Accounting
New wrinkles for accounting’s people problems
Published
4 weeks agoon
Accounting firms have built up a whole arsenal of strategies to cope with the shortage of new talent, but staffing issues are still top of mind for firm leaders.
Processing Content
When asked to identify the biggest issues they see facing the accounting profession, senior executives from Accounting Today’s
The profession as a whole has made nationwide efforts to make accounting more appealing and accessible to young professionals, which has resulted in a slight uptick in new enrollments. In recent years, for instance, many states have been adopting legislation to create alternative pathways to licensure beyond the 150 credit-hour rule. Still, firms must compete — not just with other accounting firms, but with other financial services providers and the technology sector — to recruit, retain and develop talent.
(Read more:
Tulsa, Oklahoma-based HoganTaylor’s CEO Randy Nail summarized the issue: “Capacity constraints driven by persistent talent shortages and declining accounting graduates — even as firms expect to hire at similar or higher levels — [are] creating structural pressure on delivery models.”
Tim Brackney, CEO of Springline Advisory Group, said his firm has tackled this issue by “building a national talent acquisition function, embracing hybrid and remote work, and building learning and development for up-and-coming talent that is a gateway to equity.”
Recruiting, retention and development
The accounting profession has been grappling with an ongoing talent shortage for a decade or more. Not enough college students are studying accounting, fewer go on to become CPAs, and even fewer are sticking around long enough to become partners.
“The traditional talent model is no longer sufficient,” said Paul Bailey, chief growth officer at CLA. “Firms must expand access, reimagine career pathways, and intentionally develop future leaders earlier and more broadly. At scale, succession depth becomes just as critical as hiring, particularly as experienced leaders retire and new roles emerge. Firms that succeed will be those that actively shape their workforce, invest continuously in learning, and prepare leaders who can navigate disruption, complexity, and change, ensuring continuity, resilience, and long-term growth.”
Compensation is another lever firms must pull to recruit talent, as jobs in business, finance and technology offer higher pay to junior-level employees, whereas entry-level accountant salaries historically have lagged behind.
(Read more:
“As leaders, we must compete not only on compensation, but on opportunity,” said Chad Anschuetz, CEO of Troy, Michigan-based Doeren Mayhew Advisors. “By offering competitive pay, meaningful equity participation, clear career pathways, continuous development, and a culture that values flexibility, purpose and collaboration, we are positioning our firm to attract the next generation of leaders and sustain long-term success.”
Louis Grassi, CEO at Grassi in New York City, added, “With a declining number of accounting graduates and increased competition for experienced professionals, firms must focus on building a sustainable pipeline of future leaders. Prioritizing employee engagement, work-life balance, and clear career development paths will be critical for attracting and retaining top talent.”
Retaining talent and talent development go hand-in-hand. More than ever, young people are looking to add new skills to their toolbelt to remain competitive and employable, for mentorship from senior employees, and to be satisfied mentally and emotionally in their work.
“It is imperative that professional service firms develop people earlier and more intently during their careers to solve complex problems for our clients,” said Thomas Angelo, CEO at Hill, Barth & King in Canfield, Ohio. “In addition, as we do develop these team members, it is even more important that we nurture their careers and give them opportunities to grow and develop so that we can retain them.”
“The profession is evolving rapidly and firms must attract, develop and retain professionals while redefining roles and career paths,” said Kevin Keane, CEO at New York City-based PKF O’Connor Davies. “That requires investment in training, flexibility in how work is done and a clear value proposition for why professionals should build long-term careers at a firm like ours.”
Other firms are taking a slightly different approach: SC&H Group in Hunt Valley, Maryland, for instance, is leveraging its employer stock ownership plan to attract talent.
“Competition for strong accounting, advisory, and technology professionals remains intense,” said chief marketing officer Colin Kendall. “Firms must offer more than competitive compensation — clear career paths, meaningful work, flexibility, and strong leadership all matter. For SC&H, long-term employee ownership also plays a meaningful role. As a 100% ESOP firm since 2016, we are able to offer a true ownership mindset that encourages long-term commitment, collaboration, and accountability, helping us attract and retain professionals who are invested in the firm’s future.”

Luis A. Orozco/Cin8 – stock.adobe.com
Similarly, Indianapolis-based Katz, Sapper & Miller has operated under an ESOP for more than 20 years and is confident in its course.
Jamie Ellis, the firm’s chief operating officer, said that while private equity throws “big money at firms to innovate, we feel our ESOP structure is well-suited to grow organically and by acquiring other firms, thus competing with PE-backed firms.”
