Are your CPAs outgrowing their roles? If you’re not offering new challenges, another employer will.
Accounting and finance professionals thrive on continuous learning, skill development, and increasing responsibility. Yet, many CPAs find themselves stagnant in their roles, leading them to seek new opportunities elsewhere. Instead of losing high-potential employees, companies can choose to retain and develop talent by fostering a culture of internal mobility through rotational opportunities in other functional areas.
Internal movement provides CPAs with the opportunity to broaden their expertise, gain cross-functional experience, and prepare for senior finance leadership roles—without leaving your organization.
Yet too often, employers lose their best CPA talent because they don’t offer the right opportunities at the right time. Employees leave when they feel stagnant—not because they want to leave your organization, but because they may no longer see a path forward.
Why Internal Rotations Matter for CPA Teams
Losing top CPA talent is expensive, disruptive, and often preventable. Instead of focusing solely on external hires, companies should ask: Who on my team is ready for a bigger challenge, and how do we keep them engaged and motivated?
A successful CPA team must be technically versatile and strategically agile. Internal rotations allow professionals to move into new departments and functional areas once they have outgrown their current positions. This approach helps organizations alleviate one of the biggest push factors leading to turnover: the need for career growth and new experiences.
By proactively rotating CPAs, firms can develop well-rounded finance professionals who will ultimately progress into senior leadership roles. According to a Deloitte CFO Signals Survey, 55% of finance executives cite talent development as a top business challenge, yet many companies lack structured pathways for CPA career progression.
Internal rotations provide that missing pathway by exposing CPAs to various financial disciplines, including:
- Business Unit or Corporate FP&A
- Treasury & Cash Management
- Financial Reporting & Technical Accounting
- Controllership or Corporate Accounting
- Investor Relations or Corporate Development
- Enterprise Risk, Internal Controls and Compliance
According to CPA Canada, 85% of finance leaders believe cross-functional experience is crucial for career advancement, and 72% report that internal rotations improve leadership capabilities. By embracing this approach, companies can position themselves as leading employers that invest in CPA career development.
When to Consider Rotating CPA Talent?
Internal rotations aren’t for everyone, but they’re an ideal strategy in certain situations. If a (remove: high-performing) CPA has mastered their role and lacks a clear next step, rather than waiting for them to leave, move them into a new opportunity.
If an employee has expressed interest in leadership but lacks cross-functional experience, rotations can provide the broader exposure they need. Future leaders must understand multiple areas of financial operations to be truly effective.
A decline in engagement is another sign. When top talent becomes disengaged, it may be time to give them a new challenge elsewhere in the organization. Before they start looking elsewhere, offer them an opportunity that reignites their passion and commitment.
Another great time to consider a rotation is when a role is opening up in another department. Instead of automatically hiring externally, consider whether an internal move could be a better long-term investment. Someone with strong internal relationships who is already familiar with the company’s business and systems can often step in more seamlessly and offer more value than an outside hire.
Who Should Qualify for Rotations?
A well-timed internal move can revitalize an employee’s career, but the key is identifying the right people for the right opportunities. Strong performers who have peaked in their current role are prime candidates, along with CPAs with high potential who demonstrate leadership traits and the ability to progress into more senior roles. If someone is excelling but has no room to grow where they are, it’s time to find ways to challenge them elsewhere.
Aspiring leaders who need broader experience are another important group to focus on. Future CFOs, Controllers, and Finance Directors benefit greatly from exposure to different financial functions. Some employees are already eager to step up and take on more responsibility. If you have engaged team members who want more visibility and involvement in decision-making but don’t know how to take the next step, an internal move could be the perfect answer.
Finally, consider CPAs who could be a flight risk. If someone is starting to disengage or show signs of looking elsewhere, an internal move could be what keeps them invested in their future with your company instead of moving on.
Key Benefits of Internal Rotations
Reducing Turnover by Providing Career Growth Opportunities: Many CPAs leave their employers because they feel their career progression has stalled. A LinkedIn study found that 94% of employees would stay longer at a company that invests in their career development. By offering internal mobility, employers can retain top talent who may otherwise seek external opportunities.
Building a More Versatile CPA Workforce: CPAs who rotate across departments gain broader expertise and a deeper understanding of business operations. This prepares them for future leadership roles, where cross-functional knowledge is essential.
Creating a Pipeline of Future Finance Leaders: Exposure to multiple finance functions helps CPAs develop strategic decision-making and problem-solving skills. Firms that invest in internal rotations cultivate a pipeline of senior leaders, reducing the need for external hiring at executive levels.
Strengthening Employer Branding & Attracting New CPA Talent: Companies with structured internal mobility programs become known as destinations for career growth. Publicizing internal success stories—such as CPAs who rotated into leadership roles—can enhance employer reputation and attract ambitious CPA talent looking for career development.
Fostering a Culture Where Internal Rotations Are Encouraged: For rotations to be successful, they must be integrated into company culture. Firms should encourage employees to explore new areas of finance without fear of disrupting their career trajectory. When internal mobility is celebrated rather than resisted, CPA teams become more engaged, motivated, and productive.
Key Takeaways for CPA Talent Development
Companies that proactively promote internal mobility and invest in CPA career development will be best positioned to retain top talent, reduce turnover, and build a stronger leadership pipeline. By fostering a culture where internal movement is encouraged and celebrated, companies can establish themselves as industry leaders in finance talent development. At CAC, we specialize in connecting firms with top-tier CPA talent. Whether you’re looking to build a dynamic finance team or advice on rotational strategies within finance, myself and our expert team are here to help.
