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The talent shortage facing the accounting profession is well known at this point, as graduates with accounting majors are deterred by stagnant wages and a lack of education on career paths — while existing accountants leave the field entirely. Amid this identity crisis, firms are starting to look inwards for solutions.
Data from the most recent ADP National Employment Report published this month showed that the service-providing sector added 101,000 jobs in September, 20,000 of which were for roles in professional and business services like accounting and tax preparation. The month before, according to the U.S. Bureau of Labor Statistics, 1,500 new postings described accounting-related openings.
But many in the field say the hurdles to becoming a licensed CPA, including the test itself, are simply not worth the payoff.
“Tuition costing six figures, 150 credit hours just to sit for the exam and a median salary of $79,880 just isn’t going to get most younger people out of bed in the morning when they can work from their couch making money doing things they’re interested in and have a flexible schedule,” said Erin Andrews, owner of the Vero Beach, Florida-based firm Level Accounting & Advisory.
Andrews highlighted the proliferation of social media personalities and private-equity firms encroaching on the accounting space as “supposed” experts, driving the consumer demand for increased availability and devaluing licenses.
“Being available and offering a great client experience seem to be more important than having letters after your name today,” she said.
Some organizations seeking to address this disparity are developing their own training regimens and partnering with outside trade groups to expand recruitment efforts.
In addition to partnering with the National Association of Black Accountants and Future Business Leaders of America, CliftonLarsonAllen launched an apprenticeship program named CLA Academy this year to prepare them for roles across the company.
The New York-based Whitman Transition Advisors debuted its Talent Solutions Team this month to help clients tackle staffing challenges through services that include full-time and fractional recruitment, outsourced advisory and technology tools.
Zachary Gordon, a CPA and chairperson of the New York State Society of CPAs’ digital assets committee, said technology isn’t just essential for addressing the immediate effects of the shortage, but is also shaping the evolution of the profession.
“AI will help to complete mindless, repetitive tasks and allow talent to shine with higher-value aspects of an engagement. … Accounting becomes less about commodities like a tax return or financial statements and more about being a trusted advisor providing tangible value to clients,” Gordon said.
Tod McDonald, a CPA and co-founder of Valid8 Financial, agreed with the sentiment, highlighting how today’s artificial intelligence-powered tools allow what was once lengthy data preparation to be completed in hours as opposed to weeks.
Outside of wages and upward mobility, the profession’s long hours and general lack of flexibility are driving away younger professionals.
Major firms like Ernst & Young recognize these shifts, and are developing plans to address some of the core issues. The organization’s U.S. firm plans to allocate roughly $1 billion over the next three years to boost early-career compensation and fund the development of AI-powered audit and tax software.
“There was a time where working ridiculous hours during busy season and not seeing your family was a badge of honor,” said Dean Sonderegger, general manager of research and learning at Wolters Kluwer Tax and Accounting. “Many younger employees no longer feel this way and are looking for more balance between their work and personal lives … and are attracted to firms that are more flexible.”
Read on to find out more about the depth of the talent shortage and how seasoned advocates for the profession are working to bring future generations of talent into the fold.
AICPA collaborates to help tackle talent shortage
The AICPA’s Sue Coffey addressing Engage 2023
Amid the growing talent shortage facing the profession, the American Institute of CPAs worked with the National Association of State Auditors, Comptrollers and Treasurers to publish a joint report offering tailored recommendations for creating a strong pipeline of future talent in the public sector.
One of the main disparities highlighted in the report is the differences in accounting and auditing standards between those working in the government and private-sector markets. CPAs working in the public sector often come with specialized expertise in certain areas, but salaries and audit fees aren’t always commensurate with that knowledge.
“We have a talent shortage in accounting that affects business as a whole, and many of the pipeline initiatives the profession is putting in place will help the public sector as well,” Susan Coffey, the AICPA’s CEO of public accounting, said in a statement this month.
When it comes to top leaders working to stem the outflow of professionals from the world of accounting, the eight honorees on Accounting Today’s 2024 ranking of the MP Eliteare practicing what they preach.
Public perception, tighter partnerships with colleges and universities, broader education regarding career paths in accounting and more are all areas in which the MP Elite are working to make changes both within their firms and across the profession. These recommendations are designed for deployment right away, or as part of long-term strategies.
“The accounting profession faces a significant challenge in how it’s perceived, particularly by younger generations,” Christopher Geier, chief executive of Sikich, told AT. “To combat this, we need to launch a multitiered education and awareness campaign.”
