Market data showing how the talent shortage is reshaping finance hiring strategies for US companies
The demand for accounting expertise remains strong, with approximately 115,300 accountant openings projected annually in the US through 2035. But these numbers tell only part of the story. Behind this demand sits a structural talent challenge: accounting degree completions declined 6.6% in the 2023–2024 academic year, while employers continue recruiting qualified professionals. For US companies struggling to fill critical positions, the question isn't whether to look beyond traditional hiring. It's how to find high-quality finance professionals who can embed directly into their teams and take real ownership of the work.
The finance and accounting outsourcing sector has evolved from a cost-cutting tactic into a strategic response to talent scarcity. These statistics reveal the workforce trends shaping demand for finance professionals.
Employment of accountants and auditors is projected to grow 5% between 2025 and 2035, according to the US Bureau of Labor Statistics. This is faster than the average growth rate for all occupations.
This projected growth reflects sustained demand from companies seeking skilled finance professionals to manage reporting, compliance, and financial records.
Industry projections show financial manager employment growing 10% between 2025 and 2035.
This trajectory signals continued demand for professionals who can oversee financial planning, reporting, cash management, and risk management. For companies struggling to recruit experienced finance leaders domestically, global talent access can provide additional hiring options.
Across business and financial occupations, approximately 886,600 openings are projected annually between 2025 and 2035.
This reflects the scale of demand for financial and business expertise, including openings created by workforce replacement and employment growth.
Finding qualified talent remains an important consideration for companies building finance teams capable of supporting long-term business requirements.
Financial managers held approximately 879,700 jobs in the US in 2025, according to the Bureau of Labor Statistics.
This substantial workforce reflects the specialized nature of finance leadership and the importance of experienced professionals across industries.
US companies seeking to strengthen their finance functions can expand recruitment beyond domestic markets while maintaining the qualifications and experience required for leadership responsibilities.
Financial analyst employment is projected to grow 7% between 2025 and 2035.
This reflects continued demand for financial analysis, forecasting, and investment evaluation expertise.
For US companies, access to qualified global analysts can help strengthen internal financial planning capabilities and expand the available candidate pool.
The talent shortage isn't a temporary hiring challenge. It's a structural problem reshaping how finance teams get built.
A 6.6% decline in accounting degree completions occurred during the 2023–2024 academic year, according to the American Institute of CPAs (AICPA).
The number of students earning accounting bachelor's or master's degrees fell to 55,152.
This highlights continuing pressure on the pipeline of accounting graduates, although more recent enrollment indicators suggest potential improvement.
The number of accounting degree completions declined 9.6% during the 2022–2023 academic year.
For companies trying to close their books, build forecasts, or prepare for audits, difficulty accessing qualified professionals can create real operational risk.
A broader recruitment strategy can help organizations access experienced candidates when domestic hiring proves challenging.
US Department of Education data cited by the AICPA showed that accounting bachelor's degree completions fell 3.3% during the 2023–2024 academic year.
The decline reduced the number of bachelor's degrees awarded in accounting to 40,817.
This reinforces the importance of building recruitment strategies that prioritize technical skills and professional experience rather than depending exclusively on the domestic graduate pipeline.
Accounting and taxation master's degree completions declined approximately 15% during the 2023–2024 academic year, reaching 14,335 degrees.
For organizations seeking experienced professionals in specialized accounting roles, evaluating practical qualifications and relevant work experience remains essential.
Global recruitment can provide additional access to professionals with established accounting expertise.
The Bureau of Labor Statistics projects approximately 115,300 accountant and auditor openings per year in the US through 2035.
Many openings are expected to result from workers changing occupations or leaving the labor force, including retirement.
With sustained recruitment demand, access to global talent networks can help companies expand their search for qualified professionals.
The ROI from skilled finance talent extends far beyond cost savings. These statistics show the compensation and hiring considerations that influence finance talent investments.
US accountants and auditors earned a median annual wage of $83,680 in May 2025.
This benchmark illustrates the compensation associated with qualified accounting professionals in the US.
For employers, the total investment also includes recruitment, onboarding, benefits, and other employment expenses.
The right hire doesn't just fill a seat. They improve how the entire function operates through accurate reporting, reliable processes, and independent ownership of responsibilities.
Financial managers earned a median annual wage of $166,570 in May 2025, according to the Bureau of Labor Statistics.
This compensation reflects the specialized experience and judgment required to manage financial operations, reporting, and business planning.
Companies evaluating global finance talent should compare total hiring costs alongside qualifications, productivity, and the ability to work independently within existing teams.
Financial and investment analysts earned a median annual wage of $102,740 in May 2025.
Financial analysis requires professionals capable of interpreting data and communicating insights, which is exactly the kind of judgment-heavy work that skilled Financial Analysts and FP&A Managers provide.
For companies, access to experienced analysts can strengthen forecasting, planning, and management reporting.
The Bureau of Labor Statistics projects approximately 65,600 financial manager openings annually between 2025 and 2035.
These openings reflect employment growth and the need to replace workers leaving their positions.
Companies seeking to recruit experienced finance leaders can benefit from expanding their search to qualified professionals across global markets.
