The traditional hiring model for accounting firms is changing. Faced with a competitive local market, many leaders are looking globally to find the talent they need. If you’re considering this strategic shift, the staff accountant role is the perfect place to start. These professionals handle the foundational work that keeps a firm running, making them an ideal position to integrate into a remote or offshore team. But a successful offshore hire begins with a deep understanding of the role itself. This guide breaks down the core responsibilities, skills, and qualifications of a great staff accountant, giving you the framework you need to find and onboard top-tier global talent effectively.
Key Takeaways
- The Staff Accountant is the Heart of Financial Operations: They handle the essential, day-to-day work—from managing the general ledger to preparing financial statements—that keeps your firm’s records accurate and reliable.
- Hire for a Blend of Skill and Potential: The best candidates pair non-negotiable technical expertise and attention to detail with crucial soft skills like communication, adaptability, and a strong work ethic.
- Invest in Growth to Ensure Retention: Create a path for success with structured onboarding, consistent feedback, and professional development opportunities. Supporting your staff accountant’s career goals is the most effective way to build a loyal, capable team.
What Is a Staff Accountant?
Think of the staff accountant as the reliable engine of your finance department. This is a mid-level role, sitting comfortably between a junior accountant and a senior accountant. They’ve moved past the entry-level basics and are now deep in the day-to-day financial operations of the business. While they typically report to a senior accountant or a controller, staff accountants are the ones who handle the essential, hands-on work that keeps the company’s financial records accurate and up-to-date.
They are the keepers of the general ledger, the preparers of financial statements, and the detectives who reconcile accounts to make sure everything adds up. Their work provides the foundation for sound financial decision-making across the entire organization. A great staff accountant doesn’t just crunch numbers; they understand the story those numbers tell about the company’s health. Because the role is so central to financial operations, it’s a critical hire for any firm that wants to maintain clean books and a clear view of its performance.
A Staff Accountant’s Core Responsibilities
So, what does a staff accountant actually do all day? Their duties are the bedrock of the accounting cycle. They are responsible for maintaining the general ledger, preparing journal entries, and ensuring every transaction is recorded accurately. A key part of their job is preparing the essential financial statements—like income statements, balance sheets, and cash flow reports—that show how the business is performing.
Beyond reporting, they also handle account reconciliations, manage accounts payable and receivable, and assist with tax preparation and audits. They make sure the company is following all state and federal regulations, track company assets, and help with budgeting and forecasting. Essentially, they ensure the financial integrity of the company from the ground up.
Where Do Staff Accountants Typically Work?
You’ll find staff accountants in just about every industry imaginable. While many work for public accounting firms, serving multiple clients with audit and tax services, the majority are employed in “industry,” which means they work within a single private company. The role can look a bit different depending on the setting. In a corporate environment, a staff accountant focuses solely on the finances of that one business.
They also work in government agencies and non-profit organizations, where the focus might shift to fund accounting or compliance with specific regulations. This versatility is a huge asset. When hiring, it’s helpful to understand the differences between public and private accounting to find a candidate whose background best fits your firm’s needs.
What Qualifications Does a Staff Accountant Need?
When you’re looking to hire a staff accountant, you’re searching for someone with the right mix of formal education, practical skills, and a keen eye for detail. While it’s often an entry-level position, the role demands a strong foundational knowledge of accounting principles and practices. A great candidate doesn’t just have the right degree; they have a specific skill set that allows them to handle the daily financial tasks of a business with precision and integrity. Understanding these core qualifications will help you identify top-tier talent, whether you’re hiring locally or sourcing professionals from a global talent pool. Let’s break down exactly what you should be looking for on a resume.
Education and Degrees
The standard starting point for any staff accountant is a bachelor’s degree in accounting. This degree provides the essential groundwork, covering everything from financial reporting and auditing to tax law and business ethics. Some candidates might have a degree in a related field like finance or business administration, which is also a solid foundation. You may also see applicants who have pursued a master’s degree in accounting. This advanced degree often indicates a deeper level of expertise and can be a prerequisite for those planning to sit for the CPA exam. For your firm, a bachelor’s in accounting is the key credential to look for.
