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Princeton, New Jersey-based Withum celebrates its employees’ ideas every month — both those that become operational, and the many that don’t.
Either way, staff members who submit their concepts through the Top 25 Firm’s Innovate Withum portal are recognized in a monthly celebration, and may even earn “Withum bucks” in increments of $50 depending on how far the idea progresses into implementation. These incentives have garnered Withum over 650 ideas in the 3 1/2 years since the initiative began, and many popular improvements to the firm’s systems and practices.
But it’s not just the promise of awards and money that entice Withum’s people to input their ideas into the firm’s database (which is open for submissions and accessible for all employees to track). It’s also a desire for improvement, according to chief innovation officer Molly Goins-Cox, who explained that before accessing the portal, employees receive training on the meaning of innovation and the process for submitting ideas and how the platform works.
The initial flood of submissions was high, most likely from pent-up demand, Goins-Cox said. “A lot of people got training and started submitting ideas. It was pretty cool, a lot of great ideas. One of the challenges is that we got a ton — in services, practice, operations. We average 30 to 40 a month. Some are quick wins — some submit and we just do it, we don’t have to have innovation involved. Some are more moderate, a little bit of technology and a business case on it. We can’t do them all; it’s prioritization.”
The firm also fields many redundant ideas, Goins-Cox explained, but projects Withum has completed include tax workpaper automations, a tax integration portal, and a compliance tracking tool. For the latter solution, “The platform was about to break; it wasn’t functional,” she shared. “We revamped the whole thing and used modern technology that made it significantly better. Clients in particular, they noticed — the response time was much more rapid … . We had many compliments on how we responded to client questions.”
Many of the successful ideas, in fact, have aligned with one of Withum’s overall strategic pillars, Goins-Cox explained: “Withum is very focused on continuing to understand client needs and where we can provide better solutions.”
Owning the ideas
To guide employees in meeting this goal, the firm encouraged all employees, from staff level 1 to seniors, to make their voices heard.
“When the individual submits an idea in the platform, there are the basic questions of what is the idea, what is it going to solve, what are the benefits,” explained Goins-Cox.
And while Withum’s training helped refine what team members input, the most crucial moments come in the next stages of the process, including what Goins-Cox identifies as the all-important ownership factor: “People submit an idea — some people are good at coming up with ideas, team members. But we make sure they have owners, someone who will own it so that it gets executed and used correctly.”
She advised other firms looking to enhance their innovation to make that step a priority.
“One of the things early on — so many ideas came in it was hard to process them fast enough,” she recalled. “We got ownership on it — the right project, the right time, to staff out appropriately. Change management is a big issue [so we added] ownership in the second year. We introduced innovation catalysts. In each of the service areas and project areas, we identify innovation catalysts that help us review ideas and determine if it’s an area we want to invest in or not.”
Ownership from the top is also critical, Goins-Cox continued: “It’s very much a part of the culture and leadership-supported.” It is also financially supported, including the firm budgeting $20,000 per year for the Withum bucks it awards for executed ideas.
The innovation catalysts are very involved in the life cycle of these ideas.
“They talk to the innovation owners and partners in those areas to determine funding and secure talent to do the work,” Goins-Cox explained. “Any idea is routed to an innovation owner and catalyst for the first line of review: Does it align with the area and strategy, and are we already doing it? The senior manager level is a good fit; they need to know and understand that business, service and department. If it’s in tax and technical, they need to understand that area well. Each partner is in their own area and identifies senior-level people that understand the area.”
Expanding the reach
Besides operational improvements, Withum’s innovation initiative has also reaped benefits in the professional development realm.
“One of the biggest things I’ve observed on the higher end, is to get to the partner level you have to be able to innovate, and sponsor projects to make sure they are delivered,” Goins-Cox shared. “In my short period of time, a lot of those innovation catalysts have been promoted to partner. It brings out leadership skills.”
Successful projects have also been transferable across departments, Goins-Cox noted. “We see an idea in one area, and look at other ways they can do the same thing … . We’ve started with one [idea] and we’re able to scale across other [departments].”
The broad implementation and ownership of innovation has been paramount for Goins-Cox since she was hired to lead that function for the firm four years ago.
“For it to be successful, there has to be a strategic focus and leadership has to be completely bought in for it as a priority, having a dedicated department, which includes team members,” she advised. “One of the things I asked before I was hired is, ‘What’s the budget? How much are you investing for me, year over year?’ And the third piece is to design it so everyone can innovate. That’s very important.”
