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How talent scarcity is reshaping accounting teams

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The accounting talent shortage has reached a near-crisis level, with all indications that the trend will continue for some time. 

As turnover increases and the pipeline shrinks, innovative companies are rethinking traditional staffing strategies. 

And that’s transforming how small and midsized businesses, as well as CPA firms, ensure they have the professionals to make data-driven decisions and support growth.

The accounting talent crisis by the numbers

The data reveals a multifaceted problem, especially for companies that lack the financial resources or name recognition to compete for the short supply of qualified, experienced accounting talent.

  • The accounting workforce shrank by 17% between 2020 and 2002, according to The Wall Street Journal. Over 300,000 accountants and auditors vacated their positions in that period.
  • Turnover averaged 19% as of mid-2023, according to an IPA Practice Management Report — a stark contrast to historical levels. 
  • Nearly half of all accounting professionals leave their firms within one to three years and seven out of 10 stay one to six years, an Illinois CPA Society survey found.
  • Almost three-quarters of all CPAs reached retirement age in 2019, according to the American Institute of CPAs, creating a massive talent drain.

The pipeline problem: Why the old model doesn’t work

Meanwhile fewer students are choosing accounting as their field of study. The number of college students graduating with an accounting degree declined from 8,000 in 2017 to about 6,500 in 2022. And CPA exam candidates dropped by 17% the same year, according to the AICPA. 

Why the dip in incoming accountants? Realities like low pay, burnout and educational requirements are dampening interest.

The Wall Street Journal reports that median inflation-adjusted salaries for young accountants have stagnated, while compensation in other industries has shot up. Sectors like technology and consulting have the resources to lure top talent with 20%-30% higher average starting salaries than accounting.

A demanding workload and the added pressures of tax and audit season also discourage new graduates from entering the field. A 2024 study by the Center for Accounting Transformation and CPA Trendlines found that 68% of accounting professionals are experiencing burnout. 

The reform movement: Unlocking new CPA pathways

The 150-hour educational requirement to sit for the CPA exam also poses a hurdle many students aren’t willing to clear. But several states are eliminating this barrier in the hopes of enticing more young accounting professionals. 

Beginning in January 2026, candidates in Ohio and Virginia can choose from multiple pathways to CPA licensure, including options that combine a bachelor’s degree with an accounting concentration and a specified number of years of professional work experience. As of this writing, Utah and Texas were considering similar models, and Minnesota plans to reintroduce reform legislation this year after it failed to pass in 2024. 

While these state-level reforms are encouraging, the jury is still out on whether lowering educational barriers to entry will make a meaningful, sustainable difference. And to date, there is no nationwide consistency in CPA educational requirements, which could create confusion or concern for students who want the flexibility to launch a multi-state job search.

Modernizing accountant hiring, development and retention

Demand for accounting services is projected to increase at a compound annual growth rate of 1.7% over the next five years, per IBIS. Accounting firms that solve the talent conundrum will be in prime position to capitalize on new business opportunities, outperform the ever-expanding field of competitors, and enjoy steady, profitable growth. 

Likewise, small to midsized businesses will need to address the growing gap in accounting talent supply and demand. Otherwise, they’ll struggle to support growth, attract investors or make data-driven decisions that keep them a step ahead of the competition.  

We’re already seeing forward-thinking businesses adapt their hiring and professional development strategies to attract and retain qualified accountants. Solutions like the following tend to top the list:

  • Incentive-laden packages. Compensation is a big driver in the decision, but innovative companies are thinking more creatively about how to provide more value. Equity offerings can make an early-stage company more attractive to young accountants, and robust benefits are a draw in any environment. 
  • Mentorship programs. A structured approach to mentoring creates an environment where young professionals feel confident they can grow and develop … and are more likely to stay longer.
  • Defined career paths. In a small or midsized business, early-career accountants might not see a clear road to advancement. Mapping out a path of progressively greater responsibilities can ease concerns about stagnating and retain top talent longer.  
  • Flexible work options. Interest in remote and hybrid work environments remains strong post-COVID. With some companies mandating a return to the office, these options can differentiate employers and attract top candidates.
  • Stronger engagement. Today’s employees value a culture where they feel more connected to the organization and more committed to its mission and vision. For nonprofits, the mission is an especially strong draw that can reduce attrition.

Smart accounting staffing models: It’s no longer either/or

Both CPA firms and small to midsized businesses are increasingly blending in-house accounting teams with outsourced professionals. Augmenting internal staff with outsourced talent can prove a long-term, viable, strategic staffing approach that provides a competitive advantage.

This hybrid approach helps the organization:

  • Fill staffing gaps without the high cost, lead time and challenges of relying solely on FTE hiring and onboarding ;
  • Gain the specialized skills and expertise required for a specific engagement or project, such as SOX internal audit and internal control experience, or expertise in financial modeling or FP&A;
  • Tap industry-specific accounting expertise that can be tough to find and keep in-house — a big boon for businesses that grapple with sector-specific regulations and operational nuances;
  • Ease the capacity constraints that prevent growth-minded businesses from achieving their revenue goals;
  • Keep up with demand during annual busy seasons or other peak periods, without investing in more permanent hires or overextending internal teams;
  • Offload routine tasks from internal accountants, freeing them to take on higher-value work that improves job satisfaction;
  • Maintain a high level of service quality, no matter how heavy the workload;
  • Respond effectively to urgent needs and tight deadlines, without burdening the internal team.

Another accounting staffing strategy that’s gaining traction is the creation of a virtual captive center. In this hybrid model, an experienced third-party provider sets up a virtual center of accountants fully dedicated to a single company. Then they manage the staff, infrastructure and other resources on the organization’s behalf. A virtual captive center might be the right solution for a CPA firm or other enterprise that handles a large volume of accounting work, but is struggling to recruit, retain and manage a sizable team. 

Smaller enterprises are also using strategies like internal job sharing, part-time roles and shared talent pools to avoid the challenges of trying to compete against organizations with deep pockets for the same limited candidates.

The technology push: How AI and automation ease talent constraints

Along with evolving their staffing model, many businesses are looking to technology to help solve the accounting talent crunch. They’re investing in AI-powered tools and other forms of automation — not to replace their staff accountants, but to help them operate more efficiently. 

By providing accounting professionals with the tools and training to work smarter, businesses are freeing them from mundane work so they can focus on strategic pursuits. The more streamlined their processes, the more manageable their workload. And as accounting roles become vacant, the organization has the flexibility to leverage AI and other technology to fill the void — opening many more possibilities than simply posting a position for hire. 

Often, an off-the-shelf software package or readily available AI-powered tool will fill the need. Other times, the business might need a customized solution. Partnering with a provider that’s experienced in choosing and implementing accounting technology can help the business apply the right innovation, faster and with confidence. An outsourced partner also has the resources to keep up with rapidly advancing AI and other technologies, and can leverage that expertise to train internal accountants how to use it effectively. 

Winning the long game

The accounting talent scarcity problem isn’t likely to reverse any time soon, and it will take years to build back up the pipeline. In the meantime, a multipronged, adaptable staffing strategy is likely the best course of action for CPA firms and small to midsized businesses. By pairing innovative staffing models with the use of AI and other efficiency-boosting technology, these organizations can fill talent gaps, meet demand, and stay competitive over the long haul.

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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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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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