In public accounting and fintech, hiring often feels urgent. Deadlines are tight, partners are overloaded, and open seats need to be filled fast. But the firms that truly grow — the ones that retain talent and build continuity — take a different approach. They hire not just for today’s workload, but for who comes next.


From Quick Fixes to Future-Ready Teams

Many firms focus on filling roles. The best ones plan for what’s next.
A quick hire might solve a short-term capacity crunch, but it can easily create the same problem again a year later. Strategic hiring isn’t about patching gaps — it’s about shaping the team you’ll need next busy season, next promotion cycle, and beyond.

That means identifying people who bring both technical strength and leadership potential — the kind who can step up when your next Partner, Director, or Controller moves forward.


A Real Example — Hiring for Succession

One of our clients needed a Controller — fast. Instead of rushing to fill the seat, we focused on candidates with CFO potential: professionals ready to lead, not just execute.

A year later, that hire was promoted to CFO. Their new #2 stepped seamlessly into the Controller role.
No scramble. No disruption. Just steady growth.

That’s what succession looks like when it’s built into the hiring process from day one.


The Long Game in CPA Firm Hiring

Succession planning isn’t just for partners nearing retirement. It’s a mindset for every level — from Staff to Senior Manager. The firms that stay ahead develop bench strength early, cross-train their people, and think two moves ahead with every hire.

When you hire someone who can grow with you, you’re not just filling a job — you’re investing in stability, culture, and future leadership.


Conclusion

Don’t just fill jobs. Build teams that grow on their own.
That’s how firms evolve from short-term hiring cycles to long-term success stories.

All is Swell. 🌊



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If your firm is planning leadership succession, contact us.