Find Employees

Since 1998, our recruiting and staffing agency has been dedicated to providing top-notch talent solutions. We understand that the world of accounting and finance requires a unique approach, just like our philosophy of making better matches.

Our Approach

Our approach goes beyond simply filling positions; it’s about finding the perfect match that benefits both the company and the candidate. We recognize that success involves more than technical skills and qualifications on paper. That’s why our qualification process is designed to ensure a win/win scenario for both our client companies and the professionals we place.

Diverse Placements

We specialize in a wide range of placements, including:

  1. Direct Hire: We connect companies with permanent professionals who are the ideal fit for their needs.
  2. Contract Placements: For companies seeking temporary support, our contract placements provide skilled professionals on a short-term basis.
  3. Contract-to-Hire: We offer the option to transition contracts into full-time employees if both parties agree it’s a good fit.

Our Areas of Expertise

Our seasoned recruiting team possesses firsthand experience in their fields, enabling them to bring deep industry knowledge to every placement. We specialize in placing candidates in five key disciplines: 1) accounting and finance, 2) executive administrative, 3) human resources, 4) information technology, and 5) LBMC executive talent.

Our Commitment to Relationships

At our core, we believe that lasting relationships are the foundation of successful recruiting. We don’t just focus on filling a job and moving on. Instead, we approach each engagement with genuine care and attention because we value the connections and relationships that continue to grow long after a successful match is made.

Whether you’re a company seeking contract accounting services or a professional looking for the right accounting role, our dedicated team is here to make a better match for you. We’re not just about recruiting; we’re about building successful partnerships that stand the test of time.

Direct Hire

LBMC’s search methodology separates us from others in contingency search and ensures you receive the focused insight and dedicated commitment to hiring success that you and your business deserve.

LBMC Process for Recruitment

Our Experience Makes a Difference – The placement consultants at LBMC Staffing Solutions are seasoned professionals who take a consultative approach when working with clients. We have assembled a group of talented individuals with diverse backgrounds and “real world” experience, education and certifications in the disciplines for which we recruit. This enables us to more thoroughly vet and pre-qualify candidates, presenting only top candidates to you through comprehensive screening.

Quality Network and Approach – Through our affiliation with Tennessee’s largest financial services firm, we have a broader and deeper base of contacts than our competitors to locate candidates and attract referrals. The LBMC Staffing Solutions service approach is very hands-on, collaborative, and transparent. We have stability, credibility and a proven reputation of the highest level of ethics and confidentiality. The problem-solving ability we bring to servicing your search will ensure its success. We also work with you to promote your opportunity and sell your company.

Our Client Service is Exceptional – You can expect strong communication from our team, including the little things – your phone calls and emails are returned promptly! Expectations are established, communicated and revisited during the engagement. You will appreciate a high sense of urgency on our team’s part to fill your positions. You will be a priority.

We recruit the RIGHT talent that make good businesses BETTER – We provide access to a vast network of highly qualified candidates. Our tenure and work experience in the disciplines we recruit allow us to listen to your needs and bring valued market knowledge. This combination enables us to recruit, qualify and make better matches for both our clients and candidates.

Contract Placement

When you need a contract placement, you tell us what your needs are and when you need the help. Then, we look for the right talent to fit those needs. Our goal is to make your job more manageable by providing the necessary resources to assist you in meeting critical deadlines. By utilizing a consultant, employers reduce fixed costs while gaining top talent for their specific projects.

Contract Placement – When to use a Consultant

Additional Project Examples:

  • Interim management roles (CFOs, Controllers, CIO, IT Directors)
  • Forensic accounting
  • Audit preparation including SOX compliance
  • Internal and external financial reporting including SEC filings
  • Tax accounting
  • Budgeting and analysis
  • Account reconciliation
  • Bankruptcy support
  • Accounting clean up
  • International business and tax
  • Inventory analysis/cost accounting
  • QuickBooks setup/clean-up
  • System implementations
  • Internal controls review
  • Business process benchmarking, improvement and design
  • HR management consulting
  • IT project/program management
  • Application/software development
  • Business analysis
  • Network security

The LBMC Difference

The LBMC Difference is about listening and understanding your business needs, as well as using a detailed process to help you secure the right talent to fit your opportunity. We believe our job is to do more than simply send out resumes.

