Recruiting top accounting talent in Australia has never been tougher. Accounting practices are feeling the squeeze as the war for talent intensifies, driven by rising salary expectations, limited availability of skilled professionals, and increasing competition from both large practices and flexible, remote-first firms.

For directors and partners, the stakes are high. Getting hiring wrong is expensive and disruptive, and in today’s market, simply offering a competitive salary won’t cut it. The best talent is looking for more than just a paycheque—they want meaning, flexibility, culture, and leadership.

We’re helping you get the hiring process correct the first time by explaining what top performers are really looking for, and the practical steps your accounting practice must take to build a resilient, high-performing team without burning through your budget.

Why the job market is tough right now

There’s no denying it: the Australian job market has shifted dramatically in recent years, particularly in professional services. A combination of global economic shifts, the rise of remote work, and changing employee expectations has created a perfect storm for directors and partners trying to hire effectively.

Australian businesses are grappling with a shrinking talent pool, particularly in mid-to-senior-level roles. Skilled accountants are in high demand, and many are receiving multiple offers, making it difficult for practices to stand out.

Moreover, border closures during the pandemic reduced the flow of skilled migrants, which traditionally helped to fill talent gaps in accounting and finance. Add to that the rise of remote-first global firms that now compete directly for Australian talent, and the challenge becomes even greater.

With experienced professionals becoming increasingly selective, practices must rethink their hiring strategies to remain competitive.

5 ways to identity and hire the best talent 

It goes without saying that the wrong hire can have a profound negative effect on your accounting practice, so it’s vital to get the recruitment process right from the start. 

Typically, there are five ways to identify and hire top talent and keep them happy (and healthy) within your practice. 

1. Understand what today’s talent actually wants

While competitive salaries are still expected, they are no longer the deciding factor for most professionals. Today’s accounting talent, especially those under 40, is driven by a wider set of values and expectations.

Employees are prioritising flexibility, purpose, and growth opportunities. Here’s what that looks like in practice:

• Flexibility: Candidates now expect hybrid or remote options as standard, not perks. Practices that stick to rigid office schedules will lose out on top performers.
• Career progression: Ambitious professionals want clear development paths. This could mean pathways to leadership, exposure to high-value clients, or opportunities to specialise in advisory work.
• Meaningful work: Talented accountants want to feel like their work matters. This often means working with clients that align with their values, or being involved in strategic, problem-solving work rather than repetitive compliance tasks.
• Work-life balance: Burnout is a major concern in the industry. A culture that respects personal boundaries and promotes mental wellbeing will significantly improve retention.

Understanding these needs and reflecting them in your hiring pitch will immediately differentiate your practice from those still clinging to outdated models.

2. Sell your vision, not just the role

Many accounting practices fall into the trap of treating recruitment as a checklist exercise—listing responsibilities, required qualifications, and salary bands. But in a competitive market, that approach won’t inspire loyalty or engagement.

Executives join organisations where they see a clear future. If your job ad or interview process doesn’t communicate what your practice stands for and where it’s headed, you risk losing great candidates to practices that do.

Here’s how to reframe your hiring approach:

• Why your practice exists: What is your purpose beyond profit? Whether it’s empowering local businesses, driving innovation in advisory, or creating a values-driven workplace, candidates want to hear it.
• The clients you serve: Who you work with says a lot about your values and focus. High-quality clients with interesting problems attract high-quality staff.
• Where you’re headed: Share your three to five year vision. Are you scaling into new markets? Launching a new service line? Building an internal leadership team? Candidates want to be part of something bigger.
• How they fit into the journey: Help them see a future with you. Outline how their role will evolve and grow.

We’ve broken this further in a previous blog that covers the reasons why accounting practices often struggle to find good staff. 

3. Build a culture people talk about

A strong internal culture is one of the most powerful assets you have in the hiring process. It not only attracts great people—it helps retain them, even when bigger offers come along.

Positive workplace culture improves engagement, loyalty, and overall performance. The best part? You don’t need deep pockets to build one.

Start with simple, consistent actions:

• Regular team lunches or learning sessions: These boost morale, encourage collaboration, and give your team something to look forward to.
• Weekly shout-outs and recognition: Celebrate wins—big or small. Public praise goes a long way toward building a sense of belonging.
• Transparent bonus structures: Align incentives with behaviour. Let your team know what success looks like and how they will be rewarded.
• A no-blame learning environment: Mistakes are inevitable. What matters is how your practice responds. Encourage reflection, not finger-pointing.

Culture is built in the everyday moments. Create an environment where your team thrives, and word will spread—making future hiring significantly easier.

4. Think beyond full-time hires

If hiring full-time senior accountants is stretching your budget or timeline, it’s time to think more creatively about how you build your team.

Modern practices are using a mix of strategies to stay nimble while maintaining quality:

• Part-time specialists: Need a tax strategist or virtual CFO for client projects? Hiring on a part-time or fractional basis lets you access top-tier expertise without the full-time cost.
• Outsourcing or offshoring: Compliance work doesn’t always need to be done in-house. By freeing up local staff from lower-value tasks, you create capacity for higher-level engagement.
• Internships and graduate programs: Investing in junior talent can pay off quickly. Graduates bring energy and digital fluency, and with proper training, they will grow into your next generation of leaders.

This blended approach also helps future-proof your practice, giving you flexibility to scale up or down as client demand shifts.

5. Onboard like a pro

First impressions count. A poor onboarding experience often leads to disengagement, poor performance, or early resignations. On the flip side, a structured onboarding process will dramatically increase retention and productivity.

Here’s what a great onboarding plan looks like:

• 30/60/90-day structure: Define clear goals for each phase, from getting settled to taking ownership of projects.
• Training and shadowing: Allow new hires to learn from experienced team members in real-world settings.
• Regular check-ins: Schedule 1:1s with mentors or team leads to review progress, resolve concerns, and build rapport.

When your team members feel supported from day one, they’re far more likely to commit long term.

Hiring isn’t about filling a gap on your org chart. It’s about shaping the future of your practice. In a tough hiring market, accounting practices that think differently—and act decisively—will have the edge.

Build a compelling culture. Lead with vision. Offer flexibility and meaning. And above all, invest in people for the long haul. Your team is your most valuable asset. Treat them that way, and your growth will follow.

Ready to grow your leadership team the smart way?

We work with directors and partners to build scalable, future-ready practices. Book a free call with us to explore how you can hire better, lead smarter, and grow faster—without burning out or breaking the bank.