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Positions we recruit: Tax Preparation and Audit Staff

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Financial Headhunters: Hiring Tax and Audit Professionals

This is what we do all day: recruit accounting, finance, banking and insurance professionals.

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  • Tax Director
  • Treasury Manager
  • Internal Audit Director
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  • Financial Analyst
  • Head of Financial Reporting
  • Commercial Lender
  • Chief Credit Officer
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01

Team Structure and Levels

Use seasonal tax preparers for high volume 1040 and small business return work. They handle data entry and basic forms. Tax associates tackle 1065 and 1120S filings. They need more software fluency. Audit associates manage workpaper documentation and testing. They often focus on specific niches like construction or nonprofit.

Enrolled Agents represent clients before the IRS. They manage notices and installment agreements. Sales and use tax specialists handle specific state filings. CAS staff accountants perform ongoing accounting functions. Match the level to the complexity of the return or audit engagement.

When scoping your next hire, ignore resume summaries. Focus on the actual output of their last three tax or audit cycles. Ask them to describe a specific 1065 return or EBP audit file they closed. If they cannot explain the mechanical steps they took in CCH Axcess or CaseWare to clear a review point, they will not be ready on day one. Request evidence of their technical process by asking what specific modules they deployed for complex partnership allocations or audit testing. If a candidate says they handled everything, press for the exact workflow of the documentation process. Listen for whether they worked alone or as part of a review chain. A strong candidate provides a clear sequence of actions taken to move a project from raw input to final filing. If the candidate remains vague on the software tools or the regulatory steps taken during the engagement, you have found a training gap, not a solution. Verify these details early to avoid common placement errors.

  • 01Tax Preparer handles standard filings
  • 02Tax Associate manages partnership returns
  • 03Audit Associate builds documentation
  • 04Enrolled Agent manages IRS correspondence
  • 05CAS Staff Accountant maintains ledger accuracy

02

Interviewing for Tax and Audit Skills

Ask about specific software experience like CCH Axcess, UltraTax, or Lacerte. Listen for specific workflows in these tools. Use these questions to identify technical fit.

Ask how they handle a complex audit finding. Listen for their documentation process. If they use CaseWare or CCH Engagement, verify the specific modules used. Ask about their approach to an IRS notice. Listen for steps taken before and after filing Form 2848. Ask about their progress on CPA or EA exams. Listen for clear exam dates and study habits.

  • 01How do you resolve a discrepancy in a 1065 return?
  • 02Describe your process for organizing audit workpapers.
  • 03What specific tax software have you used for 1120S filings?
  • 04Explain your experience managing an installment agreement.

03

Common Hiring Mistakes

Do not ignore software specific requirements. A candidate fluent in Drake may struggle with CCH Axcess. Do not assume audit experience translates to tax preparation. These require different mental models. Do not skip the PTIN check. Active status is required for paid preparers.

Avoid hiring based on general accounting knowledge alone. Tax and audit require specific regulatory awareness. Do not overlook the need for industry niche experience in EBP or construction audits. Failing to verify the scope of prior engagements leads to training gaps.

  • 01Hiring without confirming software versions
  • 02Assuming tax and audit skills are interchangeable
  • 03Ignoring active PTIN status verification
  • 04Overlooking specific industry niche experience

04

Credentials and Verification

Verify credentials before hiring. An EA credential issued by the IRS confirms tax law study. Confirm status via the IRS database. PTIN status is a registration requirement for tax preparers; it does not indicate technical proficiency.

CPA exam status demonstrates technical focus. It does not replace the requirement for hands-on audit experience. Review all licenses and registrations via primary sources. Confirm the specific exam modules completed for any claimed professional designation.

  • 01PTIN - IRS registration for tax preparers
  • 02EA - IRS credential for tax representation
  • 03CPA - State board license for accounting
  • 04AFSP - Voluntary IRS annual filing program

05

Scoping and Choosing Levels

Choose seasonal staff for spikes in volume. Choose permanent associates for long term client relationships. Assess the balance of your current team. If your audit team is junior, hire a senior audit associate to lead documentation. If your tax team is stuck on simple forms, hire a tax associate to handle more complex partnerships.

Define the software environment before drafting a description. Your chosen platform dictates the skill set required. Align the level with the volume of work and the depth of client interactions. Do not hire a specialist for general work. Do not hire a generalist for high complexity audit tasks.

  • 01Scope by tax season volume
  • 02Choose based on software familiarity
  • 03Match depth to complexity of filings
  • 04Identify gaps in niche expertise

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Questions people ask

When should I hire a seasonal tax preparer?

Hire when your 1040 volume exceeds current capacity. They are best for repetitive form work.

What is the difference between an EA and a CPA in this context?

An EA focuses on tax law and representation. A CPA holds broader accounting licensure and audit authority.

How do I evaluate a candidate's software fluency?

Ask for specific workflows in tools like UltraTax or CCH Axcess. Listen for details on setup and filing.

What should I look for in an EBP auditor?

Look for direct experience with workpaper documentation in that specific niche.

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