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81 CAS Growth: How To Find Top Talent In CAS
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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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