Sue Orr, MBA

Want better hires in Atlanta accounting? Start with a better brief. Before you post the job: ▪️Do you know what success looks like in the role? ▪️Can your team describe it the same way? ▪️Have you trimmed legacy bullet points? Unclear briefs = messy pipelines.

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💡💡 “We have great roles—but why aren’t more candidates applying?” A client asked me this recently, and it’s a question many accounting and finance leaders are asking. Sometimes, it’s not about the job, it’s about how you're telling the story. One area that gets overlooked? Your career site. It’s often the first place a candidate checks after hearing from a recruiter or seeing your company on LinkedIn. If it’s hard to navigate, unclear, or outdated, it sends a message—and not a good one. At Risch Results, we do things differently. We don’t just wait for candidates to apply; we actively reach out to mostly passive talent. That means many of the professionals we engage aren’t job hunting. They aren’t checking job boards. And they definitely aren’t scrolling through generic postings. But here’s the thing: Even passive candidates visit your career site once they’re intrigued. And what they find there often makes or breaks their interest. So, when we partner with clients, we not only find the right people but also help them consider how their online presence supports that effort. If your career site doesn’t reflect the growth, purpose, and culture that accounting and finance professionals are looking for, you’re missing a key piece of the puzzle. 📌 Tip: Tailor your message: • For CPA firms: Highlight mentorship, variety, and growth paths. • For finance roles in industry: Emphasize impact, strategy, and stability. Want a second set of eyes on your site or job postings? Let’s talk. #accounting #recruiting #accountingandfinance #careersite #accountingandfinancerecruiters #dallasbusiness

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Hiring your first Controller? Here's what to look for. Not just "years of experience." Not just "CPA" (though it helps) Not just "they were at a $100M company." You need someone who: - Can simplify complexity - Builds systems that don't rely on them - Communicates clearly with non-finance people - Has the maturity to challenge you You're not just buying experience. You're buying judgment. If you had to write a one sentence job description for a Controller, what would it be? #controllerhiring #smartgrowth

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South Florida is a big market. On paper, that's true. But here's what a search actually looks like when you dig one layer deeper. Take a Controller or Senior Accountant search with ASC 842 experience, 5 days a week in office, based in Doral. Sounds straightforward. South Florida has depth. Let's go! Here's where it gets complicated. Start with geography. Doral has over 250 company headquarters, more than 100 multinationals, 2,600+ trade and logistics firms, and media giants like Univision and Telemundo. Dense talent. But in a pocket. The candidate in Brickell? That's 14 miles on the 836. Sixty minutes on a good day. Five days a week, that's a different life than it looks on paper. Now add industry concentration. ASC 842 depth doesn't develop everywhere equally. It builds inside companies with large, complex lease portfolios. REITs, large retailers, healthcare systems. In South Florida, those companies cluster in Brickell, Coral Gables, and Broward. Yes, there may be an offshoot firm closer to Doral. But from a strategic search standpoint, it doesn't change the depth of the talent pool. You're still fishing in a shallow pond. Now add technical scarcity on top of that. Right geography, right industry background, right technical skill. That Venn diagram gets very small, very fast. Broward has its own version of this problem. $173.65B GDP, AutoNation, Chewy, a massive trade and transportation base. But that talent isn't automatically available to a Miami-Dade employer. And within Broward, the commute math bites too. A candidate in Boca Raton looking at a Fort Lauderdale role is doing 25 miles up I-95. In afternoon traffic, that's 45 to 60 minutes, five days a week. What sounds like a regional talent pool is actually a corridor. A handful of zip codes in every direction from your office. That's your real market. This is one of the first conversations I have with a client before a search starts. Where is your office? What does your in-office requirement look like? Is there flexibility? Then I show them what their real market looks like to set expectations. Because those answers don't just affect your timeline. They define your candidate pool from day one. If your last search came up short, it wasn't just the market. The geography and the talent concentration were working against you before the first resume crossed your desk. Give me a shout if you're stuck. arnold@hirelogicsg.com #arnoldishiring #HireLogic #SouthFlorida #miamiaccounting #southfloridacfo #browardaccounting #accountingjobs