Key Certifications and Licenses
While a degree is the baseline, professional certifications show a candidate is truly committed to their craft. The most recognized credential is the Certified Public Accountant (CPA) license. While not always mandatory for a staff accountant role, having a CPA or being on the path to earning one is a major green flag. It signals a high level of competence and a thorough understanding of complex accounting topics. Other valuable certifications include the Certified Management Accountant (CMA) for those focused on corporate finance and the Certified Internal Auditor (CIA). For tax-focused roles, an Enrolled Agent (EA) designation is also highly respected.
The Skills Every Great Staff Accountant Has
Beyond the paperwork, a successful staff accountant needs a specific blend of hard and soft skills. On the technical side, a strong grasp of Generally Accepted Accounting Principles (GAAP) is non-negotiable. They should also be proficient with accounting software like QuickBooks or more advanced ERP systems. But the right skills go deeper. Look for candidates who demonstrate meticulous attention to detail—after all, their job is all about accuracy. Strong organizational skills are also crucial for managing multiple tasks and deadlines. Finally, don’t overlook communication; your staff accountant needs to be able to clearly explain financial information to colleagues who aren’t numbers-savvy.
A Day in the Life: What Does a Staff Accountant Do?
If you think of an accounting firm as a well-oiled machine, the staff accountant is the person keeping every gear turning smoothly. Their role is dynamic and foundational, touching nearly every aspect of a client’s financial life. While no two days are exactly alike, a staff accountant’s work revolves around a core set of responsibilities that ensure financial accuracy and integrity. They are the detail-oriented professionals who manage the day-to-day financial transactions that build the bigger picture.
From recording the smallest expense to helping prepare for a major audit, their contributions are the bedrock of sound financial reporting and strategic decision-making. They are the keepers of the financial records, the balancers of the books, and the preparers of the reports that guide business strategy. Let’s walk through the key tasks that typically fill a staff accountant’s day.
Managing Financial Records and Journal Entries
At the heart of a staff accountant’s role is meticulous record-keeping. They are responsible for keeping financial records and ledgers organized and up-to-date by recording every single financial transaction. This is done through journal entries, which are the first official record of a transaction in the accounting cycle. Think of it as a detailed diary for the company’s finances. Each entry captures the essential information—what was purchased, how much it cost, and which accounts were affected. Accuracy here is non-negotiable, as a small mistake can have a ripple effect on all subsequent financial reporting.
Handling Account Reconciliation and AP/AR
A significant portion of a staff accountant’s time is spent making sure the numbers add up. This involves reconciling accounts to confirm that the balances in the company’s books match corresponding records, like bank statements. It’s a critical step for catching errors, identifying fraud, and maintaining an accurate financial picture. They also manage Accounts Payable (AP), which involves processing and paying the company’s bills, and Accounts Receivable (AR), which focuses on collecting money owed by customers. Effectively managing AP and AR is essential for maintaining healthy cash flow and strong vendor and client relationships.
Preparing Reports and Analyzing Financials
Staff accountants transform raw financial data into meaningful insights. They prepare essential documents like balance sheets, which provide a snapshot of what a company owns and owes at a specific moment. They also create profit and loss statements that show how much money was made or lost over a period, and cash flow statements that track the movement of money. These reports are vital for a company’s leadership team, helping them assess business performance and make informed strategic decisions. This is where a staff accountant’s work directly influences a company’s direction and future.
Assisting with Tax Prep and Audits
When tax season or an audit is on the horizon, staff accountants become a critical support system. They are instrumental in gathering the necessary documentation, preparing schedules, and ensuring all financial information is organized and ready for review. They help prepare tax forms and make sure payments are made correctly and on time. While they play a key role in the process, it’s important to note that they can’t officially represent clients on tax matters unless they hold a specific credential, like a CPA license. Their diligent preparation helps make these high-pressure periods run as smoothly as possible for the entire firm.
How Much Do Staff Accountants Earn?
Let’s talk numbers. Understanding the salary landscape for staff accountants is crucial for attracting and retaining the right talent for your firm. While there’s no single magic number, compensation typically hinges on a candidate’s experience, your firm’s location, and their professional qualifications. Thinking through these factors will help you create a competitive offer that reflects the value a skilled staff accountant brings to your team.
Salary Expectations by Experience Level
For a staff accountant just starting out, the average salary in the US hovers around $64,000 per year. Think of this as a baseline for a talented but green professional who will need some initial guidance. As they gain experience, their value—and salary expectations—will naturally rise. A staff accountant with three to five years of experience has likely mastered the core responsibilities of the role, can work more independently, and can begin to take on more complex tasks. This proven track record and increased efficiency justify a higher salary, reflecting their ability to contribute more significantly from day one.
