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From intern to CEO | Accounting Today

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These days, not many people stay at the same organization for their entire career. But, my good friend Nathen McEown, CEO of Texas-based Whitley Penn, has parlayed a wide variety of roles, responsibilities and experiences into the top job at the 850-employee firm with $240 million in revenue. 

Starting as an intern 21 years ago, McEown joined the firm full-time directly out of college and hasn’t looked back since. At the time, Whitley Penn had only 60 employees and $10 million in revenue. But that was part of the attraction for McEown, who was attracted to the collegial nature and scrappy startup feel. Unlike many of his undergraduate classmates, McEown didn’t feel the pressure to join a Big Four firm. He told me he was more attracted to firms like Whitley Penn that were small, but growing aggressively. “I thought I could make a bigger impact there,” he recalled.

If McEown seems young to be a CEO of such a large firm, that’s not a coincidence. The firm’s average partner age is about 44 to 45, and it has 15 partners under the age of 35. “That’s a testament to how quickly we’re growing and developing talent,” McEown related. “It boils down to passion. If you have a passion for what you are doing, it’s easier to put in the long hours and hard work. There was never a point in my career when I did anything just for the money. It was always about the opportunity to learn something new, implement something new, or enhance my growth.” Many of McEown’s fast-rising peers feel the same.

Four core principles have guided McEown throughout his career.

1. Culture of growth (firmwide and personal);
2. Willingness to step into difficult situations and always say yes;
3. Focus on relationships;
4. Recruiting, retaining and developing talent.

Culture of growth

Early in his career, McEown said he gravitated to partners who were excelling at business development. “They  seemed to have a lot more control over their careers,” he recalled. “At a young age, I told myself: ‘I’m going to be the one who goes out and helps grow the business by finding new clients, by getting involved in the community, by networking with folks in the local business community, and by establishing my circle of influence.” McEown brought in his first client when he was just a senior, and he said that enabled him to carve out his niche much faster.

“Our firm has a passion for growth,” he said. “We know if we’re not growing, we’re not going to be able to create new partners and promote more people from within. There is nothing more satisfying than seeing those below you achieve success and further their careers.”

Professional growth

Like McEown, I’ve found growth isn’t just about enhancing firm revenue; it’s about enhancing personal development. According to McEown, when you’re early in your career — staff to mid-manager — you need the proverbial 10,000 hours of experience to really learn the craft and the trade. Then as you progress, he said you need to start focusing on the other side of the business that often gives accountants trouble — soft skills, mentoring and developing additional ways to help clients beyond the pure service line that you’re working in. 

McEown said Whitley Penn’s NextGen program takes high-performing seniors and teaches them how to learn next level soft skills, client development skills, mentoring and training skills. The firm’s Growth Champions program is for experienced senior managers or managing directors who are on the path to partner. He said that’s where participants learn how to do a deep dive into the business of public accounting and a prospective client’s business. It’s also where they learn to describe succinctly how Whitley Penn can help a client not just through the service line they’re currently in (i.e., audit or tax), but through its wealth management, client accounting and advisory services (CAAS), digital, deal advisory group, or any of its other advisory service lines. 

Willingness to step into tough situations

From the earliest age, McEown said he always played the role of “fixer” — the person who would take on the jobs (or clients) that no one else wanted. For example, in the early days of his career, Whitley Penn was doing a lot of energy work but wasn’t getting a lot of private equity energy work. So, he took on the challenge of getting to know the folks in the PE energy space and bring them in as clients.

“In 2016, I moved to our Houston office which wasn’t growing as quickly as Whitley Penn is used to,” recalled McEown. “I took it upon myself to convince the firm’s executive committee that there was a huge opportunity in Houston where the massive energy market is based. I told them I would move my family to Houston if they let me have the role of the Houston office managing partner to see if I could change things.” 

At the time, McEown said the Houston office was only doing about $10 million in business. In 2025, Whitley Penn expects the Houston office to hit $50 million. “You can’t be afraid to fail,” said McEown. “When you swing for the fences, you’re going to strike out sometimes, but that’s the only way to learn and get better.” 

Building relationships

Whether it’s navigating your own firm, handling existing clients or breaking into new markets, McEown said you can never stop building relationships. He recalled having more strikeouts than home runs in his first two years in Houston, and it entailed a lot of cold-calling and reaching out to energy leaders for breakfast, lunch, dinner or drinks…anything to develop new relationships and opportunities.

