Ngoc Flynn

Does an Internal Auditor Need to Be Thick-Skinned? Short answer: Yes. Long answer: Yes—and strategically so. Internal audit isn’t for the faint of heart. You’re not just checking boxes. You may be questioning the CFO’s assumptions. You’re reviewing the COO’s controls. You’re surfacing issues no one wanted brought to light. That doesn’t make you popular. It makes you essential. But being thick-skinned doesn’t mean being cold, rigid, or combative. It means: ✔️ Not flinching when your findings challenge the status quo ✔️ Staying calm when your conclusions are deflected or downplayed ✔️ Standing firm on audit standards and truth—without arrogance ✔️ Knowing when to escalate and when to educate ✔️ Being respected not just for what you report, but how you engage Some days, the hardest part isn’t the audit. It’s the personalities. The politics. The pressure. And still showing up with clarity, balance, and resolve. 📌 Thick skin isn’t a shield. It’s a skill. How thick does it need to be? Just enough to speak the truth—and still be trusted to come back.

Moving from controller to CFO isn’t just about having the right experience—it’s about stepping into a bigger leadership role and staying open to growth. This article is a great reminder that being a strong financial leader means always learning, thinking strategically, and being ready to take on more. It’s a great read for anyone looking to take that next step.

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New Regulatory Changes in Washington: What Licensing Changes Mean for You, How You Do Business, and the Next Generation of CPAs  On October 17, the Washington State Board of Accountancy (WBOA) adopted additional pathways to CPA licensure. The two new pathways went into effect November 20 (31 days following the filing of the rule change). Learn about the new pathways for CPA licensure in Washington by watching this informational  30-minute recording (of a live webcast held October 31). This is a must-see video with critical information (including how licensure mobility will be affected) for licensed and future CPAs in Washington. Watch the video on the WSCPA blog >> https://lnkd.in/gsgqR8Es #wscpa #accounting #washingtoncpa #cpa

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📉 The accounting profession is facing a recruitment crisis—but is lowering the bar the solution? Barry Melancon, outgoing CEO of the AICPA, says no. He’s standing firm on the 150-hour education requirement, arguing that even as technology transforms the field, rigorous standards are essential to maintaining trust and quality. At Acounta, we believe the future of accounting isn’t about shortcuts—it’s about smart tools, strong training, and empowering professionals to do their best work. #AccountingFuture #CPA #PracticeManagement #WorkIncredibly 🔗 https://lnkd.in/eyQEFvNW

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Curious what staff accountants earn in 2026 and how the role can evolve over time? This guide covers pay expectations, responsibilities, and clear career paths from staff accountant to controller. https://bit.ly/4cZQpp4

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More states — including California — are rethinking the 150-hour rule for CPA licensure. Could new pathways help ease the talent shortage in accounting? See what’s changing and why it matters → https://loom.ly/hBwEtzE #accountingnews #CPAlicensure #150hourrule #accountingcareers #OCaccountingfirm

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Big News for Accounting Professionals! 🎓 The AICPA and NASBA have just approved a new path to CPA licensure, marking a significant evolution in the qualification framework. This development represents the accounting world's adaptation to the rapidly changing business environment. As technology transforms how accountants work, having multiple pathways to licensure ensures developing CPAs with diverse skill sets ready to meet future challenges. For aspiring CPAs and current professionals, this means more flexibility and potentially specialized paths that better align with career goals and market demands. https://lnkd.in/eFJte58d

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Most tax professionals in public accounting don’t talk openly about leaving. At least not at the office. The conversations happen with recruiters, with friends, with spouses. A lot of the people I talk to say it feels like disloyalty. Their firm invested in training them. There’s a real relationship there. So they don’t bring it up — they just quietly start taking calls. I get it. But here’s what I’ve seen from the other side of the table, having recruited corporate tax professionals at a Fortune 500 company: the people who make the best corporate hires are almost always coming from public accounting. They bring technical depth, client management skills, and a work capacity that corporate-only professionals rarely match. Going corporate isn’t quitting. It’s a career stage. And for a lot of tax professionals, it’s the stage where the hours finally match the comp — and you get to see the impact of your work instead of moving to the next engagement. If you’re mid-career in public accounting and you’ve been wondering what’s on the other side — you’re not the only one. And it’s worth looking at the actual numbers before you decide either way. #AccountingCareers #CPA

