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What partnership means to the next generation of accountants

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As a 27-year-old professional, my conversations with CPA firms range from the managing partner to younger leadership, such as managers or newly admitted partners — and it is evident that there is a shift in how emerging leaders perceive firm ownership. 

Historically, becoming a CPA and achieving partner status was seen as the ultimate career milestone. However, in recent years, many younger CPAs have questioned whether the traditional path to partnership aligns with their career goals, values, and lifestyle preferences.

Several factors contribute to why younger CPAs are avoiding the pursuit of the partnership track.

  • Financial barriers: The buy-in cost is often seen as a barrier for those already burdened by student loans, buying houses, or seeking financial flexibility. For many young professionals, the idea of taking on additional debt or committing a large portion of their savings to buy into a firm feels risky, especially in an uncertain economic environment. 
  • Work-life balance: The accounting profession is known for its demanding hours, particularly during tax season and other peak periods. However, many younger professionals today have a different value perspective on work-life balance and personal well-being. Some are unwilling to sacrifice their health, family time, or personal interests for career advancement. They are seeking roles that offer flexibility, remote work options, and better integration of work and life. To some, these elements are often perceived as lacking in the typical partnership model.
  • Alternative career paths: Accounting is rapidly evolving. With that comes new technologies, regulations, and market demands that constantly reshape the landscape. As a result, there are now more career opportunities outside the traditional firm structure than ever before. Roles in private equity, financial consulting, and technology are increasingly attractive to young CPAs. They are being given a chance to leverage their skills in innovative and dynamic environments. These alternative paths often offer competitive salaries, career advancement opportunities, and the chance to work on cutting-edge projects — without the need to buy into a partnership.
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We’re increasingly hearing from firms about the challenges they face in attracting young talent to the partnership track. The concerns are not just about financial and time commitments, but also about the desire and readiness of young professionals to take on leadership roles.

  • Shifting career expectations: For many, success is no longer defined by making the partner level in just any firm. Instead, they value career progression that allows for continuous learning, skill development, and opportunities to work on meaningful projects. They are also looking for employers who prioritize a healthy work-life balance.
  • The need for flexibility: Flexibility is a key demand among younger CPAs. Whether it’s the ability to work remotely, set flexible hours, or pursue side projects, flexibility is seen as a non-negotiable aspect of a modern career. Firms that fail to offer flexible working arrangements may find themselves at a disadvantage in recruiting and retaining top talent. Are there issues with remote or partially remote work environments? Yes, but is that due to the work environment situation or the differences that exist in each person’s ability or desire to stay focused?
  • Technology and innovation: The rise of automation, artificial intelligence, and data analytics are transforming the accounting profession. Younger professionals are eager to embrace these technologies and apply them in their work. They are looking for firms that are not only adopting these innovations but also integrating technology into their services.

Adapting to the generational shift

The shift in mindset among younger professionals is both a challenge and an opportunity. To remain competitive in attracting and retaining top talent, firms need to rethink their approach to career development, leadership, and the overall partnership model.

  • Offer alternative compensation models: Firms can explore offering equity stakes or profit-sharing arrangements that don’t require the traditional buy-in. By separating ownership from financial investment, firms can make leadership roles more accessible to talented professionals who may not have the resources for a large buy-in.
  • Consider merging up or being acquired: Merging or being acquired by a larger firm can provide young professionals with enhanced career opportunities and reduce the financial burden of traditional buy-ins. This strategy allows firms to offer a more dynamic environment with better resources and client diversity, making them more appealing to young CPAs.
  • Enhance work-life balance: To attract and retain young professionals, firms must prioritize work-life balance. This can be achieved by offering flexible work arrangements, promoting a healthy work culture, and supporting mental health and well-being initiatives. Firms that demonstrate a commitment to employee well-being will stand out in a competitive talent market.
  • Leverage private equity to attract young talent: Private equity is another option for firms, as it can provide the capital needed for investments in technology and expansion of services to offer competitive compensation packages. PE-backed firms tend to present young professionals with innovative career growth and partnership opportunities, making them attractive to those seeking a modern and rewarding work environment.

Is your firm future-ready?

The traditional partnership model is at a critical transitionary period. As the accounting profession continues to evolve, firms that recognize the shifting priorities of the next generation and adapt accordingly will be better positioned to thrive in a competitive and changing marketplace.

Whether it’s rethinking the partnership track, or looking to evolve as a firm, there are numerous ways to align the offerings with the expectations of today’s young professionals.