Finally, there’s the matter of specialization in the age of rapid technological advancement. Automation and AI are taking over the rote tasks that entry-level accountants used to perform, and thus forcing them to upskill faster and interact with clients sooner.
“What will truly set firms apart as AI and technology become more prevalent will be their ability to take data and provide insights, support, and advice to businesses and individuals,” said Reyes Florez, CEO at Holladay, Utah-based Platform Accounting Group. “As an industry and firm, it will be critical to continue honing and developing the skills, reimagining and investing in new ways to develop talent and enable our people to go beyond the data to tell a story and guide decision-making for their clients.”
“We pride ourselves on being large enough to offer diverse career paths in specialized service areas, yet small enough to sustain personal connections and a collaborative culture,” said Ed Monborne, CEO at RKL. “Finding the right people to bolster and contribute to that firm culture is a top priority. For that reason, we have robust hiring practices, a talent acquisition team and a supportive culture to ensure an exceptional experience for both our team and our clients.”
Avani Desai, CEO at Schellman in Tampa, Florida, added, “Another critical issue is access to talent in highly specialized areas, such as AI algorithm audits and emerging technology assurance. While competition for this talent is intense, we are committed to developing these capabilities internally through training and career investment.”
Succession planning
Succession planning is another critical issue for leaders. As Baby Boomers prepare for retirement en masse, few young professionals are lining up to take their place. The traditional path to partner — wherein accountants are promised major payouts after decades of climbing the ranks — is no longer appealing to a generation that prioritizes wellbeing and work-life balance. But it’s not just a matter of who will run the firm next.
“As firms grow in size and complexity, leadership succession extends beyond replacing retiring shareholders,” said Ryan Cook, managing shareholder at Omaha, Nebraska-based Lutz. “The critical challenge is transferring institutional knowledge, client relationships, and decision-making responsibility in a way that preserves confidence, culture, and strategic momentum. Firms must develop future leaders early, clarify governance and accountability, and ensure leadership transitions are visible, intentional, and well-supported for both clients and teams.”
“Retaining qualified professionals and building a succession pipeline is our top priority as competition for talent intensifies, said Nick Lew Ton, partner and chief growth officer at San Ramon, California-based Sensiba. “We’re investing in mentorship and clear career pathways to ensure institutional knowledge transfers and future leaders are prepared.”
“When partners retire without adequate succession, firms face knowledge loss and client relationship disruption,” Springline’s Brackney said. “This is a key driver for our program to provide equity below the level of partner; we think it is paramount for the next generation of leaders to develop an enterprise mindset and ownership mentality earlier in their careers.”
He continued, “These three reinforce each other: Technical debt makes firms less attractive to tech-savvy talent, talent shortages prevent firms from modernizing systems, and both make succession planning harder because there’s little bench strength to promote from within.”
Preserving firm culture
Preserving culture is another top concern for firm leaders. That issue includes the debate of working from home versus returning to office.
“While more firms are embracing remote work and reducing their brick-and-mortar presence, we continue investing in real estate and building office space,” said Travis Horton, partner at HHM CPAs in Chattanooga, Tennessee. “Our service culture is rooted in relationships, accessibility, and face-to-face meetings. While this approach can put us at a disadvantage in today’s recruitment environment, we believe an on-site team model ensures quality work, timely client service, and a collaborative approach to problem-solving.”
And as the speed of technology adoption increases, firms need to balance digitization with the human side of the business, both internally and with clients.
Russell Shinskey, managing partner at Anchin, based in New York City, commented, “Increased efficiency will ultimately shift client expectations around pricing, requiring firms to evolve their service models and strengthen their value propositions so that price does not become the primary driver in provider selection.”
“We have learned there is a thin line between leveraging technology and losing the human touch that is our firm’s trademark,” HHM’s Horton said. “Importantly, we do not believe in forcing clients into a one-size-fits-all model. We tailor each client’s experience to their individual preference.”
“Regardless of the tools used, our clients rely on us to answer the phone when they call, to be available when they stop by, and to provide real people who know them — not an automated menu of options,” he continued. “We will embrace modern technology that makes us a better firm, but we will never choose innovation over delivering tax and accounting services with a true human touch.”
You may like

The Financial Accounting Standards Board met this week to discuss its projects on accounting for transfers of cryptocurrency assets and enhancing the disclosures around certain digital assets, such as stablecoins.
