Is your department prepared to compete for top-tier tax talent in an increasingly cutthroat market?
The brand-new 2025 Salary Guides for Tax Professionals have just arrived—and they offer the salary insights you need to stay ahead of the curve, whether you’re recruiting in the United States or Canada. In today’s rapidly evolving tax landscape, finding and keeping exceptional talent has become a strategic priority, not just a routine task. Organisations that fail to adapt risk being left behind. But those that leverage the latest salary benchmarks, role distinctions, and hiring practices will be ready to seize every opportunity in 2025.
Finding and keeping exceptional talent has become a strategic priority, not just a routine task.
Gone are the days when tax departments merely checked boxes for basic compliance. As both the US and Canadian economies grow and regulatory standards shift, senior-level leaders and entry-level recruits alike are expected to bring a visionary mindset to the table—embracing advanced technologies, adapting to new regulations, and providing actionable insights. This high-level expertise has become especially critical in regions where competition is fierce, and labour shortages drive salaries upward. For instance, states like California and Washington, and certain Canadian provinces, often demand premium pay to win over in-demand professionals. Even in areas with lower cost-of-living expenses, offers are climbing by 8–10% (and more) for key positions, reflecting a broader push to attract and retain skilled individuals.
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One of the most notable changes highlighted in this year’s guides is the separation of Senior Manager and Director roles—an update that clarifies salary ranges by pinpointing the responsibilities and expertise each position entails. Both guides address how these distinctions can help organisations accurately structure their tax teams, ensuring job titles align with both market value and organisational needs. In Canada, increasing compensation for Tax Analysts, Senior Tax Analysts, and Tax Managers is part of a broader effort to offset acute labour shortages and entice emerging professionals who might otherwise look to larger firms or pivot to different fields.
Offering a competitive salary is only one piece of the compensation puzzle.
Yet, offering a competitive salary is only one piece of the compensation puzzle. Flexible work arrangements, opportunities for professional growth, and a culture that encourages innovation can tip the balance in your favour. Younger tax professionals gravitate towards employers that invest in training, mentorships, and advanced certifications. These development opportunities not only help fill gaps in technology-driven and analytical skills, but also signal that your organisation embraces a forward-looking culture, eager to foster long-term career growth. In an environment where competition for talent intensifies every day, a transparent, supportive workplace can set you miles apart from other organizations who merely promise a paycheque.
So, how can you leverage these insights effectively? Start by downloading Foxwood Tax Search’s 2025 Salary Guides for Tax Professionals —available in distinct versions for the United States and Canada. These comprehensive salary guides will give you the clarity you need to make well-informed decisions about structuring teams, crafting competitive offers, and fostering an environment where tax professionals can truly thrive.
Don’t let the changing tax market catch you off guard. Equip yourself with the intelligence only the 2025 Salary Guides can provide, and secure the talent your organisation needs to excel in this new era of tax recruitment.
Download: United States Salary Guide for Tax Professionals
Download: Canadian Salary Guide for Tax Professionals