Building a pipeline of Gen Z talent in accounting

The accounting profession is approaching a breaking point. With about 124,000 accountant and auditor roles set to open each year for the next decade, it’s necessary for accounting firms to consider what it will take to recruit and retain Gen Z workers to fill the gap of retiring CPAs.  

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Gen Z is navigating their careers with a different mentality than previous generations, shifting how employers should approach this group. Although pay is a motivator for young workers, more flexibility is also a key driver of this group’s job hopping. This underscores that more than a salary is influential for this group. For accounting firms to build a strong talent pipeline, employers must meet the young workers’ preferences. 

This means bolstering recruitment and retention strategies by looking at options beyond a salary. Instead, looking at top retention drivers, priorities and trends among the group will offer valuable insights that can strengthen a firm’s approach to attracting Gen Z.   

Retention drivers: Pay and flexibility matter most

The top three factors for retaining Gen Z workers are better pay, more flexibility and increased professional development. These retention drivers reflect their work-life balance priority and how they differ from previous generations. The next generation of CPAs is ambitious in their professional lives, but they are also focused on their well-being. 

Certain times of the year can require more hours from the accounting workforce, such as tax season or year-end reporting, often skewing the work-life balance of accountants. Offering flexibility through remote work can match the expectations of Gen Z workers while meeting the demand of peak seasons and reducing pressure on employees. 

During off-seasons, providing flexibility in working hours can improve employee satisfaction. Rather than requiring an 8:00 a.m. start time, allowing Gen Z to work at the optimal times for them, whether that’s 7:00 a.m. or 10:00 a.m., helps them achieve a healthier work-life balance. By reducing commute times and giving employees more personal time, firms can drive employee satisfaction and retain talent among this young group.

Learning and development: A Gen Z priority

Gen Z workers want to grow in their careers and they value a myriad of learning and development opportunities. Whether it’s on-the-job training, conversations with colleagues and mentors, or required skilling opportunities for their job, Gen Z is eager to expand their skill sets and knowledge. 

AI is no different. Gen Z is optimistic about AI, yet widespread use hasn’t been adopted. McKinsey & Co. found that up to 87% of Gen Z are open to using generative AI, but only half are extensively familiar with using it. This offers a key opportunity for accounting firms to bridge the gap by delivering AI training and fostering Gen Z’s desire to learn.  

By delivering learning and development opportunities for workers in the areas that they are interested in, firms can attract more Gen Z talent. Firms playing an active role in nurturing talent will be better positioned to support this generation in their career path and build a strong workforce pipeline.

Gen Z cares about its long-term career goals

Although Gen Z has gained a reputation for a poor work ethic and a lack of interest in their careers, this is contrary to reality. Gen Z workers are ambitious and care about their careers. According to a 2025 study, almost 60% of Gen Z believe they should work for two to five companies throughout their lives so they can expand their skill sets, experience challenges, and further their careers. 

As a result, Gen Z will move on to the next job in search of reaching the milestones they’re hoping to achieve. Another 2025 report shared that about half of Gen Z workers plan to leave their current job within a year, underscoring the importance of firms investing in the careers of young workers and offering a clear career track. 

Gen Z is the future of the accounting industry. Firms must adjust their workforce strategies to build a strong pipeline of talent and alleviate pressure from the accountant shortage. By understanding the workplace preferences and trends among Gen Z, firms can better recruit and retain top talent among this generation.