The LBMC Difference:

  • Professional recruiters with expertise in the specific disciplines they recruit
  • An expansive candidate referral network through our affiliation with one of the Southeast’s premier financial services firms
  • Pre-screened candidates for technical AND cultural fit enhancing employee retention
  • Market knowledge and industry experience resulting in a consultative approach to recruiting
  • Efficient qualification, selection and presentation of candidates – saving you time and money

Employer Testimonials

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“I have enjoyed working with LBMC over the past several years on various Administrative, Marketing and Accounting/Finance opportunities. They have a great approach and work to fully understand our needs and the role itself, which is a critical step in the search process. LBMC always keeps me informed, and I appreciate their sense of urgency, as well as their attention to quality and thoroughly screening of candidates prior to introducing them to us is greatly appreciated. They are committed to excellence and finding a “perfect fit” for our position that will be with us for years to come. The strong skills the LBMC team brings to the table make them outstanding at partnering with us to select individuals at all levels to join our team. LBMC are fantastic partners for us and help us create a winning team!”
Marsha Hicks, PHR Director of Human Resources MedSolutions, Inc.
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“The impact of the employee LBMC Staffing Solutions recruited for me has exceeded my expectations. She has done more in the few months she has been with us to help me manage my business than any other over the last 5 years. In this short time, I can already see the return on investment of engaging LBMC. They listened to what I needed and did an excellent job finding just the right match for me!”
Connie S. Gowder, President/CEO Connico Inc.
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“We have enjoyed the opportunity to work with LBMC on several staffing engagements through the years and consider them a great business partner and friend. Their approach to fully understanding the client needs prior to beginning the search process is invaluable and truly established a strong sense of partnership and connection which is the foundation of a long-term and strategic relationship. They demonstrated a high degree of urgency and have led us through the process of selecting outstanding individuals at all levels to join our team. Their commitment to excellence is a great complement to our principles and we know and trust that LBMC will deliver on their promise of building a true partnership with our organization . . . a partnership which is focused on making a great connection between candidate and company every time!”
Jason T. Brooks, PhD, SPHR Vice President American Addiction Centers (Formerly with Hunt Brothers)
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“We have had the pleasure of working with LBMC Staffing Solutions and were impressed with the level of professionalism, thorough screening of candidates, always quick response and overall customer service we received. LBMC Staffing Solutions knows what to look for in a CFO and the individual we hired because of their efforts has worked out exceedingly well. We are thrilled with the results of our search!”
Doug Webb, Chief Financial Officer Sleep Nation (Formerly AVP at HCA Physician Services)
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“We recently filled a manager position on our Finance team. After working with both our internal recruiting team and a couple of different external firms for several months, we decided to contact LBMC. The level of candidates received from LBMC surpassed anything received from the other recruiters. All LBMC candidates were seasoned professionals with the experience and expertise we required. When it came time to make an offer, we actually had a hard time deciding between two of the excellent LBMC candidates. That’s a great problem to have! We will definitely look to LBMC for our future recruiting needs.”
Angie Petty, CPA, MBA General Ledger and Benefits-Payroll Accounting Leader Cummins Business Services

Accounting and Finance Candidates

We place a wide range of accounting and finance candidates from c-suite to staff level. Explore a partial listing of our current Accountant Professionals available below.

If you are searching for a specialized candidate with a certain skill set or would like a more detailed listing of top talent, please contact one of our search consultants today, and they will help you find the perfect fit.

