Find Employees
Since 1998, our recruiting and staffing agency has been dedicated to providing top-notch talent solutions. We understand that the world of accounting and finance requires a unique approach, just like our philosophy of making better matches.
Featured Candidate Resumes
Our Approach
Our approach goes beyond simply filling positions; it’s about finding the perfect match that benefits both the company and the candidate. We recognize that success involves more than technical skills and qualifications on paper. That’s why our qualification process is designed to ensure a win/win scenario for both our client companies and the professionals we place.
Diverse Placements
We specialize in a wide range of placements, including:
- Direct Hire: We connect companies with permanent professionals who are the ideal fit for their needs.
- Contract Placements: For companies seeking temporary support, our contract placements provide skilled professionals on a short-term basis.
- Contract-to-Hire: We offer the option to transition contracts into full-time employees if both parties agree it’s a good fit.
Our Areas of Expertise
Our seasoned recruiting team possesses firsthand experience in their fields, enabling them to bring deep industry knowledge to every placement. We specialize in placing candidates in five key disciplines: 1) accounting and finance, 2) executive administrative, 3) human resources, 4) information technology, and 5) C-Suite executive talent.
Our Commitment to Relationships
At our core, we believe that lasting relationships are the foundation of successful recruiting. We don’t just focus on filling a job and moving on. Instead, we approach each engagement with genuine care and attention because we value the connections and relationships that continue to grow long after a successful match is made.
Whether you’re a company seeking fractional, contract, or full-time resources or a professional looking for your next career move, our dedicated team is here to make a better match for you. We’re not just about recruiting; we’re about building successful partnerships that stand the test of time.
Direct Hire
LBMC’s search methodology separates us from others in contingency search and ensures you receive the focused insight and dedicated commitment to hiring success that you and your business deserve.
LBMC Process for Recruitment
Our Experience Makes a Difference – The placement consultants at LBMC Staffing Solutions are seasoned professionals who take a consultative approach when working with clients. We have assembled a group of talented individuals with diverse backgrounds and “real world” experience, education and certifications in the disciplines for which we recruit. This enables us to more thoroughly vet and pre-qualify candidates, presenting only top candidates to you through comprehensive screening.
Quality Network and Approach – Through our affiliation with Tennessee’s largest financial services firm, we have a broader and deeper base of contacts than our competitors to locate candidates and attract referrals. The LBMC Staffing Solutions service approach is very hands-on, collaborative, and transparent. We have stability, credibility and a proven reputation of the highest level of ethics and confidentiality. The problem-solving ability we bring to servicing your search will ensure its success. We also work with you to promote your opportunity and sell your company.
Our Client Service is Exceptional – You can expect strong communication from our team, including the little things – your phone calls and emails are returned promptly! Expectations are established, communicated and revisited during the engagement. You will appreciate a high sense of urgency on our team’s part to fill your positions. You will be a priority.
We recruit the RIGHT talent that make good businesses BETTER – We provide access to a vast network of highly qualified candidates. Our tenure and work experience in the disciplines we recruit allow us to listen to your needs and bring valued market knowledge. This combination enables us to recruit, qualify and make better matches for both our clients and candidates.
Contract Placement
When you need a contract placement, you tell us what your needs are and when you need the help. Then, we look for the right talent to fit those needs. Our goal is to make your job more manageable by providing the necessary resources to assist you in meeting critical deadlines. By utilizing a consultant, employers reduce fixed costs while gaining top talent for their specific projects.
Contract Placement – When to use a Consultant
Additional Project Examples:
- Interim management roles (CFOs, Controllers, CIO, IT Directors)
- Forensic accounting
- Audit preparation including SOX compliance
- Internal and external financial reporting including SEC filings
- Tax accounting
- Budgeting and analysis
- Account reconciliation
- Bankruptcy support
- Accounting clean up
- International business and tax
- Inventory analysis/cost accounting
- QuickBooks setup/clean-up
- System implementations
- Internal controls review
- Business process benchmarking, improvement and design
- HR management consulting
- IT project/program management
- Application/software development
- Business analysis
- Network security
The LBMC Difference
The LBMC Difference is about listening and understanding your business needs, as well as using a detailed process to help you secure the right talent to fit your opportunity. We believe our job is to do more than simply send out resumes.
