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 Path to a Senior Tax Role: A Practical Guide

As I reflect on my journey toward securing a senior position in tax, which I achieved in November 2024, I feel compelled to share some insights that may help others aspiring to enter the field. The tax industry is currently facing a notable shortage of skilled talent, and unfortunately, many firms are not proactively addressing this gap. They need to start nurturing inexperienced professionals to build a sustainable pipeline.

The Importance of Strategic Positioning

When looking to break into a new role, it’s crucial to frame your experience in a way that resonates with hiring managers. You may find yourself in a position where your qualifications might not entirely align with the job description, but don’t be discouraged. In fact, there’s a strong chance that even if you feel you’re not fully equipped, the firm will still opt to invest in your training once they recognize your potential. The initial step is to finesse your way through the application process—even if it means downplaying your experience somewhat.

Adjusting Expectations for Greater Opportunities

One tactical approach that can increase your chances of being trained upon hiring is to aim for a salary at the lower end of the pay spectrum for the position. This not only makes you a more attractive candidate from a financial perspective but may also signal to employers that you’re willing to learn and grow within their organization.

Moreover, reviewing your Regulation (REG) exam notes can be immensely beneficial. If you’ve demonstrated proficiency in this area, even if your experience is limited, you possess a solid foundation that can be leveraged in a junior tax role—ranging from experienced associate to senior positions.

Understanding the Hiring Dynamics

It’s somewhat disheartening to acknowledge that many firms are aware of the inexperience of their new hires. When they choose not to terminate someone who has been somewhat misleading about their qualifications, they are often attempting to protect their own reputations rather than genuinely supporting a new employee’s growth. The reality is that they might have been ‘bamboozled,’ and admitting that requires them to confront their hiring choices.

In this light, you might find that the egos of seasoned professionals within these firms can be an unexpected ally. By subtly reminding them of the available talent and potential they are overlooking, you position yourself as a candidate worth training, even if they initially misjudged your fit for the role.

Conclusion

Breaking into the tax field during this talent shortage can be challenging, but with strategic positioning, an