Types of Accounting and Finance Positions We Place

  • CFO
  • VP of Finance
  • Director of Finance
  • Director of Accounting
  • Director of Internal Audit
  • Internal Auditor
  • Treasurer
  • Controller / Assistant
  • Controller
  • Accounting Manager
  • Tax Director / Manager
  • Tax Accountant
  • Financial / Budget Analyst
  • Cost Accountant
  • Payroll Manager
  • Senior Accountant
  • Staff Accountant

Accounting and Finance Candidate Profiles

Interim Part Time Senior Accountant/Accounting Manager-NW1

This MBA has more than 20 years of experience in accounting and financial reporting. She has experience with GL accounting including adjusting journal entries and account reconciliations. She completed multiple successful projects for LBMC Staffing and was extended on those projects. We received very positive feedback from our clients. They love her work and working with her. Former supervisors said she has strong technical accounting skills in the SEC reporting area. They also said this consultant is easy to work with, organized, detail oriented and has outstanding verbal and written communication skills. She has advanced excel skills including pivot tables and vlookups, and she can write MACROS. Her systems skills include Microsoft Dynamics, Intacct, QuickBooks, SAP, Oracle and Workiva. Pay Rate – $55/hour to $60/hour wants to work part time and doesn’t want a long extended commitment.

Technical Accounting Consultant – Controller/CFO level-NW2

This CPA has Big Four public accounting experience at the Senior Manager Level followed by 15 years of experience in industry at roles ranging from Assistant Controller to CFO  Her company experience ranges from small, closely held companies to multinational corporations with SEC reporting requirements.  She is high energy, loves a challenge and has strong technical accounting and system skills.  She is a dedicated consultant who will commit to any duration of a project.

Interim Controller-NW3

This degreed accountant with fifteen years of progressive accounting experience from staff accountant to controller. She has experience with Intacct and has been involved with an Intacct implementation. She has been involved in the integration of more than 22 companies that ranged in size from $250K of revenue to more than $10 million. Some of those companies were on a cash basis prior to their acquisition. In 2022, Julie decided to go out on her own to do accounting consultant in order to have more control over her time and schedule. Julie has completed successful projects for LBMC Staffing. A former hiring manager said,  “Julie does a great job and has made such an impact in such a short time.  We are fortunate to have found her”.

Interim Accounting Manager-NW4

This degreed accountant has more than ten years of experience in accounting roles and has also completed multiple successful projects for LBMC Staffing as a consultant. Multiple companies have wanted to hire her permanently. She has a strong work ethic and is skilled at supervising employees but also thrives in a role where she is a hands on producer. She is detail oriented with solid technical accounting skills, and a confident system user and has an intermediate proficiency with Excel.  She has worked in multi-entity environments with intercompany transactions. Gina has experience with multiple GL systems including Sage Intacct, Great Plains, NetSuite, and QuickBooks.

CPA and Hands-On Controller-AM01

CPA and hands-on Controller who started his career in public accounting and worked as an audit manager. He has worked in a variety of industries over his career including logistics, manufacturing, and distribution. This candidate is a technically strong accountant who also has deep experience with budgeting and Excel financial analysis. He is willing to work on projects from senior accountant level to hands-on Controller on a variety of projects, as needed. He implemented the new leasing standard at his previous role and worked to obtain a credit facility with lenders. Immediately open to full time contract and temp-to-hire roles.


Senior Accountant with Strong Excel and systems skills- AM-02

Dedicated LBMC Staffing consultant at the senior accountant level. This degreed accountant has robust experience in general ledger accounting, AP, AR, Billing, Payroll/HR, fixed assets, account reconciliations, cash management, and all aspects of month-end close. This candidate has intermediate Excel skills and is very comfortable with pivot tables and VLOOKUP functions. She also has experience utilizing Power Query with large data sets. She has experience with a variety of general ledger systems, including Sage Intacct and NetSuite. Immediately open to full-time contract roles in office, hybrid or remote.

Fractional Senior Accountant – Remote-AM-03

This degreed accountant with an MBA is a strong senior accountant with over 10 years of robust experience in general ledger accounting, month-end close, and financial reporting. She has strong Excel skills and experience with basic pivot tables and VLOOKUP functions. She also has experience with and has many years of experience with Dynamics/Great Plains general ledger system. This consultant has contracted through LBMC Staffing performing accounting project work for multiple clients in a part-time capacity with excellent results. Available for 15 to 25 hours per week of remote contract work.

Finance Executive with over 25 Years Experience-MLS1

Inactive CPA with over 25 years of experience in a variety of industries. Financial executive recognized for driving financial growth, implementing efficient procedures, and fostering client relations. Hands-on with full GL, financial reporting & budgeting, development of accounting processes and procedures. Multi-stare, multi-entity experience.

