In a World of Challenges, Our Futures Depend on Our People

We live and work in a highly competitive global economy. In business and technology, the rate of change is accelerating. Every day, new professional challenges emerge that our predecessors could not have imagined even ten or twenty years ago. Increased regulation, heightened competition and the relentless drive to provide significant return on investment all combine to challenge the growth of your CPA firm. Practice development, client service, product growth and development, industry changes and firm continuity and succession need to be effectively managed.

These challenges are not defined by the size of your office or your client portfolio. Your CPA firm may occupy a soaring midtown skyscraper or a townhouse on a fashionable tree-lined street. You may have global clients or serve a specialized regional niche. Your company, whether large or small, almost certainly employs cutting-edge technology including powerful computers and instant communications.

But these are just the tools of the trade. At the end of the day, there is one thing that ensures your long-term success: Your people.

For exceptional people there is no substitute. Only with a highly qualified staff that works together as a team can you achieve true excellence and maximum profitability. And while continuous training and professional development for existing staff is important, there is no better way to strengthen your firm with the very best staff than to ensure the highest standards are met at the time of hiring.

For solving many practice development problems, recruiting and talent acquisition are prime tools. Whether your firm needs young CPAs just out of school or seasoned accountants with a book of business, you can accomplish many of your strategic goals by effective hiring.

Effective hiring pays off today and will continue to pay off years from now. One reason is that at many firms, planned succession is critical. Succession can be accomplished through promotion from within, merger, sale or talent acquisition. The choice depends upon the position of the firm within its life cycle, age of senior partners, presence of trained junior partners and desirability of adding a member of the staff with particular skills or knowledge.

If you’d like to discuss this or any other issues related to your practice or career, please don’t hesitate to contact me. My direct line is (212) 490-9700 or you can email me here. Absolute confidentiality always assured.

P.S. See RF Resources featured in the Crain’s NY article, "From Minnows to Marlins".