If your firm is finding it unusually difficult to hire accountants right now — at any level — you’re not alone.
Across Western Australia, vacancy numbers remain high, quality candidates are limited, and competition between firms has never been stronger. Roles that once took weeks to fill now sit open for months. Shortlists are thinner. Offers are declined more often.
At Beckway Professionals, we speak with Partners, Directors, and Practice Managers across Perth and regional WA every day. The sentiment is consistent:
“We just can’t find the people we need.”
This blog unpacks why the shortage exists, what it means for your firm, and — most importantly — what you can do about it in 2026.
Across Western Australia, vacancy numbers remain high, quality candidates are limited, and competition between firms has never been stronger. Roles that once took weeks to fill now sit open for months. Shortlists are thinner. Offers are declined more often.
At Beckway Professionals, we speak with Partners, Directors, and Practice Managers across Perth and regional WA every day. The sentiment is consistent:
“We just can’t find the people we need.”
This blog unpacks why the shortage exists, what it means for your firm, and — most importantly — what you can do about it in 2026.
1. The WA Accounting Shortage Is Structural — Not Temporary
There’s a common misconception that the current talent shortage is a short-term hangover from COVID or delayed migration.
In reality, the problem is structural and has been building for years.
a) Declining graduate numbers
Over the past decade, fewer students have entered accounting degrees nationally. Enrolments across business and accounting disciplines have dropped significantly, shrinking the pipeline of new talent coming into the profession.
Fewer graduates today = fewer intermediates and seniors tomorrow.
b) The “missing middle” of mid-career talent
Most firms need:
In reality, the problem is structural and has been building for years.
a) Declining graduate numbers
Over the past decade, fewer students have entered accounting degrees nationally. Enrolments across business and accounting disciplines have dropped significantly, shrinking the pipeline of new talent coming into the profession.
Fewer graduates today = fewer intermediates and seniors tomorrow.
b) The “missing middle” of mid-career talent
Most firms need:
- Intermediates (2–4 years’ experience)
- Seniors (4–6+ years’ experience)
This is precisely where the market is thinnest.
Why?
Why?
- Fewer graduates entered the profession 5–10 years ago
- Many accountants moved into industry roles during and after COVID
- Others shifted into tech, data, business analysis, or consulting
- A number left the profession entirely due to workload or burnout
This has created a deep mid-career gap that is particularly visible in Perth’s Business Services, Tax, and Audit teams.
c) Growing demand from WA business and industry
At the same time, demand has risen. WA’s business sector — including construction, mining services, property, and professional services — continues to grow, driving more work across:
c) Growing demand from WA business and industry
At the same time, demand has risen. WA’s business sector — including construction, mining services, property, and professional services — continues to grow, driving more work across:
- Compliance
- Advisory
- SMSF
- Management reporting
- Transaction support
More work + fewer people = sustained pressure on firms to find and keep talent.
d) Partner and Director retirements
Many mid-tier and boutique firms are now facing succession waves. Partners and Directors are retiring or reducing hours earlier than previous generations, which creates:
d) Partner and Director retirements
Many mid-tier and boutique firms are now facing succession waves. Partners and Directors are retiring or reducing hours earlier than previous generations, which creates:
- Leadership gaps
- Equity opportunities
- Increased demand for future leaders at Manager, Senior Manager, and Director level
Beckway Insight:
In Perth, accounting demand rarely drops significantly — even in slower markets — but the talent pipeline does. The result is a long-term, not short-term, shortage.
In Perth, accounting demand rarely drops significantly — even in slower markets — but the talent pipeline does. The result is a long-term, not short-term, shortage.
2. Candidates Have More Choice Than Ever Before
In 2026, strong accountants typically have multiple options at any given time:
- Several live opportunities
- Ongoing approaches via LinkedIn
- Recruiter contacts
- Referrals from peers
This supply–demand imbalance gives accountants far more power than in previous cycles.
What candidates in Perth now expect
Accountants considering a move tell us they are looking for:
What candidates in Perth now expect
Accountants considering a move tell us they are looking for:
- Hybrid arrangements (commonly 2–3 office days)
- Trust-based cultures, not micromanagement
- Clear progression pathways, not vague promises
- Strong leadership communication
- Mentorship and visibility of partners
- Support for wellbeing and mental health
- Salary aligned to current market, not last year’s budget
If a firm is unclear on any of these — or slow to respond — candidates quickly move on to other options.