How Location and Industry Affect Pay
Where your firm is located plays a huge role in salary expectations. The median salary for accountants is about $81,680, but this can swing dramatically based on the cost of living. An accountant in a major metropolitan area like New York City will command a much higher salary than one in a smaller midwestern town. The industry you serve also matters. Firms specializing in high-growth sectors like technology or finance often offer higher pay to compete for top talent. With the demand for accountants projected to grow steadily, understanding these market dynamics is key to making a competitive offer.
What Influences Salary Growth?
Beyond years on the job, professional development is the biggest driver of salary growth. The most significant credential is the Certified Public Accountant (CPA) license. While not always required for a staff accountant role, it’s a game-changer for career progression. Earning a CPA license demonstrates a high level of expertise and a commitment to the profession, often leading to a higher salary. Other factors, like a master’s degree or specialized certifications in areas like fraud examination or internal auditing, can also increase a candidate’s earning potential. When you hire someone invested in their own growth, you’re investing in the future of your firm.
What’s Next? The Staff Accountant Career Path
The staff accountant role is more than just a job—it’s the foundation for a dynamic and rewarding career in finance. For ambitious professionals, this position is a launchpad to senior leadership, specialized expertise, and strategic roles within a firm. When you hire a staff accountant, you’re not just filling a seat; you’re investing in a future leader. Understanding their potential career trajectory helps you nurture their growth, which in turn benefits your entire organization. By providing clear paths for advancement, you can attract top talent and build a loyal, highly skilled team that grows with your firm.
Moving Up to Senior and Supervisory Roles
A staff accountant’s journey typically begins with foundational tasks. They often start by working on less complex areas, like cash or fixed assets, and as they gain experience, they take on more challenging tasks. This natural progression is the first step up the ladder. As they master the basics and demonstrate reliability, they can move into a senior accountant role. This position comes with greater responsibility, such as overseeing major accounts, reviewing the work of junior staff, and contributing to more complex financial analyses. From there, a supervisory role is the next logical step, where they begin to manage a small team and take on more project leadership.
Following the Path to Management
For staff accountants with their eyes on the C-suite, the path to management is paved with experience and credentials. Earning professional certifications is a critical step in this journey. As noted by industry experts, popular and impactful options include the Certified Public Accountant (CPA), Certified Management Accountant (CMA), and Certified Internal Auditor (CIA). These designations signal a high level of expertise and commitment to the profession. With the right experience and a key certification, a staff accountant can advance to roles like Accounting Manager, Controller, or even Chief Financial Officer (CFO), where they will oversee entire departments and guide the firm’s financial strategy.
Finding a Niche in Specialized Accounting
Not every career path leads to management. Many talented accountants find their passion by developing deep expertise in a specific area. Staff accountants can build a career by focusing on niches like taxation, forensic accounting, or internal auditing. This allows them to become the go-to expert within the firm, offering specialized knowledge that is invaluable to clients. The best accounting professionals do more than just verify data; they provide valuable financial health insights that help businesses make informed decisions. By specializing, an accountant can transition from a generalist to a strategic advisor, adding immense value to your firm and the clients you serve.
What Are the Common Challenges for Staff Accountants?
The staff accountant role is a fantastic entry point into the world of finance, but it’s not without its hurdles. For your team members to thrive, it’s important to understand the pressures they face daily. From crushing deadlines during peak seasons to the constant need to stay updated on new rules and software, the job demands a unique blend of resilience, precision, and a commitment to continuous learning. Recognizing these challenges is the first step toward creating a supportive environment where your accountants can do their best work.
When staff accountants feel overwhelmed, the risk of burnout and errors increases, impacting not just their well-being but the firm’s overall performance. Key pressure points often revolve around managing intense workloads, keeping pace with a fluid regulatory landscape, and getting proficient with an ever-expanding suite of financial technology. By addressing these areas proactively, you can build a more efficient, engaged, and effective accounting team that feels valued and equipped for success. This understanding is crucial whether you’re managing an in-house team or integrating talented offshore professionals into your workflow.
