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The capacity crunch: Hybrid still reigns

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After the pandemic sent everyone home from the office, firms that were not already exploring remote-work arrangements were sent scrambling to set up their employees for success and maintain firm culture across a new home-office sprawl.

Now, as employees have not only enjoyed but mastered the benefits of remote and hybrid work schedules, and firms have established the trust and programs to support it, the profession continues to enhance the flexible-work experience to help recruit and retain in a constrained talent market.

Hybrid is the most popular work arrangement at firms, as it can better fit employees’ unique circumstances while also holding broader appeal to all staff appreciating flexibility.

Top 10 Firm RSM operates under a hybrid model, with no plans for a full back-to-office mandate, said chief talent officer Ty Beasley, though “we don’t call it hybrid,” he explained. “We call it a high-performing environment, which means there is an expectation of fluidness with people in terms of working from home, the office, client sites, whether a development site or any other place with connectivity, conferences.”

RSM’s commitment to this flexibility has paid off.

“People love remote work — therein lies the positive feedback,” Beasley said. “They work where they want to work, often work from home. The feedback is positive in [them knowing] ‘You’re not telling me, mandating five days a week.’ There’s an element of trust.”

Elk Grove Village, Illinois-based Regional Leader Brown Plus has a formal remote work arrangement policy, explained director of human resources Susan Yohn, which ” increased our retention, team member satisfaction and ability to recruit talent outside of our regional area.”

Currently 42% of firm staff utilize the arrangement, she added. “From what we’ve heard back from our team, they appreciate the flexibility that the firm has allowed, as well as the trust that leadership has in them to get their work accomplished.”

Results may vary

The feedback is also positive at New York City-based Top 25 Firm Citrin Cooperman, according to chief people officer Melissa Hartshorn, who explained that hybrid schedules vary by person and level. 

“For the most part, for our people it’s positive, the flexibility, from a hybrid standpoint,” she said. “The feedback from the first years is they want to be in the office, to form relationships with their cohort and be in the throes of it together. People who have been in the workforce a little, not forever, seem to have it a little bit harder to come back. They know what it’s like to work in an office and have a remote environment.”

Regional Leader BeachFleischman does not offer remote work to first-year associates, explained director of HR Molly Willinger, though the firm does offer hybrid options to all and “it’s interesting, an overwhelming majority are in the office or hybrid,” she said, crediting it in some part to the firm’s Tucson, Arizona, location and easier commute.

It also helps that the firm recruits locally and that, according to Willinger, staff craves the culture of coming into the office. 

“We think, right after Covid, a lot of companies continued to do remote work,” Willinger continued. “We ripped the Band-Aid off, and everybody came back in July, quickly after Covid. I don’t think we had to have an adjustment period because we didn’t wait too long.”

BeachFleischman is, in fact, so “lucky in that sense of a lot of people being in the office, and we expect that to continue,” that the firm is seeking new office space, Willinger reports.

Atlanta-based Top 25 Firm Aprio set out a structure for its hybrid policy, explained chief human resources officer Larry Sheftel: “Team members are expected to work from a business location — such as a company office, client site, or prospect meeting — three days per week. Those living beyond a 25-mile radius or more than 45 minutes from a business location may work remotely, unless otherwise required by law or specific exception.”

“Team members generally operate well in the hybrid structure, and many appreciate the flexibility and autonomy it offers,” shared Sheftel. “Feedback has highlighted a desire for continued flexibility, but also an understanding of the value of in-person connection for learning, mentorship, and collaboration.”

The culture challenge

The top challenge for all firms overseeing remote and hybrid workforces is maintaining culture, which Brown Plus recognizes.

“Remote workers don’t have the benefit of being  around for events or just the regular day to day conversations that happen throughout the office,” said Yohn. “We  try to make sure that we have at least one time a year where we require everyone to be together for our all-firm meeting, which we tie in with our holiday party and pay for everyone to have a hotel room  to spend the night. We also make sure to include them in our Fun Committee activities by mailing swag items to them and sending them a gift card for meals during tax season since they don’t have the benefit of our breakfasts and lunches.”

RSM relies on engaging everyone, firmwide, in a “collective ownership of the culture,” according to Beasley, which includes “intention around employee communities” and continually collecting feedback and insight. “We ask partners engaged in the culture, we ask employee groups that play a big role in helping us to have a culture of inclusion.”

Aprio outlined the firm’s foremost challenges with remote work:

  • Fostering team cohesion and collaboration without regular in-person interaction for those operating in fully remote capacities;
  • Supporting early-career professionals who benefit from hands-on learning found with in-person environments;
  • Maintaining clear, consistent regular communication across distributed teams; and,
  • Preserving spontaneous, cross-functional idea-sharing that often happens in physical offices.

Firms often ensure events and activities are accessible to all employees, regardless of location, with Citrin Cooperman explaining that its Wine-Down Wednesdays, aromatherapy workshops, and more are designed to be location-neutral. 
But despite any concerns about culture or inclusion, many firms expect to continue offering flexible work arrangements.