The LBMC Difference:
- Professional recruiters with expertise in the specific disciplines they recruit
- An expansive candidate referral network through our affiliation with one of the Southeast’s premier financial services firms
- Pre-screened candidates for technical AND cultural fit enhancing employee retention
- Market knowledge and industry experience resulting in a consultative approach to recruiting
- Efficient qualification, selection and presentation of candidates – saving you time and money
Accounting and Finance Candidates
We place a wide range of accounting and finance candidates from c-suite to staff level. Explore a partial listing of our current Accountant Professionals available below.
If you are searching for a specialized candidate with a certain skill set or would like a more detailed listing of top talent, please contact one of our search consultants today, and they will help you find the perfect fit.
Types of Accounting and Finance Positions We Place
- CFO
- VP of Finance
- Director of Finance
- Director of Accounting
- Director of Internal Audit
- Internal Auditor
- Treasurer
- Controller / Assistant
- Controller
- Accounting Manager
- Tax Director / Manager
- Tax Accountant
- Financial / Budget Analyst
- Cost Accountant
- Payroll Manager
- Senior Accountant
- Staff Accountant
Accounting and Finance Candidate Profiles
CPA with strong accounting and analytical background-DC1
CPA with strong accounting and analytical background with experience leading a team. Focused and diligent with a strong work ethic and excellent references. Intermediate Excel skills and experience in multiple ERP implementations; experience with various accounting software, including QB, SAP, Dynamics, and Oracle. Seeking a new position that would supports an independent work style and utilizes existing knowledge of operational and general ledger accounting, month end close, and analysis. Seeking base of $110k.
Accounting degree with Masters in Finance-DC2
Accounting degree with Masters in Finance – combination of industry and public accounting experience. Great foundation in inventory, cost accounting and manufacturing. Currently serves as controller in a $100M manufacturing company with 5+ direct reports with responsibility for all accounting and finance, financial reporting and budgeting. References speak highly of leadership skills, problem solving and overall good relationship builder. Target base salary: $170k
Real Estate Experienced CFO-DKE1
CPA/MBA with highly technical accounting experience developed through extensive public accounting experience serving clients in a variety of industries. Transitioned to industry as Director of Finance and now VP of Finance in real estate investment and development. Adept at navigating complex entity structures, scaling financial reporting capabilities, and leading high-performing teams. Proven expertise in financial reporting, audit management, and driving operational efficiency to support growth and investor transparency.
Transaction Advisory CPA Seeking Finance Director Role-DKE2
CPA with extensive sell-side and buy-side financial due diligence experience in multiple industry segments seeking a senior management or director level finance role with a growing organization. Accustomed to leading a team consistently delivering high-quality, value-added outputs under tight timelines contributing to successful deal execution. Strong interpersonal skills enabling partnership with cross-functional teams to produce holistic observations and comprehensive, integrated analyses to drive strategic decision-making.
Experienced VP Finance Seeking CFO Opportunity-DKE3
Finance leader with a history of driving profitable growth, operational efficiency, and enterprise value for private-equity– backed and growth-stage companies. Trusted business partner to CEOs, boards, and investors with deep expertise in FP&A, strategic planning, capital management, and data-driven decision support. Known for building high-performing finance functions that deliver insights, improve cash flow, and enable sustainable EBITDA expansion.
Net Suite Experienced Accounting Manager-DKE4
Accounting Manager with 7+ years of experience in audit, month end close, and financial analysis. Promoted to current position and seeking a stable and growing company to continue to grow professionally. Demonstrated leadership in mentoring a team. Adept at implementing new systems and policies, enhancing financial reporting processes, and fostering a culture of continuous improvement and collaboration.
Strategic Business Partner to PE Investors-DKE5
CFO with extensive experience formulating and implementing business strategies, financial processes, and controls that build corporate value. Respected as a broad, strategic thinker who quickly assesses critical issues and implements action plans that increase revenues, strengthen companies, improve margins and improve liquidity. With unique ability to bridge communications and operations between investors and operating companies, this CFO brings a high-energy approach marked by innovation and value creation.
Controller/CFO level Consultant 1-NW1
This candidate has a BS in Accounting and an MBA and more than 25 years of experience in Finance, Accounting and Purchasing roles. He is ultimately seeking a permanent role but is also considering contract opportunities. In his most permanent role as a CFO, this candidate was responsible for the company’s Accounting, FP&A, Treasury and Tax. This candidate has excellent system skills and has led system implementations, and ERP migrations with multiple systems. As a consultant this candidate initiated and led a long-term process improvement and automation project for an LBMC Staffing client, and we received outstanding feedback on his performance. The team reviewed various operational processes and put in automated reporting processes to help improve operational efficiencies and performance. He has set up accounting teams and designed and documented efficient and effective policies and procedures. This candidate has excellent communication skills and employees and peers enjoy working with him. He also has excellent system skills and advanced Excel skills including experience with VBA and Power Automate as well as Power BI.
