The State of Accounting Talent in Boston: Hiring Trends for 2026
Boston’s accounting and finance landscape continues to evolve quickly as we approach 2026. With the city’s strong presence in biotech, software, financial services, and rapidly scaling startups, the demand for experienced accounting talent remains exceptionally high. At the same time, workforce expectations are shifting and the CPA pipeline continues to shrink, creating both challenges and new opportunities for employers who want to stay competitive.
The Current State of Boston’s Talent Market
Boston is still facing a significant shortage of experienced accounting professionals. A wave of retirements from Baby Boomers and Gen Xers, plus a sharp drop in new CPA candidates nationwide, has made the talent pool even smaller. At the same time, local demand is strong, with biotech, venture capital, private equity, and corporate accounting teams all continuing to grow.
This imbalance has intensified the competition for qualified candidates. Staying informed about the trends shaping Boston’s market can help employers make smarter hiring decisions and avoid long, costly delays in the search process.
Hiring Trends to Watch for 2026
1. Ongoing Shortage of Experienced Accountants
The talent gap is not expected to improve in 2026. Employers seeking mid-level and senior accounting staff will continue to face a historically small talent pool. Partnering with an experienced staffing firm may alleviate this headwind, as many individuals in your market are already employed and not necessarily seeking new roles (and therefore won’t apply to your LinkedIn job post). However, one call to a passive candidate from an agency that will pitch your job opening in the right light may get you the talent you desperately need.
2. Flexible Work Still Expected
Although many companies have shifted back to hybrid schedules, Boston candidates consistently expect some level of flexibility. Employers that require full in-office schedules are losing talent to more flexible competitors within Boston and even to fully remote companies outside the state. Flexibility has become a core retention tool rather than a perk.
3. Rising Salaries and Competitive Counteroffers
Wage pressure remains strong and shows no sign of slowing down. Boston companies increasingly rely on bonuses, retention incentives, and counteroffers to keep their best people. When top talent does come on the job market, they often receive multiple offers simultaneously. Therefore, one of the worst things recruiters hear is, “This person is great! We’ll need 2 or 3 more before we make a hiring decision.”
If your recruiter has 2 or 3 more candidates to share, they will send them to you. But why delay on the person who is great today? While you shouldn’t feel rushed to make a hiring decision, keeping your role open for months on end leaves your current team without the help they need, and disgruntled interviewees who may be losing interest fast. If you find the right person, don’t wait for the sake of waiting and “seeing the market”. A competitive offer for the right person is the path of least resistance for all.
4. Technology Skills Becoming Essential
Modern accounting teams depend on automation tools, AI-supported analytics, and advanced ERP systems. Candidates with strong technical skills, especially in SAP, NetSuite, Oracle, and Power BI, continue to stand out.
If you are a job seeker and repeatedly hear that software exposure is holding you back, consider online courses, certifications, or hands-on sandbox environments to build familiarity. Asking your CFO to roll out new software just so you can learn it is not the recommended path. Taking the initiative to learn on your own will go much further.
5. Employers Hiring Earlier and More Strategically
Forward-thinking organizations are no longer waiting for turnover to begin their search. Instead, they’re building proactive pipelines, strengthening employer brand visibility, and partnering with recruiting firms to stay competitive. At The Forum Group Boston, we partner with some of the fastest-growing companies to build hiring roadmaps and move from reactive to proactive.
How Boston Employers Can Stay Competitive
To secure top talent in 2026, Boston employers should:
Without rushing, streamline and speed up the interview process
Offer competitive compensation aligned with market trends
Provide hybrid flexibility
Invest in ongoing professional development
Work with staffing partners who understand the local market
What Job Seekers Should Know
Professionals entering the 2026 market can stand out by:
Strengthening skills in analytics, ERP systems, and automation tools
Highlighting measurable accomplishments in past roles
Building leadership, communication, and project management skills
Staying informed on regulatory and industry changes affecting accounting
The Boston accounting landscape is poised for continued growth and competition. Employers who remain adaptable, act decisively, and invest in strong hiring strategies will be best positioned to attract and retain top talent. Whether you are building your team or planning your next career move, The Forum Group Boston is here to help you navigate the year ahead with confidence.
Reach out to us to get started.
