And what it means for hiring managers trying to stand out in a competitive market?
Over the last few months I’ve spoken to dozens of professionals working across audit, tax, ESG, compliance and advisory.
Most are not actively applying for jobs. But they’re open to hearing what’s out there, especially when a move offers something they’re not currently getting.
And here’s what I’m seeing.
The Irish accountancy practice market is always busy, but the pressure points are shifting. Some familiar areas remain highly competitive, and others are emerging as fast growing hotspots.
This article shares:
The busiest areas in practice right now
Why candidates are thinking about making a move
What hiring managers can do to stand out in a tight market
A familiar story but still a big issue
There is a real shortage of audit professionals from newly qualified up to senior manager.
Many leave practice after they qualify, often heading into industry, overseas or advisory roles. This has created an ongoing gap that most firms are struggling to fill.
What I’m hearing from candidates is that they’re willing to stay in audit for the right opportunity — but they want something different from their next move. Better hours. A clear progression path. Less grind, more impact.
Still one of the most in-demand areas
There is consistent demand for tax managers, especially those with exposure to VAT, transfer pricing or cross border work.
As Ireland continues to be a hub for global business, experienced tax professionals are in short supply. Many firms are hiring into these teams, but strong candidates are being approached by multiple employers at once.
It’s a space where your offer needs to stand out clearly.
These areas are growing fast
Some of the most noticeable changes are happening in newer areas that weren’t a major focus five years ago.
Here’s what’s driving the demand.
New EU rules like CSRD, which focuses on sustainability reporting, and DORA, which looks at operational resilience in financial services are creating new responsibilities for businesses. As a result, accountancy firms are adapting quickly.
Mid sized and larger practices are now building out teams to support clients with these new requirements. The roles often sit within advisory, compliance, or audit and risk teams, depending on the firm and how they structure their services.
It is less about ticking a box and more about helping clients understand what the regulations mean, how to report properly, and how to stay compliant. These are typically mid to senior level roles and many firms are looking for professionals with experience in internal audit, risk, sustainability, or regulatory reporting.
Firms are putting more focus on risk and internal audit to support clients in managing uncertainty and staying compliant.
Increased demand is pushing up salaries here. Candidates with experience in internal audit are getting multiple offers, often with significant pay rises.
Accountants with data and automation skills
As more accountancy tasks become automated, firms are hiring professionals who understand how to work with data.
These are not purely tech roles. These are accountants who can interpret data, use modern tools, and help clients make smarter decisions.
This demand is being seen in Big 4 firms, larger practices and now increasingly in mid tier firms that want to modernise and remain competitive.
Why candidates are considering a move
Salary matters but it’s not the only driver.
Here’s what I’m hearing most often in conversations with candidates who are open to change:
Leaving Big 4 for more manageable hours in mid tier firms
Broader exposure and faster progression
A shift into advisory or strategic work
A chance to build new skills in areas like ESG or data that will keep them relevant
If you are hiring into any of these areas, these trends can help you shape your approach.
Your employer value proposition is crucial. What will a candidate gain by joining your team
You need to show clearly:
Why the opportunity is attractive
What kind of career development or exposure is available
What flexibility or upskilling is on offer
And you need to showcase this consistently. In your job ads. On your LinkedIn. On your website.
If you are not actively marketing your opportunity, you are relying on luck. And that is not a hiring strategy in today’s market.
The demand is there. But good candidates are selective.
Use what you know about market trends and candidate motivations to speak to the right people in the right way.
That’s how you attract engaged candidates who want to grow with your firm not just take the next job that comes along.
About the author
Hi! I’m Vanessa. I am the founder of Talent Choice.
I am an experienced recruiter with over 18 years in the industry, with a particular interest in accountancy recruitment.
I work closely with firms of all sizes, from the Big 4 and mid tier practices to local and growing businesses, helping them attract the right talent in a competitive space.
My approach is personal, consultative and always grounded in what the market is actually doing. I speak to candidates and hiring managers every day, so my insights reflect real conversations, not just trends.
I focus on helping businesses find the right fit and not just fill a seat.
I can be contacted directly through my linkedin DM's or vanessa@talentchoice.ie
