3 steps to building a winning tax team

Over the years, I’ve had the privilege of working alongside hundreds of tax professionals. I’ve seen what works and what doesn’t when it comes to building a successful team. The most successful firms, regardless of their size, have one thing in common: They know how to find and keep the talent that truly benefits their firm. This article distills the best advice I’ve gathered, offering a roadmap for hiring for your own firm.

1. Look beyond the resume

Every tax professional I’ve talked to agrees that a candidate’s qualifications on paper are only part of the story. The best hires often possess qualities that can’t be listed on a resume.

• Attention to detail is everything: You can’t teach this. I’ve watched countless tax pros implement complex systems to catch every last error. During interviews, ask candidates to identify mistakes in a sample document. Their approach will tell you more than their GPA ever could.
• A thirst for knowledge: The best tax professionals are always learning. When I’ve asked them what sets their top employees apart, they consistently mention curiosity. Ask a candidate about a recent tax law change and how they’ve stayed current. Their answer will reveal their passion for the work.
• The client comes first: The most successful tax professionals are more than number crunchers. They are trusted advisors. Find out how a candidate handles a challenging client situation. Their response will show you their communication skills and empathy.

ProTip: Many firms are using AI to screen resumes. While AI definitely saves time, do not rely on AI 100% to separate the best candidates. Take the time to have team members review resumes to get a better handle on candidates that are much more than just their resumes.

2. Compete with more than just a salary

Many firms can’t compete with the salaries offered by major corporations, but the most insightful professionals taught me that you don’t have to. You can offer a better quality of life.

• Offer flexibility: The biggest piece of advice I’ve received is to embrace flexibility. Most professionals have realized that hybrid or remote work isn’t a perk—it’s a necessity. This simple shift can dramatically expand your talent pool and attract top performers who value work-life balance.
• Promote your culture: Every great firm has a strong culture. The tax pros who have built the best teams emphasized the importance of a supportive environment. Talk about your firm’s values, team-building activities, and how you support each other during the busy season. A positive culture can be a powerful recruiting tool.
• Provide a clear growth path: The most ambitious candidates aren’t just looking for a job; they’re looking for a career. The best firms show their commitment to professional development by covering continuing education and supporting CPA exam preparation.

3. Widen your search

The best tax professionals I know have a secret: they don’t just look for a new employee; they look for the right person. This means casting a wider net than you might think.

• Train for talent: Don’t just look for an experienced CPA. Consider hiring a recent accounting graduate or a paraprofessional with strong organizational skills. In some cases, a non-CPA or non-accountant may be a better fit for one of your services based on their background and experience. A new hire who is hungry and coachable can become a long-term asset to your firm.
• Leverage your network: Referrals are golden. The most successful professionals I’ve worked with get their best hires from people they trust. Don’t hesitate to reach out to colleagues and even clients for recommendations.
• Document everything: I can’t stress this enough. The best firms have detailed Standard Operating Procedures (SOPs) for every task. This makes onboarding new hires seamless and ensures consistency across your firm.

Your tax firm hiring checklist:

• Define the role: What are the essential skills and responsibilities beyond the job title?
• Write a compelling job description: Highlight the firm’s culture, benefits, and growth opportunities.
• Use structured interview questions: Ask behavioral questions that reveal a candidate’s character and problem-solving abilities.
• Diversify your candidate search: Use a mix of traditional job boards, professional networks, and local universities.
• Thoroughly check references: Ask targeted questions about a candidate’s work ethic and collaboration skills.
• Plan the onboarding process: Have a clear plan for your new hire’s first week, including their workspace, software access, and training.
• Offer a competitive total compensation package: Go beyond the base salary to include bonuses, benefits, and professional development.

By focusing on these key areas, you’ll be able to build a team that’s not only ready for the busy season, but is also set up for long-term growth and success.