26 Accounting Hiring Statistics in 2026

Market data revealing why finance leaders are rethinking talent acquisition strategies amid a persistent accounting shortage

The accounting profession faces a fundamental supply-demand imbalance in 2026. With 115,300 job openings projected annually through 2035 and only 55,152 accounting degrees awarded last year, companies cannot rely on traditional hiring pipelines alone. This gap has driven finance leaders toward global finance talent solutions that provide access to experienced, pre-vetted professionals who can integrate directly into US-based teams.

The statistics below paint a clear picture of where the accounting job market stands today and what strategies are working for companies that refuse to let talent shortages slow their growth.

Key Takeaways

• Hiring demand remains strong despite graduate decline: 75% of firms that hired in 2024 expect to hire the same number or more employees in 2025
• The talent pipeline is shrinking: Accounting degrees awarded dropped 6.6% year-over-year to just 55,152 in the 2023-2024 academic year
• Recruitment remains a top challenge: 64% of firms report that finding qualified candidates is highly or somewhat challenging
• Salaries continue rising: The median annual wage for accountants reached $83,680 in May 2025, with top earners exceeding $144,000
• Automation cannot fill the gap alone: Nearly half of firms (49%) consider increasing automation when unable to fill roles, yet qualified professionals remain essential
• Enrollment shows early recovery signs: A 12% enrollment increase for two consecutive semesters suggests the pipeline may be stabilizing

Understanding the Current Accounting Job Market in 2026

The accounting profession sits at an inflection point where strong demand collides with constrained supply. Finance leaders navigating this environment need hard data to inform their talent strategies.

1. 1,595,200 accountants and auditors were employed in the United States in 2025

The US accounting workforce represents a substantial professional population, yet this number masks significant churn and replacement needs that keep hiring managers constantly searching for qualified candidates.

2. Employment is projected to grow 5% from 2025 to 2035

Accountant and Auditor employment is expected to grow faster than average for all occupations over the next decade. This growth rate, combined with retirement-driven departures, creates persistent hiring pressure across industries.

3. 79,400 new jobs will be added for accountants over the next decade

Beyond replacement hiring, the profession will see net job creation of nearly 80,000 positions between 2025 and 2035. Companies competing for talent in this expanding market need efficient hiring processes to secure qualified professionals.

4. 115,300 job openings are projected annually through 2035

This annual opening figure accounts for both growth and replacement needs, representing the total hiring volume the market must absorb each year. For context, this exceeds the total number of accounting degrees awarded annually by more than double.

The Accounting Talent Shortage: Statistics and Implications

The accounting talent shortage has moved from a talking point to a structural reality. These numbers reveal why companies are expanding their talent search beyond traditional boundaries.

5. 55,152 accounting degrees were awarded in 2023-2024, down 6.6% from the prior year

The total output of bachelor's and master's accounting programs dropped 6.6%, continuing a multi-year decline that has fundamentally altered the supply-demand equation in accounting hiring.

6. 40,817 students earned accounting bachelor's degrees in 2023-2024

Bachelor's degree production fell 3.3% compared to the previous year, further constraining the entry-level talent pipeline that firms depend on for succession planning.

7. Master's degrees in accounting dropped approximately 15% to 14,335

The nearly 15% decline in graduate accounting education is even more pronounced than undergraduate trends, reducing the pool of candidates prepared for advanced roles like Controllers and Accounting Managers.

8. Enrollment increased 12% for two consecutive semesters in 2024-2025

The first encouraging sign in years: accounting enrollment grew by 12% for two straight semesters in 2024 and 2025. However, these students will not enter the workforce for several years, leaving current hiring challenges unresolved.

Hiring Outlook and Demand for Accounting Professionals

Despite supply constraints, companies continue hiring aggressively. These statistics demonstrate just how competitive the accounting talent market has become.

9. 75% of public accounting firms expect to hire the same or more in 2025

Three-quarters of firms that hired in 2024 plan to maintain or increase their hiring volume. This sustained demand, against a backdrop of declining graduates, intensifies competition for available talent.

10. 11,985 new graduates were hired by public accounting firms in 2024

Public accounting firms responding to the AICPA survey hired nearly 12,000 recent graduates. This represents a fraction of total industry hiring, as corporate finance teams, startups, and mid-market companies also compete for the same candidates.

11. Only 18% of firms anticipated lower hiring rates in 2025

Fewer than one in five firms expected to reduce hiring, signaling that most organizations see continued growth in their accounting headcount needs despite market challenges.

12. 124,200 job openings for accountants are projected annually from 2024 to 2034

Alternative projections place annual openings even higher at 124,200 positions, reinforcing the scale of demand that traditional hiring channels cannot satisfy alone.

Recruitment Challenges Facing Finance Teams

Finding qualified accounting talent has become one of the most pressing operational challenges for CFOs and finance leaders. The data confirms what many have experienced firsthand.

13. 64% of accounting firms say recruitment is highly or somewhat challenging

Nearly two-thirds of firms acknowledge recruitment difficulties, making talent acquisition a top-tier operational concern rather than a routine HR function.

14. 32% rate hiring and talent development as their highest priority

The percentage of firms placing talent at the top of their priority list jumped from 23% in 2023 to 32% in 2024. This shift reflects growing recognition that talent constraints directly impact business performance.