As Beasley reiterated, “At no time will there be a five-day mandate. We are committed to a high-performance environment. As many challenges as there are, we are not going to press the easy button because we can’t figure it out.” 

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Accounting

Global ESG Reporting Standards and Double Materiality Compliance

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Corporate accounting departments face expanding reporting expectations as international sustainability disclosure standards achieve regulatory enforcement across major global jurisdictions. Chief Accounting Officers (CAOs) and corporate controllers are establishing rigorous internal accounting controls to treat Environmental, Social, and Governance (ESG) metrics with the same data precision, auditability, and governance as traditional financial statements.

Regulatory Harmonization Under Global Sustainability Frameworks
The implementation of standardized sustainability reporting frameworks—notably rules established by international sustainability accounting boards—has created unified expectations for public and large private enterprises. Corporations must report standardized metrics covering greenhouse gas emissions (Scope 1, 2, and material Scope 3), energy utilization, workforce demographics, and supply chain governance.

In Europe and other participating international jurisdictions, double materiality principles are mandatory. Under double materiality, organizations must report both how external sustainability risks impact corporate financial performance, and how internal corporate operations affect surrounding environmental and social structures.

Integrating Sustainability Metrics into Core ERP Systems
To provide auditable non-financial data, enterprise organizations are integrating specialized carbon accounting and ESG management platforms directly into core ERP systems. Automated data collectors capture energy utility invoices, logistics fuel consumption metrics, and vendor compliance records in real time.

Establishing automated, traceable data pipelines ensures that non-financial reporting is supported by clear audit trails. This structured approach allows external financial auditors to provide reasonable assurance on sustainability disclosures during annual corporate reporting cycles.

Financial Impacts and Capital Market Disclosure
Accurate ESG reporting directly influences corporate cost of capital and institutional credit ratings. Commercial lenders and institutional asset managers systematically incorporate sustainability metrics into risk pricing models. Companies that demonstrate transparent, verifiable progress in operational energy efficiency and climate risk mitigation benefit from expanded access to green bond markets and lower debt pricing.

Action Steps for Accounting Leadership
1. Implement Double Materiality Frameworks: Conduct comprehensive assessments to identify material financial and operational sustainability metrics.
2. Build Auditable Non-Financial Data Pipelines: Automate ESG data collection within core accounting software to ensure data integrity.
3. Align Sustainability with Annual Financial Filings: Prepare non-financial disclosures concurrently with financial statements to satisfy regulatory audit expectations.

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Accounting

Modernizing Internal Controls: Machine Learning and Continuous Monitoring in Auditing

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

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

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

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

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

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

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

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

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Accounting

Automated Tax Compliance and Global Regulatory Harmonization in 2026

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Corporate tax accounting departments are navigating an era of unprecedented regulatory complexity as global tax harmonization frameworks take full effect alongside real-time digital tax reporting mandates. Tax directors and accounting teams are adopting cloud-based tax compliance automation tools to manage multi-jurisdictional tax liabilities and satisfy stringent reporting rules across international jurisdictions.

Implementation of Global Minimum Tax Provisions
The implementation of international tax reform agreements—notably the Pillar Two global minimum tax framework—has reshaped multinational corporate tax planning. Multinational enterprises with consolidated revenues exceeding established thresholds must ensure an effective tax rate of at least 15% across every jurisdiction in which they operate.

Accounting teams are implementing specialized tax calculation modules integrated directly into enterprise resource planning (ERP) platforms. These automated tools calculate effective tax rates per country, identify top-up tax liabilities, and generate standardized compliance documentation required by national tax authorities.

Real-Time Digital Invoicing and E-Reporting Mandates
Tax authorities across Europe, Latin America, and Asia-Pacific have enacted mandatory electronic invoicing (e-invoicing) and continuous transaction controls (CTC). Under these systems, corporate transaction data must be submitted electronically to government portals in real time at the point of sale or invoice issuance.

This shift toward continuous digital tax reporting eliminates traditional annual tax audits in favor of ongoing automated compliance monitoring. Accounting departments are upgrading invoicing software to ensure seamless XML data formatting, digital signature authentication, and real-time validation against tax authority databases.

Automation and Data Analytics in Corporate Tax Strategy
To keep pace with dynamic tax legislation, tax departments are transitioning from reactive compliance teams to proactive strategic advisors. Machine learning algorithms analyze corporate transactional data to identify tax credits, research and development (R&D) incentives, and cross-border transfer pricing adjustments.

By automating routine tax return filings and calculations, corporate tax directors can focus on long-term capital structuring, evaluating the tax implications of corporate mergers, and optimizing international supply chain networks.

Strategic Priorities for Tax Executives
1. ERP System Upgrades: Ensure enterprise software is capable of generating real-time, granular tax data required for global minimum tax compliance.
2. E-Invoicing Integration: Implement scalable e-invoicing platforms to satisfy regional continuous transaction control regulations.
3. Strategic Tax Analytics: Utilize predictive tax modeling tools to evaluate structural changes in corporate operations and cross-border trade.

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