Controller/CFO level Consultant 2-NW2
This candidate is a CPA with 30 years of experience in both finance and accounting in multiple industries. Since 2007 he has been a hands-on consultant and has experience with general ledger accounting, financial reporting, financial modeling, ERP and general ledger system implementations, quality of earnings work, outsourced CFO services, Sarbanes Oxley compliance work, purchase accounting, process documentation, and audit assistance work. He has a strong knowledge of GAAP including in the areas of purchase accounting and revenue recognition. He has experience with multiple systems including QuickBooks Online, NetSuite, Bill.com and Sage Intacct. He is system savvy, and he can quickly learn a new system quickly as well. This dedicated consultant has worked on multiple projects for LBMC Staffing, and we received excellent feedback on his work. He has worked with multiple PE backed companies, and he has full time capacity to begin a new remote project immediately.
CPA with Healthcare Finance and Internal Audit-AM1
This CPA spent many years in internal audit, and he is highly skilled with revenue recognition, financial statement presentation, technical accounting, and risk assessment. In his most recent role as Regional Controller for a large healthcare company, he used extensive financial analysis skills along with general accounting operations (monthly close, general ledger accounting and reconciliations). He is immediately available for contract work. Nashville-based and will work in office or hybrid.
Senior Accountant Utility Player-AM2
Dedicated LBMC Staffing consultant at the senior accountant level available as of January 1, 2026. This degreed accountant has robust experience in general ledger accounting, AP, AR, Billing, Payroll/HR, fixed assets, account reconciliations, cash management, and all aspects of month-end close. This candidate has intermediate to advanced Excel skills and has experience utilizing Power Query with large data sets. She has experience with a variety of general ledger systems, including Sage Intacct, NetSuite, Great Plains, Microsoft Dynamics, and QBO.
Bookkeeper/Senior Accountant-AM3
This accountant with a master’s degree has over 15 years of experience across a number of industries, including managing her own clients for bookkeeping, payroll, accounting clean-up, tax returns, and financial statement reviews/audits. She previously worked at an accounting and advisory firm, managing accounting and taxes for clients. She has many years of experience with multi-state payroll (QBO Certified, Gusto, PayChex, Dominion), payroll tax returns, and other HR functions including onboarding. Available immediately for mostly remote roles.
Dedicated LBMC Consultant and CPA-BC1
A dedicated LBMC consultant and CPA with over 25 years of experience in public accounting and industry, this consultant brings deep expertise in month-end close, audit preparation, and technical accounting. They have successfully led accounting integrations and system implementations, including Sage Intacct Global Consolidations, improving reporting accuracy and efficiency. They demonstrate steady leadership and reliability under pressure, consistently providing structure and clarity during transitions.
Accomplished Accounting Professional-BC2
An accomplished accounting professional with extensive experience in financial analysis, process automation, and accounting operations, this consultant has led initiatives that saved thousands of hours annually through Robotic Process Automation (RPA). They have rebuilt close processes, enhanced reporting accuracy, and driven multi-division financial consolidation at both corporate and consulting levels. Highly skilled in SQL, Excel, and automation tools, they bring a rare blend of technical acumen and operational insight to streamline finance functions and improve efficiency.
Hands-On CPA-MLS1
CPA with many years of experience mainly in the manufacturing industry. Even though he has been in Controller/CFO roles, he is very hands-on. Has worked in companies that range in sales from $12million to $240million, has been in turnaround situations, start-ups, acquisitions, and divestitures. He has done a lot of process improvements, automated manual processes, and done documentation on those processes. Implemented and used many software systems and has advanced Excel skills.
Accounting Professional with over 20 Years of Experience-MLS2
Accounting professional with over 20 years of experience in a variety of industries including full service real estate, hospitality, government, development, and technology. Extensive experience in overhauling and implementing new accounting, operating systems, and technology for a more efficient and effective work environment on a company wide basis.
Accounting Manager (SaaS, CPA, Big 4) – LH1
CPA and Accounting Manager candidate with Big4 Audit and Corporate Accounting Manager combination experience. Extensive SaaS industry experience with heavy involvement in implementing a revenue recognition system. Candidate is seeking a new opportunity that offers a collaborative and supportive culture and the ability to be involved in various projects. Open to Financial Reporting and Accounting Management roles.
