Data-driven insights into the structural talent crisis reshaping how US companies build finance teams
The accounting profession is facing a structural workforce crisis that shows no signs of slowing down. With 1,595,200 accountants and auditors employed in the United States in 2025, the math simply doesn't work: demand is rising while the pipeline of new professionals remains under pressure. Accounting degree completions declined 6.6% in 2023–2024, and the pipeline of new professionals isn't fully meeting employers' needs.
For finance leaders at growing companies, this isn't just an HR problem. It's a strategic challenge that requires rethinking how you build your in-house finance team.
The accounting workforce crisis stems from a fundamental imbalance between supply and demand. While the profession continues to grow in importance, the number of qualified professionals entering the field remains under pressure, although recent enrollment trends show signs of improvement.
The Bureau of Labor Statistics projects accountant and auditor employment will grow 5% from 2025 to 2035, adding 79,400 new positions. This growth rate, while moderate, compounds the existing shortage rather than alleviating it.
Beyond new positions, 115,300 openings are projected each year through 2035 due to retirements and career changes. This annual churn creates constant recruiting pressure for finance teams already stretched thin.
Approximately 21% of US accountants and auditors worked in accounting, tax preparation, bookkeeping, and payroll services in 2025. This concentration means corporate finance teams compete with public accounting firms and other employers for professionals with overlapping technical skills.
The BLS projects approximately 79,400 additional accountant and auditor positions between 2025 and 2035. These new positions come on top of openings created by retirements and career changes, adding to the recruiting pressure facing employers.
According to the BLS Occupational Requirements Survey, a bachelor's degree was required for 91.3% of accountants and auditors in 2025. This educational requirement limits the pool of candidates who qualify for many professional accounting positions and reinforces the importance of maintaining a strong education pipeline.
The CPA credential remains valuable, but the pipeline of new CPAs has experienced significant fluctuations. This creates particular challenges for finance teams that require certified professionals for audit, compliance, and senior accounting roles.
The number of new candidates entering the CPA exam pipeline reached 42,626 in 2023, the highest level since 2016. The increase occurred ahead of changes to the CPA exam, when candidates had an incentive to complete testing under the previous examination structure.
New CPA exam candidates fell to 28,082 in 2024, the first year of the redesigned exam. This decline followed unusually high participation in 2023 and reflects the effect examination changes can have on candidate activity.
The number of new candidates entering the CPA exam pipeline reached 16,448 during the first six months of 2025. This early-year activity suggested renewed momentum after the examination transition. Changes to CPA licensure pathways may also help address educational barriers to entry.
In the AICPA's 2025 Trends report, roughly 75% of surveyed firms that hired graduates in 2024 expected to maintain or increase their graduate hiring in 2025. This continued demand reflects market reality: employers need qualified professionals to fill critical accounting roles.
The accountant shortage isn't an abstract workforce trend. It's creating measurable operational challenges for finance teams across industries.
61% of finance leaders report experiencing either minor or significant shortages of accounting, finance, and CPA talent. This represents the new normal for CFOs and Controllers trying to maintain adequate staffing levels.
The 2026 Talent Shortage Index stands at 77%, representing a 31-point reversal from the 2025 Talent Surplus Index of 108%. This dramatic swing illustrates how quickly market conditions can shift against employers.
The 2026 Corporate Finance & Accounting Talent Study reported a Hiring Index of 134%, reflecting a rebound in hiring intentions following a two-year slowdown. For growing companies, stronger hiring demand can create significant competition for experienced candidates.
Approximately 46% of finance leaders reported minor shortages of accounting, finance, and CPA talent in 2026. Even relatively modest staffing gaps can create operational pressure when finance teams manage recurring reporting deadlines. When you need someone to own financial reporting and close processes, prolonged vacancies can become difficult to sustain.
Another 15% of finance leaders reported significant accounting, finance, or CPA talent shortages. These more severe staffing challenges can affect a company's ability to maintain financial reporting schedules and support growing operational demands. For companies struggling to fill critical positions, expanding recruitment beyond traditional local markets may provide additional hiring options.
Rising salaries are both a symptom of the shortage and a contributor to it. Finance teams face pressure to increase compensation while competing against other industries for the same talent.
The median annual wage for accountants and auditors was $83,680 in May 2025. While competitive, this figure represents the broader market. Individual roles in high-cost markets or specialized areas command significantly more.
Accountants and auditors working in finance and insurance earned a median annual wage of $93,290 in May 2025. This industry-specific compensation reflects the variation in accounting salaries across different sectors and highlights the competition for professionals with specialized experience.
The median annual wage for accountants and auditors working in management of companies and enterprises was $91,940 in May 2025. This compensation level reflects the value of experienced professionals who support complex reporting, budgeting, and financial management responsibilities.
The highest-paid 10% of accountants and auditors earned more than $144,090 annually in May 2025. This compensation premium highlights the cost of competing for highly experienced professionals. While higher salaries can help attract candidates, they also increase the financial commitment required to build and maintain senior finance teams.
Geographic flexibility has become essential for finance teams competing for scarce talent. Companies that limit their search to local candidates may face additional hiring constraints.
The BLS Occupational Requirements Survey found that 68.4% of accountant and auditor jobs routinely allowed telework in 2025. This flexibility expands the potential talent pool but doesn't solve the underlying shortage of qualified professionals.