Since the Houston office was small, McEown and his team not only had to find the work themselves, but then do the work, too. “It was a lot of late nights, but it was fun and some of the most rewarding times I’ve had at the firm because I was able to cause change quickly,” stated McEown.

Another valuable lesson McEown learned was, “If you don’t ask, you don’t get.” He said you must be willing to reach out to people and say, “Hey can you introduce me to friends who may need our services.” Or, “Who are you using? Are you happy with their service? If not, how about letting Whitley Penn bid on your work?” 

“Don’t wait for things to happen; make them happen,” he said.

McEown added, “When it comes to client service, I tell our team all the time: ‘If you get a client call in the morning, you need to return that call by the afternoon. If you get a call in the afternoon, you need to return it by the following morning.'” 

McEown believes clients must always feel they’re a priority for his firm because “so many of our competitors don’t treat them that way.” He frequently reminds his staff: “Don’t just be the auditor. Go into the client’s office and ask about their family. Find out what’s going on in their life beyond the workplace.” McEown believes that once you build a client relationship and earn their trust, you can afford to make a few mistakes. “However, if you’re just an email or an invoice, that’s when you become a commodity and they’re going to jump to the next firm,” he said.

Recruiting and retaining talent

Long before COVID and the great talent shortage, McEown said his firm has always taken recruiting very seriously and done well at it. “We get our partners involved at all levels, including on-campus recruiting. It’s not just our staff or paid recruiters. The partners give presentations, get to know people and shake hands. Even during busy season, our partners know they need to roll up their sleeves and get on campus and engage with the students. Our talent is the lifeblood of the firm and we view it as a critical part of our secret sauce.”

Like McEown I’ve found that ultimately we’re responsible for our own career path. Find what you’re passionate about and let others at the firm move you along. What is your firm doing to recruit and develop talent and keep growing? I’d like to hear more.

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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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Accounting

Modernizing Internal Controls: Machine Learning and Continuous Monitoring in Auditing

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Internal audit departments and corporate risk managers are modernizing internal control frameworks by shifting from periodic sampling techniques to continuous monitoring and machine learning analytics. As operational data volumes increase across enterprise organizations, automated control testing ensures financial integrity, prevents corporate fraud, and streamlines annual audit engagements.

The Limitation of Periodic Audit Sampling
Historically, internal and external auditors evaluated internal controls by reviewing random samples of financial transactions—often analyzing less than five percent of total ledger entries. In complex enterprise environments, periodic sampling methods carry inherent risks of overlooking localized financial misstatements, unauthorized disbursements, or operational control breakdowns.

In 2026, progressive internal audit functions are utilizing automated continuous monitoring platforms that evaluate one hundred percent of financial transactions in real time. Continuous control auditing systems continuously monitor general ledger entries, procurement approvals, and expense reimbursements across all operating subsidiaries.

AI-Powered Fraud Detection and Anomaly Identification
Machine learning models trained on historical corporate financial data excel at identifying subtle transactional anomalies that indicate potential fraud or operational error. Automated systems instantly flag duplicate invoice payments, unapproved vendor creation, unusual journal entry timing, and unauthorized override of authority thresholds.

When an anomaly is detected, the automated auditing platform generates an instant risk alert, allowing internal audit teams to investigate root causes immediately. Early detection prevents minor operational errors from escalating into material weaknesses in financial reporting.

Streamlining External Audit Preparation
Continuous internal control monitoring delivers significant benefits during annual external financial audits. External audit firms can review continuous audit logs and automated control testing documentation, reducing the time required for manual field testing.

This integrated approach lowers overall audit compliance fees, reduces administrative burdens on corporate accounting staff, and provides senior management and audit committees with real-time visibility into the organization’s overall risk profile.

Core Implementation Guidelines
1. Transition to 100% Data Testing: Replace legacy sampling methods with automated continuous audit monitoring systems.
2. Deploy Anomaly Detection Algorithms: Implement machine learning models to identify unauthorized transactions and operational control overrides.
3. Align Internal and External Audit Workflows: Coordinate continuous control testing protocols with external auditors to optimize annual compliance cycles.

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