Every business needs skilled accounting professionals who are good with numbers and financial data. But as the tech and responsibilities surrounding accounting and finances change, so do the expectations from these professionals. As a result, talented accountants now have more options than ever before when it comes to the type of job they want to do.
Within the next eight years, the employment of accountants and auditors in the US will grow by 5 percent. And right now, companies are having to work harder to attract these professionals.
So, if you’re looking for super reliable financial experts, you need more than job ads and interviews. You need smart hiring strategies and a human approach that respects skills, goals, and lifestyle needs.
In this guide, we will explore some of the best ways to build a strong accounting team in today’s market.
#1 Focus on Skills That Match Modern Accounting
Gone are the days when accounting meant crunching numbers on calculators and filling out spreadsheets. Now, accounting professionals need to work with modern cloud software, automation tools, and advanced analytics. Your approach to hiring these professionals must reflect this shift.
Start by clearly defining the technical skills you need. Think about the platforms, reporting systems, and compliance tools your company uses. Then look for candidates who already understand them. This saves time and reduces training costs later.
At the same time, you can’t ignore the need for soft skills. From communication and problem-solving skills to adaptability, all these matter more than ever now. After all, the modern accountant often has to work with different teams and clients.
When your job descriptions reflect both technical and personal skills, you attract candidates who truly fit your business.
#2 Build a Strong Employer Brand
Accounting professionals and experts are always in demand, so they have several opportunities to choose from at times. Hence, in a lot of cases, you need to stand out to them as a brand and company to grab their attention.
These professionals will check your websites and social media profiles to understand everything about your brand and workplace culture. They want to know how you function, treat your employees, and so on. Thus, there’s no denying that employer branding here plays a critical role.
Start by being honest about your culture. Share real stories from your team. Highlight growth opportunities, learning programs, and flexible work options. Avoid sounding too corporate or robotic.
Also, be clear about expectations, workloads, and career paths. When candidates trust your message, they are more likely to apply and stay longer.
A strong employer brand does not happen overnight. It grows through consistent actions, fair policies, and respectful leadership.
#3 Embrace Hiring Remote Professionals
Remote work is no longer a trend, but a normal part of professional life. Many skilled accountants prefer working from home or even from different countries. Employees working remotely worldwide increased to 28 percent by 2023 from 20 percent in 2020. Ignoring this growth and demand for remote work limits your talent pool.
Hiring remote professionals allows you to access global expertise. You can find specialists in taxation, auditing, or compliance without geographic restrictions.
Remote hiring also improves work-life balance for employees. Happier professionals usually perform better. With the right tools and communication systems, remote teams can be just as productive as in-office teams.
The key is setting clear expectations and building trust from the beginning. In 2026, many companies rely on remote employer of record (EOR) models to simplify international hiring. As Remote, a global HR and payroll platform, notes, it’s now easier than ever to hire international talent in minutes. And EOR services are making this process more efficient.
A remote employer of record (EOR) handles global payroll management. These providers also manage employment laws, help you hire employees legally, and ensure fair wages and benefits.
According to Remote, Employer of Record (EOR) services also support contracts, HR systems, human resources processes, and compliance needs for employers across borders. This setup reduces risk and lets you focus on performance instead of paperwork.
#4 Invest in Ongoing Learning and Development
Talented accountants are almost always interested in their own personal development. Basically, they want to be updated on the latest regulations, tools, and best practices. Hence, if your company is open to learning, you will be more attractive.
Provide opportunities for certification, online learning, and training sessions. At the same time, encourage attendance at industry conferences and allow time for learning during working hours, if possible.
For employees, learning should never feel like a chore. Rather, they should often see it as an investment in their future. When employees realize that you are interested in their personal development, they will be loyal to you.
#5 Use Data and Smart Hiring Tools
Contemporary recruitment is driven by data, and intuition alone can result in expensive errors. Intelligent recruitment software assists you in making more informed decisions.
Utilize applicant tracking software to systemize applicants and skill tests to evaluate actual skills. Also, measure recruitment metrics such as time to hire and retention rates.
These findings enable you to improve your approach. You identify sources of the highest-quality applicants and recognize areas where bottlenecks occur and respond accordingly.
Artificial intelligence (AI) can also be used for screening and scheduling. But do not eliminate the human factor because personal interviews and discussions are most important.
Hiring skilled accounting professionals in 2026 requires flexibility, empathy, and smart planning. The market is competitive, but it is also full of opportunity. Companies that adapt will always stay ahead.
Remember, great accountants help protect your finances and guide your decisions. Investing in the right hiring strategies is an investment in your future. If you approach recruitment with honesty, curiosity, and care, you will build a team that grows with you for years.
