Comprehensive Guide to Finding and Hiring an Accountant

You’ve been cycling through candidates for weeks. The resumes all look similar: accounting degrees, QuickBooks experience, the usual credentials. But when you get them on interviews, something’s missing. They can’t clearly explain how they’d handle your specific industry challenges. Or they quote rates that make your CFO wince.

Meanwhile, your books are getting messier by the day. Tax deadlines loom. You need someone who doesn’t just know debits and credits. You need someone who understands your business, can work with your systems, and won’t disappear when a better opportunity comes along.

This guide covers the practical steps to hire an accountant who fits your needs and budget. We’ll walk through must-have skills, salary expectations, the best places to find quality candidates, and how to avoid the hiring mistakes that waste time and money.

What Does an Accountant Do?

An accountant is responsible for managing your financial records, ensuring compliance, and providing insights that help you make better business decisions. They may handle everything from daily bookkeeping to financial analysis and tax preparation.

The accounting profession faces significant demand, with the US Bureau of Labor Statistics projecting 6% employment growth through 2033—faster than the 4% average for all occupations. This translates to approximately 130,800 annual job openings for accountants and auditors, driven by business growth and regulatory complexity.

Accountants differ from bookkeepers in scope and depth. While bookkeepers focus on recording transactions and maintaining ledgers, accountants analyze financial data, prepare comprehensive reports, ensure regulatory compliance, and often provide strategic financial guidance.

A good accountant fits into your team as the person who keeps your financial house in order, whether that’s preparing monthly financial statements, managing payroll, handling tax filings, or identifying cost-saving opportunities. 

How Much Does It Cost to Hire an Accountant?

In the US, hiring an accountant typically costs between $57,000-$127,000 annually, depending on experience level, but hiring in Latin America can reduce that by up to 65% while maintaining quality.

US accountant salaries vary significantly by experience level. Junior accountants typically earn $57,000–$96,000, mid-level professionals command $96,000–$106,000, and senior accountants can expect $106,000–$127,000 annually.

If these salary ranges would strain your budget—particularly for senior-level expertise—you’re not alone. Many growing companies find themselves priced out of the US market for experienced accounting talent. This is why many businesses are expanding their search offshore.

From our experience placing hundreds of accounting professionals, Latin American markets offer qualified professionals at significantly more accessible rates. Here’s how salaries compare across experience levels:

These savings reflect different costs of living, not differences in talent quality or professional standards. Many Latin American accountants have equivalent education, certifications, and experience as their US counterparts—they’re just based in regions where your budget stretches further.

By hiring in Latin America, companies can often hire senior-level accountants for the cost of junior-level US talent, or build comprehensive finance teams for what one US hire might cost.

What Skills Should You Look For When Hiring an Accountant?

Great accountants need more than technical proficiency. They also need strong communication, an ownership mindset, and the ability to work independently.

Evaluating an accountant’s skills isn’t a one-size-fits-all approach. It depends heavily on the seniority level you’re targeting.

A junior accountant might excel at executing routine bookkeeping tasks and following established procedures, but need guidance on complex financial analysis and regulatory compliance issues. Meanwhile, a senior accountant should be able to independently manage multiple client portfolios, handle complex tax situations, and provide strategic financial insights to business leaders.

Understanding these distinctions helps you evaluate candidates fairly and set realistic expectations for performance.

For example, expecting a junior accountant to immediately handle sophisticated financial modeling or lead audit preparations sets everyone up for frustration. Similarly, hiring a senior accountant for basic data entry and transaction recording wastes both their expertise and your budget.

The key is matching the right skill level to your specific needs while providing appropriate growth opportunities.

Here’s how accountant skills typically progress across experience levels:

Regardless of seniority level, all accountants should demonstrate certain fundamental capabilities. 

Here are the core skills to evaluate:

Hard skills (the must-haves)

• US GAAP knowledge: Essential for any accountant supporting US-based businesses. Look for candidates who can explain specific accounting principles and have experience applying them in practice.
• Software proficiency: Beyond basic Excel skills, strong accountants should be comfortable with accounting software like QuickBooks, NetSuite, Sage, or Xero.
• Financial analysis and reporting: Strong accountants interpret data and create meaningful reports that help business leaders make decisions.
• Tax preparation experience: Depending on your needs, look for experience with business tax filings, payroll taxes, and familiarity with relevant tax codes.
• Industry-specific knowledge: While not always essential, experience in your industry (healthcare, construction, e-commerce, etc.) can be valuable for understanding unique accounting requirements.

