​The role you need depends on your business needs, so let’s look at common business triggers that most likely require needing the next level of financial role, and what kind of activities and responsibilities each role typically includes. We’ll start with bookkeeper and work our way up to Chief Financial Officer (CFO). 

A resource offered in partnership between The ASP Team and CFO Selections

​One commonality among our businesses at The ASP Team and CFO Selections is that we often talk to business leaders that aren’t sure which kind of accounting role they need. They typically understand the duties they would like the person to perform and the deliverables they expect to receive, but they aren’t sure what to call the role exactly. Without the proper title it makes it difficult to hire into the role or find an accounting services company to provide exactly what they need.

Sometimes clients will come to us at The ASP Team saying that they need a “bookkeeper” as a catch-all phrase for someone doing any kind of accounting work but what they are really looking for is something more – an Accountant, Senior Accountant, or even Controller. Similarly, sometimes clients will come to us at CFO Selections saying that they need a “CFO” as a catch-all phrase for someone doing more advanced accounting work or leading an accounting team but what they actually need is something less – a Controller, Accounting Manager, or Senior Accountant. How do you know which you need? 

​Recruiters play a unique role in the hiring process for accountants and other financial personnel. We are tasked with fulfilling a hiring manager's requirements and are also deeply in touch with the reality of the candidate market. Often there is a gap between the two that we must navigate.
In finance and accounting recruiting, one request we frequently receive is that candidates hold active CPA licenses. This requirement has come from all industries, all size companies, and all positions from staff accountants to CFOs.
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Understandably, most companies desire the best person for their position for various reasons – from wanting the most intelligent person to wanting someone to do their taxes to just wanting someone more trustworthy. But do you need a CPA on your accounting team? 

​I recently heard about a growing trend that’s wreaking havoc in the hiring market – AI augmented job applications. According to numerous sources, job seekers armed with newly emerging AI tools are now applying to jobs at unprecedented rates. They are using AI to submit mass applications, generate multiple versions of their resume, and even write customized cover letters for them. In fact, according to recent data, approximately half of all job seekers are leveraging AI tools during their job search, which has resulted in more than double the number of applicants for any given position.
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And yet, grappling to cope with a huge influx of job applicants to find the right match is not a new topic for hiring managers. Let’s take a look at how we got here and discuss how hiring a recruiter can help you weather the storm! 

How important is a culture fit in hiring? As it turns out, it isn’t!
In almost a decade as an accounting/finance recruiter I’ve gradually come to realize something is far more important than finding the right cultural fit for your organization. I’d like to make the case for hiring for a “culture add” rather than a “culture fit.” 

​What makes the best accountants great at what they do? Is it financial acumen? Experience across various accounting functions? Years of expertise? Industry-specific knowledge? Sure, those are certainly important, especially at the leadership level!
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However, when you need to hire an accounting manager, there’s one indicator of success that often gets overlooked – being a good listener.

As a business grows, staffing requirements increase as well.

​For smaller companies, each incremental hire becomes less critical because there is a wider system to support new employees.

​However, while the company is in its infancy every hire is vital.

​Sometimes when a client has a job opening, we hear “We want to try recruiting on our own for a bit before engaging a recruiter.” It may seem to be a perfectly logical response to try and find someone on your own before looking for outside help such as hiring an external recruiter. However, there are many reasons you should go ahead and get started with a contingent recruiter right away versus relying solely on your own internal efforts. Let me explain why!

Can you trust an accounting recruiter?

Some business owners and hiring managers are skeptical of the kind of value that recruiters can provide, specifically around whether they’re capable of delivering talent that will actually stick around. Sometimes there’s a misconception that a recruiter will work hard to find a pool of appealing candidates, provide support during the offer process, and then just disappear, leaving clients just hoping that the new hire will remain with the company past the guarantee period (and no recourse if they don’t). However, this simply isn’t true.

Top recruiters will support their clients through every step of the process and remain available even after the hire is made in case additional hiring needs arise. They will walk alongside their clients for the long haul and avail themselves if questions or concerns develop. Their goal isn’t to take your check to the bank and walk away! The best recruiters aim to foster trust to build a relationship that will continue past the current engagement for everyone’s best interest.

Of course, there is always the possibility of bad actors in any industry, which makes being able to discern what constitutes trustworthy recruiters from less reputable recruiters a key component of finding an accounting recruiter for your next hire.
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Let’s look at the value recruiters can bring to your next accounting search and what sets top recruiters apart!

As experienced accounting recruiters our team has their finger on the pulse of what’s going on in accounting hiring. Every month we put out a Recruiting Market Report that details what we’ve been hearing from clients and colleagues, but there are some surprising ongoing trends that we’d like to highlight further. Whether you are a hiring manager or a jobseeker, these are the top trends you need to be aware of as we close out 2024 and head into 2025: