In today’s competitive hiring climate, attracting top-tier tax professionals takes more than a job description and a decent salary. The landscape has shifted—candidates are more selective, more values-driven, and more aware of their worth than ever before.
As a tax recruitment specialist, I’ve had hundreds of conversations with candidates over the past year. Here’s what the best and brightest are telling me they really want—and what employers need to offer to attract (and keep) them.
The days of five days a week in the office are long gone—especially for mid-to-senior level tax professionals. Candidates consistently cite flexibility as a key decision factor. This doesn’t always mean fully remote, but hybrid models with autonomy and trust are critical.
“I’m happy to come into the office—but I want that to be my choice, not a mandate,” one candidate told me.
If your firm or company is still clinging to rigid schedules, you’re losing out on top candidates who’ve proven they can thrive independently.
Many tax professionals are leaving Big 4 firms not because they can’t handle the workload—but because they’re seeking a greater sense of purpose, ownership, and work-life balance.
Smaller firms, in-house teams, and progressive mid-tier practices are gaining ground by offering:
Closer client relationships
More visible career paths
A better sense of impact
Culture and values are becoming dealmakers—or dealbreakers.
One of the most common frustrations among candidates? A vague or non-existent career ladder.
Ambitious professionals want clarity. They want to know:
What it takes to move up
Who makes promotion decisions
Whether career development is actually supported, or just talked about
The firms that clearly communicate this during the hiring process stand out immediately.
Salary is always a factor—but it’s not always about more. Candidates care just as much about transparency and fairness. What’s the bonus structure? Are raises tied to performance or tenure? Are benefits aligned with market expectations?
Don’t let silence on these issues leave a bad impression. Clarity builds trust.
Top tax professionals want to work in environments that aren’t stuck in the past. This doesn’t mean every firm needs cutting-edge AI tools—but it does mean embracing efficiency, cloud-based systems, and modern workflows.
When candidates hear “we’re still figuring out Excel macros,” their enthusiasm wanes.
Hiring top tax talent in 2025 isn’t just about offering a good job—it’s about offering a good fit.
Understand what motivates the professionals you’re trying to attract. Speak their language in your job ads, your interviews, and your onboarding process.
Because when you meet the market where it is, you stop chasing talent—and start attracting it.