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Temporary Talent. Real Results. Here’s how our consultants are making a difference for Houston businesses: ✅ Accounting: A client’s reconciliations were months behind → Our interim accountant closed the gap and got them audit-ready by their deadline. ✅ Finance: Budget deadlines were slipping → A project analyst stepped in and delivered accurate reporting ahead of schedule. ✅ HR: Seasonal hiring spike created compliance issues → Our HR coordinator streamlined onboarding and reduced errors by 90%. ✅ Technology: A system upgrade caused ticket overflow → Temporary IT support stabilized operations and cleared the backlog in two weeks. When deadlines can’t wait, we’ve got the talent to step in immediately. 📞 713.260.5243 | 📧 prodriguez@cfstaffing.com

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🚨 The REAL reason your Senior Accountant role isn’t getting filled and it’s backed by data. Let’s cut through the noise: this isn’t a “Miami problem,” and it isn’t a “recruiter excuse.” Here’s what credible data tells us about the senior accounting talent crunch: Fewer new accountants are entering the profession. The latest AICPA data shows accounting graduates (bachelor’s + master’s) dropped to 55,152 in 2023-24, a 6.6% decline year-over-year. Younger professionals ,the pipeline for future seniors — are shrinking.  📉 The CPA pipeline has compressed. Declines in CPA exam participation have been widely documented as a structural bottleneck meaning fewer licensed professionals enter mid- and senior levels.  🔥 Almost all finance teams are struggling to hire. Robert Half research reports 86% of finance and accounting leaders have trouble hiring or retaining accountants, with many roles taking longer than expected to fill.  📊 Demand far outpaces supply. Robert Half also found that 93% of finance leaders say it’s challenging to secure qualified professionals right now — including staff and senior accounting roles.  🧠 Competitive compensation matters more than ever. According to Robert Half data, the national midpoint salary for a Senior Accountant is ~$94,750 — and it’s common for experienced senior accountants (CPA, audit experience, close ownership, systems expertise) to command $80K–$100K+, depending on skills and location.  💡 Why this matters: Many hiring managers are still budgeting $60K–$80K for senior roles a range that doesn’t reflect current market realities. Here’s the takeaway: Your Senior Accountant role isn’t unfilable because talent doesn’t exist it’s because: ✔️ fewer accountants are entering the pipeline, ✔️ seasoned talent is scarce and in demand, ✔️ compensation expectations have shifted with market reality, and ✔️ finance leaders are reporting hiring challenges across the U.S. This isn’t theory it’s what data from national surveys and major industry sources confirms. If you want help benchmarking current comp ranges or reworking your job market strategy to attract experienced accountants faster let’s talk.

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🚨Houston Market Reality Check!🚨 I've had a lot of conversations recently with Houston-based accounting & finance candidates and hiring managers, and one thing is clear: The Houston market has shifted, and expectations haven’t fully caught up yet. What Houston candidates are telling me: • Compensation matters, but it’s not the only deciding factor • Leadership quality, stability, and growth are major priorities • Flexibility (hybrid vs. fully onsite) is a real differentiator • Strong candidates are being selective because they have options What Houston hiring managers need to know: • Top talent is not sitting on the market - they’re being pursued • Slow interview processes are costing you great candidates • “Competitive pay” in Houston looks different than it did even a year ago • Clear role expectations and decisive leadership win offers The searches that move fastest and close successfully are the ones where both sides are aligned, intentional, and realistic from day one. Houston candidates: What’s the biggest factor influencing your job decisions right now? Houston hiring managers: What’s been the toughest part of hiring in this market? Curious to hear what others are seeing in the market right now! Elevate Search LLC