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🇺🇸 US Accounting, Payroll & Taxation – What I’ve Learned Over the years working in US accounting and staffing, one thing I’ve realized is this: Accounting, Payroll, and Taxation are not separate functions… they are tightly connected. If one goes wrong, everything else gets impacted. For example — If timesheets are not accurate, billing goes wrong. If billing is wrong, payroll gets affected. If payroll is off, tax filings become a risk. And eventually, it hits cash flow and client trust. In day-to-day work, US Accounting is not just about closing books — it depends a lot on how clean your payroll and billing inputs are. Payroll, on the other hand, looks simple but has its own challenges — multi-state taxes, W2/1099 handling, benefits, compliance… even a small mistake can create bigger issues later. And taxation… that’s where everything finally reflects. Any gap in accounting or payroll shows up here. What really helps in managing all this smoothly: • Validating data before payroll processing • Keeping billing, payroll, and accounting in sync • Regular reconciliations • Staying proactive on compliance (not waiting for issues) In my experience, it’s less about doing tasks and more about connecting the dots properly. Just sharing a practical perspective — might be useful for anyone working in US staffing or finance operations. #USAccounting #USPayroll #USTaxation #Finance #USStaffing #Compliance

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“How do I leverage my public accounting foundation to land a financial analyst role?” I get asked this question several times every week. The truth? This transition was definitely easier in 2021–2023 when the market was red-hot… but it still happens all the time when candidates position themselves the right way. Here are a few tips I share with candidates: 1. Target hiring managers who made the same jump. If they started in public accounting and moved into FP&A or corporate finance themselves, they’re far more likely to understand—and value—the skillset you bring. They know exactly what strengths you already have and what skills you’ll need to develop—so they’re generally more willing to train and invest in you. 2. Keep an open mind about leveling. If you’re stepping out of an audit staff role, it often makes the most sense to look at financial analyst opportunities as the next step. The title may feel like a lateral move, but can help get you on the right track and open future doors. 3. Highlight your most transferable skills. Public accounting builds an incredibly marketable foundation: advanced Excel skills, sharp attention to detail, strong analytical thinking, excellent communication skills, and the natural curiosity to dig into the “why” behind the numbers. These are core traits of top FP&A talent—don’t undersell them. 4. And finally… call me. I have a brand new, hybrid Financial Analyst opportunity in the Merrimack Valley with a company that loves hiring out of public accounting and is ready to invest in someone with your foundation. Fantastic growth path, great team, and real development.

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Hiring a Tax Consultant? Don’t Just Look at the Résumé When tax teams bring in consultants, it’s often under pressure—tight deadlines, complex filings, or staff bandwidth stretched thin. But here’s the truth: the most successful engagements aren’t just about technical expertise. Here’s what great (experienced) tax consultants bring to the table—beyond the bullet points on their resume: 🔍 Context Awareness – They are accustomed to quickly learning new systems, team dynamic, and project goals. 🧠 Critical Thinking – They don't just complete a task—they understand how it fits into your overall strategy. They can offer suggestions/solutions your team may never have considered. 💡 Resourcefulness – When things get unclear (and they often do), they find answers without handholding. 🤝 Team Mentality – They show up as partners, not placeholders. The right consultant doesn’t just "fill a gap"—they add real value. If you’ve worked with a consultant who went above and beyond, I’d love to hear what stood out most to you. #TaxLeadership #ConsultingSuccess #TaxConsultants #InterimSupport #TaxHiring #FinanceLeadership #AccountingStrategy #RecruitmentInsights

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Most professionals don’t leave public accounting because they can’t handle it. They leave because it stops making sense. So how do you know when it’s actually time to move on? 👉 In our latest blog, we break down: • The biggest signs it’s time to move on • How to evaluate your next step strategically • What high-performing professionals consider before making the leap Read the blog:🔗 https://lnkd.in/e9B2pZut #PublicAccounting #AccountingCareers #CareerGrowth 

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