Adapt to the Talent Crisis with a Diverse, Tech-Savvy Accounting Team

The accounting industry has been navigating similar challenges to the rest of the world—talent shortages, high turnover rates, and increasingly high demands for specialized know-how and skills. I’ve been in this space for over 20 years and have had these struggles in my firm, too.  

It’s hard running a business, not to mention finding and keeping team members who enjoy and know how to do the work. But a few months ago, something big happened that validated all of the efforts my team and I have been putting into this business. 

A past employee came back after working for a few other firms, sharing with us that firms that have it together like we do are few and far between. 

Do we have it on lock 24/7? Of course not—we’re human and doing our best to create a remote culture. But with that experience fresh on my mind, I wanted to share what’s working well for us in a few specific categories. 

Attracting New Talent 

First, I want to be clear in my approach to new hires. Sometimes it’s about growing the team, and sometimes it’s about filling empty positions—but it’s never about getting a warm body into a seat and hoping they do well. So, how do you find the right people? 

To be honest, we’re still figuring out how to stand out in remote listings. For us, it comes down to being clear about what we offer: flexibility, a strong sense of purpose, and an environment where people can grow both professionally and personally. 

Then, you have to sort through all the applications. And because it’s easier than ever for hundreds of people to apply with the click of a button, we’ve started using AI-enabled algorithms to identify people who are a good fit for the required skills. Then we use interviews to identify cultural fit. 

What does that culture look like? Here, my team and I emphasize work-life balance and offer plenty of opportunities for career advancement. It’s also about using technology as a distinguishing feature.  

As an early adopter of tech, I’ve been able to stand out among other firms because while they were getting on board with tech, we were already beginning to fine-tune our approach with accounting software and automation tools to improve client services and attract tech-savvy talent. While this might be the norm for younger firms, established ones like ours can really stand out by using technology as a competitive advantage. 

Upskilling Existing Staff 

Once you’ve found great people, the next step is helping them grow and that means investing in their success based on their specific goals. In our firm, we make sure that our team has access to the training and development they need to expand their skill sets and encourage everyone to pursue what excites them. 

We even go a step further: for every forty hours worked, our team gets an hour of paid professional development that can be saved up or used as accrued on pre-approved training and materials—or if our team members have something else in mind, all they have to do is ask. 

When it comes to certifications or learning new skills? We encourage that across the board because staying on top of changing technology is vital. Better yet, it also allows us to promote from within. 

Time Management, Outsourcing, and Automation 

Now, let’s talk about time—it’s not something we can buy more of. Over the years, I’ve learned how to automate as much as possible to free up more time to focus on work that adds value for our clients. And when it needs a human touch, virtual assistance can come in handy.  

Still, time management is always something that everyone can improve on, so we teach time-blocking strategies across the firm to help everyone be more effective. 

Building an Inclusive Workplace Culture 

A diverse, inclusive team is a stronger team. I’m proud that 71% of our firm is made up of women — because, as a woman myself, I know the struggles I faced over the years and want to empower more women to work in a way that works for them. What about other types of diversity? To me, diversity goes beyond numbers and is also about creating an environment where everyone feels they belong and their voices are heard. 

At Automated Accounting Services, that means building a culture that’s welcoming to everyone, especially women and underrepresented groups. Flexible working hours and remote work options are key policies that help us achieve that. By offering flexibility, we’ve created a fully remote space where people can thrive in all aspects of their lives, not just their careers. 

Mentorship plays a huge role here, too. I’ve been fortunate to mentor many women in the industry, both within and outside of our firm, building relationships that create a network of support and empowerment. When it comes to leadership roles, I make it a priority to promote women and ensure there’s a clear path to advancement. When women see other women in senior positions, it sends a powerful message about what’s possible. 

Moving Forward and Growing 

Adapting to the talent crisis in the accounting industry isn’t easy, but I’ve found that by investing in people, embracing technology and fostering an inclusive culture, our firm is one people enjoy working for. 

We’re always learning, evolving and doing our best to create an environment where our team feels valued and empowered. And yes, we’re human, so we don’t have it all figured out—but that’s part of the journey. What matters most is that we keep moving forward together, learning from our experiences, and striving to build a better, more inclusive firm for everyone.