Soft skills (equally important)

• Attention to detail: In accounting, small errors can have big consequences. Look for candidates who naturally catch inconsistencies and double-check their work.
• Proactive problem-solving: The best accountants identify potential issues before they become problems and suggest solutions rather than just flagging concerns.
• Time management: Managing deadlines for multiple clients or departments while maintaining accuracy requires strong organizational skills.
• Adaptability: Accounting software, regulations, and business needs change frequently. Strong candidates should be comfortable learning new systems and adjusting to evolving requirements.

Nice-to-have skills (the differentiators)

• Advanced certifications: CPA, CMA, or other professional certifications demonstrate commitment to the field and advanced knowledge.
• ERP system experience: Experience with enterprise systems like NetSuite, SAP, or Oracle can be valuable for larger organizations.
• Automation and process improvement: Accountants who can streamline workflows and implement efficiency improvements add extra value beyond basic financial management.

Where Can You Find and Hire Great Accountants?

You can find strong accountants through job boards, referrals, and recruiting partners. But your location and sourcing strategy will determine quality and cost.

The accounting talent market has fundamentally changed. What used to be a simple choice between local and remote US talent has expanded into a global marketplace. Today’s accounting work—from financial reporting to client communication—can be done effectively from anywhere with reliable internet and proper software access.

This shift opens up significant opportunities for companies willing to think beyond traditional hiring boundaries. The question isn’t just where to post your job—it’s where to focus your search for the best combination of skills, availability, and cost that fits your specific needs.

Deciding between local, national, or global talent

Your first decision is geographical scope:

Local in-office accountants:

• Face-to-face collaboration for complex financial discussions
• Direct access to physical documents and local banking relationships
• Easier coordination with local CPAs and tax advisers
• Higher costs reflecting US market rates

Remote US-based accountants:

• Wider talent pool than local-only searches
• Familiar with US regulations and business practices
• Limited time zone issues
• Still command US-level salary expectations

International/offshore accountants:

• Significantly expanded talent pool 
• Substantial cost savings compared to US-based professionals
• Often high levels of professional certification and US client experience
• May require coordination across time zones (though Latin America offers excellent alignment)

For many businesses, hiring accountants in Latin America provides the optimal balance. You get professionals familiar with US accounting standards who work during your business hours, but at up to 65% lower costs than US-based talent.

Countries like Argentina, Mexico, and Colombia have excellent accounting education systems. According to one of our recruiters, “Almost 80% of the accountants we place are from Argentina. Argentina has great talent due to its education system. To get a university degree in accounting, you need to study for five to six years.” 

If cost is your primary concern and you’re comfortable with asynchronous workflows, regions like South and Southeast Asia can offer strong talent at very competitive rates. However, the 9-12 hour time difference limits real-time collaboration.

Choosing the right sourcing channel

Once you’ve decided on your geographical scope, your next choice is how to actually find and connect with candidates. Different sourcing methods work better for different types of hires, timelines, and company resources.

The channel you choose affects how many qualified candidates you’ll see, how much time you’ll spend screening, and ultimately the quality of your hire. Some approaches give you more control but require significant time investment. Others provide faster results but may cost more upfront.

Understanding these trade-offs helps you pick the approach that aligns with your priorities and constraints.

Each approach has distinct advantages depending on your specific needs, timeline, and budget. Many companies find success combining multiple channels: perhaps starting with referrals, posting on targeted job boards, and considering recruitment assistance if those methods don’t produce suitable candidates.

Why Working With a Recruiting Partner Makes a Difference

A trusted recruitment partner can help ensure you make the right hire, access more qualified candidates faster, and avoid delays.

Many companies hire accountants on their own, and that can work fine. However, when the stakes are high, the timeline is tight, or you’re hiring outside your usual network, working with a recruiting partner makes a big difference.

Here’s when expert help is particularly valuable:

• Hiring internationally: Navigating different labor laws, payment systems, and cultural differences can be complex. A specialized recruitment partner handles these logistics while ensuring compliance.
• You need specific expertise: If you need an accountant with experience in your exact industry or with specific software systems, recruiters have access to pre-vetted candidates with those precise qualifications.
• Time is critical: Rather than spending weeks posting jobs and screening candidates, you could be interviewing qualified professionals within days.
• Quality is non-negotiable: Recruitment partners typically have extensive vetting processes that go beyond what most companies can do internally. This includes skills assessments, reference checks, and cultural fit evaluation.

A recruitment partner with experience in accounting roles can also provide guidance on realistic salary expectations, common interview questions, and red flags to watch for—expertise that comes from placing hundreds of candidates in similar positions.