The priority is finding high-quality professionals who reduce rework, improve financial processes, and require less oversight.
Financial risk specialists earned a median annual wage of $117,330 in May 2025.
These professionals assess financial exposure, evaluate risks, and support decisions involving financial stability.
The key to effective global hiring is accessing talent through rigorous vetting rather than simply seeking the lowest rate.
For companies recruiting specialized finance professionals, relevant experience, technical capabilities, and organizational fit remain essential.
AI adoption in finance isn't eliminating the need for people. It's changing what companies need those people to do.
A 2025 Gartner survey found that 59% of CFOs and senior finance leaders reported using AI in their finance functions.
Yet AI handles specific tasks and workflows. It doesn't replace the judgment required to review outputs, handle exceptions, and stand behind financial decisions.
Among surveyed finance organizations that had implemented AI, 49% used it for knowledge management, according to Gartner.
This adoption increases the premium on professionals who understand how to work alongside AI tools while maintaining accuracy and accountability.
Gartner found that 37% of surveyed finance organizations that had implemented AI used it for accounts payable process automation.
But AI amplifies what skilled professionals can accomplish. It doesn't replace the need for AI-proficient finance talent who can direct and review the technology.
According to Gartner, 34% of surveyed finance organizations that had implemented AI used it for error and anomaly detection.
This requires professionals who can interpret complex data and translate findings into appropriate financial decisions.
Gartner reported that 67% of finance leaders using AI were more optimistic about the technology than in the previous year.
The organizations seeking stronger results must pair AI automation with experienced professionals who bring context, judgment, and ownership to the work.
How companies structure their finance talent strategy matters as much as who they hire.
The AICPA found that 75% of accounting firms that hired employees in 2024 expected to recruit a similar number or more in 2025.
This reflects sustained hiring demand among the surveyed firms, reinforcing the importance of maintaining access to qualified accounting professionals.
The same AICPA research found that 18% of accounting firms that hired in 2024 expected lower recruitment levels in 2025.
This shows that finance talent requirements differ across organizations.
Companies should evaluate their hiring strategies based on specific responsibilities, workload requirements, and organizational goals.
Gartner reported that 84% of finance organizations surveyed in June 2025 had implemented or planned to implement AI.
This technology adoption trend reinforces the importance of hiring finance professionals who can work effectively with modern systems and processes.
Despite widespread AI activity, only 7% of finance organizations reported high or very high impact from their AI initiatives.
The finding highlights the need for experienced professionals who can supervise technology-enabled workflows and translate automation into business value.
A Gartner survey conducted in March 2026 found that 45% of finance AI investments leaned toward productivity, compared with 20% that leaned toward decision quality.
This reflects the continued importance of improving finance efficiency.
Companies combining automation with experienced finance professionals can pursue productivity improvements while maintaining financial accuracy and oversight.
The statistics point to a clear conclusion: companies competing for skilled finance talent shouldn't have to choose between quality and cost. They're looking for hiring partners who deliver both through rigorous vetting and precision matching.
Key factors to evaluate when building your finance team:
The talent shortage remains a challenge for companies with specialized finance hiring needs. But for companies willing to look beyond traditional hiring approaches, the data supports a broader strategy: access the global pool of high-skilled finance professionals, vet them rigorously, match them precisely to your needs, and integrate them as real members of your team.
The statistics highlight the importance of finding experienced finance professionals who can manage critical responsibilities, support business growth, and work effectively alongside emerging technology.
MAVI is an AI-powered talent platform helping US companies quickly hire rigorously vetted, experienced global finance and accounting professionals.
MAVI combines AI-powered matching with human expertise to simplify recruitment and help companies build embedded finance teams.
With MAVI, companies can:
Companies seeking qualified accountants, analysts, and finance managers can strengthen their internal teams while reducing recruitment complexity.
Find vetted finance talent with MAVI and build a stronger finance team.
A major factor is sustained demand for experienced accounting professionals. The Bureau of Labor Statistics projects approximately 115,300 annual accountant and auditor openings through 2035. Combined with pressure on the accounting graduate pipeline, companies have additional reasons to explore global talent access as part of their recruitment strategies.
AI is changing the responsibilities of skilled finance professionals. While AI automates routine tasks, companies still need people who can review outputs, handle exceptions, and apply judgment. Gartner found that 59% of surveyed finance leaders reported using AI in 2025. Financial analysis and decision support continue to require human expertise.
The return depends on the company's requirements and the professional's responsibilities. Financial analysts and FP&A managers can support forecasting and management reporting, while AP/AR Specialists and Senior Accountants can support billing, receivables, reconciliations, and financial controls. Finding professionals capable of taking ownership and working independently can contribute to stronger hiring value.
Savings depend on hiring location, experience, compensation, and employment arrangements. Global hiring can provide access to different compensation markets compared with equivalent US hires. However, savings depend on finding skilled professionals through rigorous vetting and evaluating total hiring costs rather than salary alone.
Traditional outsourcing involves sending work to an external provider who manages delivery separately from your organization. Building an embedded team means finding dedicated professionals who work inside your systems, workflows, and reporting structure as members of your finance function. The second approach provides direct oversight because professionals take ownership of responsibilities within the company.
