Finance role
Seasonal Tax Associate Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Absorb peak tax season volume by hiring associates capable of executing 1040 forms and business schedules immediately upon arrival.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
- Controller
- CFO
- VP Finance
- FP&A Director
- Accounting Manager
- Director of Accounting
- Assistant Controller
- Tax Director
- Treasury Manager
- Internal Audit Director
- Senior Accountant
- Financial Analyst
- Head of Financial Reporting
- Commercial Lender
- Chief Credit Officer
- Business Systems Finance Lead
- No upfront fee
- Pay only if you hire
- Accounting, finance, banking and insurance
- We reach people who aren’t on job boards
- Replacement terms on standard searches
01
What does this hire really come down to?
This role exists to absorb volume during peak tax season. You need someone who executes returns independently without constant guidance. They must handle 1040 forms and basic business schedules immediately upon arrival.
Expect them to use software like UltraTax, Lacerte, or CCH Axcess. They will manage their own workload of individual or small entity returns. They must document their workpapers clearly so you can review them with minimal friction.
Review these candidate inquiries. How many 1040s did you prepare during your last peak season? What specific tax software do you know well enough to use without a manual? How do you manage a client who fails to provide essential records for a pending filing?
Define your daily filing volume expectations before search initiation. Ask candidates to explain a specific instance where they juggled a backlog of returns alongside new daily arrivals. Listen for their method of prioritizing files by deadline and complexity rather than simple chronological order. Ask how they managed 1120S extensions when primary financial data remained missing at the deadline. A clear answer details the collection of available trial balance data while flagging missing items for client contact. If they stumble on the specifics of the data import process in CCH Axcess or UltraTax, they will fail to reach full speed in week one. Ask how they reconcile discrepancies between client-provided spreadsheets and final input. They should describe checking key line items against general ledger exports rather than manual entry. Inquire about their system for labeling workpapers when clients provide conflicting K-1 data. A strong candidate outlines a naming system that speeds up your internal review. You must confirm they grasp the difference between a simple individual return and an entity filing that requires M-3 adjustments. Ask them to describe the last time they found a major error on a prior-year return from a new client. This reveals if they spot logic flaws in depreciation or asset basis. If they cannot describe their workflow for handling sensitive files via secure portal versus unsecured network, their security awareness is deficient. Do not accept generalities. Demand specific software shortcuts they use for inputting data on 1040 screens. If they use the mouse for every click, their speed will fail during peak capacity. Finally, verify if they have completed a full tax season entirely offsite or in a hybrid setting to confirm they can work without constant supervision.
02
What do we check before you see anyone?
We confirm five specific metrics to verify their technical baseline alignment.
Before you meet a candidate, we conduct a scope conversation to map their specific return counts against your firm volume. We verify they possess the exact software versions you use rather than similar tools. We require evidence that they have previously handled 1065 or 1120S filings with M-3 adjustments, as basic 1040 experience does not translate to entity complexity. We also address the central hiring tradeoff between speed and accuracy by testing their reaction to incomplete trial balances. We specifically look for those who prioritize immediate output over perfectionism when data is missing, yet they must demonstrate the logic to flag issues for your final review. We refuse to present candidates who lack a history of navigating tight filing deadlines without hand-holding, focusing instead on those who manage their own daily queues and software navigation independently.
- 01Active PTIN registration status with the IRS.
- 02Demonstrated familiarity with individual 1040 preparation and small business entity returns like 1065 or 1120S.
- 03Direct experience with standard tax software packages such as Drake, ProSeries, or CCH Axcess.
- 04Proficiency in documentation standards for audit trails and workpaper assembly.
- 05Availability for the specific duration of your busy season window.
- 06History of completing similar tax filings within a commercial accounting firm or professional tax preparation setting.
03
Where do we find them?
We source these individuals from independent tax clinics, seasonal accounting practices, and public accounting firms that downsize after April. They move because they seek consistent seasonal project income or want to fill gaps between their own private client work.
04
Which hiring mistakes should you watch for?
Avoid these common hiring pitfalls to maintain output quality.
- 01Hiring for potential instead of current software proficiency.
- 02Ignoring the difference between personal tax return preparation and formal business entity filing experience.
- 03Overlooking the requirement for active IRS credentials like a PTIN before the start date.
05
The search in three steps
Our process focuses on rapid identification and validation.
- 01Confirm candidate software tool stack against your internal practice tools.
- 02Filter for individuals with verifiable past volume in 1040 and small business return filings.
- 03Present candidates for your final decision once initial credential and software checks are complete.
How your Seasonal Tax Associate search runs
How does The Six-Step Search work?
One sequence, from a well-defined seat to a shortlist you can judge.
Search Calibration
We start with a call about the seat, the books, the owners and the people the hire will work with. We learn what the role must fix in the first year and what would make a candidate wrong even if the resume looks right.
You get: A written search brief: scope, must-haves, deal-breakers and the pay range, agreed with you.
Market Mapping
We map the companies and institutions where the right people already work: similar size, similar ownership, similar complexity, in your market and in others.
You get: The target list of companies and institutions we will search, reviewed with you before outreach.
Professional Contact Intelligence
We find direct ways to reach the people on the map. Most are employed and not reading job boards, so reaching them takes real research.
You get: Direct routes to people who are not on job boards, researched for your search.
Persistent Personalized Outreach
We call and write to people individually and follow up. Interest varies, so we discuss the actual opportunity rather than promising a particular response.
You get: One-to-one conversations about your actual role, followed up, never a mass email blast.
Live Candidate Qualification
We speak with every candidate before you do. We check scope, systems, reporting lines, compensation expectations, location and why they would move.
You get: Only candidates we have spoken with, checked on scope, systems, pay, location and motive.
Candidate Intelligence and Process Support
You receive a short written brief on each finalist covering what they have done, where they are thin and what they want. Then we help with interviews, references and the offer.
You get: A short written brief on each finalist, plus help with interviews, references, counteroffer risk and the offer.
Questions people ask
Do I pay now for finding an associate to prepare 1040 and 1065 returns?
No upfront fee. You pay only if you hire.
Does this role provide its own equipment?
Generally, you provide the hardware and secure access to your internal tax software. We verify the candidate can operate within your existing technical environment.
How do you handle candidates needing remote access?
We identify candidates who have successfully managed secure remote workflows in previous tax seasons. We verify their home office setup meets basic security standards for sensitive client data.
Are these workers considered employees?
These candidates are placed as seasonal staff for your firm. We do not employ, pay, or insure the individuals we introduce.
What is the fee for a Seasonal Tax Associate search?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.
How soon will I see a Seasonal Tax Associate shortlist?
It depends on the seat, the location and the pay. We give you an honest read after the calibration call and we do not promise dates we cannot control.
What about counteroffers on a Seasonal Tax Associate hire?
We ask every Seasonal Tax Associate candidate early why they would move and what their employer might do to keep them. Counteroffer risk goes in the written brief before you make an offer.
What is your guarantee?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What don't you do?
We do not post your Seasonal Tax Associate job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.
Start a search
Tell us about the seat.
No upfront fee. You pay only if you hire.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Not ready to start a search?
Get a practical read on the talent market or the job description. No fee or obligation.
What does the published pay data show?
$83,680 national annual median. SOC 13-2011: Accountants and Auditors.
BLS reports Accountants and Auditors, not a separate wage for Seasonal Tax Associate. This broader occupation does not distinguish seniority, work arrangement or language requirements.
Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025. Released 2026-05-15. This is not a separately measured salary for this exact title.
Read the full salary guide