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The capacity crunch: Better ways to hire now

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Accounting firms have a “massive opportunity to modernize how [they] attract and retain talent,” according to Ashley Nash, director of partner firm recruiting at Top 50 Firm Ascend, a sentiment echoed by other accounting firms making the best of a much-discussed, volatile talent market. 

A cross-section of accounting firms share how they are honing their recruitment techniques in the face of a talent pipeline that has shrunk in recent years — and also been diverted into targeting candidates with alternate college majors or areas of expertise.

“The accounting industry is at a turning point,” Nash said, sharing her perspective in her role with the Arlington, Virginia-based firm and the firms on its private equity-backed platform. “A growing talent shortage — especially at the manager and senior manager levels — is putting pressure on firms to rethink how they attract and retain top talent. The challenge isn’t just volume; it’s about finding professionals who are technically excellent and who can also be future leaders within their firms.”

Hiring strategies

Aprio, a private equity-funded and Atlanta-based Top 25 Firm, has made its own adjustments to meet its hiring needs.

“We are focused on consistency in how we evaluate candidates, using tools like behavioral assessments and clear feedback loops to guide better hiring decisions,” explained chief human resources officer Larry Sheftel. “We aim to create a hiring experience that reflects Aprio’s innovative, people-first, and growth-oriented values.”

Ascend seeks assistance from other industries to improve hiring techniques.

“A key part of our approach is bringing in experienced professional recruiters from outside the accounting industry — experts who focus exclusively on talent acquisition and bring fresh perspectives to sourcing, hiring and candidate engagement,” Nash said. 

It’s not only the hiring process that can benefit from outsiders — firms are increasingly hiring non-CPA candidates to both remedy the pipeline issue and stay competitive. 

“The scale of, the need for complexity, the need for quote unquote accounting firms to solve more varied issues and problems for clients, it’s evolved to accounting firms being more than accounting firms, they’re accounting firms, and IT firms, business advisory firms,” said Ty Beasley, chief talent officer at Top Five Firm RSM, identifying himself as among the non-CPAs.

“We understand it’s not just finding people to solve accounting problems, or just through the four-year degree systems,” he continued. “We’ve opened up our talent attraction pipeline to other avenues” which Beasley listed as including community colleges and trade schools. 

Yellow chair standing out from the crowd. Business concept. 3D rendering

Tucson, Arizona-based Regional Leader BeachFleischman is finding success hiring more project managers, coming from a range of nonaccounting backgrounds. 

“It was a role created to do front legwork of the collection of documents,” explained learning and organizational development manager Cheryl Hutchins. “They’re talking to clients upfront to get their information in and organized; different from last year in getting all that organized before the tax return is logged, and working with managers on due dates, what is missing — it’s been insanely successful.”

The firm started with one or two project managers and is now up to five with plans to add more, and “recruiting from different majors, probably business majors,” Hutchins said. BeachFleischman also recently created an innovation department with an innovation principal and client experience manager, and is recruiting for a data expert that will also target talent beyond CPA license-holders.

Firms are also looking for talent at various experience levels, though Ascend is concentrating on a few in particular, said Nash: “We support hiring across the full career life cycle, from early-career associates to executive leadership. However, the majority of our work is concentrated at the experienced associate through senior manager levels, where we see the greatest need and the most immediate impact.”

Meanwhile, at BeachFleischman, internships are a “huge recruiting source,” according to Hutchins.

“It’s ideal if we have interns who know from being here that they like public accounting, they like BeachFleischman, they like tax, audit or whatever they are doing. … We know they do good work and have been exposed to the processes and people,” she shared. “In recruiting, we’re really digging in, showing BeachFleischman upfront, and how do we, whether in the recruiting sphere or internships, show what makes BeachFleischman cool. We’re different than a Big Four firm, than a really small firm. They can see the clients we work with, sit down with the CEO — we’re planning fireside chats. We frontload that experience, and [show] it’s a good fit for a certain person.”

Nash would agree that differentiation is very important in today’s job market, where firms need to send a clear message of what they can offer.

“It’s an increasingly candidate-driven market, and firms can no longer rely on traditional recruiting approaches,” Nash said. “Candidates want transparency, speed and a clear path for growth — and they’re willing to move for it. The firms that are succeeding are those that lead with clarity, flexibility and culture. Our job is to help our firms become employers of choice in this new landscape — through thoughtful storytelling, streamlined processes and a commitment to candidate experience.”

Effective onboarding

Though recruiting can feel like even more than half the battle in today’s job market, all-important retention starts with a welcoming and supportive environment for new hires. At Elk Grove Village, Illinois-based Regional Leader Porte Brown, it also means a smooth transition for entry-level staff.

“It is common for us to make employment offers up to 18 months before a candidate graduates college,” reported Adam Hoffman, chief human resources officer. “It is important for us to maintain communication with these candidates to keep them informed and excited about their future career. When a new employee starts at Porte Brown, we provide them with upwards of 200 hours of training and give them the opportunity to explore opportunities within the firm, including tax, audit, accounting and various other services we provide.”

“As we grow, we know our hiring process needs to effectively link between hiring and long-term talent development,” shared Aprio’s Sheftel. “Just as important as making the right hire is ensuring that new team members are positioned for success. We place greater emphasis on onboarding, early engagement and role-specific training to help new hires feel connected and supported from day one.”

“Once the technical infrastructure is in place, our learning and development team leads a thorough introduction to the firm — highlighting our rich history, distinctive culture and forward-looking strategic vision,” Sheftel continued. “To further support a seamless transition, each new team member is thoughtfully paired with a peer buddy, fostering early connections and providing meaningful guidance throughout the acclimation process during the new hire’s first eight weeks.”

