RETHINKING YOUR TAX CAREER IN 2026

Let me start by acknowledging the great number of you that are working long days to get across the April 15th deadline. In case you’re wondering if anyone notices how hard you are working – I see you and I know how hard it is.

While most tax people are way too busy to even think about changing jobs right now, some of them have made the decision that it’s time – this is the last busy season I’m doing this – and they’re already planning their escape and fantasizing about better days ahead. Well, let me share with you some information that will help you understand what to expect if you do decide it’s time.

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The job market hasn’t changed significantly since December, but the weight of all the things that impact the job market seems to be increasing (unemployment numbers, GDP, interest rates, consumer confidence, etc.). But, because I’m unsure where each of these factors is headed, let me tell you what I’m seeing right now. Public accounting hiring, seasonally slow this time of year, was down by 8% year over year. Given the ongoing shortage of people coming into the profession, the dip in the quit rate and the continued retirement of baby boomers; the market continues to appear short staffed. It will be interesting to see what happens in May when many firms usually crank up their recruiting efforts. Can we expect the same level of hiring or will it continue to decrease? I continue to hear about firms sending staff and senior staff level work overseas and automation/AI eliminating more of the entry level needs. What used to be a big firm’s game, off shoring has trickled down to the local firm level. This article explores the shift in how firms are using, off shore accounting.

Industry staffing (non-public accounting) is a mixed bag. While I see new tax departments springing up here and there, I also see companies outsourcing their tax work. And, like their counterparts in public, more and more companies are using offshore resources. I recently spoke with the founder of a company that provides offshore accounting specifically for property management. He finds, hires and trains accountants in the Philippines to work for property management companies in the US. Like AI with its compute shortage, what’s holding him back right now is a lack of qualified personnel. It’s not a lack of demand. Through networking and analysis, he’s determined there is a large opportunity in the tax world. I just sold him a domain name I wasn’t using so he can start building his new tax outsourcing business. I mention this because the demand is real and growing. My thought is that he’ll run into the same issue – plenty of demand but a lack of qualified talent. Nonetheless, tax jobs continue to be sent overseas.

THE NEW REALITY OF SLOWER HIRING

Another noticeable shift is how slowly the hiring process is moving at most employers. As is the case with purchasing big ticket items, people are spending more time doing research, analyzing their options and doing mental gymnastics before pulling the trigger. Market uncertainty sparks fear and we often respond to fear with the desire to control. The need for control is often seen in the form of delayed decisions and slower hiring. My thought is that there is going to be an ongoing need for strong talent.

High achievers will land on their feet, even with all the changes we are experiencing. On the flip side, if you’ve been coasting and/or complaining, you might want to rethink that strategy. While I have my opinions, I’m not saying the changes in the market are right or wrong or even good or bad. I’m just saying now might be the time to put down the distractions and focus on doing your best and maybe spending some of your free time on professional development. As a friend and former business coach reminds me, I should focus on and improve the things I can control (myself, my skills, my physical and mental well-being, my awareness of shifts in the market) and try not to worry about the things that are out of my control (everything else). Easier said than done but doable. If you’re a tax professional, you know how to work hard and go the extra mile. Now is the time to show ‘em what you’re made of.

If you’re thinking about exploring new opportunities after busy season, it’s important to know that the interview process you remember may not be the one you walk into. AI‑screened interviews are here, and they require a slightly different kind of preparation. This article does a great job explaining what’s changing and how to show up confidently: AI Job Interviews aren’t the future – they’re here.

JOB BOARD

State Tax Director – CO or CA (Hybrid), $170K–$210K + Bonus – Seeking a seasoned SALT leader to own the full state and local tax function.

Senior Tax Manager – Denver (Hybrid) $150K–$175K + Bonus – This role plays a key part in managing U.S. and Canadian federal and state income tax matters, including tax accounting, tax provision, and audit defense.

Click here for a complete listing of our jobs.

As 2026 begins, AI adoption is accelerating, pushing firms to modernize quickly while redefining the skills and expectations that shape top talent. As you navigate these shifts, Oxford Tax Recruiting is here to help you stay ahead by connecting you with professionals ready to thrive in this new landscapeIf you feel like it’s time to consider options, let’s talk about a strategy to get you on the right path or in the position you want. Hiring hasn’t vanished; it’s slowed down. While there is the option to just send out more applications, I think you are better served to be more strategic in your approach by using different tools to get you in the door. On the flip side, if you want to hire top tax talent, I hope you’ll consider me as a potential resource. Although there are more people applying, the stakes are high and the right hire can have a significant impact on the organization and your own success.

Jay McCauley,

Executive Recruiter

jay.mccauley@oxfordtaxrecruiting.com

303-730-0100