Juggling Workloads and Busy Seasons
Every accountant is familiar with the cyclical rhythm of the profession—the intense sprints during tax season, month-end, and year-end closes. For staff accountants, these periods can mean long hours and immense pressure to maintain accuracy under tight deadlines. The challenge is compounded by persistent staff shortages across the industry, which often leaves teams stretched thin and individuals shouldering heavier burdens. This isn’t just about managing time; it’s about managing the mental load of high-stakes tasks when the clock is ticking. A single error in a journal entry or reconciliation can have a ripple effect, making this high-pressure environment a significant challenge to handle consistently.
Keeping Up with Changing Regulations
The world of accounting is anything but static. Tax codes, reporting standards, and compliance requirements are constantly evolving. For a staff accountant, staying current isn’t just good practice—it’s a core part of the job. Applying changes in tax laws and new GAAP standards requires ongoing education and a sharp eye for detail. This continuous learning process happens on top of their daily responsibilities, adding another layer of complexity to their role. Falling behind on new regulations can expose the firm and its clients to significant compliance risks, so the pressure to stay informed is always on.
Mastering New Accounting Tech
Technology is meant to make an accountant’s life easier, but the learning curve for new software can be a challenge in itself. Firms are constantly adopting new platforms for everything from expense management and invoicing to financial reporting and analytics. Staff accountants are on the front lines of this transition, often tasked with moving away from outdated legacy systems and mastering complex new tools. Without proper training and support, this can lead to frustration and inefficiency. The expectation is for them to become proficient quickly to keep workflows moving smoothly, making adaptability and a knack for technology essential skills.
How to Develop Essential Staff Accountant Skills
A great staff accountant isn’t born overnight. While education and certifications provide a solid foundation, the most valuable skills are sharpened through practice and intentional development. For accounting firm leaders, fostering this growth is one of the most impactful investments you can make. It’s not just about checking boxes on a performance review; it’s about building a more capable, confident, and autonomous team that can handle increasingly complex challenges. When you create an environment that champions continuous learning, you not only improve the quality of your firm’s work but also boost employee morale and retention. Staff who see a clear path for advancement and feel supported in their journey are more likely to stick around for the long haul. Focusing on the right mix of technical know-how and interpersonal abilities will transform a good accountant into an indispensable member of your team. Here are the core areas to focus on to help your staff accountants hone their craft and reach their full potential.
Getting Comfortable with Accounting Software
In modern accounting, software proficiency is non-negotiable. Your staff accountant will spend most of their day inside platforms like QuickBooks, Xero, or NetSuite, so they need to be more than just familiar with them—they need to be fluent. This is where they’ll manage the general ledger, track transactions, and prepare the financial statements that guide business decisions. To build this skill, encourage your team to pursue software-specific certifications or complete online training modules. Hands-on experience is the best teacher, so creating opportunities for them to work on diverse tasks within the software will quickly build their confidence and competence in their staff accountant career.
Sharpening Analytical and Problem-Solving Skills
Being a staff accountant is about more than just crunching numbers; it’s about understanding the story those numbers tell. This requires strong analytical and problem-solving abilities. A great accountant can look at a financial report, identify trends, spot discrepancies, and ask the right questions to get to the bottom of an issue. According to the U.S. Bureau of Labor Statistics, these skills are fundamental for accountants and auditors. Encourage this development by assigning tasks that require critical thinking, like variance analysis or process improvement projects. Pairing junior staff with a senior mentor who can walk them through complex problems is another fantastic way to build these muscles.
Improving Communication and Teamwork
Technical expertise can fall flat without the soft skills to back it up. A staff accountant must be able to explain complex financial information clearly and concisely to colleagues, managers, or clients who don’t have an accounting background. They also need to be effective team players, collaborating with their department and others to ensure financial accuracy across the organization. While often overlooked, these interpersonal abilities are often the best predictors of a candidate’s long-term success. You can foster these skills by encouraging participation in team meetings, providing opportunities to present financial findings, and offering feedback on written communications like emails and reports.
What Should Your Firm Look for When Hiring a Staff Accountant?
Finding the right staff accountant is about more than just matching a resume to a job description. You’re looking for a key player who will handle the financial backbone of your clients’ businesses—or your own. The ideal candidate brings a blend of technical know-how, a solid work ethic, and the drive to grow. It’s easy to get lost in a sea of applications, but focusing on a few core areas can help you pinpoint the person who will become a true asset to your team.
