I have my CPA & BS-ed my way into a senior tax role in November 2024. Many firms aren’t “getting it” that they need to train newbies into the pipeline to fill the egregious tax talent shortage. You’ll get “caught” & its 95% likely they’ll train you anyway, but you need to BS your way into the door

Navigating the Tax Talent Shortage: Strategies for Aspiring Professionals

In November 2024, I stepped into a senior tax position, an achievement made possible by my CPA certification and a dash of strategic communication. As many firms continue to grapple with a significant talent shortage within the tax sector, it’s becoming increasingly clear that a more proactive approach to training newcomers is essential. Surprisingly, many organizations still seem unaware of this crucial need.

The truth is, even if you find yourself in a position where your qualifications don’t fully align with the role, you can still find a way in. A staggering 95% of firms will provide training, especially once they’ve recognized your potential—whether you initially present yourself as fully qualified or not. This often means showcasing your enthusiasm and willingness to learn, rather than strictly adhering to traditional expectations.

Key Strategies for Success

1. Adjust Your Salary Expectations: When applying for positions, consider aiming for the lower half of the pay scale. A moderate salary request can increase a firm’s willingness to invest in your training. Employers are often more open to nurturing talent when they perceive a lower financial risk.

2. Brush Up on Your Knowledge: Before you dive into applications, review your REG (Regulation) notes thoroughly. If you possess a solid understanding of this material, you’ll lay a strong foundation that enables you to navigate entry-level tax positions, whether as an experienced associate or a senior role.

3. Understand the Corporate Psychology: It’s important to recognize that employers may initially overlook your lack of experience. When they choose not to terminate your employment after acknowledging these shortcomings, it often reflects their desire to maintain their own professional image rather than an outright acknowledgment of having made a hiring error. This is where you can turn the situation to your advantage. By understanding the dynamics at play, you can position yourself as a valuable asset that they feel compelled to develop.

Conclusion

The current landscape indicates an urgent need for firms to build talent from the ground up, rather than waiting for the perfect candidate to appear. As someone who has navigated this challenging environment, my advice is to harness both your knowledge and interpersonal skills to carve your path into the profession. Sometimes, it requires a little creativity and a willingness to play the long game to ensure you can secure and thrive in a fulfilling tax role. Embrace the challenge, and you may just find the opportunity you’re looking for—particularly in a field that desperately needs fresh talent.