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Accounting

Misunderstandings keep families from claiming tax credits

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Lack of awareness, fear of mistakes and penalties, and the cost of filing are preventing many families from claiming millions of dollars in tax credits, according to a new study.

The report, released Tuesday by the New Practice Lab at New America, surveyed over 5,000 respondents to learn why so many households fail to claim the Child Tax Credit, the Earned Income Tax Credit and other tax breaks that could help them.

Awareness gaps were a big barrier. Among households earning under $10,000 annually, 36% were unaware of any tax credits, more than double the rate among households earning over $150,000 (17%).

Misunderstanding their eligibility also kept many taxpayers from filing their annual returns. One-third of lower-income households earning under $26,000 who hadn’t filed taxes in the past three years said they didn’t file because they believed their income was too low. But within this group, 20% had earned income and 37% had children — factors that probably would have made them eligible for claiming the tax credits if they had filed.

Fear of making a mistake and being penalized for it was the most common barrier to filing a return, particularly among lower-income households. This fear had major consequences, as 61% of respondents who felt this way hadn’t filed tax returns in the past three years, and even when they did file, they were more likely to miss out on tax credits.

Filing a tax return can be expensive for families, forcing them to forgo other expenses in order to file. Even though 36% of survey respondents cited cost as a barrier, most had used professional tax help at some point due to concerns around navigating the process alone.

Accessing the right documents poses a challenge for taxpayers.Half of the survey respondents said they had trouble gathering the documents they needed to file their taxes, and 80% of those who faced documentation issues struggled with more than one type of document.

Most low-income households are already connected with other types of government support services, but tax credits feel like a separate disconnected area. The survey found 84% of households who had not filed taxes at all or irregularly in the past three years had participated in at least one other public support service during that same time period. 

“Accessing tax credits is often overwhelming and costly, creating unnecessary barriers for the families who need this support the most,” said Devyani Singh, lead author of the report, in a statement. “Tax credits can be a critical lifeline for families that are struggling financially, and it’s up to state Departments of Revenue to look at the process as a delivery issue. There’s no one-size-fits-all solution to increasing tax credit uptake; improving access requires a multipronged strategy combining personalized outreach, streamlined systems, and policies that meet families where they are.”

The report pointed out that such  factors are important for government agencies to consider, especially as the White House and some lawmakers in Congress express interest in increasing the amount families can get from the Child Tax Credit. However, the proposed shuttering of free tax-filing programs like Direct File, which New America was involved in studying, will make it harder for families to access these benefits. The tax reconciliation bill would also restrict access to claiming the Child Tax Credit to families with Social Security numbers as a way to deter immigrants from accessing such benefits.

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Senate panel grills IRS commissioner nominee Billy Long

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The Senate Finance Committee questioned Billy Young, President Trump’s nominee for Internal Revenue Service commissioner, about his plans for the beleaguered agency and promotion of dubious “tribal tax credits” and Employee Retention Tax Credits during a long-awaited confirmation hearing Tuesday after a series of acting commissioners temporarily held the role.

Trump announced in December he planned to name Long, a former Republican congressman from Missouri, as the next IRS commissioner, even though then-commissioner Danny Werfel’s term wasn’t scheduled to end until November 2027. Since then, the role has been filled by four acting commissioners who have faced pressures to accept drastic staff cuts at the agency and share taxpayer data with immigration authorities.

Long insisted during the confirmation hearing that he would defend the integrity of the IRS and maintain an open door policy, emulating the example of former commissioner Charles Rossotti, who served from 1997 to 2002.

“If confirmed, I will implement a comprehensive plan aimed at enhancing the IRS, but also one that develops a new culture at the agency,” he said in his opening statement. “I am eager to implement the necessary changes to maximize our effectiveness, while also remaining transparent with both Congress and taxpayers. It is important to also recognize the dedicated professionals currently at the IRS whose hard work too often goes unnoticed. It is my pledge that we will invest in retaining skilled members of the team. This does not mean a bloated agency, but an efficient one where employees have the tools they need to succeed.”

Committee chairman Mike Crapo, R-Idaho, expects to see changes at the agency. “Congressman Long is very clear that he will make himself available to all IRS employees, no matter their seniority,” Crapo said in his opening statement. “Moreover, he wants to implement a top-down culture change at the agency. This sea change will benefit American taxpayers, who too often view the IRS as foe, rather than friend. Congressman Long knows, from years of experience in the House, that to be a successful Commissioner, he must be a valuable partner in Congress’ efforts to ensure that new tax legislation is implemented and administered as Congress intends it to be.  I am also confident that he will be fully transparent and responsive to Congress and the American people.”