MBA Consultant-MLS2

MBA consultant with over 25 years of manufacturing experience. Inventory, cost accounting, bill of materials, systems implementations, lean manufacturing, budgeting & forecasting, process improvements.  Multiple ERP systems, advanced Excel skills.

Construction/Manufacturing Experienced CPA-DC1

This CPA candidate has spent the first 10 years of her career in public accounting primarily serving clients in the construction and manufacturing industries.  The past 5 years has primarily been focused on M&A transactions for a variety of industries.  Although a highly technical accountant, this candidate enjoys being involved in and having oversight of a variety of tasks within an organization. A small to mid sized private company with strong growth potential will be the ideal fit for this highly motivated candidate.

Finance Director – Manufacturing-DE1

This operationally minded finance director candidate received his undergraduate degree in Accounting and Masters in Information Systems and Accounting and began his career in public accounting.  He was exposed to tax, audit and financial statement preparation while in public accounting prior to transitioning his experience to private industry where he has really enjoyed manufacturing finance/accounting.  He has steadily progressed currently serving in a Senior Finance Management role for a large division of an international manufacturer with responsibility for a large, complex P&L.  He enjoys being a resource to executive leadership and working on forecasting and strategy with the operations team.  Limited continued advancement potential locally is the primary motivation behind his confidential search.

Entertainment / Business Management Senior-DE2

This Senior Accountant candidate has a Masters in Accounting with a focus in Taxation and 5 years of progressive experience in public accounting providing both accounting and tax services to high net worth individuals and music management companies.  This bright and personable CPA candidate is seeking her first opportunity outside of public accounting where she can apply her experience and knowledge gained in a more balanced work environment.

Manufacturing – Controller, CPA-LH1

Sharp CPA with 8 years of progressive accounting experience with a combination of public accounting and industry experience. Started their career in public accounting auditing manufacturing clients primarily. For the past 5 years, this candidate has spent time in industry manufacturing positions and has managed small teams of Staff and Seniors. Strong process improvement mindset with ERP conversion experience.

Public Accounting, Audit – CPA-LH2

Bright CPA with 4 years of public accounting experience auditing healthcare and manufacturing clients. Many of their engagements were first year audits so very comfortable establishing process and helping cleanup. This candidate is looking for their first position out of public accounting where they can gain industry experience and make an impact.

Versatile Accounting Manager – MS1

This candidate has over 10 years of robust industry experience including a heavy focus on revenue, ASC 606 implementation, and month-end close. She also has been involved in the implementation of NetSuite and other reporting tools and has been a key contributor in the development of accounting processes of various companies in growth mode. Depending on the company this candidate is open to Senior Accountant or Accounting Manager roles. Target compensation: $95K-$110K.

CPA/MBA Strategic and Operational CFO – MS2
CPA with extensive experience in public, private, and private-equity owned organizations. His initial industry experience was with a large public company focused on budgeting and forecasting. The next 9 years of the candidate’s career were spent building out the FP&A function at a private transportation company where he designed and implemented several new software systems, established KPIs, and spearheaded modeling efforts to drive strategic plans. He was a key team member who facilitated the company sell process to a private equity firm and successfully managed multiple QoE engagements, a lengthy due diligence process, as well as carve out and sale of numerous business units from the parent company. For the past two years, he has been serving in fractional CFO roles and providing CFO consulting services but is now seeking a full-time CFO position in a middle market company or a VP Finance role in a large enterprise company.

Senior Financial Professional/CPA-BC1

This senior financial professional/CPA is a proven LBMC dedicated consultant with over 20 years of progressive public and industry accounting experience. They are very comfortable serving as either a hands-on senior individual contributor or interim controller with management responsibilities. Their strengths include advanced technical accounting knowledge, strong Intacct experience coupled with advanced Excel. They have a wide breadth of experience having worked for both PE Backed start-ups and large corporations. They quickly integrate into projects and are always well-liked by our clients.

