By Steve Saah.
For CPA firms, the accountant shortage isn’t just an industry headline—it’s a reality that impacts both everyday operations and long-term growth plans. Leaders face ongoing challenges in staffing tax and audit engagements, and keeping pace with changing client and compliance demands. At the same time, they’re competing directly for accounting and tax professionals with corporate employers who are often prepared to offer higher pay and more flexibility to maintain work-life balance.
In a clear sign of how competitive the landscape has become, research for the 2026 Salary Guide From Robert Half shows public accounting salaries are climbing faster than pay in the broader finance field. And while the CPA designation still carries significant weight, it’s specialized skills—such as financial reporting, AI and data analytics, and ERP software expertise—that are commanding salary premiums.
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Other findings in the 2026 Salary Guide, along with Robert Half’s latest Demand for Skilled Talent report, indicate that public accounting firms and other employers of finance and accounting talent are also recalibrating hiring strategies and leaning on flexible staffing models to cover gaps in this tight market.
Compensation trends reflect the challenges of the accountant shortage
Unemployment among accounting professionals is near historic lows of between 1% and 2%, according to recent Bureau of Labor Statistics data. Here’s another way to look it: Essentially, almost all skilled accounting professionals active in the U.S. labor market are already employed. Not surprisingly, research for Robert Half’s Demand for Skilled Talent report found that nearly two-thirds (62%) of finance and accounting leaders are facing significant challenges staffing open accountant roles.
Recruiting in this environment isn’t just about finding talent available for hire—quite often, it’s about convincing them to leave another opportunity. Offering competitive compensation plays a critical role here, of course. Robert Half’s 2026 Salary Guide shows that the average starting salaries for tax, audit and assurance roles—some of the hottest jobs in public accounting—rose 3.7% year over year, well above the 2.1% average increase across finance and accounting positions.
Meanwhile, starting compensation for tax professionals outside of public accounting has increased 2.2% year over year, a reflection of companies’ need to meet growing regulatory complexity. Specialized skills are also driving premiums: 87% of finance leaders surveyed for the 2026 Salary Guide said they typically pay more for candidates with expertise in financial reporting, data analytics, financial modeling and ERP software. These capabilities will only gain value as more firms pursue technology modernization and expand advisory services.
More trends in accounting: Competing on total compensation, not just salary
For today’s accounting professionals, base salary is only part of the equation when considering job offers. Increasingly, candidates expect compensation packages that reflect the full picture—pay, perks and the broader employee experience. Robert Half’s 2026 Salary Guide found that 80% of finance and accounting leaders worry about keeping pace with pay expectations, underscoring the pressure CPA firms face to stay competitive.
Employers surveyed for the Salary Guide predict that the most effective strategies for 2026 will include raising starting salaries, adding new benefits such as wellness stipends or enhanced leave, and including salary ranges in job postings. These steps not only can help to streamline the hiring process but also signal to candidates that the firm understands what they value.
Bonuses—performance, retention or sign-on— are another lever CPA firms can use strategically to recognize contributions, secure key hires or keep staff engaged through busy periods. Less common offerings like student loan repayment assistance, employer-sponsored childcare or lifestyle spending accounts can also help tip the scales when candidates are weighing offers.
But again, total compensation goes beyond dollars. Today’s in-demand professionals also want work flexibility, better balance and opportunities to grow. For CPA firms, that means looking beyond paychecks to the full employee experience. Hybrid and remote work options remain highly valued, as do transparent pay practices and meaningful accounting professional development. A supportive company culture is equally critical in a field where employee burnout is common.
Recent Robert Half research reinforces this point: For the 73% of workers planning to remain in their current roles through the end of 2025, work flexibility is the key reason for staying put, followed by positive company culture and manager relationships, professional fulfillment, and compensation.
What CPA firm leaders can do to increase their edge in talent recruiting and retention
Trends in accounting will continue to evolve in the year ahead, and the accountant shortage will likely persist even beyond that. Employers that combine market-driven compensation strategies for accountants with a flexible, people-focused corporate culture will be best positioned to secure in-demand professionals in this challenging labor market. These strategies can help:
- Benchmark accountant salaries for 2026 carefully against industry data to help ensure offers remain competitive, especially for top candidates.
- Prioritize career conversations with staff to discuss growth opportunities and career pathing, reinforcing loyalty and engagement.
- Hire for potential, not just technical skills, to build resilient, future-ready teams.
- Leverage contract talent to support the year-end close, busy season workloads, client service continuity and more.
That last strategy is especially critical when you consider that permanent hiring in finance and accounting takes seven weeks, on average, according to Robert Half’s research. We also found that 70% of finance leaders plan to increase their use of contract talent through the end of 2025. This staffing approach provides them with quick access to specialized skills or experience and the ability to staff key roles faster, among other benefits.
For CPA firms, contract talent can extend the capabilities of core teams by assisting with peak workloads, contributing in-demand skill sets, including in areas like AI and data analytics, and applying proven best practices they’ve gained through other engagements. Just as important, the strategic use of a scalable staffing model can help accounting professionals maintain a better work-life balance, which is a vital measure for driving talent retention.
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Steve Saah is the executive director of permanent placement at Robert Half, the world’s first and largest specialized financial talent solutions service. The company has more than 300 locations worldwide. He is responsible for leading U.S. operations, based in the Washington, D.C., metropolitan area. He was named executive director in 2017, previously serving as director of permanent placement services.
Saah has been with the company since 1998, where he started as a recruiting manager, following a career as an internal auditor and assistant controller. He is a noted expert, author and presenter on career, management and hiring trends, particularly those affecting the accounting and finance fields. Saah earned a finance degree from Virginia Tech.
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