How to Spot High-Potential Tax Talent—Even If Their Experience Looks Different

The Challenge: Finding Top Tax Talent in a Tough Market

North American tax departments are facing a serious hiring challenge. The demand for skilled tax professionals is outpacing supply, making it harder than ever to find that “perfect” candidate. Many hiring managers zero in on candidates with deep, direct tax experience, assuming that years in tax roles equals immediate productivity. But could this mindset be causing you to overlook top talent?

What if the key to building a stronger, more adaptable tax team isn’t just about finding candidates who check all the traditional boxes—but about recognizing potential in those who bring something different to the table?

It’s time to rethink what “qualified” means. By expanding your hiring criteria and recognizing transferable skills, you may uncover high-potential professionals who can drive fresh thinking and innovation in your tax team.

Rethinking Experience: It’s Not Limited—It’s Different

Take a look at most tax job descriptions, and you’ll see a long wish list—years of experience in niche tax areas, specific software expertise, and a near “perfect” match. That’s understandable. Hiring someone with direct experience feels like the safest bet.

But in today’s tight labour market in tax, sticking too rigidly to a traditional profile could limit your options. Worse, it could prevent you from hiring exceptional talent simply because they don’t fit the usual mould.

Imagine a candidate with a corporate finance background who’s developed a keen interest in tax strategy. Or a CPA specializing in financial reporting and assurance shifting into tax accounting and compliance. Or a data analytics professional specializing in tax technology. On paper, their experience may seem “limited.” In reality, it’s just different. And different can be an asset.

These professionals bring fresh perspectives, problem-solving skills honed in diverse environments, and the ability to adapt quickly—qualities that can strengthen your team’s ability to tackle complex tax challenges.

The Power of Transferable Skills and Learning Agility

So, what makes a truly great tax professional in today’s landscape? It’s not just years in tax-specific roles—it’s a combination of analytical thinking, tech-savviness, adaptability, and problem-solving ability.

Key skills to look for:

• Analytical mindset: Can they interpret complex regulations and extract insights from large datasets?
• Tech fluency: Are they comfortable adopting new tax technology and automation tools?
• Adaptability: How well do they handle evolving regulations and business needs?
• Learning agility: Can they pick up new concepts quickly and apply them effectively?

Learning agility is particularly crucial. A candidate with a proven ability to absorb new information and adapt quickly can close any tax knowledge gaps in record time. Those who have successfully navigated career pivots often possess this skill in spades.

When hiring, consider: Would you rather have a candidate who knows a specific tax system today but struggles to learn new ones—or someone who thrives on learning and problem-solving, even if they need a ramp-up period?

Balancing Immediate Needs with Long-Term Growth

Yes, immediate productivity is important. But hyper-focusing on “plug-and-play” hires can lead to short-term thinking—hiring for today’s needs without considering future growth.

A tax department built for long-term success needs more than just technical tax expertise. It requires professionals who can evolve with the business, stay ahead of regulatory changes, embrace new technologies, and advance leadership skills. Investing in high-potential talent—even if they don’t have “traditional” or “perfect” tax experience—can pay off in the long run.

Strategic hiring means striking a balance: meeting today’s operational demands while building a team that can grow and adapt for the future. It’s about looking beyond the “perfect fit” and recognizing that sometimes, the best hire is the one who brings something new to the table.

The Bottom Line: The tax landscape is changing. If your hiring strategy hasn’t evolved with it, you may be missing out on top-tier talent. Expanding your view of experience, prioritizing transferable skills, and valuing learning agility can open the door to candidates who bring fresh insights and long-term potential to your tax team. The best tax professionals aren’t always the ones with the most years in tax. They’re the ones with the skills, mindset, and adaptability to drive success—today and in the future.