For example, CyberFortress, a rapidly growing cybersecurity company, hired 20 people through Near, including a Director of Accounting and Financial Reporting and a Director of Global Tax, saving the company an estimated $1,200,000 in annual salaries. 

As their CFO noted, 

“We hired 20 team members who share our core values: great attitude and desire to learn, resourcefulness, and adaptability. Near’s team was very responsive, and their easy-going communication fostered a seamless hiring process.” 

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The company was able to cut their month-end closing timeline from 15 days to 10 days with their new Latin American accounting team.

How to Hire the Best Accountant: Best Practices

Following a systematic approach leads to better hiring results, whether you’re looking for someone locally or internationally.

Here’s what experienced hiring managers do when hiring accountants:

Stage 1: Before and during sourcing

Define your specific accounting needs clearly

Don’t fall into the “accounting generalist” trap. Be specific about whether you need someone focused on accounts payable/receivable, financial reporting, tax preparation, or full-cycle accounting.

Consider your true priorities: Do you need someone with deep expertise in your industry’s specific accounting requirements (like construction job costing or e-commerce inventory management), or is general US GAAP knowledge sufficient? Would you rather hire a junior accountant you can train to your systems, or pay more for someone who can immediately handle complex financial analysis?

The clearer your expectations, the easier it is to filter for the right fit and avoid wasting time on candidates who look good on paper but aren’t aligned with your actual needs.

Craft a job description that attracts quality candidates

Your job description should be specific about daily responsibilities, required software, and the types of clients or departments they’ll support. Instead of listing every possible accounting task, focus on what they’ll actually do 80% of the time.

Be clear about whether this is a client-facing role requiring strong communication skills or primarily behind-the-scenes work focused on accuracy and efficiency. Include details about your company’s accounting software, transaction volume, and whether they’ll work independently or as part of a finance team.

Stage 2: Screening and evaluation

Test practical skills, not just credentials

While certifications matter, the best way to evaluate an accountant is through a practical assessment. Consider giving candidates a realistic scenario from your business, perhaps a bank reconciliation with discrepancies, a journal entry correction, or explaining how they’d handle a specific compliance requirement in your industry.

This approach reveals how candidates think through problems, not just what they memorized for certification exams.

Our recruiters particularly recommend including practical tests whenever specific software proficiency is critical to the role.

Look for clear communication and detail orientation

In our experience placing hundreds of accounting professionals, communication skills often separate good accountants from great ones. Strong candidates can explain complex financial concepts clearly without being condescending, and they ask clarifying questions when requirements aren’t clear.

According to our recruiters, you can identify exceptional candidates by how they communicate during interviews. The best accountants give clear, direct answers to specific questions and don’t struggle to articulate their experience or problem-solving approach. 

Red flags include candidates who can’t explain their resume achievements or give vague answers when you probe deeper into their experience. 

In accounting, attention to detail is crucial, so even resume typos should give you pause.

Assess cultural fit and work style compatibility

Great technical skills mean nothing if the person can’t work effectively with your team or manage their workload appropriately. Pay attention to how they communicate, approach problems, and handle ambiguity during the interview process.

For remote or international hires, evaluate their ability to work independently and communicate proactively when they need guidance or encounter issues.

Stage 3: Making the offer and closing the deal

Move quickly with competitive offers

Quality accountants—especially those with US client experience—are in demand. The accounting profession faces unemployment rates of just 1.6% compared to the national average of 4.1%, creating fierce competition for qualified candidates. Once you’ve found the right candidate, don’t delay.

Once you’ve found the right candidate, don’t delay. Structure your offer to include clear expectations about growth opportunities, professional development, and how success will be measured.

For more insights on making compelling offers, see our guide on making a good job offer to hire and retain top talent.

Set clear expectations for onboarding

Whether hiring locally or internationally, establish clear processes for system access, communication protocols, and initial projects. For international hires, coordinate the required working hour overlap early and ensure they have everything needed to be productive from day one.

For additional guidance on successful onboarding, see our resources on onboarding best practices and how to make remote hires feel like part of the team.

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Top Interview Questions for Hiring Accountants That Reveal the Right Fit

These interview questions uncover how accounting candidates think and collaborate.

“Tell me about a time you found an critical error in financial records. How did you handle it?”

This reveals their attention to detail, problem-solving approach, and communication skills. 

Strong answers should include how they investigated the error, what steps they took to correct it, and how they prevented similar issues. Look for candidates who take ownership rather than just pointing fingers.

“How do you prioritize when you have multiple deadlines approaching?”

Accounting involves constant deadlines: month-end close, tax filings, reporting requirements.