Senior Accountant/Accounting Manager-LH2
Strong Senior Accountant with financial services and retail industry experience. Highly experienced in full cycle accounting, month end close, intercompany transactions, COGS, inventory, and data analytics – Power BI and Alteryx experience. This candidate is seeking an opportunity to further their career and grow into a management position.
Sr FP&A Analyst-LH3
CPA with prior Big4 Audit experience paired with process automation and data focused exposure in an FP&A setting. Highly experienced in PowerBI and Alteryx, this candidate is seeking an opportunity to work with a strong mentor and continue to develop professionally. Various industry exposure including healthcare technology and PE backed environments.
Bachelor’s degree in finance and accounting from Virginia Tech and is CPA eligible. Eager to work in a collaborative environment and brings a well-rounded background in accounting, financial planning, budgeting, and financial modeling. Advanced in Excel, Salesforce, and NetSuite, and is a quick learner who enjoys tackling new challenges. Very professional well spoken, and excited about the opportunity to contribute to a high-performing team. A Nashville resident and is looking for an in-office position to foster stronger team engagement. Seeking a base salary of $100,000.
Bachelor’s degree in finance from the University of Georgia. Advanced proficiency in Excel and Power BI and has experience with ERP implementations. A fast learner, highly detail-oriented, and self-sufficient. Expertise spans budgeting, forecasting, financial modeling, and system training, making a valuable asset in multiple areas of a business. Seeking a long-term opportunity with a growth-oriented company that offers a collaborative and positive work environment. Target salary is $125,000.
Finance Graduate with proficient Excel and Power BI-HB1
Bachelor’s degree in finance and accounting from Virginia Tech and is CPA eligible. Eager to work in a collaborative environment and brings a well-rounded background in accounting, financial planning, budgeting, and financial modeling. Advanced in Excel, Salesforce, and NetSuite, and is a quick learner who enjoys tackling new challenges. Very professional well spoken, and excited about the opportunity to contribute to a high-performing team. A Nashville resident and is looking for an in-office position to foster stronger team engagement. Seeking a base salary of $100,000.
Finance Graduate with Advanced Power BI and ERP Implementation-HB2
Bachelor’s degree in finance from the University of Georgia. Advanced proficiency in Excel and Power BI and has experience with ERP implementations. A fast learner, highly detail-oriented, and self-sufficient. Expertise spans budgeting, forecasting, financial modeling, and system training, making a valuable asset in multiple areas of a business. Seeking a long-term opportunity with a growth-oriented company that offers a collaborative and positive work environment. Target salary is $125,000.
Senior Finance & Treasury Leader (MBA) | Chattanooga, TN-MDS1
This candidate brings 20+ years of experience across Fortune 500, mid-market, and privately held organizations, with strengths in FP&A, treasury/cash management, budgeting, forecasting, M&A support, and process improvement. They hold a Finance degree and an MBA, with early-career experience in treasury roles supporting cash flow analysis before joining a large insurer, where they drove budgeting/forecasting, managed extensive KPI reporting, and led process improvement initiatives. They went on to spend over a decade overseeing finance operations for a manufacturing organization, followed by a role as Senior Treasury Accountant, where they optimized liquidity, improved reconciliation accuracy by 85%, reduced costs, and enhanced reporting through automation. Highly skilled in data analytics and financial systems (SAP, Oracle, Hyperion, Tableau, Power BI, SQL, and more) this candidate is well-suited for senior roles in corporate finance, FP&A, or treasury. Seeing a base salary of $95K and is based in Chattanooga, TN.
FP&A Manager-Level Finance Professional-MDS2
This candidate is a finance professional with strong systems and data expertise, specializing in automation, financial reporting, and data consolidation. Over the course of their career at a large global manufacturer, they have progressed through multiple roles and most recently moved into a manager-level FP&A position focused on finance transformation, process improvement, and reporting modernization. In their current role, they lead profitability tracking and performance analysis using Power BI and have successfully modernized financial reporting processes. They also manage cross-regional financial agreements, oversee transfer pricing, and serve as a system administrator for financial and reporting platforms. Notably, they represented finance in a two-year phased implementation transitioning the budgeting platform from Cognos to SAP Analytics Cloud, streamlining and automating forecasting. Earlier experience includes budgeting support, KPI dashboard development, and AR aging automation using VBA. They hold a finance degree and are highly proficient in Power BI, Excel, SAP, SQL, and MS Access. They particularly enjoy leveraging systems and analytics to improve operational insights and efficiency. This candidate is based in Middle Tennessee and is selectively open to new opportunities offering continued growth. Seeking $150K.