Think of it as a three-part puzzle. First, you need the foundational pieces: the non-negotiable technical skills and an almost obsessive attention to detail. Without this, nothing else matters. Next, you need to see how they fit into your firm’s culture. Do their values and communication style align with your team’s? Finally, you want to look ahead. The accounting field is constantly evolving, so you need someone who is adaptable and eager to learn new technologies and processes. By evaluating candidates through these three lenses, you can move beyond the resume and find a professional who is truly built for the role and for your firm’s future.
Technical Skill and an Eye for Detail
Let’s start with the fundamentals. A great staff accountant must have impeccable technical skills. This goes beyond a basic understanding of debits and credits. You need someone with strong mathematical abilities who can confidently prepare financial statements and tax reports. But the most critical trait of all is a sharp eye for detail. In accounting, small errors can have big consequences, so you’re looking for a candidate who is meticulous by nature. They should be the type of person who instinctively double-checks their work and takes pride in delivering accurate, complete, and reliable financial information every single time. This isn’t just a preference; it’s essential for maintaining your firm’s integrity and your clients’ trust.
The Right Cultural Fit and Work Ethic
Once you’ve confirmed their technical abilities, it’s time to see if they’re the right fit for your team. A candidate’s work ethic and personality are just as important as their accounting prowess. During the interview, pay attention to how they communicate. Can they explain complex accounting concepts in a simple, clear way? Be wary of candidates who show patterns of unexplained job hopping or seem uninterested in your firm’s mission. A great hire will be curious and ask thoughtful questions. They should also be comfortable with you checking their references, as it shows they are confident in their past performance and have nothing to hide.
Adaptability and Potential for Growth
The accounting profession isn’t static, and your next hire shouldn’t be either. Look for a candidate who demonstrates a genuine interest in learning and a capacity to adapt to new technologies and processes. The best accountants are becoming proficient in data analytics and various financial software, shifting from pure compliance to more strategic advisory roles. A candidate who is excited about upskilling and sees the potential for career advancement within your firm is a long-term investment. This forward-thinking mindset is crucial for helping your firm stay competitive and for ensuring your new team member can grow alongside your business, rather than being outpaced by it.
Should You Hire an Offshore Staff Accountant?
If you’re finding it tough to hire skilled accountants locally or if rising salaries are straining your budget, you’re not alone. Many firms are looking beyond their borders to build stronger, more resilient teams. Hiring an offshore staff accountant isn’t just a cost-cutting move; it’s a strategic decision that can give you access to a global talent pool and help you scale your firm more effectively. But is it the right move for you? Let’s look at what’s involved.
The Advantages of Hiring Offshore Talent
The U.S. accounting industry is facing a perfect storm: a persistent talent shortage and rising labor costs. This is where offshore talent can be a game-changer. By expanding your search globally, you gain access to a vast pool of qualified professionals who are eager to grow with your firm. This approach does more than fill an empty seat. It allows you to manage workloads more effectively, especially during tax season. With a skilled offshore accountant handling routine functions like reconciliations and journal entries, your in-house team is free to focus on higher-value, strategic work like client advisory and business development.
How to Seamlessly Integrate Offshore Team Members
Bringing an offshore team member on board requires a thoughtful approach to integration. While time zones can seem like a hurdle, establishing clear communication channels and a regular meeting schedule makes it manageable. The key is to treat them like any other remote employee, not a separate entity. A structured onboarding process is also crucial. Go beyond software training and introduce them to your firm’s culture, values, and long-term goals. This investment helps you build a strong remote team and a loyal team member who feels truly connected to your mission from day one.
Balancing Quality, Cost, and Value
While the cost benefits of hiring offshore are attractive, they mean nothing without quality and security. To ensure high standards, implement a clear review process and set performance expectations from the start. Regular feedback helps your offshore accountant understand your firm’s standards and deliver consistent work. Data security is non-negotiable. Your firm must have robust data protection policies in place, from secure data access to comprehensive training on privacy regulations. Working with a reputable offshore staffing partner can help ensure your candidates are thoroughly vetted for both skill and integrity, giving you peace of mind.
How to Set Your Staff Accountants Up for Success
Hiring a talented staff accountant is a fantastic first step, but the real work begins once they’re on your team. Creating a supportive environment is key to helping them thrive, especially when integrating offshore professionals. By investing in their success from day one, you’re not just building a stronger employee—you’re building a more resilient and capable firm. A structured approach to onboarding, feedback, and growth will ensure your new hire feels valued, understands their role, and is equipped to contribute meaningfully.
