When most firm leaders talk about “the talent problem,” they’re really talking about the accounting talent shortage. The numbers don’t lie. Fewer people are entering the profession, and too many of the ones who do are leaving early. But here’s the truth that doesn’t get said enough: the firms navigating this shortage best aren’t just better at hiring. They’re better at designing the work itself.
That was the common thread in Aiwyn’s recent webinar featuring Katie Thomas, CPA, CEO of Leaders Online, and Taylor Bauer, HR Business Partner at Aiwyn. The most forward-thinking firms are taking a hard look at their workflows, role structures, and culture – not as side projects, but as strategic levers for growth in the face of the accounting talent shortage.
Check out the summary below or view the on-demand recording of the webinar.
The real challenge behind the accounting talent shortage
For decades, the hiring process in accounting looked roughly the same: post a job, sort through resumes, pick a candidate, hope they stick around. That playbook is breaking down everywhere.
- Top candidates are gone before you finish interviews.
- Even “successful” hires are burning out in under two years.
- Your team is left covering the gap while you restart the process.
As Taylor put it, “You can’t just fill seats anymore. You have to design roles and processes that make those seats worth sitting in.”
The accounting talent shortage isn’t just about not finding enough people, it’s about the mismatch between the work firms need done and the experience people want from their careers.
How redesigning the work helps solve the talent shortage
What’s often missing from the conversation is that people don’t leave just because of pay or perks. They leave because they’re bogged down by tedious, manual work that adds little value and drains their energy. In an accounting talent shortage, every minute of a skilled professional’s time counts.
That’s why more firms are:
- Automating repetitive admin tasks like billing, collections, and document tracking
- Eliminating low-value processes that frustrate staff and clients
Streamlining systems so teams can focus on meaningful, strategic work
When the day-to-day feels purposeful and manageable, retention improves. And in a tight talent market, retention is everything.
Culture as a capacity multiplier in the accounting profession
It’s easy to treat culture as something “soft,” but in today’s accounting talent shortage, culture is operational. Firms with engaged, connected teams can get more done with fewer resources—and do it more consistently.
Katie sees this firsthand when firms invest in their internal and external brand. “Your culture is your talent magnet,” she shares. “The firms that communicate who they are – and then deliver on that experience – are the ones attracting people who stick around.”
The path forward: Closing the accounting talent shortage gap
Solving the accounting talent shortage isn’t about doubling down on recruiting. It’s about creating an environment where great people can do their best work and want to keep doing it. That means:
- Modernizing processes
- Making smarter use of technology
- Being intentional about role design and culture
Today’s accounting talent expects tools that match the way they want to work: streamlined, connected, and free from unnecessary busywork. Legacy systems and patchwork processes not only slow firms down but also make it harder to attract and retain top performers.
That’s where Aiwyn comes in. Built in the modern era, Aiwyn’s solutions are designed to connect seamlessly with other tools, automate the low-value tasks that drain capacity, and give teams more time to focus on high-impact work. By making work faster, simpler, and more intuitive, firms can meet the expectations of today’s workforce, and build an environment where people want to stay.
To learn more about Aiwyn’s modern solutions, including our flagship Payments product that makes it easy to provide a modern payment experience to your clients, request a personalized demo today.
