The Big 4 accounting firms (Deloitte, PwC, EY, and KPMG) are known for cultivating top-tier professionals with unparalleled technical skills, discipline, and a strong work ethic. However, as these firms grow and evolve, some of their talented professionals begin seeking opportunities outside the traditional Big 4 career path. For companies looking to hire this exceptional talent, a thoughtful and strategic approach is essential. Here’s how to attract and retain candidates from the Big 4.
Understanding What Big 4 Candidates Want
While Big 4 alumni bring immense value to organizations, their career aspirations often shift after years of intense workloads and high-pressure environments. Recent studies indicate that professionals are leaving Big 4 firms earlier in their careers compared to previous years. A 2020 article in The CPA Journal highlighted that large CPA firms experience turnover rates of approximately 17%, with one in six firms reporting annual turnover rates of 20% or higher (The CPA Journal). Similarly, a 2022 article in the Journal of Accountancy noted that Big 4 firms have implemented multiple wage increases since 2020 in an effort to retain talent (Journal of Accountancy).
Alex Homer, CPA and Audit Senior Manager at Frank, Rimerman + Co, explains, “With the pathway to partnership increasingly more difficult to obtain, Big 4 talent is seeking opportunities to sustain a long-term balance between providing for our families, being there for the small moments of our children, and contributing thoughtfully to an organization. We will always work hard, including long hours during audit and tax season; however, a clear pathway to leadership is important, and being open to all those opportunities is a must.”
This insight highlights a key motivator for Big 4 professionals: the desire for meaningful work, balance, and clear opportunities for growth.
Strategies to Attract Big 4 Talent
1. Highlight Work-Life Balance
Big 4 professionals are accustomed to demanding schedules, but many are seeking roles that allow for:
- Flexibility: Emphasize remote work options or hybrid schedules.
- Family-Friendly Policies: Highlight benefits like parental leave, flexible hours, and childcare support.
- Manageable Workloads: Offer transparency about expectations, particularly during peak seasons.
2. Offer Clear Growth Opportunities
Professionals transitioning from the Big 4 often seek organizations where their hard work is recognized and rewarded with tangible career progression. Ensure that:
- Leadership pathways are clearly defined.
- Opportunities for mentorship and professional development are available.
- Performance reviews are structured to identify and reward high achievers.
3. Showcase a Collaborative and Thoughtful Culture
Big 4 alumni are drawn to organizations that value their input and foster a positive, inclusive culture. To attract this talent:
- Emphasize teamwork and innovation in your workplace.
- Create opportunities for employees to contribute meaningfully to company initiatives.
- Highlight efforts to support diversity, equity, and inclusion.
4. Leverage Networking and Referrals
Many Big 4 alumni remain connected with their peers. Tap into these networks by:
- Working with former Big 4 professionals already on your team to spread the word about openings.
- Attending industry events and conferences frequented by Big 4 professionals.
- Partnering with alumni groups or professional organizations.
5. Tailor Your Job Descriptions
Job descriptions should resonate with Big 4 candidates by:
- Emphasizing the impact they’ll have within the organization.
- Outlining specific skills and experiences you value from their Big 4 background.
- Including language that demonstrates an understanding of their career goals.
6. Offer Competitive Compensation and Benefits
When recruiting professionals from the Big 4 accounting firms, it’s essential to offer competitive compensation that reflects their experience and expertise. Understanding the typical salary ranges at these firms can help you craft attractive offers. Here’s a breakdown of average annual salaries by position:
- Associate: $65,000
- Senior Associate: $65,000 – $85,000
- Manager: $100,000 – $130,000
- Senior Manager: $150,000 – $180,000
These figures can vary based on factors such as firm, location, and specific role. Offering a competitive salary package, along with benefits that promote work-life balance and clear career progression, can make your organization more appealing to Big 4 candidates seeking new opportunities.
While work-life balance and culture are essential, compensation remains a key factor. Ensure your offers are:
- Competitive with market rates, particularly for roles requiring CPA certification.
- Inclusive of bonuses, profit-sharing, or equity opportunities.
- Transparent about non-monetary benefits, such as wellness programs or additional PTO.
Retention: Keeping Big 4 Talent Engaged
Attracting Big 4 professionals is only part of the challenge; retaining them requires ongoing effort. Here’s how:
- Foster Leadership Development: Provide continuous learning and growth opportunities.
- Solicit Feedback: Regularly check in with employees to understand their needs and address concerns.
- Celebrate Success: Recognize contributions and celebrate milestones, both big and small.
Final Thoughts
Recruiting Big 4 talent requires a thoughtful approach that aligns with their values and aspirations. By emphasizing work-life balance, offering clear pathways to leadership, and fostering a supportive culture, your organization can attract and retain these exceptional professionals. As Alex Homer, CPA, reminds us, being open to meeting candidates where they are and providing opportunities for meaningful contribution is key to unlocking their potential—and driving success for your team.
About Hire Integrated Accounting and Finance
At Hire Integrated, we bring over 40 years of collective experience in accounting and finance recruitment within the Utah market—and we’re just getting started. With over 60% of our placements focused on accounting and finance roles, and more than $7.75 million in total salaries placed throughout Utah, we have a proven track record of connecting top-tier talent with exceptional opportunities. Our team’s experience spans global recruiting firms, boutique agencies, and corporate recruitment roles, giving us unparalleled insight into the challenges and nuances of building strong, effective teams. At our core, we believe that success in recruitment is built on relationships, not exclusivity. Through years of cultivating trust and meaningful connections within Utah’s accounting and finance community, we’ve established a reputation for delivering results with integrity and mutual respect. We are proud to partner with organizations to grow their teams and drive success.
