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🚀 Rethinking Hiring in CAS: How to Build a Talent Pipeline | CAS Minute

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📢 The traditional hiring model for accounting firms is broken. Posting a job, filtering resumes, and hoping for the best doesn’t work when top talent is already employed. In this episode, we break down:

✔️ Why a reactive hiring approach is failing CAS firms

✔️ How to attract top talent through branding & messaging

✔️ Why adaptability is more important than accounting skills

✔️ How to build a recruiting pipeline instead of scrambling to hire

⏱️ Chapters

00:00 - Why Traditional Hiring in Accounting is Broken

00:19 - The Best CAS Talent is Already Employed—So What Now?

00:50 - The Power of a Hiring Pipeline vs. Reactive Recruiting

01:08 - Shrinking Talent Pool: Why Compensation Alone Won’t Fix It

02:27 - Recruiting Like Sales: Branding & Messaging to Attract Talent

03:12 - Skills That Matter Most: Adaptability Over Accounting Degrees

04:13 - Expanding the Talent Pool: Why Multidisciplinary Backgrounds Matter

05:28 - Compensation vs. Culture: What Younger Talent Actually Wants

06:09 - Always Be Recruiting: Why Hiring is an Ongoing Process

06:51 - Your Next Hire Might Not Be an Accountant—And That’s Okay

07:53 - How to Get Started: Building a Talent List on LinkedIn

✅ Key Takeaways:

✔️ Hiring reactively doesn’t work—build a recruiting pipeline instead.

✔️ The best CAS professionals prioritize adaptability & problem-solving over degrees.

✔️ Brand perception matters—top candidates want mission-driven firms.

✔️ Hiring should be a continuous process, not just when you need a role filled.

✔️ Your next great hire might not be an accountant—expand your search.

📢 How do you approach hiring in your firm? Comment below!

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Full Send | Accounting & Data

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