Role and industry
Tax Associate (staff level, including busy season) Recruiters for Regional CPA firms
Financial Headhunters: You need an associate who can manage high return volumes and execute accurate tax workpapers during busy season
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 954-280-9139.
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?
You need a contributor who handles high return volume or detailed audit workpaper testing without constant oversight. This person must manage their own queues within the firm workflow software. Their success depends on their ability to execute tasks accurately while managing tight deadlines during busy season.
We prioritize candidates who treat these tasks as the core of their day. They should know the difference between a minor filing error and a significant audit risk. They must show they can follow specific office standards for documentation and client communication while maintaining pace.
We ask them how they track their individual progress against manager review deadlines. We ask how they prioritize multiple 1040 or 1065 files when client information arrives late. We also ask for a walkthrough of how they handle a review note or an adjustment requested by a supervisor on a prior year engagement.
02
What do we check before you see anyone?
We verify technical proficiency by asking about their experience with CCH Axcess, UltraTax, GoSystem, or Lacerte. We confirm their familiarity with 1040, 1065, and 1120S workflows. We look for concrete history of preparing these specific returns.
For audit staff, we confirm experience using CaseWare or CCH Engagement for workpaper documentation. We check their exposure to niches like EBP, construction, or nonprofit entities. We ask about their specific role during fieldwork versus office-based testing.
We confirm the status of their PTIN and any active credentials like an EA or CPA exam progress. We assess their historical capacity to handle high-volume periods. We ask how they organize their digital files for partner review. We also verify their understanding of tax or audit deadlines and their prior experience meeting those dates in a firm environment.
Before you meet a candidate, we host a scoping conversation to define which tax return types or audit cycles take priority for your specific team. We ask candidates for concrete proof of their speed during the final weeks of filing season, focusing on their hours worked and the number of returns completed without error. A critical hiring tradeoff we evaluate is the choice between hiring for immediate technical output versus long-term growth potential. We ask candidates to walk us through their specific process for handling a bottleneck when client data arrives past the deadline. We force them to admit whether they prefer a quiet, analytical environment or a high-pressure office where constant communication with partners is required. We also test their reaction to rigid firm standards versus their inclination to work in isolation. This allows you to choose someone who matches your current team culture and immediate filing requirements rather than someone who merely lists similar software on a resume.
03
Where do we find them?
We source from other regional CPA firms where candidates have gained exposure to multiple clients and varying complexities. We also find people currently in bookkeeping or smaller tax offices who want to move into a structured CPA firm environment to gain audit or complex tax experience.
People look to move when their current firm lacks a clear path for professional credentialing or limits their exposure to more complex entity types. They also move if their current environment restricts them to data entry without learning the underlying tax or audit rationale. A firm that allows them to take on more ownership of a file is a strong pull.
We also look at those finishing a busy season who want a permanent or a different type of firm culture. They may move if their current shop is too narrow in responsibilities or if they need exposure to different software platforms that are more common in the market.
04
Which hiring mistakes should you watch for?
- 01Prioritizing certifications while ignoring the actual speed or software familiarity required for this setting.
- 02Failing to check for experience working within established review processes.
- 03Prioritizing the previous client list over the ability to adapt to internal workflow software.
05
The search in three steps
- 01We qualify candidates based on their specific experience with the tax or audit software listed in our requirements.
- 02We screen for how they managed their workload during busy season under partner supervision.
- 03We present only those who confirm their availability for your specific firm needs and who demonstrate a clear understanding of the tax or audit lifecycle.
06
Which related hiring decisions are worth comparing?
How your Tax Associate (staff level, including busy season) search runs
From the opening to the start
Tell us who you need
Tell us about the job, your team and the experience you need.
We find and contact people
We research suitable people and speak with them about the job and their interest.
You meet the strongest candidates
We introduce candidates with relevant experience and explain why each could fit.
We help you complete the hire
We help with interview feedback, the offer and arrangements for the start.
Questions people ask
How do you verify the tax software and workflow tools I will use during my first busy season?
No upfront fee. You pay only if you hire. Specifics are included in the signed search document.
How do you verify a candidate's technical skills?
We confirm their hands-on history with specific tax and audit software. We also drill into their experience with specific forms and the nature of the audits or returns they have completed.
Can you provide seasonal or contract staffing?
We handle permanent contingency, contract, and seasonal needs. Terms for these arrangements are agreed upon in writing before we begin the search.
How do you handle candidates for remote or hybrid roles?
We specifically screen for candidates who have experience working and communicating effectively in remote firm environments. We confirm they have the necessary setup and discipline to manage their workload independently.
When is a fee due?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.
When will we meet candidates?
Timing depends on the requirements, location and pay. We discuss the likely obstacles after learning about the job and keep you informed as the search progresses.
How do you handle counteroffers?
We discuss why candidates want to move and what might make them stay. If a counteroffer comes up, we help both sides work through the decision without making promises for either party.
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.
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.
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