1.2k+ Happy Hires
Accounting QOP recruits specifically for accounting, tax, and advisory firms, so every search starts with the realities of chargeable hours, partner-driven decision making, tight deadlines, and high-touch client service. We target leaders who already succeed inside CPA, CAS, and advisory environments, understand regulated work, and can navigate complex engagement economics. That lets us bring you people who ramp quickly, protect quality and risk, and strengthen the firm’s long-term client relationships.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
At Accounting QOP, high touch means we work the way accounting firms actually operate: chargeable hours, busy seasons, partner dynamics, and high client expectations. We take the time to understand how work flows through audit, tax, CAS, or advisory teams, then keep both sides aligned on scope, pace, and culture. Because we represent the role and firm honestly, you get fewer mismatched interviews and more durable long-term hires.
Over 14,000 candidates engaged on a monthly basis.
of experience in the Accounting & Tax space
average time to hire, from intake call to top candidate accepting an offer.
Before Accounting QOP runs an effective search in public accounting, tax, CAS, or advisory, we align on the realities that shape success: chargeable-hour expectations, seasonal peaks, partner priorities, client mix, and the firm’s service-line workflow. We learn your environment, the scope of the role, and the non-negotiables that matter day to day. With that clarity, we define an ideal profile that reflects how work is actually delivered inside your firm.
Using the profile, we map where qualified talent sits across comparable CPA and advisory environments, including firms with similar service lines, client complexity, and operating cadence. We assess how the market is behaving for that skill set—availability, common backgrounds, and likely deal-breakers—so targeting reflects real constraints instead of assumptions. This keeps outreach focused on people who can step into your pace and standards without a long adjustment period.
Once targeting is set, we initiate direct outreach to build a focused pool of professionals with relevant firm experience. Screening is centered on fit to your world: comfort with deadlines and review cycles, judgment in regulated work, communication style with clients and partners, and the ability to operate inside established workflows and systems. This reduces mismatches early and prevents interviews that stall because expectations weren’t aligned.
Throughout interviews, Accounting QOP keeps communication tight and accurate—confirming priorities, clarifying scope as it evolves, and ensuring the opportunity is represented consistently. Candidates stay prepared for what they’ll actually walk into: workload rhythm, team structure, and how success is measured in a firm setting. In the final stage, we support offer alignment and a smooth transition so the hire is stable, confident, and ready to contribute quickly.
Accounting QOP uses a fully outbound recruitment process. We don’t post jobs or rely on inbound applicants. We define the requirements, map talent across accounting and tax, and reach out directly to professionals who match. This keeps the search focused on proven performers rather than active job seekers.
We convert your brief into clear must have criteria for experience, responsibilities, and results. We then identify professionals who meet those criteria and speak with them to confirm depth, alignment, and readiness. Only candidates who fit the role and environment are presented.
On average, we provide a usable shortlist within 2.5 weeks. The outbound model removes delays caused by job postings and allows us to target relevant profiles immediately, which reduces interview waste and shortens the hiring cycle.
Accounting QOP operates on a full contingency basis. All research and outreach are funded upfront. You are invoiced 30 days after the hire starts. If the hire does not stay for at least 180 days, we restart the search under the same agreement. This keeps most of the risk on our side until the hire is stable.
Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within accounting. When an executive search comes in, we use that network to identify leaders with relevant experience, proven judgment, and stable track records. This lets us support both day to day ancillary hiring and higher-level leadership needs within the same industry.
Accounting QOP keeps both sides protected. Candidate conversations stay private, and client details are only shared once a candidate meets the core requirements and expresses genuine interest. This avoids unnecessary exposure for both the company and the candidate.
We contact candidates directly, set expectations early, and relay only accurate information about the role. Candidates understand the workload, environment, and reporting structure before speaking with you. This reduces mismatched expectations and improves close rates.
Real stories of growth and success
