insights for cpa firms

Internal succession is crucial to the continuity of CPA firms. Just as the skills and drive of firm leaders change with time; the facilitation of internal succession needs to morph, as well. Too many firm leaders automatically expect talented people to want to be partners because it’s what they wanted at the same age or stage in their career. Today, people have to be sold on becoming a partner—in the same way new clients need to be sold on hiring you. Here are 5 steps to stre

For years, CPA firm owners operated from a familiar assumption: Build the firm, work hard and begin thinking seriously about transition sometime around age 65. That timetable once felt reasonable but, in today's environment, it's often too late. A more effective and advantageous succession window should begin earlier, as Ira Rosenbloom asserts in a May 2026 column in Accounting Today. Read more (login required).

Trust is important in retaining team members at every business, especially CPA firms—and one of the best ways to build and preserve trust...

Many CPA firm leaders grapple with the right approach to practice succession. To help firms figure out the best succession solution for...

Tax season puts all CPA firms to the test. It requires that your people, procedures, technology, and client services are all working at...

Successful practice continuity depends on making three parties happy: Clients, firm owners, and the next set of owners, successors, or...

Talent conditions in the CPA community impact firms in many ways. While larger firms may have advantages at times, they too have...

Accounting firms that are focused on growing the leadership bench have typically followed a conventional path for partners, which...