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How work gets done is changing rapidly, as are the skills required to drive business success. Companies across industries are launching new initiatives, adopting AI and adjusting to shifting demands, and seeking skilled talent to support growth and modernization. But many firms remain cautious about adding headcount too quickly. As a result, staffing conversations in early 2026 are increasingly focused on which roles are most essential and how to hire effectively.
Finance and accounting teams know these challenges well. AI and automation can improve efficiency, but professionals with critical thinking, adaptability and a collaborative mindset are still needed to deliver results. Meanwhile, a persistent shortage of accounting talent—combined with skills gaps in areas such as AI literacy and data analytics—is creating compliance challenges and slowing progress on strategic priorities, from financial planning and forecasting to profitability and cost optimization.
Research for Robert Half’s latest Demand for Skilled Talent report shows many finance and accounting leaders are responding to these pressures with a mix of approaches, including upskilling existing teams and engaging highly skilled contract talent, so they can manage today’s workload while adapting to ongoing changes in technology, compliance and reporting requirements.
2026 In-demand finance and accounting roles and hiring trends
What does the finance and accounting hiring market look like?
In early 2026, the labor market remains tight, but many finance and accounting organizations are still moving forward with hiring plans. Research for Robert Half’s Demand for Skilled Talent report found that 83% of finance and accounting leaders feel confident about their business outlook for 2026. Many plan to increase permanent headcount in the first half of the year, along with contract or temporary hiring.
At the same time, nearly two-thirds (61%) of hiring managers in finance and accounting say it’s much more challenging to find skilled professionals than it was a year ago. That tension between strong hiring intent and limited access to candidates with specialized skills suggests competition for finance and accounting talent will remain elevated in the first half of 2026.
What job posting trends show
Robert Half’s analysis of job posting activity shows that demand for finance and accounting talent remained strong in 2025, even as many organizations took a more selective approach to hiring. Employers in the U.S. posted 819,300 finance and accounting jobs, and many of those positions were tied to core operations, compliance and analytical support.
Accounting roles made up the largest share of postings, with more than 231,000 jobs concentrated in general accounting positions such as staff accountants, senior accountants and accounting managers. Demand for accounting operations roles, including bookkeepers, accounts payable (AP) specialists and accounts receivable (AR) specialists, was also robust, as organizations focused on maintaining accuracy, efficiency and control in their day-to-day financial processes.
Finance hiring followed a similar pattern. Employers posted 181,600 finance jobs in 2025, with business analysts and financial analysts accounting for more than half of those roles. That concentration reflects the growing need for data-driven insight, forecasting and performance analysis as leaders manage cost pressures and plan for growth.
Industry data shows where finance and accounting hiring increased most in 2025. Based on our analysis of job postings, year-on-year job growth was strong in financial services (38,800) and healthcare (20,100). These industries run complex operations and face tighter compliance and cost pressures, which keeps demand high for finance talent.
Manufacturing and distribution and wholesale trade also saw notable year-on-year gains, posting 27,000 and 11,300 finance and accounting roles, respectively.
What unemployment rates suggest about the competition for skilled talent
Unemployment data reinforces how tight the talent market remains for many finance and accounting roles. Based on 2025 annual figures from the U.S. Bureau of Labor Statistics (BLS), unemployment rates for several positions were well below the year-end national rate of 4.4%. Those roles include:
Accounts receivable (AR) specialists: 2.4%
Bookkeepers: 2.3%
Compliance officers: 1.5%
Payroll clerks: 0.9%
Credit analysts: 0.5%
Are accountants still in high demand?
Yes. The unemployment rate for accountants and auditors was 2.0% in 2025, according to BLS data. Robert Half’s Demand for Skilled Talent report includes senior accountant and staff accountant among the top 10 roles shaping hiring strategies for finance and accounting teams in 2026. Based on an analysis of thousands of job postings and Robert Half placements, both roles have seen above-average sequential growth and consistent demand over the past 12 months.
As noted earlier, a persistent shortage of accounting talent is keeping competition high, especially for roles tied to work that can’t slip, including close execution, reporting accuracy, compliance and internal controls. Organizations are adopting tools like AI and expanding automation, but they still need experienced accountants to validate results, apply sound judgment and ensure accuracy.
What other finance and accounting roles are still in demand in 2026?
While demand remains strong for general accounting roles such as staff and senior accountants, employers in 2026 are also competing for professionals who can help keep operations running smoothly, manage risk and deliver financial and business insight. These roles support work that can’t be delayed or easily automated, which is why leaving them unstaffed isn’t an option for most teams:
AP/AR specialist: Organizations need these specialists to improve cash flow visibility, keep billing and collections on track, and maintain accuracy in payables as transaction volume grows and workflows become more automated.
