Finding the right accountant for your team

A single hiring decision can shape the culture and capabilities of an entire accounting practice. Imagine onboarding a new accountant only to discover their approach clashes with your firm’s environment or their skills don’t quite align with modern demands. Considering the rapid shift to digital workflows and the push for inclusive, dynamic teams, hiring the right accountant isn’t just important—it's critical.

Each accounting firm has a distinct personality and operational style. By taking a structured approach to identifying what’s needed, missteps and mismatches can be minimized, ultimately leading to stronger service and better retention.

Uniqueness in accounting teams promotes creativity and problem-solving, offering new perspectives for thriving in a changing industry.

Understanding firm culture

The core values and day-to-day atmosphere of a firm should drive who joins its ranks. Knowing whether the workplace is highly structured or built for collaboration will influence who will thrive there. Is the team oriented towards open dialogue and shared tasks, or is it a more segmented, individual contributor-focused environment?

For teams operating in hybrid or fully remote models, it’s important to consider if candidates can excel independently, such as those working as virtual CPAs. Assessing cultural fit at the outset pays off—team synergy and job satisfaction depend on it.

Evaluating work habits

Work styles vary greatly. Some accountants are methodical and thrive in well-established systems, while others bring fresh perspectives and process improvements. Before making a hiring decision, clarify whether the priority is preserving team cohesion or infusing new efficiencies.

Probe candidates about how they solve problems or approach teamwork. Find out if they prefer structured roles or agile, collaborative environments. These preferences can signal how well a person will adapt and enrich the existing team dynamic.

Discovering each candidate’s preferred work rhythm may also highlight new opportunities for growth within the team—sometimes, a different work style sparks innovation.

Defining job expectations

Detailing the role is essential. A well-drawn job description includes daily duties, primary collaborators, and likely challenges. Without this clarity, matching the right candidate to the firm’s needs becomes guesswork.

Prior to drafting a job posting, break down:

• Core responsibilities (e.g., tax preparation, audit, advisory)
• Regular and ad-hoc collaborations (with whom and how often)
• Common problems or deadlines the role might encounter

Each item strengthens the hiring process by ensuring prospective accountants understand exactly what’s expected. This transparency also helps candidates self-assess their own fit.

Technical abilities and software confidence

Modern accountants contend with an array of digital tools, from cloud practice management to payroll software. Candidates must demonstrate more than basic data entry—they need genuine comfort with diagnosing and resolving complex software issues.

Digital skills now rank among the most vital CPA attributes. Samantha Mansfield, a digital skills thought leader, highlights the importance of a “digital mindset” for CPAs, declaring it one of the four most critical traits for those driving value for their clients. Staying up-to-date with evolving technologies not only streamlines routine tasks but also empowers staff to tackle new client needs as they arise.

For further insight on how diverse talent pools bolster innovation in accounting, firms should examine how technology and inclusion intersect.

The value of strong communication

Accounting professionals collaborate both internally and with diverse clients. Yet not everyone—clients especially—has a deep background in accounting. Effective accountants must express complex financial details in straightforward terms without coming across as condescending.

Openness and clarity foster trust, improve workflow, and enhance client relationships. Especially when remote communication is involved, transparent interaction can bridge knowledge gaps and ensure everyone works from the same playbook. Improving client and peer communication is a hallmark of high-performing firms.

The importance of business savvy

An accountant’s understanding of business operations can be just as impactful as their technical ledger skills. Those with strong business acumen offer broader advisory insights, adding distinct value to client conversations and enabling the practice to evolve from compliance to strategic partnership.

Viewing the big picture—beyond routine financial statements—means identifying trends or risks early, advising on business direction, and elevating the firm’s profile.

Success in this area is about more than knowing the numbers; it’s about anticipating what they mean for the long-term direction of a client or firm.

Assessing problem-solving strengths

Accounting regularly presents unexpected challenges. Those who thrive bring sharp analytical skills and practical solutions to the table, helping clients and employers navigate turbulence with confidence.

When reviewing applicants, probe for examples of past problem-solving, especially under pressure or in ambiguous scenarios. A proven ability to untangle complex issues indicates readiness for the fast-paced accounting world.

Embracing diversity and inclusion

Diversity within a team sets the stage for innovation, creativity, and resilient growth. Teams with a wide range of backgrounds and experiences consistently outperform those that lack diverse representation. According to an Institute of Management Accountants (IMA) and CalCPA report, at least 30% of surveyed professionals left prior firms due to a lack of inclusion.

Building a multi-dimensional team improves retention, culture, and overall results. By actively considering candidates from various backgrounds and experiences, firms build fresh capabilities and foster creative problem-solving that helps them stand out in a competitive field.