In addition to the Innovate Withum portal, another forum for democratizing this kind of brainstorming are the ideation sessions Withum hosts about twice a year.
“We do sessions where we go in with no ideas of the table,” she explained. “We introduce them to things Withum has done previously, but people in that session brainstorm. And we end up with a couple hundred ideas in those 90 minutes.”
The products of those meetings have included some generative artificial intelligence and data extraction projects that answer the questions, “How do we work smarter and make it easier for everyone?”
Speaking of AI, that’s an area Withum has been focused on and will remain so in the near future, according to Goins-Cox.
“You have to be engaged in the new technology coming out,” she said. “I took a pretty forward position when generative AI came out, to embrace it and establish a strategy, from a level 1 day-to-day use to all team members. We are experts in tax, audit and advisory … . We use generative AI to be better advisors. My philosophy is we’ve got to embrace it. You are not going to be replaced by AI, but replaced by someone who knows AI better than you.”
In the meantime, Goins-Cox ensures that innovation permeates the firm and is always top of mind.
“Innovation catalysts talk in their own staff meetings, and at our State of the Firm meetings I talk about innovation, and in different meetings throughout the year. All the messaging — the monthly celebration day, we celebrate and [employees] get to see it. In the emails we show titles, the person’s picture and what the idea is or was. And throughout that are tidbits on innovation, and we share success stories.”
Accounting firms are reporting bigger profits and more clients, according to a new report.
The report, released Monday by Xero, found that nearly three-quarters(73%) of firms reportedincreased profits over the past year and 56% added new clients thanks to operational efficiency and expanded service offerings.
Some 85% of firms now offer client advisory services, a big spike from 41% in 2023, indicating a strategic shift toward delivering forward-looking financial guidance that clients increasingly expect.
AI adoptionis also reshaping the profession, with80% of firms confident it will positively affect their practice. Currently, the most common use cases for AI include: delivering faster and more responsive client services (33%), enhancing accuracy by reducing bookkeeping and accounting errors (33%), and streamlining workflows through the automation of routine tasks (32%).
“The widespread adoption of AI has been a turning point for the accounting profession, giving accountants an opportunity to scale their impact and take on a more strategic advisory role,” said Ben Richmond, managing director, North America, at Xero, in a statement. “The real value lies not just in working more efficiently, but working smarter, freeing up time to elevate the human element of the profession and in turn, strengthen client relationships.”
Some of the main challenges faced by firms include economic uncertainty (38%), mastering AI (36%) and rising client expectations for strategic advice (35%).
While 85% of firms have embraced cloud platforms, a sizable number still lag behind, missing out on benefits such as easier data access from anywhere (40%) and enhanced security (36%).
Private equity firms have bought five of the top 26 accounting firms in the past three years as they mount a concerted strategy to reshape the industry.
The trend should not come as a surprise. It’s one we’ve seen play out in several industries from health care to insurance, where a combination of low-risk, recurring revenue, scalability and an aging population of owners create a target-rich environment. For small to midsized accounting firms, the trend is exacerbated by a technological revolution that’s truly transforming the way accounting work is done, and a growing talent crisis that is threatening tried-and-true business models.
How will this type of consolidation affect the accounting business, and what do firms and their clients need to be on the lookout for as the marketplace evolves?
Assessing the opportunity… and the risk
First and foremost, accounting firm owners need to be aware of just how desirable they are right now. While there has been some buzz in the industry about the growing presence of private equity firms, most of the activity to date has focused on larger, privately held firms. In fact, when we recently asked tax professionals about their exposure to private equity funding in our 2025 State of Tax Professionals Report, we found that just 5% of firms have actually inked a deal and only 11% said they are planning to look, or are currently looking, for a deal with a private equity firm. Another 8% said they are open to discussion. On the one hand, that’s almost a quarter of firms feeling open to private equity investments in some way. But the lion’s share of respondents — 87% — said they were not interested.
Recent private equity deal volume suggests that the holdouts might change their minds when they have a real offer on the table. According to S&P Global, private equity and venture capital-backed deal value in the accounting, auditing and taxation services sector reached more than $6.3 billion in 2024, the highest level since 2015, and the trend shows no signs of slowing. Firm owners would be wise to start watching this trend to see how it might affect their businesses — whether they are interested in selling or not.