Processing Content
During Wednesday’s meeting, FASB’s board made certain tentative decisions, according to a
At a future meeting, the board plans to consider clarifying the derecognition guidance for crypto transfer arrangements to assess whether the control of a crypto asset has been transferred.
FASB also began deliberations on the
The board decided to provide illustrative examples in Topic 230, Statement of Cash Flows, to clarify whether certain digital assets such as stablecoins can meet the definition of cash equivalents. It also decided to include the following concepts in the illustrative examples:
- Interpretive explanations that link to the current cash equivalents definition;
- The amount and composition of reserve assets; and,
- The nature of qualifying on-demand, contractual cash redemption rights directly with the issuer.
FASB plans to clarify that an entity should consider compliance with relevant laws and regulations when it’s creating a policy concerning which assets that satisfy the Master Glossary definition of the term “cash equivalents“ will be treated as cash equivalents.
“I agree with the staff suggestion to look at examples,” said FASB vice chair Hillary Salo. “From my perspective, I think that is going to help level the playing field. People have been making reasonable judgments. I agree with that. And I think that this is really going to help show those goalposts or guardrails of what types of stablecoins would be in the scope of cash equivalents, and which ones would not be in the scope of cash equivalents. I certainly appreciate that approach, and I think it has the least potential impact of unintended consequences, because I do agree with my fellow board members that we shouldn’t be changing the definition of cash equivalents, and it’s a high bar to get into the cash equivalent definition.”
“I’m definitely supportive of not changing the definition of cash equivalents,” said FASB chair Richard Jones. “I believe that’s settled GAAP in a way, and we’re not really seeing a call to change it for broader issues. I am supportive of the example-based approach. The challenge with examples, though, is everybody’s going to want their exact pattern, but that’s not what we’re doing.”
The examples will explain the rationale for how digital assets such as stablecoins do or do not qualify as cash equivalents and give a roadmap for other types of digital assets with varying fact patterns to be able to apply.
“We really don’t want to be as a board facing a situation where something was a cash equivalent and then no longer is at a later date,” said Jones. “That’s not good for anyone, so keeping it as a high bar with certain rigid criteria, I think, is fine.”
Stablecoins are supposed to be pegged to fiat currencies such as U.S. dollars and thus provide more stability to investors. “In my view, while a stablecoin may meet the accounting definition established for cash equivalents, not every one of those stablecoins in the cash equivalent classification represents the same level of risk,” said FASB member Joyce Joseph.
She noted that the capital markets recognize the distinctions and have established a Stablecoin Stability Assessment Framework to evaluate a stablecoin’s ability to maintain its peg to a fiat currency. Such assessments look at the legal and regulatory framework associated with the stablecoin, and provide investors with information that could enable them to do forward-looking assessments about the stability of the stablecoin.
“However, for an investor to consider and utilize such information for a company analysis the financial statement disclosures would need to include information about the stablecoin itself,” Joseph added. “In outreach, the staff learned that investors supported classifying certain stablecoins as cash equivalents when transparent information is available about the entities at which the reserve assets are held. Therefore, in my view, taking all of this into consideration a relevant and informative company disclosure would include providing investors with the name of the stablecoin and the amount of the stablecoin that is classified as a cash equivalent, so investors can independently assess the liquidity risks more meaningfully and more comprehensively by utilizing broader information that is available in the capital markets and its emerging information.”
Such information could include the issuer, reserves, governance and management, she noted, so investors would get a more holistic look at the risks that holding the stablecoin would entail for a given company.
The board decided to require all entities to disclose the significant classes and related amounts of cash equivalents on an annual basis for each period that a statement of financial position is presented.
Entities should apply the amendments related to the classification of certain digital assets as cash equivalents on a modified prospective basis as of the beginning of the annual reporting period in the year of adoption.
FASB decided that entities should apply the amendments related to the disclosure of the significant classes and amounts of cash equivalents on a prospective basis as of the date of the most recent statement of financial position presented in the period of adoption.
The board will allow early adoption in both interim and annual reporting periods in which financial statements have not been issued or made available for issuance.
FASB also decided to permit entities to adopt the amendments to be illustrated in the examples related to the classification of certain digital assets as cash equivalents without the need to perform a preferability assessment as described in Topic 250, Accounting Changes and Error Corrections.
The board directed the staff to draft a proposed accounting standards update to be voted on by written ballot. The proposed update will have a 90-day comment period.
