Accounting job seekers are smart. But outdated advice still lingers, and it’s hurting their offers.

These recruiting myths refuse to die. I’ve seen them in coaching calls, resume rewrites, and way too many Reddit threads. So let’s clear the air and get real about what works in today’s job market.

7 Recruiting Myths Accountants Still Believe

1. “You need Big 4 to be taken seriously.”
False. Big 4 gives you a great launchpad, but it’s not the only route to success. I’ve worked with dozens of accountants who went from mid-tier to corporate roles with better hours, pay, and growth. One client had three offers within two weeks—none of them cared that he wasn’t Big 4.

“I left mid-tier, went industry, and doubled my salary in two years. No regrets.”

Big 4 was actually my third company. By the time I got there, I had already built solid experience and knew how to position my skills. I’ve seen people get passed up just because they thought Big 4 would speak for itself. It doesn’t. You have to tell your story.

2. “You should wait until after busy season to job search.”
Nope. Some of the best roles get filled in Q1. If you’re burnt out in January, start looking then. You don’t get bonus points for suffering until April. That said, if you develop a pattern of leaving every busy season, it starts to raise questions.

I remember telling a senior associate to interview in February. He said, “No way, it’ll look bad.” Two months later, his dream role closed and they hired someone else. The hiring cycle doesn’t revolve around your busy season, and waiting can cost you real opportunities.

3. “You only get one shot at a firm.”
Wrong. People reapply and get hired all the time. I’ve had clients get rejected, rework their resume, prep differently, and land the job on round two. Timing, team fit, or even who interviews you can make a huge difference.

I once reapplied to a firm that ghosted me in college. Two years later, they called me a “top candidate.” Same Cameron, better packaging.

4. “Recruiters don’t actually help.”
Some don’t. But the good ones can change your life. I’ve partnered with recruiters who coached candidates through every round, pitched them internally, and negotiated salaries that candidates didn’t even think were possible. You just have to know how to find the right ones.

“A good recruiter feels like a cheat code. A bad one makes you feel ghosted.”

Pro tip: Ask recruiters how many people they’ve placed at the firm you’re targeting. If they dodge, move on. If they name names, you’re in good hands.

5. “If they like me, they’ll overlook my resume.”
Wishful thinking. Your resume is what gets you in the door. It’s not about being perfect. It’s about being clear. What role are you targeting? What results have you delivered? Does it read like someone who understands the job they want?

6. “Job hopping looks bad.”
Not anymore. If you’re moving for growth, compensation, or mental health, most firms get it. I’ve helped accountants with three jobs in three years land high-paying roles with no hesitation from hiring managers. Just be ready to tell the story.

I once worked with someone who had left public after one year, then jumped twice more. They were worried no one would touch them. We reframed their moves as intentional growth and stability-seeking. They landed a six-figure controller role.

7. “I don’t need to prep. I’ll just be myself.”
Be yourself—after you’ve practiced. You wouldn’t walk into a client meeting without knowing the facts. Same goes for interviews. Know the job. Know your resume. Prep your stories. I’ve done mock interviews where a candidate tanks question one, then nails it five minutes later with the right coaching.

Smart Job Searches Start with the Right Info

Public accounting taught us a lot. But when it comes to job hunting, too many accountants are still relying on outdated advice.

If you’re serious about making a move in 2025, get serious about your strategy. Ditch the myths. Start asking better questions. Get clear on what you want, and make sure your resume and interviews reflect that.