Best Practices for Bookkeeping Firm Owners on Hiring
Aug 04, 2025As a bookkeeping firm owner, growing your business typically involves adding new talent to keep up with an increasing number of clients, maintaining accurate financial records, and staying current with all the changing rules and regulations. Hiring's not just about adding another chair—it's really about finding someone who'll help your firm thrive, work smarter, and build an even stronger rep. Over the next few posts, we will kick off a series on bringing on a new team member. I will explore top-notch best practices, drawing on experience from the mistakes I made as well as expertise and professional tips. They'll help you dodge those usual headaches, like skills that don't quite match or a vibe that doesn't fit, and get your firm geared up for lasting wins.
A great place to start is by taking a good, honest look at what your firm needs. Before you jump into job postings or sifting through resumes, figure out where the gaps are in your current crew. Do you need someone skilled in tools like QuickBooks or Xero? Are you in need of a personal assistant? Small business experts say checking details such as the number of accounts and monthly transaction estimates is key to nailing down the job's specifics. This way, you avoid hiring more than you need or not making the most of your new hire, so everything lines up perfectly with how you run things. Remember, you don’t have to hire a full-timer; the position can be part-time or even outsourced to a contractor.
Referrals: The Best Way to Find Great Bookkeepers
Getting referrals is still one of the easiest and most reliable ways to find excellent candidates. If you know other business owners, accountants, or tax pros, don’t hesitate to ask them for recommendations. Chances are, they know someone trustworthy, saving you the headache of hiring the wrong person. People in the industry say that word-of-mouth referrals often lead you to folks with proven skills and solid reputations.
When reviewing these referrals, look for experience that matches your business type—legal bookkeeping. A bookkeeper who already understands your industry will get up to speed faster and is less likely to make mistakes during onboarding.
What to Look For in a Bookkeeper
Credentials are helpful, but don’t put too much weight into that. You want to ensure your candidate has the proper certifications, such as QuickBooks or Xero certification, so that you know you don’t have to train in the software you use. This helps guarantee they know how to keep your books accurate, balance accounts, and prepare financial statements.
It’s also important to check that they deliver work on time—late financial reports can cause all sorts of headaches for you and your clients. And don’t forget about soft skills! A great bookkeeper can explain tricky financial stuff in a way that makes sense, so you feel confident about your numbers and build a solid working relationship.
Choosing the Right Bookkeeper for Your Business
Picking between a local, global, virtual, or in-house bookkeeper is a big decision. Virtual bookkeepers are super flexible and can help cut down on costs, but make sure they get how your business works. If you handle a lot of sensitive information, having someone local can sometimes feel more secure and make collaboration easier.
No matter which route you go, start with good bookkeeping habits—have a customer database to keep everything organized. Set up your practice management system (Asana is a great one to begin with, as it is a free and very robust program).. Setting these standards early helps your new bookkeeper fit right in and keeps your business looking professional.
Tech Skills Matter More Than Ever
Being comfortable with technology is a must in 2025. Automation tools are making bookkeeping significantly easier and faster, so it’s smart to hire someone proficient in using cloud-based systems. Stats show that tech-savvy bookkeepers make fewer mistakes and can get reports done a lot quicker, which is excellent for your business’s growth.
Don’t forget to set up a solid onboarding process—this means showing your new hire how your accounts work and making sure they know your compliance rules. Taking the time to train them well from the beginning can pay off by lowering turnover (which, by the way, is around 19% for roles like bookkeeping).
Wrapping Up
By following these tips, you’ll attract great bookkeepers and make it easy for them to hit the ground running. In our next post, we’ll talk about how to know when it’s time to grow your team, so stick around for more helpful advice on building a successful bookkeeping firm!
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