15. 58% say training and development of existing employees is challenging

Beyond hiring, 58% firms struggle to develop their current teams. This creates opportunities for companies that can bring in experienced professionals who require minimal ramp-up time, like Senior Accountants with US GAAP expertise.

16. 41% cite retention of existing employees as highly or somewhat challenging

Retention challenges compound hiring difficulties. When more than four in ten firms struggle to keep current employees, the total talent gap widens beyond what new graduate hiring can address.

Compensation Trends and Salary Statistics

Rising salaries reflect the competitive dynamics of the accounting talent market. Understanding compensation benchmarks helps finance leaders structure competitive offers.

17. $83,680 was the median annual wage for accountants in May 2025

The median compensation of $83,680 for Accountants and Auditors provides a baseline for market-rate offers, though actual salaries vary significantly by experience, location, and specialization.

18. The average yearly wage reached $100,054 in 2024

Mean wages running above $100,000 indicate that many accounting professionals command premium compensation, particularly those with specialized skills in areas like revenue recognition or FP&A.

19. 49% of firms plan to increase salaries and incentives as a retention strategy

Nearly half of firms are raising compensation to keep existing employees, contributing to overall market wage inflation that makes every hire more expensive.

CPA Exam and Certification Pipeline

The CPA credential remains a key qualification for many accounting roles. These statistics reveal the health of the professional certification pipeline.

20. 42,626 new candidates entered the CPA Exam pipeline in 2023

This represented the highest tally since 2016, suggesting renewed interest in the profession after years of decline.

21. 28,082 new CPA Exam candidates entered in 2024

The 2024 candidate pool represented a significant decrease from the prior year's peak, creating uncertainty about whether the 2023 surge was an anomaly or the start of a recovery.

22. 16,448 candidates entered through the first half of 2025

Mid-year data shows continued candidate flow into the CPA pipeline, though full-year totals will determine whether the profession is building sustainable candidate volume.

Workforce Demographics and Characteristics

Understanding who works in accounting today helps companies build inclusive teams and anticipate future workforce shifts.

23. 59.4% of accountants are women, 40.6% are men

The accounting profession maintains a female majority workforce, distinguishing it from many other business and finance fields where men predominate.

24. The average age of accountants is 43.4 years for men and 44.6 years for women

These average age figures indicate a mature workforce, with many experienced professionals approaching retirement in the coming decade.

25. The largest age cohorts are 25-39, representing 37.1% of the workforce

Workers aged 25 to 39 comprise over one-third of all Accountants, with the 30-34 age bracket being the single largest group at 221,219 professionals.

The Role of Automation and AI in Accounting Hiring

Technology shapes hiring decisions, but it has not eliminated the need for qualified accounting professionals.

26. 49% of firms consider increasing automation if unable to fill roles

Nearly half of organizations view automation as a backup plan when hiring fails. However, automation tools require skilled professionals to implement, maintain, and oversee. The most effective approach combines technology with experienced talent who can leverage AI tools while applying professional judgment.

Companies working with platforms like MAVI gain access to rigorously vetted finance and accounting professionals with relevant experience, US GAAP expertise, and familiarity with modern finance technology, including AI-powered tools.

This combination addresses both the talent shortage and the growing need for professionals who can use technology while applying human judgment.

Why Global Talent Networks Are Reshaping Accounting Hiring

The statistics above explain why traditional hiring approaches struggle to meet demand. Finance leaders are responding by:

• Expanding geographic search: Looking beyond local markets to access global accounting talent from a broader pool of qualified professionals
• Prioritizing experience over credentials alone: Seeking professionals who can take ownership of functions immediately rather than requiring years of development
• Leveraging rigorous vetting processes: Working with talent partners that use rigorous vetting, including work experience, work samples, credentials, and interviews, before presenting candidates
• Reducing time-to-hire: Compressing hiring timelines from months to days to avoid leaving critical finance roles unfilled

The combination of strong hiring demand, declining domestic supply, and rising compensation costs makes global finance talent an increasingly strategic choice for companies that need qualified AP/AR Specialists, Financial Analysts, and Senior Accounting professionals.

Partner with MAVI to Solve Your Accounting Hiring Challenge

The statistics in this report reveal a simple truth: traditional hiring strategies cannot keep pace with accounting talent demand. Finance leaders who continue relying solely on local recruitment will face longer time-to-hire, higher costs, and persistent understaffing that limits growth.

MAVI is an AI-powered finance talent engine that matches US companies with the top 2% of rigorously vetted global finance and accounting talent. Its proprietary matching intelligence helps surface professionals suited to each company's specific needs so they can become embedded members of the finance team:

• Hire experienced talent faster: MAVI's AI-driven matching process can help companies onboard qualified finance professionals in as fast as five days
• Reduce hiring costs by 50%+: Access rigorously vetted global finance talent at 50%+ less than traditional US hiring
• Apply rigorous vetting: MAVI evaluates work experience, work samples, credentials, and candidates through a rigorous interview process before matching talent to finance teams
• Scale your team on demand: Add Controllers, Senior Accountants, AP/AR Specialists, and Financial Analysts as your business grows
• Maintain full operational control: MAVI professionals work as embedded team members within the customer's processes and finance organization

Broaden your finance talent search beyond the local market and build a team around quality, experience, and fit.

Book a call with MAVI to discuss your accounting hiring needs and discover how global talent can strengthen your finance team.