Approximately 144,100 openings for bookkeeping, accounting, and auditing clerks are projected each year through 2035 due to retirements and career changes. Although these positions differ from professional accountant roles, the ongoing replacement demand illustrates why financial recordkeeping and accounting support continue to require qualified workers.
For finance leaders looking to build remote accounting teams, the key is finding professionals who can work as embedded members of your organization rather than as external service providers.
The shortage isn't just about retirements. It's about a shrinking pipeline of new professionals entering the field, although recent enrollment trends suggest that conditions may improve.
Accounting bachelor's and master's degree completions decreased by 6.6% in the 2023–2024 academic year, according to the AICPA. This decline means fewer new graduates available for Staff Accountant and junior roles, although recent enrollment growth suggests that the pipeline may eventually strengthen.
Bachelor's degree completions in accounting dropped by 3.3% in the 2023–2024 academic year. The decline was smaller than the decrease in overall accounting degree completions. Early signs of recovery exist, but they won't address immediate hiring needs.
Approximately 40,817 students earned a bachelor's degree in accounting during the 2023–2024 academic year, according to provisional federal education data cited by the AICPA. This output represents an important source of new accounting talent, although not every graduate immediately enters the profession.
Master's degrees in accounting and taxation saw an approximately 15% decrease, with 14,335 graduates in 2023–2024. Advanced degree holders can fill Senior Accountant and Accounting Manager roles, although these positions also depend heavily on practical experience and technical qualifications.
Encouragingly, undergraduate accounting enrollment increased 7.3% in fall 2025, suggesting the longer-term pipeline may be starting to recover.
AI is changing the accounting profession, but not in the way many predicted. Rather than eliminating jobs, automation is raising the bar for what high-skilled finance professionals need to do.
The U.S. Bureau of Labor Statistics projects a 6% employment decline for bookkeeping, accounting, and auditing clerks between 2025 and 2035. This contrasts with projected employment growth for accountants and auditors. AI and other technologies handle portions of transactional work, but companies still need professionals who can:
This creates demand for AI-proficient finance professionals who can work alongside technology rather than simply execute repetitive tasks.
The statistics make one thing clear: traditional hiring approaches alone may not solve this problem. Finance leaders need access to high-skilled talent through channels that extend beyond the constrained US pipeline.
Modern finance talent platforms like MAVI help US companies build their in-house finance teams by matching them with rigorously vetted global professionals. These aren't external accounting service providers or outsourced accounting functions. They're dedicated, embedded team members who work inside your existing systems, tools, and workflows.
The difference matters. Companies that access global talent through precision matching can:
MAVI's vetting process evaluates candidates on work experience, credentials, technical capabilities, systems knowledge, and communication ability. According to MAVI, only about 2% of applicants pass its five-stage screening process and enter the network, helping finance teams access professionals whose baseline qualifications have already been assessed.
MAVI also combines AI-driven matching with human expertise to identify candidates aligned with specific role requirements, industry experience, accounting standards, and software familiarity.
The platform provides ongoing support throughout talent engagements, helping employers reduce recruitment and administrative complexity while retaining direct oversight of their finance teams.
The accountant shortage is forcing finance leaders to rethink how they recruit experienced professionals. With sustained hiring demand and continued pressure on the accounting talent pipeline, companies need access to qualified candidates beyond traditional recruitment markets.
MAVI helps US companies hire rigorously vetted, experienced global finance and accounting professionals through an AI-powered talent platform.
Finance leaders can use MAVI to:
Whether the priority is month-end close, financial reporting, budgeting, or forecasting, MAVI helps companies find professionals capable of supporting critical finance responsibilities.
Find vetted finance talent with MAVI and build a stronger, more flexible finance team.
The shortage stems from three converging factors: experienced professionals leaving the workforce, a constrained education pipeline, and sustained demand for accounting expertise. Accounting degree completions declined 6.6% in 2023–2024, while the BLS projects 115,300 annual openings through 2035. CPA educational and licensure requirements have also influenced the professional talent pipeline, although additional licensure pathways and recent enrollment improvements may help address these challenges.
Finance leaders report significant operational strain, with 61% experiencing talent shortages. Continued competition for experienced professionals can create extended vacancies in critical functions. Companies may face delays in month-end close, financial reporting, audit preparation, and strategic planning when accounting positions remain unfilled.
Remote work has expanded geographic reach, with the BLS reporting that 68.4% of accountant and auditor jobs routinely allowed telework in 2025. However, remote work alone doesn't create more accountants. Companies benefit most when they combine remote flexibility with access to global talent pools where qualified professionals exist but traditional US hiring channels don't reach.
AI automates transactional accounting tasks but doesn't eliminate the need for skilled professionals. Instead, it raises the bar for what finance teams need: people who can review AI outputs, apply judgment to complex situations, handle exceptions, and take accountability for results. Employment of accountants and auditors is still projected to grow 5% through 2035.
Finance leaders are increasingly turning to precision matching platforms that access global talent networks. These solutions can surface qualified candidates quickly, with rigorous vetting that goes beyond traditional resume screening. The key is finding embedded professionals who work as part of your team rather than external service providers.