You want someone who can manage competing priorities without sacrificing accuracy. Listen for specific systems or approaches they use to stay organized.

“Describe your experience working with [specific software your company uses].”

Rather than accepting “I’m proficient in QuickBooks,” dig deeper.

Ask them to walk through their typical month-end process using the software, or how they’d handle a specific scenario. This separates candidates who’ve actually used the software from those who just claim familiarity.

“How do you handle working with clients who don’t understand accounting principles?”

This question is particularly relevant if you’re an accounting firm, CPA practice, or bookkeeping service where your accountants will interact directly with clients. Even for in-house positions, this reveals how they’d communicate with non-finance team members who may not understand accounting concepts.

You want someone who can explain complex financial concepts in simple terms without being condescending. Strong candidates will give examples of how they’ve educated clients or colleagues while maintaining professional relationships.

“Tell me about the most challenging accounting project you’ve worked on.”

This reveals their problem-solving abilities, resilience, and whether they’ve handled complexity similar to what they’ll face in your organization. Pay attention to how they approached the challenge and what they learned from it.

For additional questions, see our article on effective interview questions for remote finance and accounting professionals. 

Common Mistakes to Avoid When Hiring Accountants

These five pitfalls can cost you time, money, and the right hire. But they’re easily avoidable with the right approach.

1. Focusing only on technical certifications

CPA credentials and software certifications matter, but they don’t guarantee someone will be effective in your specific environment. Some of the best accountants we’ve placed don’t have every certification, but excel at practical application and client service.

Focus on finding someone who can do the actual work you need done, not just someone who looks impressive on paper.

2. Underestimating the importance of English proficiency

This is especially relevant when hiring internationally. 

Be realistic about your English requirements. If the role involves daily client communication, invest in candidates with strong verbal skills. For behind-the-scenes work, strong written communication may be more important than a light accent.

3. Having unrealistic salary expectations for international hires

One of the fastest ways to lose top accounting talent is by underestimating what constitutes a competitive offer in international markets. Companies often focus so heavily on maximizing cost savings that they miss the market realities of their target region.

For example, in established markets like Latin America, many qualified accountants already have experience working with US companies and understand their market value accordingly. 

Their salary expectations will be higher than local market rates because they bring specialized skills like US GAAP knowledge, English proficiency, and experience with American business practices.

Companies that approach international hiring with outdated assumptions about “cheap offshore labor” often find themselves unable to attract quality candidates. The best international accounting professionals know their worth and have multiple opportunities. They won’t accept below-market offers.

This is where working with a recruitment partner who understands local market dynamics becomes invaluable. They can guide you toward salary ranges that will actually attract strong candidates while still delivering meaningful cost savings compared to US hiring.

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4. Overlooking industry-specific experience when it matters

Not all accounting is the same. An accountant with extensive retail experience might struggle with construction job costing, and someone focused on B2B services might not understand e-commerce accounting complexities.

If your industry has unique requirements—specialized inventory management, project-based accounting, regulatory compliance—prioritize relevant experience over general accounting credentials.

5. Ignoring time-zone and collaboration realities

Cross-border hiring works best when your working hours overlap. 

If you choose regions with large time differences, plan for asynchronous workflows (SOPs, handoff checklists), or you’ll create delays around close. Hiring in Latin America often solves this with nearly complete US-hour overlap. 

Final Thoughts

You need an accountant who can handle your books accurately, meet deadlines, and integrate seamlessly with your team. And you probably needed them last week.

If you’re focusing your search exclusively within the US, you may be missing out on exceptional candidates who could be exactly what you need.

Many companies discover that expanding their search internationally opens up access to highly qualified accountants with strong US GAAP knowledge, excellent English skills, and experience working with American businesses, often at significantly more budget-friendly rates.

Before you settle on a domestic-only search, it’s worth considering whether international talent could give you access to the expertise you need while stretching your budget further.

If exploring international hiring seems like the right approach for your situation, consider working with a specialized recruitment partner who can make the process straightforward and efficient.

At Near, we understand exactly what makes a great accountant.

We present you with pre-vetted accountants in LatAm who have the technical skills, communication abilities, and cultural fit your company needs.

These professionals work during your business hours, integrate seamlessly with your team, and bring experience working with US-based companies at rates that typically run up to 65% lower than US-based professionals.

Ready to explore whether international talent could solve your accounting needs faster and more cost-effectively?

Book a free consultation call with our team to discuss realistic salary ranges for your requirements and learn how quickly we can present qualified candidates for you to interview at no cost until you make a hire.