Senior Technical Accounting Consultant-BC2

A Senior Technical Accounting Consultant with a 25-year track in public and industry accounting. Their expertise spans SEC financial reporting, mergers and acquisitions, IPOs, divestitures, spin-offs, and public debt offerings. They have a robust history of handling both the transactional and post-transactional aspects of significant financial operations, backed by extensive experience in due diligence, audit readiness, and strategic financial analysis. They have a proven track record of success performing at high level for LBMC Staffing.

Executive Administrative Candidates

At LBMC Staffing Solutions, we place executive administrative candidates including: executive administrators and assistants, office managers, administrative assistants, marketing coordinators and assistants, as well as sales assistants.

Explore a partial listing of our current Administrative professionals available below. If you are searching for a specialized candidate with a certain skill set or would like a more detailed listing of top talent, please contact one of our search consultants today and they will help you find the perfect fit.

Types of Executive Administrative Positions We Place

  • Office Manager
  • Executive / Administrative Assistant
  • Sales Assistant

Executive Administrative Candidate Profiles

Executive Assistant-MAS1

10 years of experience as an Executive Assistant, with 5 of these supporting C-Suite executives.  Manages busy calendars in an ever-changing environment, international and domestic travel, anticipating Executive’s needs, as well as the importance of discretion and confidentiality when working with sensitive information.  Well versed in managing calendars, meetings, travel, expense statements and a broad variety of administrative duties. Bachelors, MS Office, Resourceful.

Human Resources Candidates

At LBMC Staffing Solutions, we place human resource candidates including: C-suite/VP of HR, HR directors, managers, generalists, coordinators, as well as training and development managers, compensation managers/analysts, benefits administrators, coordinators and employee relations positions.

Explore a partial listing of our current Human Resource Professionals available below. If you are searching for a specialized candidate with a certain skill set or would like a more detailed listing of top talent, please contact one of our search consultants today and they will help you find the perfect fit.

Types of Human Resources Positions We Place

  • VP of Human Resources
  • Human Resources Director / Manager
  • Human Resources Generalist
  • Training and Development Manager
  • Compensation Manager / Analyst
  • Benefits Administrator / Coordinator

Human Resources Candidate Profiles

Chief People Officer-MAS1

This CHO has an outstanding track record of successfully scaling companies in a startup environment. She is known for building high-performing teams and processes where there is little time, capital, and guidance, and has consistently delivered tangible results in terms of employee engagement, retention, and organizational effectiveness. Well known for fostering a culture of innovation, winning Best Places to Work at two former companies simultaneously. Competent in all areas of HR, with an emphasis on employee experience and retention. MBA, HRIS, 15 years of progressive HR experience.

Head of HR-MAS2

Head of HR with more than 15+ years of comprehensive human resources experience including talent acquisition, engagement, retention, start-up operations, compliance, and leadership in multi-site, multi-state organizations both public and private. Proven track record of developing and implementing HR programs and initiatives. Extensive knowledge in leveraging technologies to streamline HR processes to ensure integrity of data and business reporting to support strategic business decisions. Successful in the development of HR departments in both small and large corporations as well as acquisition integration. Industry experience in healthcare, retail, and manufacturing.
PHR-SHRMCP, Bachelors, HRIS, Payroll

Office Manager-MAS3

Organized Office Manager well versed in coordinating busy workflows to support busy executives.  Proactive problem solver with high level business and financial acumen.  MS Office, CRM, Expense reporting and strong communication skills.  Bachelors

Payroll Manager-MAS4

Over 15 years of Payroll experience.  Managed bi-weekly and semi-monthly payrolls, set up tax accounts for federal and state taxes, and conduct quarterly audits on benefit accounts.  Month end transactions and reconciled general ledger.  Paylocity, Paychex, Lawson, UKG and ADP.  Bachelors.

Executive Assistant-MAS5

Extensive experience providing full complement of executive assistant services to C-Suite corporate leadership team.  Strong organizational planning, meeting calendaring, travel arrangements, expense reporting as well as crisis management.  Extremely organized and meticulous self-starter with a strong ability to manage multiple projects under pressure.  MS Office Suite, Bachelors.

Information Technology Candidates

At LBMC Staffing Solutions, we place information technology candidates including: analysts, project managers, developers, engineers, administrators, help desk as well as other IT support positions.