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Interviewed dozens of Quality Directors across Texas last month. Compensation needs a reality check. Here's what the market actually looks like right now: Quality Director compensation in Texas (2025 data): → 25th percentile: $84,800 → Average: $125,445 → 75th percentile: $140,700 → Top earners (90th): $177,480+ But here's the problem: ➡️ Most manufacturers are offering bottom-quartile packages while expecting top-quartile results. We lost 3 excellent candidates last week because client competitors moved faster AND paid 20-30% more. The real cost of low-balling quality leadership: ➡️ Nearly 70% of manufacturing HR leaders report that labor shortages impact their ability to meet production demands. ➡️ 40% experience production delays at least once per week. ➡️ The cost of poor quality (scrap, rework, customer complaints) typically runs 10-15% of total operational costs, often millions per year. Your quality metrics suffer when you: ➡️ Offer 25th percentile pay for 90th percentile talent ➡️ Drag out the hiring process while competitors move in days ➡️ Ignore market realities The cost of scrap, rework, and customer complaints from quality gaps? ➡️ Way more than the $15K-$30K you're trying to save on salary. When was the last time you benchmarked your leadership compensation against market data? #QualityManagement #ManufacturingJobs #CompensationTrends #TexasManufacturing #QualityLeadership Sources: ZipRecruiter TX Salary Data Oct 2025; Indeed Career Insights 2025; HR Dive Manufacturing Labor Study 2024; ASQ Cost of Quality Research 2025

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Every year in DFW, March brings a noticeable hiring shift. Q1 budgets are finalized. Projects are underway. And companies realize which accounting roles are mission-critical. Controllers. Senior Accountants. Accounting Managers with leadership upside. Demand increases sharply this month. For clients, waiting until April often means competing for fewer available candidates. For candidates, March offers leverage. Companies are decisive right now. Interviews move faster. Conversations are more strategic. This is not panic hiring. It is corrective hiring. If your accounting structure feels stretched, March is not the time to delay clarity. If your career feels stalled, March is not the time to wait for momentum to find you. This market rewards those who move early.

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CFOs & Controllers: Hiring contract to hire accounting & finance talent is basically risk management for hiring. ▶️ Immediate coverage for close, audits, integrations, or backfills ▶️ Test technical skills and team fit before committing headcount ▶️ Flexibility when priorities inevitably change ▶️ Budget friendly when FTE approval is… complicated ▶️ A built‑in exit strategy that doesn’t involve awkward conversations Worst case? Your team survives close without burning out. Best case? You just found a long term hire who’s already proven themselves. In finance, you mitigate risk everywhere else, hiring shouldn’t be the exception. Let's connect and have a quick conversation around your current hiring priorities. #CFO #Controller #AccountingLeadership #FinanceStrategy #ContractToHire #InterimFinance

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Posting a senior accountant role can get some qualified applicants. Posting for a VP of Accounting or Controller? Not so much. People see the salary, skim the requirements, then hit “Quick Apply.” In the rare cases when I posted high-level roles, I spent way more time crushing people's dreams, explaining why they aren't a fit, than I did talking to people who are qualified for the job. Sometimes those top accounting leaders are looking for a job, and will apply to an ad, sure. Never say never. But there’s so much noise. Unfortunately, it's not an effective way to find leaders for accounting teams. 19 times out of 20, it’s about reaching out to people directly. People who aren't actively looking for a new role. Which takes a ton of time. Time that 99.9% of CFOs just don't have. Which is where I come in. To identify the right person. Who usually wouldn’t see a job posting. And save you the headache of having to sort through hundreds of unqualified candidates who figured they might as well shoot their shot.

