Related Posts
Pro
Bowl Leader
Best recruiters for moving in-house?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
That was just a preview…
Sign Up to see all discussions
Sign Up to see all discussions
- Discover what it’s like to work at companies from real professionals
- Get candid advice from people in your field in a safe space
- Chat and network with other professionals in your field
Sign up in seconds to unlock all discussions on Fishbowl.
"" is an unusual email domain. If correct, please proceed to the next step
Messaging rates may apply
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
New to Fishbowl?
Download the Fishbowl app to unlock all discussions on Fishbowl.
Share
Embed this post
Copy and paste embed code on your site
Preview
Download the
Fishbowl app
Scan your QR code to download
Fishbowl app on your mobile
Sign up for free to view this conversation on Fishbowl
Sign up for free to continue using Fishbowl
Messaging rates may apply
Maybe if you hire from lcol. Starting pay for tax associates in public is in the 70s…
as someone said, if the person is in VLCOL area, you have a chance to get someone from a small regional firm... but realistically, you are far too low to attract anyone from a reputable firm
If you are budget strapped below market then maybe look at contractor services that could fill the gap within the budget. People wanting top talent for below market comp are delusional.
Our new tax staff make in that range and our seniors (so, only two years in) make above it. In the current market you might be able to get a CPA with a little tax experience, but even offering fully remote I don't think that salary can get you experienced, quality tax talent who will stay, no, and I'm even assuming you're in a fairly LCOL area when I say that. Maybe a short stint for experienced tax talent as they're still actively searching, but they'll leave as soon as they can get something at market.
That is the part I don't understand? If they are quality,and you are paying such a good salary, they are leaving why? You sound like you have a high turnover?
I guess if that’s the range for a senior I would ask what you pay staff and how much you make as a manager? I’d imagine all levels are underpaid; I experienced that before in industry and the reality is you may either have to accept that given the companies structure you will have lower tier talent or discuss with your management team about co sourcing with a firm to complete specific tasks as contractors.
Yes I agree but our company has ranges and won't budge and we can't fill it with a quality person. I don't know what to do because we are industry in something way different than accounting and they won't budge.
What is the way different? What is the criteria of a quality person?
No, not unrealistic, but maybe a Bachelor's Degree is not needed. If a person has a 2-years Associate's Degree would that not suffice? I do believe they should have some type of training or associated math skills as well as computer literate skills that could lead to an exceptional employee being trained on your system to achieve the end goal required?
I myself had accounting in high school. I worked as an auditor for H&R Blocks and Blue Cross and Blue Shield. I then went on to work on the Pacific Coast Stock Exchange as a broker and an auditor. In recent years, I have billed for law firms, and have had continuing education in accounting under my 2017 General Studies Degree and use most computer software. I have a 2016 AS in Criminal Justice along with great IT skills. In some ways, I just believe there is nothing I cannot do. My only exception is I prefer to work remotely.
Fully remote, I think folks are not appreciating this
There are lots of quality applicants that would apply
Especially if you have loose restrictions on state
Most saw that. The reality is most seniors with some experience are making at least 100k+. If they are looking for top talent most have accepted they need to be at least hybrid to be a high performer at most places; I doubt many high performers are willing to leave 30k+ on the table just to be remote. Maybe there are some unique circumstances or if they are watching kids or doing other stuff but at that point you likely are not getting the same product as you would a high performer that is dedicating the expected time to the job.
The only real suggestion I would offer is ask yourself what are your educational requirements. Maybe accept someone with an associates or not a CPA if that’s what you are asking or and provide more on the job training for the unique aspect of the role.
How do you describe “quality applicant”? I might be a good fit for your industry, tell me how to apply.
I was recently subject to a layoff at my firm and am looking at direct tax or tax adjacent opportunities. Could you message me the company and role?
Decent tax seniors are around $85-95k, even more in HCOL areas. For those folks working, ain't applying to your role. Only those laid off/unemployed so thats your pool of candidates. Probably some decent candidates in the laid off pool but as a hirng manager, I want to see the global population so in order for that, need compelling comp for them to leave. No one is doing a lateral move, no one unless their boss is a complete azzhole.
If you bump it up 10k on both sides you could get some hits.
The funniest thing is they won't balk at paying some dipshit sales guy fresh out of college a 50k commission for double counting sales credit or managing an existing customer that's been loyal for a decade.