3. Recruitment Processes Are Too Slow (While Competitors Move Faster)
One of the biggest hidden reasons firms “miss out” on talent is simply speed.
Typical pace in Perth right now
Typical pace in Perth right now
- Strong intermediates: often off the market in 7–10 days
- Solid seniors and managers: typically move within 2–3 weeks
- Partner-track candidates: handled more discreetly — but once engaged, they also move quickly
Where firms lose candidates
- Taking 1–2 weeks to review CVs
- Delayed availability for interviews
- Overly complex interview processes (3–4+ stages)
- Waiting too long for internal consensus
- Limited communication between stages
Beckway Insight:
A firm that hesitates for even 48 hours can lose top talent to a competitor that moves decisively with a clear, confident process.
A firm that hesitates for even 48 hours can lose top talent to a competitor that moves decisively with a clear, confident process.
4. Salaries Have Shifted Faster Than Some Firms Realise
Perth accounting salaries have been steadily trending upwards, particularly for intermediates, seniors, and managers.
Recent trends (2025–26)
Salary movements vary by firm size and niche, but we consistently see uplift for:
Recent trends (2025–26)
Salary movements vary by firm size and niche, but we consistently see uplift for:
- Senior Accountants
- Managers
- SMSF specialists
- External Auditors
In some of these segments, salaries have moved well beyond what firms were paying just a few years ago.
Where offers fall short
Firms lose candidates when they:
Where offers fall short
Firms lose candidates when they:
- Use outdated salary bands
- Assume flexibility can offset a below-market offer
- Expect accountants to accept increases that don’t reflect market movement
- Delay salary review until after probation, while competitors offer strong packages upfront
Beckway Insight:
Firms that review and adjust salary bands every 6–12 months fill roles notably faster than firms relying on pre-2023 benchmarks.
Firms that review and adjust salary bands every 6–12 months fill roles notably faster than firms relying on pre-2023 benchmarks.
5. Competition Has Increased — Especially from Non-Traditional Employers
It’s no longer just other accounting firms bidding for the same talent.
Today, accountants can choose from:
Today, accountants can choose from:
- Tech and fintech organisations
- Commercial finance and corporate roles
- Government and semi-government employers
- Interstate or remote-first employers recruiting into WA
- Global firms offering international pathways
These employers often spotlight:
- Higher salary bands
- Clearer promotion criteria
- Larger PD budgets
- Modern working environments
- Branded EVP and culture stories
If firms do not recognise this broader competitive field, they risk underestimating why staff and candidates are choosing alternatives.
6. Migration Is Helping — But It’s Not a Silver Bullet
With borders open again, migration is slowly improving talent supply — but it’s not an immediate fix.
Visa processing timelines, sponsorship costs, and compliance obligations all factor into hiring decisions. Many WA firms now rely on:
Visa processing timelines, sponsorship costs, and compliance obligations all factor into hiring decisions. Many WA firms now rely on:
- 482 visas for intermediate-level tax, audit, and advisory roles
- 186 visas for more senior or critical roles
- 494 visas for regional practices
For firms willing to invest, sponsoring international talent is now a mainstream strategy, not a backup option. However, it must be combined with retention, progression, and cultural integration plans to work long term.
7. Culture Has Become a Commercial Differentiator
Money gets a candidate’s attention — but culture closes the deal.
When accountants share why they leave or stay, we hear the same themes:
They want:
When accountants share why they leave or stay, we hear the same themes:
They want:
- Supportive, accessible partners
- Respectful workload expectations
- Appreciation for their contribution
- A sense of belonging
- Opportunities to grow and diversify their work
They leave when:
- Communication is poor
- Workloads are unsustainable
- Hybrid arrangements feel conditional
- Promotions are unclear or inconsistent
Beckway Insight:
Firms with a strong culture and visible leadership can secure candidates even when their salary is slightly below the highest offer — because accountants are now optimising for quality of life, not just income.
Firms with a strong culture and visible leadership can secure candidates even when their salary is slightly below the highest offer — because accountants are now optimising for quality of life, not just income.
8. Retention Issues Are Amplifying Recruitment Pressure
Hiring becomes significantly harder when turnover is high.
