Save The Blue Frog

Category: Public Accounting Industry

  • Concerned That A.I. Will Destroy Your Accounting Career? Establish Your Future In The Profession’s One (Obvious) Area Of Job Growth

    The Risk Of Excessive Reliance On AI Functions

    Last week, at TXCPA Houston’s annual Fall Accounting Conference & Technology Symposium (F.A.C.T.S.), speaker after speaker addressed the future prospects of A.I. Although much of the content was optimistic in tone, an undercurrent of concern permeated the presentations.

    Why? It’s likely that A.I. applications will soon be capable of performing many current human functions in accounting and finance. Thus, if you’re a staff auditor who “traces and agrees” numbers that appear on different computer screens, or if you copy numbers from accounting documents to income tax forms, your activities are particularly vulnerable to automation via A.I. systems.

    There is a specific career path within the accounting sector, though, that will likely experience explosive growth because of A.I.’s increasing use. The Symposium speakers referred to it as A.I. Governance and Risk Management.

    Why is that a growth sector? Any new technology that performs an important activity inevitably malfunctions from time to time. Audit assurance activities must thus be applied to it, and measurements must be devised to manage the risk of technical failure. And over time, as any technology grows more proficient at lower-level tasks, it is inevitably applied to higher-level tasks, thereby generating the need for higher-level assurance activities.

    It may seem ironic that this projected job growth is expected to arise within the assurance function, a traditional service on which the entire public accounting profession was founded in the late 1800s. Nevertheless, if you’re concerned about establishing an accounting career path that is vulnerable to being rendered obsolete by A.I. applications, you may wish to consider a role that addresses the risks of implementing such activities.

    Information about the A.I. Governance and Risk Management functions can be found on the web sites of the Big Four accounting firms and many other assurance practices. Consulting firms outside of the accounting sector publish helpful information too, including those owned by firms in the human resources sector. And more technical information can be found on the web sites of publications that focus on data security and process management.

    Furthermore, to communicate directly with the authors, speakers, and thought leaders of the profession, you might consider attending future conferences of TXCPA Houston. The organization, for instance, has already begun to develop its 2026 Spring Technology & Accounting Resources Summit (S.T.A.R.S.). A.I. topics are sure to play a prominent role in the agenda of that event.

  • Public Accounting Firms: The Impact Of Alternative Practice Structures On The Career Paths Of Young Professionals

    Following A Rotation Path

    Many sources are reporting that the Graduating Class of 2025 is confronting an uncertain employment outlook in the public accounting sector. Some sources are noting, for instance, that firms are expanding their use of AI to complete tasks that were previously assigned to entry level staff accountants.

    There are other explanatory factors, though, that may be contributing to the challenging nature of the current employment outlook. One such factor may be the continuing growth of private capital investments in public accounting firms. Many of these firms are adopting alternative (dual) practice structures, with one business entity focusing on traditional attestation (audit) work, and the other focusing on newer and more profitable advisory (consulting) work. The bulk of the private capital is often invested in the latter entity.

    That may create a potential misalignment between the firms and their newly hired staff accountants. On the one hand, staff auditing and tax positions have traditionally served as the basic training positions for recent accounting graduates to enter the profession. But on the other hand, because the new investment capital is focused on consulting activities, these traditional entry points do not necessarily prepare new hires for long term career paths in advisory services.

    What approach can address this concern? One solution may involve the development of career paths that initially place recent accounting graduates in attestation and tax positions, and that later rotate the young professionals into advisory positions. This policy would maintain the traditional role of staff audit and tax work as the primary entry point into the profession, while providing a subsequent career path into the growth areas of the sector.

    This rotational approach should also prove attractive to young professionals who are inclined to agree with the sentiment that “I only have to prepare a tax return 15 times to know how to do it. I don’t need to do it 15,000 times.” Indeed, an acknowledgement of the need for basic training is embedded in this sentiment. Nevertheless, an acknowledgement of the need for a more value-focused long term career path is embedded therein too.

    Are there concerns about this approach? Certainly, given that firms would be tasked with the burdensome responsibility of developing such employment programs. Likewise, student applicants who seek career paths in the profession would be expected to develop resumes that contain (both) assurance and advisory service expertise.

    Nevertheless, the approach does eliminate the potential misalignment between potential employers and prospective employees. As long as public accounting firms and young professionals can look beyond their short term employment needs, it should be possible to create such long term solutions to these career development challenges.