Landing Your Accounting Job - Insider Tips from Both Sides of the Hiring Table

We’ve got a special one for you today! Melissa Sherbakoff, CPA took the traditional accounting path—earning her undergraduate degree, pursuing her MAcc, landing a job at a Big 4, and becoming a CPA. But then, she switched gears and transitioned into executive recruiting within the accounting industry. Having climbed the ranks herself, she now helps others do the same. In this edition, Melissa shares invaluable insights for anyone looking to break into or advance within the accounting field. Check it out!

Q: What sets apart top-performing accountants from the rest in the early stages of their careers?

Their ability to be sponges early on in their careers. They have a hunger for learning and are open to asking for feedback. Early on, I remember being so scared to ask for feedback, but it's really crucial. Feedback is a gift, and people give it because they care about your development.

Another thing is putting the hours in. And I don’t mean glorifying overwork, but the more hours you invest early on, the more flexibility you’ll have later. The work you do upfront will pay off in giving you more options down the road. Also, early in your career, as much as possible, try to be in the office. Working face-to-face with leaders and getting that one-on-one time for development is invaluable. The more you can be around and engaged, the more you'll develop.

Finally, building relationships is huge. Leaders want to hear from you. There’s this misconception that you’re just there to do your job, but they want to hear your ideas. If you see something that can be improved, speak up!

Q: What was one takeaway from your own interviews for your accounting positions?

One big takeaway for me was the importance of quantifying your experiences in interviews. Hiring managers want to hear concrete examples of what you've done. It’s one thing to say, “I oversaw debt accounting,” but it's much more impactful to say, “I oversaw accounting practices associated with over $1 billion of debt and 10 credit facilities.” When you quantify your experience, it paints a clearer picture of the scale and complexity of your role, which hiring managers love.

Also, it’s important to show that you’re excited about the role. People often get so focused on coming off as professional and qualified that they forget to show enthusiasm. Even if you're the most qualified candidate, if you don't show excitement for the position, it could hurt your chances.

Q: What advice would you give to someone looking to transition into accounting from a different field?

Accounting is such a great field to transition into because it's stable, valuable, and versatile. There’s a lot of opportunity in accounting, especially right now with the shortage of accountants.

Start by mapping out your goals and figuring out how much time and effort you want to invest. If you’re just looking for a steady job, you might not need to focus as much on certifications like the CPA. But if you want to move into leadership roles, I highly recommend getting that foundational education and earning your CPA.

If you don’t have direct accounting experience, think about the transferable skills you bring from your previous roles. Have you led teams or managed projects? Have you improved processes? These are all valuable skills in accounting, so don’t hesitate to highlight them.

Q: What should accountants look for when considering whether a potential employer is a good culture fit?

Find a company that aligns with your values. At LBMC , we focus on doing what’s best for both the client and the candidate, even if that means missing out on a deal. We treat people as individuals, not transactions, which is really important to me. Also, leadership at LBMC emphasizes fun and a positive working environment, which keeps things enjoyable despite the serious nature of the work.

When you're interviewing, ask people about their personal experiences. They’d love to tell you about it and this will give you a better picture of the culture than anything else.

Q: What are some green flags you look for in potential candidates?

I look for career progression within the same company. If someone has been promoted internally, it shows that they’re performing well and are trusted by their employer, which is a great indicator of their abilities.

Another green flag is a willingness to provide strong references, especially from past supervisors. If a candidate can produce references who are willing to go to bat for them, that speaks volumes.

Lastly, enthusiasm for the role is a big one. Sometimes candidates want to come across as overqualified, but hiring managers want to see that you’re excited about the opportunity. Showing genuine interest and enthusiasm goes a long way.

Q: What are the biggest mistakes candidates make during accounting interviews?

I see candidates who don’t take virtual interviews seriously. These days, a lot of interviews are conducted online, but that doesn’t mean they should be treated any less formally than in-person interviews. I’ve seen candidates show up late, dress casually, or be unprepared because they think it’s “just” a virtual interview. It’s so important to prepare as if you were going to an office—dress professionally, log in early, and have your notes ready.

Another mistake is being too vague when talking about your experience. Candidates often give broad answers like, “I managed the accounting department,” but hiring managers want to hear specifics. Quantify your achievements and give concrete examples. It’s the difference between “I handled accounting for a company” and “I oversaw accounting practices associated with over $1 billion of debt and 10 credit facilities.” That level of detail can make a huge impact.

Q: If you had 5 minutes to prep a candidate for an interview, what would you say to them?

I’d focus on a few key things. First, I’d tell them to do their homework. Research the company inside and out—know their recent news, their leadership team, and the role you’re applying for. That knowledge shows you’re serious and prepared.

Second, I’d remind them to quantify their experience. Go into the interview ready to provide concrete examples of your achievements. Hiring managers love to hear specifics, like how much money you saved the company or the size of the teams you managed.

Finally, I’d tell them to show enthusiasm. It’s easy to get so caught up in trying to seem polished that you forget to show you’re excited about the opportunity. Let them see that you really want the job. And don’t forget to ask thoughtful questions! This shows you’re engaged and interested in the company beyond just landing the role.

Thank you so much, Melissa!