Staffing spotlight shifts from seniority to skill sets
Recruiters are starting to focus less on how long a candidate has been in accounting and more on what skills they bring to the table. But as the pool of available professionals continues shrinking, experts from Southfield, Michigan-based Top 100 Firm Plante Moran weighed in on how other organizations can stay ahead of the curve.
At the heart of the trend are a host of factors — a lack of education on career opportunities being one of the most significant.
“Accounting is not a linear profession, and aspiring accountants are often not informed about the various paths they can pursue. … As a result, early-career professionals may struggle to envision the long-term utility of myriad opportunities associated with pursuing accounting and tax as a profession,” said Paul Bryant and Stan Hannah, partners at Plante Moran.
The talent shortage creates a proving ground for firms
Fewer and fewer college students are choosing to major in accounting, making those who do a valuable asset to firms of any size. But what can companies do to distinguish themselves from their competitors?
“These successful firms will achieve this by creating a culture that fosters mutual support, offers meaningful career opportunities, promotes team cohesion and ensures both personal and professional fulfillment,” Eric Abati, CEO of San Antonio-based Regional Leader ATKG Advisors, said in an interview with AT’s Daniel Hood. “Simply put: Culture wins.”
Abati represents one perspective of leaders — those focused on changing the tried-and-true corporate culture that is standard throughout the accounting profession — while others focus on career mapping and wage disparities.
Competitive wages, ample preparation for certification exams and a rebranding campaign. These are just a few of the recommendations that experts with the National Pipeline Advisory Group shared for how employers can do their part in addressing the staffing shortage.
“With so many of the themes we uncovered, the solutions lie at the employers’ feet,” Jennifer Wilson, who served as facilitator for the group’s work, told attendees at the AICPA Engage Conference in June. “We’re going to have to make changes. We need to take responsibility as employers for these solutions.”
Salaries were the first up, as data from the group’s report found that only one in nine business majors selected accounting as their major, as the others were able to obtain a higher salary in a more competitive industry.
Corporate accounting departments face an expanded regulatory mandate as mandatory sustainability and Environmental, Social, and Governance (ESG) reporting frameworks take full effect internationally. Governed by the European Union’s Corporate Sustainability Reporting Directive (CSRD) and the International Sustainability Standards Board (ISSB) IFRS S1 and S2 standards, enterprise financial controllers are now legally required to track, verify, and report non-financial data with the same internal controls and auditability as traditional financial statements.
The expansion shifts ESG compliance
This regulatory expansion shifts ESG compliance from marketing departments to corporate accounting offices. Financial managers are now responsible for gathering, consolidating, and verifying carbon emissions metrics, supply chain labor conditions, water usage, and climate risk exposures across multi-tiered corporate structures. These non-financial metrics must be integrated into standardized general ledgers to withstand rigorous third-party audit assurance processes.
To comply with these rigorous reporting mandates, accounting software providers have added dedicated ESG modules designed to aggregate data from IoT sensors, utility platforms, and vendor management systems. Controllers are implementing internal control frameworks—modeled after traditional COSO frameworks—to ensure the completeness, accuracy, and consistency of sustainability disclosures, protecting organizations against greenwashing penalties and litigation risks.
The transition requires significant cross-functional collaboration between accounting teams, legal counsel, and operational directors. Accounting professionals are expanding their technical expertise beyond financial ledgers to master carbon accounting methodologies, lifecycle assessment standards, and non-financial data governance protocols, fundamentally expanding the role of the modern corporate accountant.
Why This Information Matters
Mandatory ESG disclosures require companies to treat environmental and social metrics as audited financial records. Executives, accountants, and board members must institute formal tracking and assurance processes to satisfy legal mandates, maintain investor confidence, and mitigate regulatory non-compliance risks.
A proposal from the U.S. Securities and Exchange Commission to potentially shift some public companies away from quarterly financial reporting toward a semiannual model is drawing significant pushback from investors, even as it continues moving through the regulatory process. The debate has direct implications for corporate finance teams, auditors, and the broader transparency of U.S. capital markets.
What the SEC Proposed
According to a summary published by accounting advisory firm Cohen & Co., the SEC issued a proposed rule on May 19, 2026, aimed at simplifying financial reporting requirements for many U.S. public companies. The proposal would potentially reduce the frequency of certain mandatory disclosures from quarterly to semiannual, a structural change that has not been made to core U.S. reporting requirements in decades.
The proposal follows an extended debate within U.S. policy circles, with proponents arguing that reduced reporting frequency could lower compliance costs and free up management time for longer-term strategic planning rather than quarter-to-quarter results management.
Why Investors Are Pushing Back
Comment letters submitted in response to the proposal have been extensive, and according to Cohen & Co.’s review of the public record, investors “appear to be largely opposed” to the shift, viewing frequent interim reporting as a core benefit of U.S. capital markets relative to other jurisdictions.
