Hiring Non-CPAs: Building a Diverse and Effective Team
In this episode of A Look Into the Future, Paul Latham from Hayden Rock Solutions discusses the growing trend of accounting firms hiring non-CPAs. With insights from his experience in both the UK and the US, Paul explains why a diverse team with varied skill sets—not just accounting backgrounds—can create a stronger, more effective firm.
Why Accounting Firms are Hiring Non-CPAs
Paul shares that his experience in the UK exposed him to a different model where firms regularly hired graduates from diverse fields, not just accounting. This broader hiring approach helped firms create a team that brought unique perspectives and skills, which were beneficial for client relationships. When he moved to the US, he noticed a more rigid structure, with firms typically requiring an accounting degree for entry. However, times are changing, and firms are beginning to recognize the advantages of hiring non-CPAs.
The Benefits of a Diverse Team
Hiring professionals with backgrounds outside of accounting introduces new perspectives and skills, making the firm more adaptable and dynamic. Paul outlines several benefits of this approach:
- Enhanced Client Interaction – People from diverse fields often bring stronger communication skills, enabling them to connect better with clients.
- Broader Skill Set – By including team members with expertise in areas like marketing, sales, or technology, firms can expand their service offerings.
- Improved Team Culture – A variety of personalities and backgrounds fosters creativity and collaboration, reducing the risk of a “gray” or overly homogeneous culture.
Paul’s Three Golden Rules for Hiring
Paul shares three hiring guidelines from his time at his UK firm, Lathams, to ensure a well-rounded, effective team:
- Avoid Hiring Accounting Majors Only – Paul preferred hiring graduates from diverse fields, such as history or English, who could bring fresh perspectives and communication skills.
- Choose Well-Rounded Individuals – He looked for bright, capable individuals who were not overly focused on technical details alone, often favoring candidates who demonstrated strong interpersonal skills.
- Consider Compatibility – Paul advised his team to ask if they would trust the candidate to babysit a younger sibling. This rule helped ensure that candidates were trustworthy and fit the firm’s culture.
Creating a Diverse, High-Performing Team
Paul explains that building an effective team isn’t just about hiring diverse individuals—it’s about leveraging each person’s unique strengths. At Lathams, his team used DISC profiling to understand each team member’s personality and skill set. This allowed them to form balanced client service teams where each person played a specific role:
- Relationship Leader – Focused on client communication and trust-building.
- Detail-Oriented Accountant – Managed technical work with precision.
- Creative Planner – Led strategic planning and tax advisory with innovative thinking.
By structuring teams this way, the firm reduced its dependence on any single “hero” partner and instead presented a unified team to clients.
Moving Beyond the Partner-Centric Model
Traditionally, accounting firms rely heavily on partners as the face of the firm. However, Paul encourages a shift to a team-centered approach. By highlighting the team rather than individual partners, firms can create a more scalable, sustainable model that reduces partner burnout and improves client experience.
- Elevate the Team, Not Just the Partner – Clients see the firm as a collective resource rather than relying solely on one person.
- Empower Partners to Focus on Strategic Work – Freeing partners from day-to-day details allows them to focus on higher-level planning and growth.
The Future of Hiring in Accounting
Hiring non-CPAs brings fresh skills, perspectives, and energy to accounting firms, allowing them to better serve clients and create a vibrant team culture. By embracing a diverse workforce, firms can position themselves as forward-thinking advisors, prepared for the changing demands of the profession. Now is the time to rethink traditional hiring practices and build a team that supports growth and adaptability.
