As fractional accountants, we have experience with a wide array of “less than full-time” accounting engagements ranging from ongoing part-time work and extra assistance during busy periods to short-term project work and interim roles while a new accountant is hired. Of these, interim work is notoriously underutilized, which is disappointing because it is an area where bringing in help expeditiously can have a huge impact.

When you hear “outsourced accounting services” what comes to mind? Typically, business owners and managers think of times when they might utilize project-based accounting help or hire a short-term accountant to bridge a hiring gap. And while these are common times to use accountant consultants, they are by no means the only types of roles that these kinds of accountants play. Accountant consultants (also called fractional accountants) can fulfill a number of different roles to help drive organizations forward. 

Gig work can trace its origins to before the creation of the internet. However, over the last decade companies like Uber and Lyft have steadily led the push in the mass acceptance of the gig economy. In 2020 as lockdowns swept the nation, hundreds of thousands of new gig jobs became available virtually overnight thanks to Amazon, DoorDash, Grubhub, Instacart, and Shipt. The pandemic accelerated a shift that was already well on its way to becoming the next big trend in work.

But the quickly burgeoning gig economy was not isolated to takeout and grocery delivery. Professional gig work also grew exponentially as workers were laid off and left their traditional office jobs to manage personal responsibilities. According to a Harvard Business Review article on Thriving in the Gig Economy,

There is no doubt the US workforce landscape continues to experience significant changes. The business challenges of the last few years have caused many companies to rethink how they can best execute their operating plans. With more and more companies outsourcing their accounting functions, there are a few important things to keep in mind to ensure a beneficial outcome.

When your controller leaves, the logical next step is to find someone to fill the vacant position. Right?

Maybe not.

Simply hiring another controller may not actually be the best decision for your business.

We work with companies everyday who are looking for accounting and finance leadership roles and it is not uncommon to have clients tell us they need a controller and then listen to them define the role only to discover that what they are looking for is a different position entirely.

Now, some organizations we work with are, in fact, in need of a controller. However, others have needs that better align with more senior financial leadership like that of a CFO, while others have requirements that fit better with a mid-level management accounting position.

Instead of jumping right into hiring a controller, take the time to understand what kind of role will be the best fit for your company.

​The last decade has ushered in a digital revolution across all business areas. However, many businesses are still dragging their feet when it comes to automating their accounting and finance activities. In fact, 58% of finance teams surveyed indicated that they do not feel their finance back office is “sufficiently automated.”

​Despite a plethora of tools and platforms available to help streamline these critical business areas, it seems many businesses are stuck in the past, relying on manual processes for their daily accounting functions. But organizations can use automation to drive profitability if they understand its benefits and can identify areas where AI will help them the most. 

We talk to people every day that are looking for accountants for their companies. And being in the business of staffing organizations through both full-time hires and outsourced accounting services, we have noticed a trend in people’s thinking…

Business owners and hiring managers typically categorize their hiring intentions into one of two buckets: a part-time bookkeeper/bookkeeping service or a full-time accountant hire. But many business leaders overlook the value that a part-time accountant (or “fractional accountant” as they are referred to in the industry) can provide to their organization.

Whether the organization is for-profit or not-for-profit, a fractional accountant can be brought in for a variety of reasons to provide the same level of expertise of a full-time, dedicated accountant. While a fractional accountant from an accounting service provider may work on a less than full-time basis, their experience-level is as high (if not higher) than your average accountant.
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The reason a fractional accountant may bring a greater breadth of experience the role is because they work with a variety of companies across a different industries and lifecycles simultaneously, which requires that they be well versed in a wide variety of accounting topics and stay abreast of all the latest news. As a result, fractional accountants may offer more accounting acumen at a much lower cost than their full-time counterpart.

As an accounting recruiting firm and financial services provider, we work with businesses everyday who ask, “Should we hire or outsource our accounting needs?”

This question is especially important for companies in the startup phase because they likely have significant cash flow concerns to consider. However, startups may also have other unique characteristics that make this question more challenging to answer, such as:

• Interest from outside investors
• Financing considerations
• New market development
• High growth market demands
• Scalability challenges
• Patenting needs
• Family ownership

​While every business will have their own unique needs and challenges, it is generally best for a startup to outsource their accounting activities initially and then hire internally as their needs change. Where does that shift happen? 

The accounting pyramid organizes accounting-related job titles into a hierarchy that ranks them by responsibilities and deliverables, with bookkeepers at the bottom, accountants in the middle, and the Chief Financial Officer (CFO) at the top.

While it is obvious to most people that bookkeepers are the most entry-level accounting team staff and CFOs are the bosses at the top, there is a lot of confusion in the middle.

​Understanding the difference between a Staff Accountant, Senior Accountant, and Accounting Manager, is something many business professionals (even hiring managers) do not understand. Many people assume that Staff Accountants and Senior Accountants are individual contributor roles with varying levels of experience and Accounting Managers and Senior Accounting Managers are the people who oversee teams of lower-level accountants. However, that is not a correct understanding of the stratification of roles. To further complicate matters, some people use the titles of Senior Accounting Manager and Controller interchangeably, which adds even more confusion.

To provide some clarity on the topic, we will explain what each job title means, how it differs from other adjacent accounting positions, and when you need to hire each role:

“Finance” is a broad term every business leader has heard, but it can mean many different things.
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Businesses have banking relationships, investments they need to track, fundraising and financial analysis needs. Corporate Financial Planning and Analysis (FP&A), the work performed by Financial Analysts, is a complex specialty within Finance that all successful businesses need in some degree. There are multiple FP&A components of which every business requires a different combination. This complexity makes hiring to satisfy your FP&A needs difficult. To make matters harder, many accounting and FP&A functions can overlap.

So how do you know if you need to hire a dedicated Financial Analyst or a hybrid accountant? It helps to first understand the components of Corporate FP&A, the value each adds, and how much time each activity should take.