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FACT: 76% of accounting firms report talent retention as their #1 challenge. Not client acquisition. Not tech adoption. Retention. Let that sink in. STORY: A partner at a mid-sized firm recently told us this: “We finally found a senior manager after 5 months of searching. They left after 3. We’re back to square one, and morale has never been lower.” The cost? 8 months of lost productivity Over $50K in internal time and external hiring costs And worse staff stopped believing leadership could fix it Sound familiar? THE SHIFT: This isn’t about money anymore. It’s about meaning. Today’s CPAs aren’t job-hopping for cash. They want autonomy, mentorship, flexibility, and a voice. They want purpose, not just pay. They’re not browsing job boards they’re quietly watching, lurking on LinkedIn at 11:30pm, waiting for the right opportunity, not just any opportunity. THE TRUTH: Firms are overpromised and understaffed. Partners are doing manager work. Managers are reviewing staff work. And staff? They’re leaving or worse, quietly quitting. No internal referral program can solve this. And a 5% raise won't make anyone stay. THE FIX: You need someone who understands both the candidate’s mindset and your firm’s pain. Someone who knows how to speak to what people want not what firms think they want. We bridges this gap. We don't just recruit. We tell your story the right way, to the right people, at the right time. LET’S TALK: If you’re a CPA or CPA Candidate ready for something better autonomy, growth, and mentorship that actually matters DM me or send your resume to recruiting@bettercallharsh.ca And if you're a hiring firm tired of the revolving door, let’s build something that retains. Tag someone who's ready to make a move.

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The “Ghost Effect” Is Haunting the Job Market.... At BFS Recruiters, we live and breathe the accounting, finance & tax talent market- so when we say the signals are flashing, we mean it. A recent piece in the Houston Business Journal by Andy Medici drills into a phenomenon we’ve been tracking for some time: ghosting of candidates, fake postings, and soft spots emerging in the employment market. Here are the hard facts: • 70% of professionals report being ghosted by employers during their job search. • 60% of job seekers encountered at least one fake job posting or recruiter. • Roughly 1 in 5 job postings may be “ghost jobs”- active listings with no realistic hiring intent. • On the flip side, both employers and candidates are ghosting the process-meaning wasted time and damaged trust all around. ✅ What this means for you as a hiring leader or job seeker: • For hiring managers: You might think you’re posting 20 roles, but the market is asking, “Are you really hiring, or just collecting resumes?” The candidate experience has become a strategic differentiator. • For candidates: With countless resumes competing for attention, those who focus on relationships, personal branding, and strategic selectivity rise above the noise. • For boutique recruiters like us: It means our vetting, market knowledge, and trusted relationships matter more than ever. If everyone else is doing “spray-and-pray” applications, we’re doubling down on meaningful conversations and matched introductions. 💡 How we’re responding at BFS: • We advise our clients: Close out inactive postings, keep communication tight, and set candidate expectations up front. A transparent process mitigates ghosting risk. • We coach candidates: Target roles where the hiring manager is known, the role is defined, and you’ve got an in-network connector. Apply from the job board alone? Prepared for silence. • We stay plugged into the market- analyzing trends, candidate experiences, and employer behavior- so our clients always move with clarity and confidence. 🧭 Bottom line: Yes, the job market is more challenging than many expected. Yes, both employers and candidates are facing unexpected delays, uncertainty, and ghost-like silence. But opportunity isn’t gone- it’s just waiting for those who refuse to stop looking. If you’re a Houston-area hiring leader looking to fill a critical tax/finance role, or a candidate navigating the market today, let’s connect-we’d love to share what we’re seeing, what’s working, and where the hidden opportunity lies.