The development goes both ways, Sheftel explained, with Aprio fine-tuning its own approach to shaping the next generation. 

“Our L&D team is intentional about continuous improvement. They issue a survey to each new hire after their first eight weeks to learn what worked well and where opportunities exist to enhance our programming. We also benchmark the results with Gartner’s global onboarding data. We are proud to say that new hires rate our onboarding program favorably, 11 points higher than Gartner’s U.S. benchmark.”

Mentorship and training are key to long-term success, as Ascend has found in guiding the firms on its platform.

“Over the last year, we’ve worked closely with our firms to bring more structure and intentionality to their development efforts — starting with transparency,” said Stefany Sandoval, Ascend’s head of professional development. “We’ve helped create clear outcomes, activities and KPIs for each role, more consistent onboarding, and more thoughtful performance reviews. We’ve supported firms in implementing a new management structure — one that ensures every employee has a leader accountable not only for their output, but for their career development. And we’ve doubled down on upskilling those people managers, so they have the tools to lead with clarity, empathy and accountability.”

Porte Brown also stressed the importance of mentorship.

“New hires at Porte Brown are assigned a manager that coaches them on best practices and technical skills within their role,” Hoffman said. “They are assigned a mentor that helps them get acclimated to the work environment and act as another point of contact for any questions. The training department plays a vital role in teaching them everything they need to know for their career and reviews their work.”

Firms are finding that their youngest members have unique challenges.

“We also continue to see the lingering effects of the pandemic on early career talent, particularly among students who began college during COVID,” explained Sheftel. “Limited in-person learning and remote experiences have impacted the development of foundational professional and communication skills, which presents a challenge as they transition into the workplace.”

The generation also has specific needs. “We’re navigating a generational shift where the next wave of talent is seeking more than just stability — they want flexibility, purpose, growth and strong leadership,” Nash said. “Firms are competing for a shrinking pool of experienced professionals, and at the same time, battling outdated perceptions of the industry. Repositioning accounting as a dynamic, fulfilling career path isn’t just an opportunity — it’s a necessity.”

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Accounting

FASB plans changes in crypto accounting

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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.

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During Wednesday’s meeting, FASB’s board made certain tentative decisions, according to a summary posted to FASB’s website. FASB began deliberating the Accounting for transfers of crypto assets project and decided to expand the scope of its guidance in  Subtopic 350-60, Intangibles—Goodwill and Other—Crypto Assets, to address crypto assets that provide the holder with a right to receive another crypto asset. FASB decided to clarify the existing disclosure guidance by providing an example of a tabular disclosure illustrating that wrapped tokens, if they’re significant, would be disclosed separately from other significant crypto asset holdings.

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 Cash equivalents—disclosure enhancement and classification of certain digital assets project and made a number of decisions.

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:

  1. Interpretive explanations that link to the current cash equivalents definition;
  2. The amount and composition of reserve assets; and,
  3. 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.

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Accounting

Lawmakers propose tax and IRS bills as filing season ends

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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.

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Senators Bill Cassidy, R-Louisiana, and Mark Warner, D-Virginia, teamed up on introducing a bipartisan bill, the Improving IRS Customer Service Act, which would expand information on refunds available to taxpayers online and help taxpayers with payment plans if they need it.

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 Senate Finance Committee hearing about tax season when questioning IRS CEO Frank Bisignano. During the hearing, Cassidy secured a commitment from Bisignano that the IRS would work with Congress to implement these reforms if the legislation were signed into law.

“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 introduced the Improving IRS Customer Service Act in 2024. Last year, Warner wrote to National Taxpayer Advocate Erin Collins at the IRS regarding the underperforming Taxpayer Advocate Service office in Richmond, Virginia, and advocated against any harmful personnel decisions that would negatively impact taxpayers.

“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 introduced two other pieces of legislation aimed at cracking down on the use of grantor retained annuity trusts and private placement life insurance contracts to avoid or minimize taxes.

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 Democrats as well as President Trump have pledged for years to curtail. The tax break mainly benefits hedge fund managers, private equity firm partners and venture capitalists, who have lobbied heavily to defeat attempts to end the lucrative tax break. The tax break was scaled back somewhat under the Tax Cuts and Jobs Act of 2017.

Carried interest is a form of compensation received by a fund manager in exchange for investment management services, according to a summary of the bill. A carried interest entitles a fund manager to future profits of a partnership, also known as a “profits interest.” Under current law, a fund manager is generally not taxed when a profits interest is issued and only pays tax when income is realized by the partnership, often in connection with  the sale of an investment that happens years down the road. Not only does this allow a fund manager to defer paying tax, but the eventual income from the partnership almost always takes the form of capital gain income, taxed at a preferential rate of 23.8% compared to the top rate of 40.8% for wage-like income.  

Under the bill, the Ending the Carried Interest Loophole Act, fund managers would be required to recognize deemed compensation income each year and to pay annual tax on that amount, preventing them from deferring payment of taxes on wage-like income. A fund manager’s compensation income would be taxed similar to wages on an employee’s W-2, subject to ordinary income rates and self-employment taxes.   

“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 scaled back under the Trump administration to only require beneficial ownership information reporting by foreign companies to FinCEN, the Treasury Department’s Financial Crimes Enforcement Network. 

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.”

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Accounting

IRS struggles against nonfilers with large foreign bank accounts

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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.

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The report, released Tuesday by the Treasury Inspector General for Tax Administration, examined Foreign Account Tax Compliance Act, also known as FATCA, which was included as part of a 2010 law in an effort to tax income held by U.S. citizens in foreign bank accounts by requiring financial institutions abroad to share information with the tax authorities. 

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. 

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