Explore a partial listing of our current Information Technology Professionals available below. If you are searching for a specialized candidate with a certain skill set or would like a more detailed listing of top talent, please contact one of our search consultants today and they will help you find the perfect fit.

Types of Information Technology Positions We Place

  • IT Management
  • Project Manager
  • Business / Data Analyst
  • Network Engineer
  • Desktop Support Management / Technician

Information Technology Candidate Profiles

Please contact us for more information.

LBMC Executive Talent Candidates

Explore a partial listing of our LBMC Executive Talent Candidates available below. We place key leadership positions such as CEO, COO, and CIO, with an initial focus on the healthcare sector.

If you are searching for a specialized candidate with a certain skill set or would like a more detailed listing of top talent, please contact one of our search consultants today and they will help you find the perfect fit.

Types of LBMC Executive Talent Positions We Place

  • Chief Executive Officer (CEO)
  • Chief Financial Officer (CFO)
  • Chief Operating Officer (COO)
  • Chief Information Officer (CIO) /Chief Technology Officer (CTO)
  • Chief Legal Counsel / General Counsel (GC)
  • Chief People Officer (CPO)
  • Chief Growth/Development Officer (CGO/CDO)
  • Other Key Executives

LBMC Executive Talent Candidate Profiles


Masters in Engineering and Technology Management.  35 year career, 15+ in building and leading teams in healthcare.  Experience building an EMR and diagnostic support tools as well as supporting large payer platforms and services.  Successful in leading execution and innovation in high growth companies.  His management style is most evident through the long list of followers he has been able to continue managing throughout his CIO years. He measures his success by the magic created and solutions provided at the patient care level and knows this can only occur when his leadership and his team align for the mission. Leading teams to build patient platforms that innovate and improve the point of care for both the clinician and the patient is always the focus. Certifications include: CHIME-Certified Healthcare Chief Information Officer, AEHIS-Certified Healthcare Information Security Leader, CHIME-Certified Digital Health-Executive


Master’s degree in Leadership and Organizational Performance at Vanderbilt University. COO of a privately backed speech/physical/occupational therapy multi-site provider where he grew revenue by 110% and patients served in excess of 100%. More significant, is his implementation of operational processes, KPI reporting and developing fluency among clinicians to establish buy-in that would support the organization’s rapid growth and integration of new providers. His top-down strategic thinking and ability to prioritize operations stems from his successful career in management and consulting. Having been tasked with managing highly charged political relationships between PWC & Google, he is highly skilled in a consultative approach to problem solving in high stress environments. His next career move will involve partnering with an executive team ready to affect growth and change through systems efficiencies. Certifications include: CBAP, PMP, SSGB, FACHE Fellow

Client Success Story

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Matt McCauley, Logo Brand

Client Success Story

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Phil Clark, EnableComp

Navigating a challenging talent market

Companies are thinking outside the box to come up with solutions to hire and retain team members. LBMC experts recently weighed in on the challenges employers are facing when seeking new talent for their teams and how they are working to overcome them.

1. Offer flexibility when possible.

As more employers allowed remote work during the pandemic, much of the workforce got used to having better “work life integration.” Employees experienced the benefits that came from being able to put dinner in the oven or throw in a load a laundry and hop back on the computer to complete their work. Perhaps even more impactful was the elimination of commutes, which gave people additional time to focus on work and made their jobs more efficient overall. As a result, recruiters are increasingly finding that some candidates don’t even look at opportunities without a remote or hybrid option.

In general, the more flexibility a company can offer, the larger the pool of prospective candidates they will have. If you can offer them, providing remote, hybrid and flex options to new team members will go a long way in your talent acquisition strategy.

2. Communicate clearly and manage expectations.

For many employers, remote or hybrid work is simply not an option for much of their workforce. Some industries, such as manufacturing and health care, have roles that by nature have to be onsite to do their jobs. For these employers, navigating work arrangements can be particularly challenging if they also have roles, such as administrative or office managers, who are not required to be in the office to get the work done.
So how do employers with front-line workers handle the roles that could be hybrid or full remote? The key is communicating clearly, setting realistic expectations and explaining the reasons behind your decisions. Different work arrangements don’t necessarily have to be fair, but they should be equitable. Letting your team members know the why will help them understand the rules. Even if they don’t agree with your decision, they will be more likely to accept it.

