Whether you’re a tax or audit professional exploring a new opportunity or a CPA firm looking to secure top talent, preparation on both sides is key to ensuring interviews provide meaningful insights beyond just technical ability.
To help, we asked our specialist public accounting recruiters to share their advice for navigating the interview process from both the candidate and firm perspectives.
Practical interview tips for tax and audit professionals
- Know your story
Ellie Butler advises: “Candidates need to be able to clearly explain their story. Why they’re exploring the market, what they’re looking for in their next firm and what they bring to the table.”
Think about how you would answer:
- Why are you considering a move?
- Why this firm and this role specifically?
- What value would you bring to the team?
- What makes you a good fit both technically and culturally?
Having clarity helps ensure your answers feel coherent and compelling rather than reactive.
- Utilize your recruiter and ask smart questions
Your recruiter is more than a connector; they provide insight into the firm, what it values and how to frame your technical examples. For instance, if the role requires experience filing 1040s independently, they can advise how to highlight that experience.
They can also provide context on compensation, hours and team expectations, letting you focus your interview questions on culture, development and long-term opportunities.
Alex Alcock explains: “Asking thoughtful questions helps you stand out and shows you’ve done your research. It’s also how you uncover what life there really looks like day-to-day.”
Strong questions to ask include:
- How would your staff describe the culture here?
- Can you tell me about the last person you hired who didn’t work out and why?
- What’s your vision for the firm over the next three to five years – and how would this role contribute?
If the firm offers the chance to meet other team members, take it. If not, don’t hesitate to ask.
As Alex Alcock summarises: “Asking the right questions not only shows engagement, it demonstrates that you’re thinking strategically about where you want to build your career.”
- Research the people as well as the firm
Most candidates research the firm by scouring their website. However, reviewing the profiles of the people you’ll meet can make a big difference and offer a unique insight into the culture and interview panel.
Laura Serena Rose advises: “Look at the LinkedIn profiles of your interviewers. If someone has followed a similar career path or worked in a similar industry, it gives you a great starting point for conversation.”
This allows you to:
- Ask more personalised questions
- Show genuine interest
- Demonstrate preparation.
Advice for hiring CPA firms ahead of interviews
- Utilize your recruiter
A good recruiter does more than introduce candidates; they guide the hiring process from start to finish. They understand market trends, salary benchmarks and most importantly, candidate motivations.
Arran Jaiswal explains: “Often the most valuable thing we do for firms isn’t just finding the right person – it’s helping them actually land that person.”
The public accounting market remains candidate-driven. Firms’ goals are threefold: assess technical ability, evaluate cultural fit and communicate the value of joining the team. Recruiters can advise on candidate priorities – whether that’s flexible working, learning and development, or career progression – helping firms address these during interviews and secure top talent.
- Be transparent about expectations
Clear communication during interviews is essential. Candidates need to understand what the role truly involves – from busy season hours to technical responsibilities, performance metrics and development opportunities. Transparency builds trust and helps ensure alignment.
Rebecca Sherman highlights: “Firms should be ready to answer questions about working hours, whether expectations are based on billable or total hours, support after busy season, mentorship opportunities, promotion pathways and what success looks like in the first 60-90 days.”
Providing this clarity helps candidates make informed decisions and ensures firms attract professionals who are the right fit.
- Evaluate team fit
While technical ability is important, cultural and team fit often determines long-term success. Candidates want to know who they’ll be working with, how teams collaborate and how progression realistically works within the firm.
Rebecca Sherman advises: “It’s critical for firms to consider the interviewee in the context of the wider team – who they’ll work with day-to-day and whether that relationship will be a good fit for both parties.”
Some firms hire to fill a specific skills gap, while others are more flexible. Either way, thinking carefully about team dynamics ensures long-term success for both parties.
Navigating interviews during busy season
Our data shows that even during busy season, many tax and audit professionals are exploring the market and reviewing opportunities online.
While we always encourage a conversation to understand why someone is considering a move and what they’re looking for, in most cases, we advise staying put through busy season. However, that doesn’t mean discussions with firms can’t start now. Interviews and conversations can be scheduled around key deadlines, allowing candidates to plan ahead without disrupting critical work.
This approach benefits both sides:
- Candidates can explore new opportunities safely, without compromising their current responsibilities
- CPA firms can identify strong talent early, build relationships and be ready to hire once the timing works.
Working with Distinct
Whether you’re exploring your next move or looking to strengthen your team, our specialist public accounting recruiters can help guide the process and connect you with the right opportunities or talent. Reach out today for market insight or hiring support.
