Most West Coast CPA firms are competing in the same narrow talent pool. Fewer professionals are entering public accounting, while experienced tax staff are staying put longer than they used to. The result is sustained pressure at the Staff through Manager level.

Compensation plays a role, but it is rarely the deciding factor. Candidates are weighing workload predictability, partner access, and long-term progression more heavily than headline salary increases. Firms that rely solely on compensation to attract talent often find themselves cycling through shortlists without securing a hire.

The firms that succeed tend to be clearer about what the role actually involves, how success is measured, and what progression looks like in practice. Clarity, more than speed, is what moves strong candidates in this market.