Firms that regularly lose intermediates and seniors face:
Firms that regularly lose intermediates and seniors face:
- Continuous replacement hiring
- Loss of client continuity
- Strain on remaining staff
- Reduced mentoring capacity for graduates
Common drivers of turnover in 2026
- Slow or unclear progression
- High workloads without adequate support
- Rigid or inconsistent hybrid policies
- Lack of mentoring or partner access
- Poor communication around expectations and performance
- Competing offers that better align salary, flexibility, and future pathway
The strongest recruitment strategy you can have is a robust retention strategy.
So — What Can Firms Actually Do About It?
Here are practical, Perth-tested strategies that consistently improve hiring outcomes.
1. Shorten and Sharpen Your Hiring Process
Aim for 2–3 weeks total from CV to offer.
How to achieve this
How to achieve this
- Pre-book interview times before you advertise
- Use structured scorecards to compare candidates quickly
- Limit to a maximum of two interview stages where possible
- Provide updates every 48 hours during the process
- Align internal decision-makers on criteria upfront
A clear, decisive process signals respect and professionalism — and makes your firm more attractive.
2. Clarify and Communicate Your EVP
If you haven’t already formally defined your Employer Value Proposition, now is the time.
Document:
Document:
- Why people stay at your firm
- What you do to support wellbeing and balance
- How progression actually works in practice
- Your genuine hybrid and flexibility policies
- What makes your culture distinct in the Perth market
Then communicate your EVP consistently across:
- Your website (Careers/Join Us page)
- LinkedIn company page
- Job ads
- Interview conversations
3. Modernise Salary & Benefits
Review your salary bands at least every 6–12 months, especially at intermediate, senior, and manager levels.
Consider complementing salary with:
Consider complementing salary with:
- Professional development budgets
- Study support (CA/CPA/IPA)
- Leadership programs
- Wellness initiatives
- Clear time-off and peak-period policies
Flexible work must feel genuine, not reluctant or conditional.
4. Build a Talent Pipeline — Not Just a Vacancy List
Reactive hiring (“we only recruit when someone resigns”) keeps firms stuck.
Pipeline hiring is more strategic and less stressful.
Partner with a specialist recruiter to:
Pipeline hiring is more strategic and less stressful.
Partner with a specialist recruiter to:
- Identify key talent segments ahead of need
- Build early relationships with strong candidates
- Receive quiet introductions for future leaders
- Map succession risk across your leadership team
This approach ensures you are top of mind when excellent candidates decide they’re ready for a change.
5. Engage a Specialist Recruiter — Not a Generalist
The Perth accounting market is nuanced. A specialist recruiter understands:
- Public Practice structures
- Local salary expectations
- Team mix and workflow implications
- Which firms are hiring, growing, or quietly succession-planning
Beckway Professionals can support your firm with:
- Access to unadvertised and passive candidates
- Deep networks across Public Practice in Perth and regional WA
- Up-to-date salary benchmarking
- Market mapping across firms and service lines
- Targeted introductions for senior and partner-track talent
- Support with succession and workforce planning
Over 85% of our senior placements never appear on job boards.
6. Strengthen Retention So You Can Hire Less
Retention and recruitment are two sides of the same coin.
Firms with strong retention:
Firms with strong retention:
- Spend less time and money on replacement hiring
- Provide better continuity for clients
- Create more attractive environments for future hires
Focus on:
- Clear progression pathways
- Regular check-ins and career conversations
- Realistic workloads and resourcing
- Recognition and appreciation
- Mentoring and leadership development
Need Support Navigating Perth’s Talent Shortage?
The recruitment challenges Perth firms are experiencing are real — but they are not insurmountable.
With the right mix of strategy, salary alignment, EVP clarity, process efficiency, and specialist support, firms can still attract, hire, and retain excellent accountants in 2026.
At Beckway Professionals, we help accounting and law firms across Perth and WA:
With the right mix of strategy, salary alignment, EVP clarity, process efficiency, and specialist support, firms can still attract, hire, and retain excellent accountants in 2026.
At Beckway Professionals, we help accounting and law firms across Perth and WA:
- Hire smarter
- Retain longer
- Build teams that are resilient, engaged, and future-ready
- 👉 Submit a Vacancy
- 👉 Book a Strategy Call with Nadene Lewis-Laing
- 👉 Explore Beckway’s Employer Recruitment Solutions
Hiring in a tight market is challenging — but with the right partner and approach, it’s absolutely achievable.