Focus on tech and efficiencies of scale
The reason this trend is so important to everyone in the industry right now is that the private equity firms entering this space are not trying to become accountants. They are looking for profitable exits. And they will do that by seizing on a critical inflection point in the industry that’s making it possible to scale accounting firms more rapidly than ever before by leveraging technology to deliver a much wider range of services at a much lower cost. So, whether your firm is interested in partnering with private equity or dead set on going it alone, the hyperscaling that’s happening throughout the industry will affect you one way or another.
Private equity thrives in fragmented businesses where the ability to roll up companies with complementary skill sets and specialized services creates an outsized growth opportunity. Andrew Dodson, managing partner at Parthenon Capital, recently commented after his firm took a stake in the tax and advisory firm Cherry Bekaert, “We think that for firms to thrive, they need to make investments in people and technology, and, obviously, regulatory adherence, to really differentiate themselves in the market. And that’s going to require scale and capital to do it. That’s what gets us excited.”
Over time, this could reshape the industry’s market dynamics by creating the accounting firm equivalent of the Traveling Wilburys — supergroups capable of delivering a wide range of specialized services that smaller, more narrowly focused firms could never previously deliver. It could also put downward pressure on pricing as these larger, platform-style firms start finding economies of scale to deliver services more cost-effectively.
The technology factor
The great equalizer in all of this is technology. Consistently, when I speak to tax professionals actively working in the market today, their top priorities are increased efficiency, growth and talent. Firms recognize they need to streamline workflows and processes through more effective use of technology, and they are investing heavily in AI, automation and data analytics capabilities to do that. Private equity firms, of course, are also investing in tech as they assemble their tax and accounting dream teams, in many cases raising the bar for the industry.
The question is: Can independent firms leverage technology fast enough to keep up with their deep-pocketed competition?
Many firms believe they can, with some even going so far as to publicly declare their independence. Regardless of the path small to midsized firms take to get there, technology-enabled growth is going to play a key role in the future of the industry. Market dynamics that have been unfolding for the last decade have been accelerated with the introduction of serious investors, and everyone in the industry — large and small — is going to need to up their games to stay competitive.
The House-passed version of President Donald Trump’s massive tax and spending bill would deliver a financial blow to the poorest Americans but be a boon for higher-income households, according to a new analysis from the Congressional Budget Office.
The bottom 10% of households would lose an average of about $1,600 in resources per year, amounting to a 3.9% cut in their income, according to the analysis released Thursday. Those decreases are largely attributable to cuts in the Medicaid health insurance program and food aid through the Supplemental Nutrition Assistance Program.
Households in the highest 10% of incomes would see an average $12,000 boost in resources, amounting to a 2.3% increase in their incomes. Those increases are mainly attributable to reductions in taxes owed, according to the report from the nonpartisan CBO.
Households in the middle of the income distribution would see an increase in resources of $500 to $1,000, or between 0.5% and 0.8% of their income.
The projections are based on the version of the tax legislation that House Republicans passed last month, which includes much of Trump’s economic agenda. The bill would extend tax cuts passed under Trump in 2017 otherwise due to expire at the end of the year and create several new tax breaks. It also imposes new changes to the Medicaid and SNAP programs in an effort to cut spending.
Overall, the legislation would add $2.4 trillion to US deficits over the next 10 years, not accounting for dynamic effects, the CBO previously forecast.
The Senate is considering changes to the legislation including efforts by some Republican senators to scale back cuts to Medicaid.
The projected loss of safety-net resources for low-income families come against the backdrop of higher tariffs, which economists have warned would also disproportionately impact lower-income families. While recent inflation data has shown limited impact from the import duties so far, low-income families tend to spend a larger portion of their income on necessities, such as food, so price increases hit them harder.
The House-passed bill requires that able-bodied individuals without dependents document at least 80 hours of “community engagement” a month, including working a job or participating in an educational program to qualify for Medicaid. It also includes increased costs for health care for enrollees, among other provisions.
More older adults also would have to prove they are working to continue to receive SNAP benefits, also known as food stamps. The legislation helps pay for tax cuts by raising the age for which able bodied adults must work to receive benefits to 64, up from 54. Under the current law, some parents with dependent children under age 18 are exempt from work requirements, but the bill lowers the age for the exemption for dependent children to 7 years old.
The legislation also shifts a portion of the cost for federal food aid onto state governments.
CBO previously estimated that the expanded work requirements on SNAP would reduce participation in the program by roughly 3.2 million people, and more could lose or face a reduction in benefits due to other changes to the program. A separate analysis from the organization found that 7.8 million people would lose health insurance because of the changes to Medicaid.