CPA firm staffing is one of the most pressing challenges facing accounting leaders in 2025. While firms often manage to ramp up hiring during tax season, many face difficulties retaining their top performers once the rush is over. This cycle of seasonal hiring and high turnover not only increases costs but also creates risks for client relationships and long term growth. To achieve sustainable success, firms must focus on accounting talent retention and adopt smarter post tax season hiring strategies.
Why Talent Retention is Critical for CPA Firms
The accounting profession is experiencing a shrinking talent pipeline. According to the Center for Audit Quality, more than 300,000 U.S. accountants and auditors left their jobs between 2019 and 2021, and Bureau of Labor Statistics data shows a nearly 16% decline in accountant and auditor employment between 2019 and 2022 (CFO Dive).
For CPA firms, this creates two challenges:
- Staffing for seasonal surges: Tax deadlines and audit cycles demand extra staff, but hiring solely for short term needs can create churn.
- Retaining high performers year round: Top talent often leaves after busy season due to burnout, lack of career progression or offers from other industries.
By investing in long term workforce strategies, firms can protect client satisfaction, reduce hiring costs and build stronger teams.
Key CPA Firm Staffing Strategies Beyond Busy Season
1. Prioritize Accounting Talent Retention
Keeping your best people is more cost effective than constantly hiring replacements. Building a culture that values professional development, recognizes performance and encourages work life balance helps firms keep top accountants engaged.
2. Create Post Tax Season Career Paths
Many accountants view tax season as a temporary role. By offering clear advancement opportunities such as moving from seasonal staff to permanent positions or training in specialized areas, firms can improve post tax season hiring outcomes and build loyalty.
3. Invest in Technology and Training
The industry is evolving toward digital tools and analytics. Supporting employees with training in data platforms and automation systems reduces burnout and gives teams the skills they need to thrive.
4. Use Flexible Staffing Models
Not every project requires permanent hires. By working with staffing partners, CPA firms can access temporary or project based talent during surges without overloading their core teams. This approach supports both agility and stability.
5. Support Diversity and Inclusion
Expanding recruitment to include diverse candidates opens access to broader CPA firm staffing pipelines. It also helps firms meet client and regulatory expectations for supplier diversity.
How Amerit Consulting Supports CPA Firms
At Amerit Consulting we help CPA firms move beyond the cycle of seasonal hiring and turnover. Our team connects firms with pre-vetted accounting professionals, including CPAs, auditors and specialists with data analytics expertise.
Amerit provides:
- Flexible staffing solutions for tax season and beyond
- Support for accounting talent retention by aligning candidates with firm culture and growth opportunities
- Compliance-ready candidates who understand industry regulations
- Diversity-focused staffing through our certification as a Service Disabled Veteran Owned Business (SDVOB)
The CPA firm staffing challenges of 2025 will continue to evolve as the profession faces ongoing retirements and increasing client demands. Firms that focus on accounting talent retention and strategic post tax season hiring will be best positioned for long term success.
By partnering with a trusted staffing firm like Amerit Consulting, CPA firms can gain the flexibility, compliance support and access to skilled professionals they need to deliver exceptional service year after year.