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What’s Actually Attracting Finance & Accounting Talent Right Now in the “Job Hugging” job market I’ve been having a lot of conversations lately with finance & accounting talent across South Florida, and a few things keep coming up. The candidates who are still taking calls aren’t looking just to make a change for a small raise in compensation. They’re looking for the right environment to build their careers. Here’s what’s consistently moving the needle: In 1st place: Stability + Profitability People want to know the business is healthy. The roles getting traction are with companies that are profitable, growing organically and through acquisitions — but not overly leveraged or playing financial gymnastics. It’s one of the questions I get most when I say that a company is private equity backed the first thing they think of is how heavily leverage is the business. In 2nd place: Hybrid Flexibility. A couple of days in the office and flexibility the rest of the week is the sweet spot. The “4–5 days in” mandates are turning off a lot of top performers. In 3rd place: Strong Benefits. Healthcare matters again. With rising costs, a solid benefits package is often the deciding factor between two offers. My advice is make sure that you know what they’re currently paying and how it stacks up to your companies offerings as you need to look at everything holistically not just what increase they’re getting on a base salary. They could actually be taking a loss if the healthcare cost are higher. Last place: Mission & Culture Fit. Candidates are being intentional. They’re asking, “Do I believe in this place?” When the mission, culture, and leadership style line up with their values, they lean in. When it doesn’t, they pass. This market isn’t about dangling the biggest comp number anymore. It’s about building trust and showing candidates a stable, aligned, flexible environment where they can grow. The companies that get this are quietly winning the talent war. #SouthFlorida #HiringTrends #ExecutiveSearch #FinanceJobs #CFO #AccountingTalent #Leadership #RecruitingStrategy

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Wearing my technical accounting nerd hat today 😊 Occasionally, I see accountants book expense accruals/liabilities when I don’t believe they should be booking them, so here is my interpretation of the rules: Example: It’s Q4 2025. You’ve just signed your tax engagement letter for the 2025 tax year and your tax advisor has quoted you a fee for their work. No work will be performed by your tax advisor until Q1 2026. You are closing the books for 2025 and you book an accrual for the service fee in Q4 (to “match" the expense to the period it benefits). Seems logical and the correct thing to do, right? Well, here is the catch - Under US GAAP accrual basis accounting, expenses for services are recognized when they are incurred, which is when the services have been rendered or performed by the provider. FASB’s Concepts Statement 6 (CON 6) states that "liabilities are probable future sacrifices of economic benefits arising from present obligations of a particular entity to transfer assets or provide services to other entities in the future as a result of past transactions or events". In this example, since the past event (performing the services) has not occurred as of December 31, 2025, there is no expense to be booked and no liability to be recognized as of the balance sheet date. Perhaps a footnote disclosure for the commitment to pay if they do the work but not a booked liability. The obligation to pay for the services will be created in 2026 when the work is performed and that’s when the expense will be recognized. I know I have many seasoned CPAs and auditors in my network so do let me know please if you have a different view on this.

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📘 A 5-Step Guide to Smarter Finance Hiring Hiring a great CFO or Controller doesn’t start with a job description, it starts with clarity, structure, and alignment. If you're preparing to hire a senior finance leader, here’s a guide we follow to help our clients get it right: Step 1: Define What Success Looks Like ✅ Go beyond the job description ✅ Ask: What outcomes should this hire drive in their first 6–12 months? This sets the direction for the entire search. Step 2: Align Internally.....Early ✅ Make sure stakeholders agree on scope, priorities, and decision-making ✅ Document must-haves vs. nice-to-haves This prevents mid-search confusion and delays. Step 3: Build a Streamlined Process ✅ Map out your interview stages before launching the search ✅ Block calendars and commit to a timeline Speed + structure = candidate confidence. Step 4: Sell the Opportunity, Not Just Screen ✅ Top candidates are evaluating you just as much as you’re evaluating them ✅ Be clear about vision, impact, and why this role matters This is where top-tier finance talent decides whether to stay engaged. Step 5: Prepare to Close with Flexibility ✅ Be creative with offers salary, bonuses, review cycles, hybrid work, and long-term upside ✅ Don’t let a rigid comp band cost you the right hire At PM Human Capital Solutions, we bring this process to every search we take on with the structure and reach to find the right person, not just the available one. If you’ve struggled with a recent hire or lost strong candidates mid-process, let’s talk. We can help you recalibrate and get results. #HiringGuide #CFO #Controller #FinanceLeadership #RecruitingExcellence PM Human Capital Solutions

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