3. Be open to one-off requests.

If you find a strong candidate for a role you are trying to fill, be open to special requests. Recruiters are finding that when it comes to hiring, taking the long view pays off. In a recent example, one company found success getting a one-off approval for a prospective hire to work a hybrid schedule when others were 100% in-office. The employer couldn’t afford to pass up the skills and experience of the candidate, and an offer was made with the option to work a partial remote schedule.

Take time to evaluate your policies and listen to your team members. In today’s market, providing options for your workforce may be more important to adhering to existing company practices.

4. Manage remote employees appropriately.

If you have team members that work remotely, make sure your leaders are trained on the differences in managing employees that are physically in the office on a daily basis versus working remote. Frequent, consistent communication is critical, and engagement is necessary to drive results and retention. Having systems in place will help ensure the work is getting done properly and on time. Set expectations on the front- end when hiring a team member in a remote setting, and make sure everyone is on board.

5. Remove the one-size-fits-all lens.

While much of the conversation over the last two years has been around remote work, it’s important to keep in mind that not all individuals want to work from home. Rather, a subset would prefer to be in the office. Some recognize they are more productive in an office setting, gain energy from being with others, or like to separate work from home for various reasons. Others also see the benefits of receiving mentorships and a potentially better chance of getting noticed for advancement opportunities more readily when face-to-face with management. As you look at your hiring strategy, there’s not a one-size-fits-all approach. It truly comes down to the individual.

6. Pay attention to market demand.

Another notable trend is rising salary numbers. In fact, one recruiter mentioned an approximate 20% increase in starting salaries for accounting graduates over just two years ago, while another panelist shared data on $60 – $70K starting salaries for B-level accounts payable positions. More experienced roles are also demanding higher pay.

Even for employers with increased budgets and the ability to pay higher salaries, finding talent at certain levels of experience is a challenge. As you look to fill positions at all levels, be aware of what the market will bear and determine whether you are willing to pay it.

7. Consider market adjustments for your team.

Employers are finding it may not be enough to look at salaries of new talent joining their organization; it’s just as important to review the current compensation of their existing teams. One tactic that is proving successful involves reviewing data around current market salaries across industry, geographic region, and even nationally, and making market adjustments to create better alignment. These adjustments are separate from annual performance salary increases and should be noted as such.

If you decide to go this route, make sure you document the adjustments in writing and show them as two separate line items, making it clear that a portion of the increase is a market adjustment and will not necessarily take place the following year.

8. Rethink roles.

While certain roles require a CPA, it’s beneficial to look closely at the actual work being performed in roles across your organization. For example, if the position requires a CPA, what percentage of the time is the employee spending doing CPA-type work? Look at the possibility of shifting the portion of more tactical, clerical, and repetitive work to a less expensive role. By realigning the work to meet the salary expectation, you will not only save money, but also increase retention.

9. Stay connected.

According to The Work Institute, candidates typically don’t leave a job because of money; most leave because they are unhappy with their manager/leadership or don’t see career development opportunities for themselves within the organization. The Work Institute also found there was a higher percentage of employee engagement during the pandemic, as employers showed care and concern and afforded the flexibility their teams needed.

As we came out of the pandemic and employee engagement dropped, employers should not lose sight of staying connected with their teams. Communicating regularly is key to a strong culture and will lead to higher engagement and retention.

Contact Us

Nashville Headquarters:
201 Franklin Road,
Brentwood, TN 37027

Phone: 615-377-4600

Office Hours: 8 a.m. – 5 p.m., Monday-Friday

Mailing Address:
P.O. Box 1869,
Brentwood, TN 37024-1869

605 Chestnut Street, Suite 1100
Chattanooga, TN 37450

2095 Lakeside Centre Way, Suite 220
Knoxville, TN 37922

Candidates (Looking for a job?) – Use the Applicant Portal to see jobs list and send us your resume.

Employers/Clients – Use form below.