Accounting
Lawmakers propose tax and IRS bills as filing season ends
Published
2 weeks agoon
April 17, 2026

Senators introduced several pieces of tax-related legislation this week, including measures aimed at improving customer service at the Internal Revenue Service, cracking down on tax evasion and curbing the carried interest tax break, in addition to efforts in the House to repeal the Corporate Transparency Act.
Processing Content
Senators Bill Cassidy, R-Louisiana, and Mark Warner, D-Virginia, teamed up on introducing a bipartisan bill, the
The bill would establish a dashboard to inform taxpayers of backlogs and wait times; expand electronic access to information and refunds; expand callback technology and online accounts; and inform individuals facing economic hardship about collection alternatives.
“Taxpayers deserve a simple, stress-free experience when dealing with the IRS,” Cassidy said in a statement Wednesday. “This bill makes the process quicker and easier for taxpayers to get the information they need.”
He also mentioned the bill during a
“I’m happy to meet with the team … and do all I can to make it as good as you want it to be,” said Bisignano.
“My bill would equip the IRS with the legislative mandate to create an online dashboard so that taxpayers can monitor average call wait time and budget time accordingly,” said Cassidy. He noted that the bill would allow a callback for taxpayers that might need to wait longer than five minutes to speak to a representative, and establish a program to identify and support taxpayers struggling to make ends meet by providing information about alternative payment methods, such as installments, partial payments and offers in compromise.
“I know people are kind of desperate and don’t know where to turn for cash, so I think this could really ease anxiety,” he added. “This legislation is bipartisan and is likely to pass this Congress.”
Cassidy and Warner
“Taxpayers shouldn’t have to jump through hoops to get basic answers from the IRS — and in the last year, those challenges have only gotten worse,” Warner said in a statement. “I am glad to reintroduce this bipartisan legislation on Tax Day to ease some of this frustration by increasing clear communication and making IRS resources more readily available.”
Stop CHEATERS Act
Also on Tax Day, a group of Senate Democrats and an independent who usually caucuses with Democrats teamed up to introduce the Stop Corporations and High Earners from Avoiding Taxes and Enforce the Rules Strictly (Stop CHEATERS) Act.
Senate Finance Committee ranking member Ron Wyden, D-Oregon, joined with Senators Angus King, I-Maine, Elizabeth Warren, D-Massachusetts, Tim Kaine, D-Virginia, and Sheldon Whitehouse, D-Rhode Island. The bill would provide additional funding for the IRS to strengthen and expand tax collection services and systems and crack down on tax cheating by the wealthy.
“Wealthy tax cheats and scofflaw corporations are stealing billions and billions from the American people by refusing to pay what they legally owe, and far too many of them are getting a free pass because Republicans gutted the enforcement capacity of the IRS,” Wyden said in a statement. “A rich tax cheat who shelters mountains of cash among a web of shell companies and passthroughs is likelier to be struck by lightning than face an IRS audit, and Republicans want to keep it that way. This bill is about making sure the IRS has the resources it needs to go after wealthy tax cheats while improving customer service for the vast majority of American taxpayers who follow the law every year.”
Earlier this week. Wyden also
The Stop CHEATERS Act would provide the IRS with additional funding for tax enforcement focused upon high-income tax evasion, technology operations support, systems modernization, and taxpayer services like free tax-payer assistance.
“As Congress seeks ways to fund much-needed policy priorities and address our growing national debt, there is one common sense solution that should have unanimous bipartisan support: let’s enforce the tax laws already on the books,” said King in a statement. “Our legislation will make sure the IRS has the resources it needs to confront the gap between taxes owed and taxes paid – while ensuring that our tax enforcement professionals are focused on the high-income earners who account for the most tax evasion. This is a serious problem with an easy solution; let’s pass this legislation and make sure every American pays what they owe in taxes.”
Carried interest
Wyden, King and Whitehouse also teamed up on another bill Thursday to close the carried interest tax break for hedge fund managers that
Carried interest is a form of compensation received by a fund manager in exchange for investment management services, according to a
Under the bill, the
“Our tax code is rigged to favor ultra-wealthy investors who know how to game the system to dodge paying a fair share, and there is no better example of how it works in practice than the carried interest loophole,” Wyden said in a statement. “For several decades now we’ve had a tax system that rewards the accumulation of wealth by the rich while punishing middle-class wage earners, and the effect of that system has been the strangulation of prosperity and opportunity for everybody but the ultra-wealthy. There are a lot of problems to fix to restore fairness and common sense to our tax code, and closing the carried interest loophole is a great place to start.”