Sen. Ron Wyden, D-Oregon, the top Democrat on the committee, questioned Long about his promotion of “tribal tax credits” and the fraud-plagued ERTC. “Most of Congressman Long’s experience with tax issues came after he left Congress, when he dove headlong into the tax scam industry,” he said in his opening statement. “Cashing in on the credibility of his election certificates, he raked in referral fees steering clients to firms that sold faked tax shelters and pushing small businesses to unknowingly commit tax fraud.”

Wyden asked Long about the $65,000 he earned from referring friends to tax promoters who claimed they had acquired income tax credits issued to a Native American tribe and then sold the tax credits to investors. “There’s a problem. The IRS said in March that the credits do not exist. They’re fake. They are a scam. Now you’re asking to be put in charge of the IRS, and the IRS confirms that these aren’t real. Tell the committee, do you believe these so-called tribal tax credits actually exist?”

Long insisted his only involvement with the credit was to connect interested friends and offer to put them on a Zoom call with someone, but he was not on the Zoom calls himself. Wyden pressed him on whether the tax credits actually exist.

“I think the jury’s still out on that,” Long admitted. “I know since 2022 they’ve been accepting them, so now they claim that they’re not. I think that all this is going to play out, and I want to have it investigated, just as you do. I know you’re very interested in this subject. I am too.”

Wyden also asked about $165,000 in campaign donations that went to Long’s unsuccessful 2022 Senate campaign after Trump named him as the next IRS commissioner. Long insisted he had followed guidelines from the Federal Election Commission. “You know as well as I do, anytime you’re dealing with the FEC, you have to follow FEC guidelines, and that’s exactly what I did all the way,” he said.

Wyden then asked him about his work with promoters of the Employee Retention Tax Credit. “You stated on a YouTube video that everybody qualifies for the Employee Retention Tax Credit, and you urge listeners to ignore CPAs that said they didn’t qualify. Do you really think everybody qualifies?”

“If you listen to that video, I hate to correct you, but I didn’t say everyone qualifies,” Long responded. “I said virtually everyone qualifies, meaning most people.”

Sen. Elizabeth Warren, D-Massachusetts, and other Democrats also questioned Long about whether he would follow Trump’s orders to audit certain taxpayers or remove the tax-exempt status of organizations, even if it violated the law. Long insisted he would follow the law but declined to explicitly say whether he would defy an order from Trump.

“I don’t intend to let anybody direct me to start an audit for political reasons,” he said.

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Minnesota approves CPA licensure changes bill

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Minnesota approved a bill on Monday night to create additional pathways to CPA licensure, and it awaits the signature of Gov. Tim Walz.

As part of an omnibus bill, Senate File 3045, it creates two new pathways to CPA licensure: a bachelor’s degree plus two years of experience, or a master’s degree plus one year of experience. The new pathways will be effective Jan. 1, 2026. 

The bill sunsets the current 150-hour credit rule after June 30, 2030, and establishes automatic mobility and practice privileges one day following the bill’s ratification. All candidates must still pass all parts of the CPA exam.

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Minnesota State Capitol building in St. Paul

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“It’s a step forward in the right direction,” said Geno Fragnito, government relations director at the Minnesota Society of CPAs. “It allows some flexibility to hopefully bring in people who are on the fence about whether they could afford the extra year of education and whether the accounting profession fit into their long-term goals because of that.”

Generally, the governor has 14 days to act on the presented bill. Otherwise, without any action, the bill becomes law. Minnesota is one of more than a dozen states that have already passed changes to licensure requirements in an ongoing effort to address the profession’s talent shortage.

(Read more: “New ways to CPA”)

Minnesota was the first state to propose licensing changes in December 2022. 

“Initial strong opposition eventually turned into support as more professionals, state societies, universities, government entities and businesses rallied behind broadening pathways to CPA licensure with the first state, Ohio, passing its law in January,” said an MNCPA blog post.

“There were a lot of people — chairs ahead of me and other people on the board and at the Minnesota society — that have done a ton of work on this and really deserve a lot of credit for all of the conversations they had and the testifying they did,” said MNCPA chair Eric O’Link. “We’re very appreciative of our legislative sponsors and everybody who helped make it a reality.”

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