Staff Accountant – Knoxville-area-WM1
Staff Accountant – Knoxville-area candidate available immediately for direct-hire or contract opportunities. Recent manufacturing accounts payable experience with strong MS Excel skills. Quick learner with excellent references. Salary requirements: $60K.
Executive Administrative Candidates
At LBMC Staffing Solutions, we place executive administrative candidates including: executive administrators and assistants, office managers, administrative assistants, marketing coordinators and assistants, as well as sales assistants.
Explore a partial listing of our current Administrative professionals available below. If you are searching for a specialized candidate with a certain skill set or would like a more detailed listing of top talent, please contact one of our search consultants today and they will help you find the perfect fit.
Types of Executive Administrative Positions We Place
- Office Manager
- Executive / Administrative Assistant
- Sales Assistant
Executive Administrative Candidate Profiles
Contact Staffing Solutions for more information.
Human Resources Candidates
At LBMC Staffing Solutions, we place human resource candidates including: C-suite/VP of HR, HR directors, managers, generalists, coordinators, as well as training and development managers, compensation managers/analysts, benefits administrators, coordinators and employee relations positions.
Explore a partial listing of our current Human Resource Professionals available below. If you are searching for a specialized candidate with a certain skill set or would like a more detailed listing of top talent, please contact one of our search consultants today and they will help you find the perfect fit.
Types of Human Resources Positions We Place
- VP of Human Resources
- Human Resources Director / Manager
- Human Resources Generalist
- Training and Development Manager
- Compensation Manager / Analyst
- Benefits Administrator / Coordinator
Human Resources Candidate Profiles
Talent Acquisition-MAS1
Strategic recruiting leader with 15+ years of experience driving large-scale talent acquisition, workforce planning, and employer branding initiatives across multi-state markets. ATS/CRM exp, Bachelors.
SR HRBP-MAS2
Dynamic hands-on HR professional that leverages communication and agile, innovation-driven thinking to build strategic partnerships with the business to maximize organizational performance. Well versed in all areas of human resources, multiple industries, and start-up exp. 15 years of progressive HR exp, MBA, SHRM-CP
HR Director-MAS3
Entrepreneurial, energetic and team oriented human resources professional with 10+ years of experience in talent acquisition, training & development, benefits, payroll/HRIS, performance management & team member relations, compliance and compensation in PE, startup and established businesses settings. Bachelors, SHRM-CP
Information Technology Candidates
At LBMC Staffing Solutions, we place information technology candidates including: analysts, project managers, developers, engineers, administrators, help desk as well as other IT support positions.
Explore a partial listing of our current Information Technology Professionals available below. If you are searching for a specialized candidate with a certain skill set or would like a more detailed listing of top talent, please contact one of our search consultants today and they will help you find the perfect fit.
Types of Information Technology Positions We Place
- IT Management
- Project Manager
- Business / Data Analyst
- Network Engineer
- Desktop Support Management / Technician
Information Technology Candidate Profiles
Contact Staffing Solutions for more information.
LBMC Executive Talent Candidates
Explore a partial listing of our LBMC Executive Talent Candidates available below. We place key leadership positions such as CEO, COO, and CIO, with an initial focus on the healthcare sector.
If you are searching for a specialized candidate with a certain skill set or would like a more detailed listing of top talent, please contact one of our search consultants today and they will help you find the perfect fit.
Types of LBMC Executive Talent Positions We Place
- Chief Executive Officer (CEO)
- Chief Financial Officer (CFO)
- Chief Operating Officer (COO)
- Chief Information Officer (CIO) /Chief Technology Officer (CTO)
- Chief Legal Counsel / General Counsel (GC)
- Chief People Officer (CPO)
- Chief Growth/Development Officer (CGO/CDO)
- Other Key Executives
LBMC Executive Talent Candidate Profiles
Contact Staffing Solutions for more information.
Navigating a challenging talent market
Companies are thinking outside the box to come up with solutions to hire and retain team members. LBMC experts recently weighed in on the challenges employers are facing when seeking new talent for their teams and how they are working to overcome them.