Repealing Corporate Transparency Act
The House Financial Services Committee is also planning to markup a bill next Tuesday that would fully repeal the Corporate Transparency Act, which has already been significantly
If enacted, the repeal would eliminate beneficial ownership reporting requirements, removing a transparency measure designed to help law enforcement and national security officials identify who is behind U.S. companies.
“This repeal would turn the United States back into one of the easiest places in the world to set up anonymous shell companies, something Congress worked for years to fix,” said Erica Hanichak, deputy director of the FACT Coalition, in a statement. “These entities are routinely used to facilitate corruption, financial crime, and abuse. Rolling back the CTA doesn’t just weaken transparency, it signals to bad actors around the world that the U.S. is once again open for illicit business.”
Accounting
IRS struggles against nonfilers with large foreign bank accounts
Published
3 weeks agoon
April 15, 2026

The Internal Revenue Service rarely penalizes taxpayers who have high balances in foreign bank accounts and fail to file the proper forms, according to a new report.
Processing Content
The
Taxpayers with specified foreign financial assets that meet a certain dollar threshold are also required to report the information to the IRS by filing Form 8938. Failure to file the form can result in penalties of up to $60,000. However, TIGTA’s previous reports have demonstrated that the IRS rarely enforces these penalties.
The IRS created an Offshore Private Banking Campaign initiative to address tax noncompliance related to taxpayers’ failure to file Form 8938 and information reporting associated with offshore banking accounts, but it’s had limited success.
Even though the initiative identified hundreds of individual taxpayers with significant foreign bank account deposits who failed to file Forms 8938, the campaign only resulted in relatively few taxpayer examinations and a small number of nonfiling penalties. The campaign identified 405 taxpayers with significant foreign account balances who appeared to be noncompliant with their FATCA reporting requirements.
The IRS used two ways to address the 405 noncompliant taxpayers: referral for examinations and the issuance of letters to them.
- 164 taxpayers (who had an average unreported foreign account balance of $1.3 billion) were referred for possible examination, but only 12 of the 164 were examined, with five having $39.7 million in additional tax and $80,000 in penalties assessed.
- 241 noncompliant taxpayers (who had an average unreported account balance of $377 million) received a combination of 225 educational letters (requiring no response from the taxpayers) and 16 soft letters (requiring taxpayers to respond). None of the 241 taxpayers were assessed the initial $10,000 FATCA nonfiling penalty.
“While taxpayers can hold offshore banking accounts for a number of legitimate reasons, some taxpayers have also used them to hide income and evade taxes,” said the report.
Significant assets and income are factors considered by the IRS when assessing whether taxpayers intentionally evaded their tax responsibilities, the report noted. Given the large size of the average unreported foreign account balances, these taxpayers probably have higher levels of sophistication and an awareness of their obligation to comply with the law.
TIGTA believes the IRS needs to establish specific performance measures to determine the effectiveness of the FATCA program. “If the IRS does not plan to enforce the FATCA provisions even where obvious noncompliance is identified, it should at least quantify the enforcement impact of its efforts,” said the report. “This will ensure that IRS decision makers have the information they need to determine if the FATCA program is worth the investment and improves taxpayer compliance.
TIGTA made three recommendations in the report, including revising Campaign 896 processes to include assessing FATCA failure to file penalties; assessing the viability of using Form 1099 data to identify Form 8938 nonfilers; and implementing additional performance measures to give decision makers comprehensive information about the effectiveness of the FATCA program. The IRS disagreed with two of TIGTA’s recommendations and partially agreed with the remaining recommendation. IRS officials didn’t agree to assess penalties in Campaign 896 or with implementing performance measures to assess the effectiveness of the FATCA program.
“From our perspective, TIGTA’s conclusions regarding IRS Campaign 896 are based, in part, on a misguided premise and overgeneralizations, including the treatment of ‘potential noncompliance’ as tantamount to ‘egregious noncompliance’ that warrants a monetary penalty without contemplating the variety of justifications that may exempt a taxpayer from having to file Form 8938,” wrote Mabeline Baldwin, acting commissioner of the IRS’s Large Business and International Division, in response to the report.
What that means for consumer loans
Checks and Balance newsletter: Of God and MAGA
Why software stocks, 2026’s market dogs, have joined the rally
Armanino adds Strategic Accounting Outsourced Solutions
New 2023 K-1 instructions stir the CAMT pot for partnerships and corporations
