat environmental and social metrics as audited financial records. Executives, accountants, and board members must institute formal tracking and assurance processes to satisfy legal mandates, maintain investor confidence, and mitigate regulatory non-compliance risks.

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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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