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 a Senior Tax Role: Strategies for Success in a Competitive Landscape

As someone who recently secured a senior tax role, I’ve spent considerable time observing the current dynamics in our profession. It’s become increasingly evident that many Accounting firms are struggling to address the severe shortage of qualified tax professionals. However, there’s an opportunity here for aspiring candidates to position themselves strategically, even if their experience doesn’t fully align with the posted job requirements.

First and foremost, it’s essential to recognize that firms are often willing to hire and train enthusiastic candidates, even those who may not initially seem like the perfect fit. If you find yourself in this situation, don’t hesitate to use your persuasive skills to your advantage—after all, demonstrating a genuine willingness to learn can sometimes outweigh a lack of specific experience.

A little insight into salary expectations can also work to your benefit. If you aim for the lower end of the pay scale, you might increase your chances of being considered. This approach signals to employers that you understand the current market realities and are willing to grow within the organization, making them more inclined to provide the training you need.

Moreover, I encourage you to review your REG notes carefully. If you have already mastered the foundational knowledge necessary to pass the Regulation exam, you possess a solid base to confidently apply for roles such as experienced associate or senior tax professional. Your expertise in these areas can serve as a vital asset, even if you initially feel underqualified.

It’s important to address the inevitable truth of the hiring process: there may be moments where you feel like you’re “playing a game.” When firms overlook your lack of experience, it’s often not due to their ignorance but rather a reflection of their need to maintain a façade of confidence in their hiring choices. The crux of the matter is that rejecting a candidate is an acknowledgment of the risk, whereas keeping you on board allows them to sidestep that uncomfortable conversation about what they could have missed.

In conclusion, while navigating this landscape may appear challenging, it’s crucial to play to your strengths and leverage the current hiring climate. With the right mindset and a bit of strategy, many firms are more open to nurturing new talent than you might think—turning an unqualified application into a fruitful career opportunity.