Accounting and law firms have taken a more measured position, generally urging any changes to remain aligned with the Financial Accounting Standards Board (FASB), whose existing disclosure requirements and guidance are built around a quarterly reporting cadence. A shift to semiannual reporting without corresponding changes to FASB guidance could create friction between SEC filing requirements and GAAP-based disclosure expectations.
Lessons From the U.K. Experience
The debate is not without precedent. The United Kingdom moved away from mandatory quarterly reporting for listed companies in 2014, returning to a semiannual disclosure requirement. According to Cohen & Co.’s analysis, that experience offers a cautionary data point: there was no measurable increase in capital expenditure or R&D investment following the change, while analyst coverage of affected companies declined as reliable interim information became less available — a particular risk for smaller and newly public companies that rely on analyst coverage to maintain investor visibility.
Practical Implications for Finance Teams
Beyond the debate over disclosure philosophy, the proposal carries practical complications. Many companies have debt covenants and credit agreements structured around quarterly financial delivery; a shift to semiannual reporting could require renegotiating those terms. Reduced reporting frequency would also extend the “window of market silence” between disclosures, a factor that governance and investor-relations teams would need to manage carefully to avoid information asymmetry.
Separately, and unrelated to the reporting-frequency debate, the SEC and FASB have continued finalizing more routine updates this year. New Accounting Standards Updates are taking effect for December 31, 2026, fiscal year-ends covering income tax disclosures, credit loss measurement, induced debt conversions, and stock compensation, according to Eide Bailly’s review of 2026 ASU activity. Additional guidance on paid-in-kind dividends and environmental credits is also on the near-term horizon.
What to Watch Next
The semiannual reporting proposal remains in the comment and review phase, and no final rule has been adopted as of this writing. Finance leaders should monitor the SEC’s regulatory agenda for further movement, while treating the current quarterly reporting requirement as the operative standard until any final rule is issued and an effective date is set.
Given the extent of investor opposition documented in the comment file, a full shift to mandatory semiannual reporting appears more likely to result in either a scaled-back compromise or continued study rather than swift adoption — though the SEC’s ultimate direction remains uncertain.
The accounting profession is undergoing a fundamental structural transition as enterprise finance departments shift from periodic month-end closes toward automated continuous accounting models. By integrating specialized machine learning algorithms directly into enterprise resource planning (ERP) platforms, chief accounting officers are transforming financial reporting from a retrospective exercise into a real-time operational asset.
The Shift from Periodic Close to Continuous Financial Reporting
Traditional accounting workflows heavily relied on manual data reconciliation, spreadsheet calculations, and multi-week closing cycles at the end of each fiscal period. In contrast, continuous accounting frameworks utilize automated software agents to process, validate, and post transactional data in real time as business activities occur.
Automated bank reconciliation tools cross-reference incoming bank feeds, invoice records, and purchase orders automatically. By resolving transactional variances instantly throughout the month, corporate accounting teams eliminate the traditional workload spikes associated with quarterly and annual closes.
Machine Learning in Audit Trails and Anomaly Detection
Advanced natural language processing (NLP) and machine learning tools are redefining internal audit and financial control environments. Automated systems analyze 100% of general ledger entries, identifying anomalous transactions, duplicate payments, and unauthorized journal entries in real time.
Rather than relying on random statistical sampling, corporate internal auditors can focus their attention on high-risk flags automatically surfaced by algorithmic monitoring platforms. This continuous risk assessment strengthens internal controls over financial reporting (ICFR) and significantly reduces fraud risk.
Evolving Roles for Accounting Professionals
As routine data entry and manual reconciliation tasks become fully automated, the skill set required for accounting professionals is shifting toward data analysis, system design, and strategic business advisory.
– Systems Governance: Accountants are increasingly responsible for monitoring algorithmic accuracy and managing data integration pipelines.
– Business Partnership: Finance professionals leverage real-time financial dashboards to advise operational leaders on margin management and working capital allocation.
– Regulatory Compliance Management: Accounting teams utilize automated platforms to ensure compliance with dynamic tax codes and international accounting standards.
Core Implementation Recommendations
1. Deploy Automated Reconciliation Tools: Integrate continuous transaction processing modules into existing enterprise ERP architectures.
2. Establish Algorithmic Governance Controls: Implement strict internal testing protocols to ensure automated accounting rules comply with GAAP/IFRS standards.
3. Reskill Accounting Teams: Invest in training finance staff on data analytics, workflow automation, and predictive financial modeling.