In today’s competitive hiring market, recruiting skilled accounting and finance professionals has become increasingly challenging. With unemployment in many finance occupations remaining relatively low and demand for experienced professionals continuing to grow, employers must compete for candidates who often have multiple opportunities available.
Whether you’re hiring a Staff Accountant, Financial Analyst, Controller, Tax Specialist, Payroll Manager, or Chief Financial Officer (CFO), having the right recruitment strategy can make the difference between hiring exceptional talent and losing candidates to competitors.
At Brennan Staffing Group Inc., we understand the unique challenges organizations face when building high-performing finance teams, from accounting and finance job placement in Cambridge, MA to CFO-level searches across New England. Here’s how employers can improve their recruiting process and attract top accounting and finance professionals.
Understand Today’s Accounting and Finance Job Market
Accounting and finance professionals are responsible for much more than managing numbers. They help organizations maintain compliance, manage risk, improve profitability, support strategic decision-making, and drive business growth.
According to the U.S. Bureau of Labor Statistics, employment in accounting and auditing is expected to remain steady over the next decade, with approximately 130,000 openings projected each year due to workforce turnover and retirements. At the same time, specialized finance positions continue to be in high demand, particularly in financial planning and analysis (FP&A), tax, compliance, audit, and financial systems.
This means employers often need to move quickly when qualified candidates become available, which is one reason many employers work with finance staffing agencies in Boston that already have vetted candidates in pipeline.
Create a Clear and Competitive Job Description
Many companies unintentionally lose qualified candidates before the interview process even begins.
A strong job description should clearly explain:
- Primary responsibilities
- Required technical skills
- Preferred certifications (CPA, CMA, CFA, etc.)
- Software experience (SAP, Oracle, NetSuite, Workday, QuickBooks, Excel, Power BI)
- Reporting structure
- Growth opportunities
- Salary range when possible
- Benefits and workplace flexibility
Avoid creating an unrealistic “wish list.” Focus on the qualifications that are truly necessary for success in the role.
Know What Top Candidates Are Looking For
Salary remains important, but today’s accounting and finance professionals evaluate much more than compensation.
Many candidates prioritize:
- Flexible or hybrid work options
- Career advancement opportunities
- Continuing education support
- Strong leadership
- Positive company culture
- Meaningful work
- Stable organizations
- Competitive benefits
Organizations that communicate these advantages clearly often receive stronger applicant pools.
Move Quickly During the Hiring Process
One of the biggest mistakes employers make is taking too long to hire.
Top accounting professionals frequently receive multiple interview requests within days of beginning their job search.
A lengthy hiring process can result in:
- Losing candidates to competitors
- Increased recruiting costs
- Longer vacancies
- Added pressure on existing finance staff
Whenever possible:
- Schedule interviews promptly.
- Minimize unnecessary interview rounds.
- Provide timely feedback.
- Extend offers quickly once you’ve identified the right candidate.
An efficient hiring process demonstrates that your organization values candidates’ time and is prepared to make decisions.
Evaluate Both Technical Skills and Soft Skills
Strong financial knowledge is essential but technical ability alone doesn’t guarantee success.
The best accounting professionals also demonstrate:
- Critical thinking
- Communication skills
- Attention to detail
- Ethical decision-making
- Time management
- Problem-solving
- Adaptability
- Collaboration
During interviews, ask behavioral questions that explore how candidates have handled challenges, improved processes, or worked across departments.
Look Beyond the Resume
Resumes highlight experience, but they don’t always reveal potential.
Consider candidates who demonstrate:
- Continuous learning
- Career progression
- Process improvement initiatives
- Leadership experience
- Technology adoption
- Cross-functional collaboration
A candidate who has successfully implemented new financial systems or streamlined reporting processes may provide more long-term value than someone with a longer employment history but fewer measurable accomplishments.
Partner with a Specialized Staffing Firm
Recruiting accounting and finance professionals requires specialized knowledge of both technical skills and market conditions, which is why employers often turn to accounting staffing agencies in Boston, MA rather than generalist recruiters.
Working with a staffing partner can provide access to:
- Passive candidates
- Pre-screened professionals
- Industry expertise
- Current salary trends
- Faster hiring timelines
- Confidential searches for leadership positions
Specialized recruiters understand the differences between hiring for positions such as Staff Accountants, Senior Accountants, Controllers, Financial Analysts, Payroll Specialists, Tax Managers, and CFOs, allowing employers to identify candidates who truly fit their needs. A payroll staffing agency in Cambridge, MA, for example, screens for very different systems experience than a firm hiring a Tax Manager.
Consider Multiple Hiring Options
Not every hiring situation requires a permanent employee. If you’re weighing the trade-offs, our guide to direct hire, contract and temp-to-perm hiring compares the three models side by side.
Depending on your business goals, employers may benefit from:
Direct Hire
Ideal for permanent positions that support long-term organizational growth.
Contract Staffing
Perfect for:
- Year-end close
- Audits
- ERP implementations
- Mergers and acquisitions
- Tax season
- Financial reporting projects
- Leave coverage
We look at the business case for these assignments in more detail in our article on the value of temporary talent in finance, HR and accounting.
Temp-to-Perm
Allows employers to evaluate performance and cultural fit before extending a permanent offer.
Having multiple hiring options provides flexibility while reducing hiring risk.
Build Your Employer Brand
Candidates research employers before accepting interviews.
Your online presence matters.
Consider whether your organization communicates:
- Company values
- Employee success stories
- Professional development opportunities
- Community involvement
- Leadership transparency
- Workplace culture
A strong employer brand helps attract higher-quality candidates and improves offer acceptance rates.
Don’t Ignore Candidate Experience
Every interaction influences how candidates view your organization.
Simple improvements include:
- Prompt communication
- Clear interview expectations
- Respect for candidates’ time
- Timely updates
- Constructive feedback when appropriate
Even candidates who aren’t selected may recommend your company to others if they have a positive experience.
The Bottom Line
Hiring accounting and finance professionals requires more than posting a job and waiting for applications.
Today’s employers must compete by offering a positive candidate experience, moving quickly through the hiring process, communicating growth opportunities, and understanding what top finance professionals value most.
Whether you’re hiring for a permanent leadership position, adding temporary support during busy seasons, or building a long-term finance team, the right recruitment strategy can significantly improve hiring outcomes.
At Brennan Staffing Group Inc., we specialize in connecting organizations with highly qualified accounting and finance professionals who have the technical expertise and business acumen to help companies succeed.
If you’re looking to strengthen your finance team, our experienced recruiters are here to help you find the right talent, whether you need direct hire, contract, or temp-to-perm solutions.
Ready to hire your next accounting or finance professional?
Contact Brennan Staffing Group Inc. today to learn how our specialized recruiting solutions can help your organization build a stronger financial future.
Sources & References
- U.S. Bureau of Labor Statistics (BLS) – Accountants and Auditors Occupational Outlook Handbook – https://www.bls.gov/ooh/business-and-financial/accountants-and-auditors.htm
- Society for Human Resource Management (SHRM) – Talent Acquisition Resources – https://www.shrm.org/topics-tools/topics/talent-acquisition
- American Staffing Association (ASA) – What Staffing Firms Do – https://americanstaffing.net/staffing-industry/what-staffing-firms-do/
- Association of International Certified Professional Accountants (AICPA & CIMA) – Hiring and workforce resources for accounting professionals – https://www.aicpa-cima.com