Last week, I had a conversation with a potential new CPA firm client. Over the past 15 years, they’ve experienced incredible growth and built a highly successful practice. While their branding has understandably taken a backseat (which is where I come in), what struck me most wasn’t their growth—it was how they’ve managed to achieve it, especially in a time when attracting and retaining talent is one of the biggest challenges in the accounting world.
A Refreshing Approach to Hiring
When I asked how they’ve managed to scale so successfully, they shared something I rarely hear in the CPA world:
They intentionally hire people with great personalities—individuals who are kind, collaborative, and eager to learn. Their philosophy is that technical skills can be trained, but being a people person is much harder to teach.
In all my years of working with CPA firms, this is not the typical response I get. Most firms are hyper-focused on resumes, credentials, and technical experience. While all of that certainly matters, it often overshadows something even more important: fit.
Why This Mindset Matters
Accounting is a technical profession, yes—but it’s also a relationship-driven one. Whether you’re collaborating internally with team members or working directly with clients, people skills matter. Empathy, communication, and professionalism are what turn good firms into great ones.
By hiring individuals who align with their culture and values—and then investing in training—they’ve built a team that not only gets the job done but enjoys working together. That shows up in everything they do, from client interactions to internal operations.
A Takeaway for Your Firm
If your firm is struggling with hiring or growth, take a moment to reflect: Are you prioritizing technical expertise over human connection? Could a shift in your hiring strategy lead to better long-term outcomes?
Remember, you can teach someone how to reconcile a balance sheet. You can’t teach them how to be kind, reliable, or a good teammate.
Final Thoughts
In an industry where burnout is common and turnover is high, creating a team of people who enjoy working together and support one another can be a powerful differentiator.
So the next time you’re reviewing resumes, don’t just look for what’s on paper. Look for the person behind it.