1. Offer flexibility when possible.
As more employers allowed remote work during the pandemic, much of the workforce got used to having better “work life integration.” Employees experienced the benefits that came from being able to put dinner in the oven or throw in a load a laundry and hop back on the computer to complete their work. Perhaps even more impactful was the elimination of commutes, which gave people additional time to focus on work and made their jobs more efficient overall. As a result, recruiters are increasingly finding that some candidates don’t even look at opportunities without a remote or hybrid option.
In general, the more flexibility a company can offer, the larger the pool of prospective candidates they will have. If you can offer them, providing remote, hybrid and flex options to new team members will go a long way in your talent acquisition strategy.
2. Communicate clearly and manage expectations.
For many employers, remote or hybrid work is simply not an option for much of their workforce. Some industries, such as manufacturing and health care, have roles that by nature have to be onsite to do their jobs. For these employers, navigating work arrangements can be particularly challenging if they also have roles, such as administrative or office managers, who are not required to be in the office to get the work done.
So how do employers with front-line workers handle the roles that could be hybrid or full remote? The key is communicating clearly, setting realistic expectations and explaining the reasons behind your decisions. Different work arrangements don’t necessarily have to be fair, but they should be equitable. Letting your team members know the why will help them understand the rules. Even if they don’t agree with your decision, they will be more likely to accept it.
3. Be open to one-off requests.
If you find a strong candidate for a role you are trying to fill, be open to special requests. Recruiters are finding that when it comes to hiring, taking the long view pays off. In a recent example, one company found success getting a one-off approval for a prospective hire to work a hybrid schedule when others were 100% in-office. The employer couldn’t afford to pass up the skills and experience of the candidate, and an offer was made with the option to work a partial remote schedule.
Take time to evaluate your policies and listen to your team members. In today’s market, providing options for your workforce may be more important to adhering to existing company practices.
4. Manage remote employees appropriately.
If you have team members that work remotely, make sure your leaders are trained on the differences in managing employees that are physically in the office on a daily basis versus working remote. Frequent, consistent communication is critical, and engagement is necessary to drive results and retention. Having systems in place will help ensure the work is getting done properly and on time. Set expectations on the front- end when hiring a team member in a remote setting, and make sure everyone is on board.
5. Remove the one-size-fits-all lens.
While much of the conversation over the last two years has been around remote work, it’s important to keep in mind that not all individuals want to work from home. Rather, a subset would prefer to be in the office. Some recognize they are more productive in an office setting, gain energy from being with others, or like to separate work from home for various reasons. Others also see the benefits of receiving mentorships and a potentially better chance of getting noticed for advancement opportunities more readily when face-to-face with management. As you look at your hiring strategy, there’s not a one-size-fits-all approach. It truly comes down to the individual.
6. Pay attention to market demand.
Another notable trend is rising salary numbers. In fact, one recruiter mentioned an approximate 20% increase in starting salaries for accounting graduates over just two years ago, while another panelist shared data on $60 – $70K starting salaries for B-level accounts payable positions. More experienced roles are also demanding higher pay.
Even for employers with increased budgets and the ability to pay higher salaries, finding talent at certain levels of experience is a challenge. As you look to fill positions at all levels, be aware of what the market will bear and determine whether you are willing to pay it.
7. Consider market adjustments for your team.
Employers are finding it may not be enough to look at salaries of new talent joining their organization; it’s just as important to review the current compensation of their existing teams. One tactic that is proving successful involves reviewing data around current market salaries across industry, geographic region, and even nationally, and making market adjustments to create better alignment. These adjustments are separate from annual performance salary increases and should be noted as such.
If you decide to go this route, make sure you document the adjustments in writing and show them as two separate line items, making it clear that a portion of the increase is a market adjustment and will not necessarily take place the following year.
8. Rethink roles.
While certain roles require a CPA, it’s beneficial to look closely at the actual work being performed in roles across your organization. For example, if the position requires a CPA, what percentage of the time is the employee spending doing CPA-type work? Look at the possibility of shifting the portion of more tactical, clerical, and repetitive work to a less expensive role. By realigning the work to meet the salary expectation, you will not only save money, but also increase retention.
9. Stay connected.
According to The Work Institute, candidates typically don’t leave a job because of money; most leave because they are unhappy with their manager/leadership or don’t see career development opportunities for themselves within the organization. The Work Institute also found there was a higher percentage of employee engagement during the pandemic, as employers showed care and concern and afforded the flexibility their teams needed.
As we came out of the pandemic and employee engagement dropped, employers should not lose sight of staying connected with their teams. Communicating regularly is key to a strong culture and will lead to higher engagement and retention.