68% of accountants plan to leave the profession—here’s what top firms are doing differently

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Hi everyone,

Let’s not sugar-coat it—accounting has a talent problem.

Firms across the board are struggling to find good people. And when they do, they struggle to keep them. What used to be a stable profession is now dealing with a quiet crisis: accountants are leaving and not enough are joining to replace them.

A recent report found that 68% of accountants under 45% are considering leaving the industry within five years. That’s not a stat to brush aside; that’s the future of your firm walking out the door.

Why Accountants Are Leaving the Profession

There’s a bigger shift happening in the background that most firms aren’t acknowledging. For context, the stat above pretty much confirms that this is not a talent gap—that’s a talent exodus.

Why? Burnout is a big one. Long hours, tight deadlines, and no breathing room. But it’s also about meaning—people want more than just compliance work and ticking boxes. They want to feel like they’re growing, like their work matters.

Problem is, most firms are stuck in old systems, old mindsets, and offering no real development.

But here’s what the best firms are doing differently - They’ve made culture and growth central to their model. They create clear development paths. They upskill their teams. And they make people feel part of something bigger than just filing tax returns.

What It Takes to Attract and Retain Offshore Talent

Now let’s talk offshore—because the same rules apply.

Firms assume hiring offshore is a quick fix. Find someone in India or the Philippines, give them the work, save on cost. But talent doesn’t stick around just because you’re paying a salary—especially if they’re treated like back-office workers with no voice or future.

Retention offshore is just as hard. Probably harder. Because if your firm doesn’t offer progression, training, and connection, they’ll leave for someone else who does.

At Samera, we’ve learnt this first-hand. What works?

• Treating offshore hires like core team members

• Onboarding them into your systems, not dumping tasks

• Investing time to train them in your firm’s ways, not just tools
  It’s not rocket science. But it does require effort. And most firms simply don’t give that effort.

The Role of Qualifications in Offshore Hiring

Here’s something we’ve realised over and over again—offshore doesn’t mean compromising on quality.

In fact, many offshore accountants are better qualified than what you might find locally. ACCA, CPA, CA, CMA—you name it. And the hunger to grow? It’s unmatched.

When we hire, we look for ambition. Qualifications are one indicator, but it’s also about attitude. If someone is already pursuing a globally recognised qualification, they’re investing in their future. That’s the kind of person you want on your team.

And if you build the right environment, they’ll stay, grow, and become a long-term asset to your firm.

How We’re Solving for It at Samera

At Samera, we’ve built our entire offshore model around one thing: quality.

We don’t hire for quick wins—we hire for the long game. Every team member goes through intensive training. We’ve built career pathways for our offshore accountants, just like we have in the UK.

More importantly, we treat them like part of the core team—not an afterthought. That mindset has been the biggest factor in retention and performance. And it’s exactly what we help other firms build too.

The Talent Shortage Isn’t Going Away

If anything, it’s going to get worse before it gets better.

But the opportunity is this: if you can build a firm that people want to be part of—onshore and offshore—you’ll always have an edge.

I’ve helped dozens of firms build their own offshore teams. Not outsourced. Not temporary. Real teams, aligned with how they work. If you’re thinking about doing the same, let’s chat.

Want to see how we’re building high-performing offshore teams that actually stick?
Join The Samera Way webinar—we’ll show you exactly how we do it.

Cheers,
Arun

Big Tech Has Spent Billions Acquiring AI Smart Home Startups

The pattern is clear: when innovative companies successfully integrate AI into everyday products, tech giants pay billions to acquire them.

Google paid $3.2B for Nest.
Amazon spent $1.2B on Ring.
Generac spent $770M on EcoBee.

Now, a new AI-powered smart home company is following their exact path to acquisition—but is still available to everyday investors at just $1.90 per share.

With proprietary technology that connects window coverings to all major AI ecosystems, this startup has achieved what big tech wants most: seamless AI integration into daily home life.

Over 10 patents, 200% year-over-year growth, and a forecast to 5x revenue this year — this company is moving fast to seize the smart home opportunity.

The acquisition pattern is predictable. The opportunity to get in before it happens is not.

INVEST BEFORE BIG TECH MAKES THEIR MOVE

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