Bookkeeper: Many small and midsize businesses rely on these professionals to keep records current and accurate, protect data integrity and support day-to-day cash flow management and decision making.
Controller: Demand for controllers remains strong across industries, especially in organizations that want to strengthen oversight of the financial close, financial reporting and internal controls while keeping pace with compliance requirements and improving process efficiency.
Director of finance: This role remains a priority hire for businesses in need of finance leaders who can connect strategy to execution through stronger planning, forecasting, budgeting and support for initiatives such as systems modernization.
Financial analyst/senior financial analyst: Businesses of all sizes continue to compete for these professionals as leaders seek deeper insight into performance, costs and scenarios—and need help translating data into practical, actionable recommendations.
Payroll specialist/administrator: These professionals remain essential because payroll accuracy and compliance are non-negotiable, and organizations need experienced professionals to manage evolving requirements, systems and employee expectations.
What roles are seeing increased demand this year—and why?
As business needs and challenges change along with hiring priorities, demand is growing for these finance and accounting roles:
Accounting manager: These professionals provide team leadership and oversight of reporting accuracy, close activities and compliance processes, especially as systems and workflows change.
Business/data analyst: These professionals translate complex data into clear recommendations that support faster, better decision making as analytics and AI become more embedded in finance and business operations.
Learn more about finance and accounting jobs in demand
Access report
Explore our Demand for Skilled Talent report to see what specializations employers need most this year in finance and accounting and other top professions.
What finance and accounting skills are in demand?
In 2026, finance and accounting leaders are prioritizing skills that improve forecasting accuracy, strengthen controls and support data-driven decisions. They’re placing greater value on analytical and tech-enabled capabilities than on narrowly scoped, task-based work. As AI becomes more embedded across workflows, leaders are also emphasizing human skills, such as critical thinking and problem solving, needed to keep work accurate and compliant.
Here are some highlights from Robert Half’s Demand for Skilled Talent report and job posting analysis.
Finance and accounting technical capabilities employers value most
Audit and financial controls
Billing processes
Cash management
Data and business analytics
Data cleansing and visualization
Financial analysis
Internal accounting controls
Payroll management
Examples of software proficiencies in high demand
Microsoft D365
Oracle NetSuite
Microsoft Power BI
How to compete for finance and accounting talent in 2026
Success in hiring skilled finance and accounting talent increasingly depends on three actions: being precise about which roles are most essential, aligning total compensation and job responsibilities with market expectations, and supporting work flexibility. Robert Half’s research shows 27% of finance and accounting roles are advertised as hybrid, reflecting the continued importance many professionals place on flexible work options and the ability to maintain a work-life balance.
Engaging specialized recruiters can also provide an edge. Higher application volume, uneven quality of candidates’ skills and experience, and the rise of AI-generated resumes are making it harder for leaders to assess potential hires quickly and confidently. As a result, many employers are seeking additional support. Seventy-one percent of finance and accounting leaders say the AI factor alone has made them more likely to turn to a staffing or consulting firm to help validate skills and accelerate hiring decisions.
That support is delivering results. A strong majority (91%) of finance and accounting leaders surveyed for our Demand for Skilled Talent report say staffing firms have been effective at helping them address AI-related hiring challenges, with 51% describing that support as very effective. For hiring managers facing tight timelines and persistent talent shortages, specialized recruiters can also help surface qualified candidates faster and provide access to flexible talent options, including permanent, contract and interim professionals.
Find out more
Robert Half can help your business secure the skilled finance and accounting talent you need to succeed in 2026.
About the Demand for Skilled Talent report
The Demand for Skilled Talent report by Robert Half is an authoritative source providing essential insights into employment trends. This report has offered a deep dive into the U.S. hiring landscape for over a decade, spotlighting challenges and strategies to attract and retain talent. It explores what employees seek in their careers, identifies common recruitment errors and suggests solutions. The report spans finance and accounting, technology, marketing and creative, legal, administrative and customer support, and human resources, proving crucial for business leaders and managers.
Methodology
The surveys cited were developed by Robert Half and conducted by an independent research firm. Results may not total 100% due to rounding or allowing for multiple responses. Respondents included executives, hiring managers and workers from small (10-99 employees), midsize (100-999 employees) and large (1,000+ employees) businesses in private, publicly listed and public sector organizations across the U.S.
Over 1.5 million new positions from more than 9,000 independent job boards and company websites are represented in this report, including thousands of placements from Robert Half. Positions are categorized into more than 430 job titles within Robert Half’s Salary Guide using a proprietary mapping methodology that employs state-of-the-art large language models. This dataset includes roles across the finance and accounting, technology, marketing and creative, legal, administrative and customer support, non-clinical healthcare, and human resources professions.