Create a Strong Onboarding and Training Plan
A smooth start makes all the difference. Your onboarding process should be a well-oiled machine that gets new hires up to speed on your firm’s culture, systems, and client expectations. This is especially critical for offshore team members, as a clunky or extended onboarding process can create unnecessary friction. Map out their first few weeks with clear goals, introductions to key team members, and access to all the tools they’ll need.
Beyond the basics, focus on training that aligns with current industry demands. Whether it’s getting them comfortable with new ESG reporting standards or advanced data analytics, providing relevant training shows you’re invested in their skills. This not only helps them perform better in their role but also ensures your firm stays competitive.
Establish Clear Performance and Feedback Channels
Your staff accountants can’t meet expectations if they don’t know what they are. Go beyond the annual review and build a culture of continuous feedback. Regular check-ins—weekly or bi-weekly—create a space for open dialogue, allowing you to address questions, celebrate wins, and course-correct in real time. This consistent communication is the foundation of a strong working relationship.
When evaluating performance, look beyond the numbers. While technical skills are essential, the best predictors of success often include communication, problem-solving, and adaptability. Incorporating systems that emphasize human validation in workflows can also help you provide more accurate, timely feedback and ensure everyone is aligned with the firm’s goals.
Offer Opportunities for Professional Growth
Top talent wants to grow, not stay put. If you want to keep your best people, you need to show them a future at your firm. Providing clear professional development opportunities is one of the most effective ways to do this. This could mean offering a stipend for certifications, creating a mentorship program with senior accountants, or providing access to workshops on emerging accounting technologies.
Investing in your team’s growth is a direct investment in your firm’s capabilities. Firms that offer clear paths for career advancement are far more likely to retain quality team members and build a loyal, highly skilled workforce. Sit down with your staff accountants to understand their career goals and work together to create a roadmap for achieving them within your organization.
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Frequently Asked Questions
What’s the key difference between a staff accountant and a junior accountant? Think of it in terms of autonomy and scope. A junior accountant is typically focused on learning the ropes and handling more routine, transactional tasks under close supervision, like data entry or basic reconciliations. A staff accountant has moved beyond that initial learning phase. They manage the entire accounting cycle for their assigned areas, prepare financial statements, and are expected to analyze information and solve problems with much less hand-holding. They have a deeper understanding of the “why” behind the numbers, not just the “what.”
Is a CPA license a must-have when hiring a staff accountant? Not necessarily, but it’s a significant plus. For a staff accountant role, a bachelor’s degree in accounting and a solid grasp of GAAP are the true non-negotiables. However, a candidate who has their CPA license or is actively working toward it signals a higher level of commitment and expertise. It tells you they’re serious about their career and have a proven, in-depth understanding of complex accounting principles. Consider it a strong indicator of future potential rather than a strict requirement for the role itself.
How can I support my staff accountant during the intense busy seasons? The best support you can offer is proactive planning and clear communication. Before the crunch hits, work with your team to map out deadlines and distribute the workload as evenly as possible. During the busy season, protect their time by minimizing non-essential meetings and interruptions. Most importantly, check in regularly. A simple “How are you holding up?” can make a huge difference. Acknowledging the pressure and showing appreciation for their hard work helps prevent burnout and keeps morale high.
What are the first signs that a staff accountant is ready for a senior role? Look for initiative beyond their core duties. A staff accountant who is ready for more responsibility will start asking insightful questions about the bigger financial picture, not just their specific tasks. They’ll begin to mentor junior team members without being asked and will proactively identify inefficiencies in processes and suggest practical solutions. When they stop just reporting the numbers and start interpreting them to provide valuable insights, you know they’re ready for the next step.
My firm is considering hiring offshore. How do I ensure they feel like part of the team? Integration is all about intention. From day one, treat your offshore accountant as a core member of the team, not an outside contractor. Include them in all relevant team meetings, social video calls, and company-wide communications. Assign them a mentor or buddy within the firm who can help them get acquainted with your processes and culture. Making a conscious effort to build a personal connection and clearly communicating how their work contributes to the firm’s overall goals will make them feel valued and truly integrated.
