Why CPAs keep leaving the Top 100 US Accountancy Firms and why that’s not changing anytime soon

CPAs Keep Leaving the Top 100 in America. We look at WHY!?

It’s a tale as old as time. A talented CPA lands a coveted role at a Top 100 accounting firm, excited to kick-start a promising career. The name looks great on LinkedIn. The office view is impressive. The potential seems endless.

But then reality sets in.

Long nights turn into longer seasons.

Emails never stop.

Promotions feel like moving goalposts.

…..And that elusive “work-life balance” becomes nothing more than an HR talking point.

Before long, they’re burned out, disillusioned, and wondering, Is this really what I signed up for?

As a CPA recruiter, I’ve had this conversation more times than I can count, and the story never gets old because it never stops happening. And here’s the kicker: it’s not just happening, it’s accelerating.

The Problem with Big Firm Life

There’s no denying the prestige that comes with working at a Top 100 accounting firm. The training is solid. The client exposure is unmatched. But prestige doesn’t pay for missed birthdays, mental health days, or the sleep lost during yet another busy season that never really ends.

Here’s what I hear most often from CPAs ready to make a move:

• Work-life balance? Non-existent.
• Career progression? Too many rungs, too much politics.
• Culture? More corporate than collaborative.
• Burnout? Inevitable.

Some firms still operate under outdated models, where annual culling (yes, that’s still a thing), rigid expectations, and 60+ hour workweeks are seen as rites of passage rather than red flags.

The Mid-Tier and Boutique Firm Advantage

The good news? There’s another side to this story, and I help people write it every day.

Mid-sized and boutique firms are stepping up in a big way. These are the firms offering what top-tier firms struggle to deliver: flexibility, culture, and real career momentum. Here’s what’s waiting on the other side:

✅ True flexibility – Remote work options, Summer Fridays, PTO that’s actually respected.
✅ Supportive culture – You’re more than a staff ID. Your ideas are heard, and your life outside of work matters.
✅ Clear progression – Promotions based on contribution, not politics or tenure.
✅ Stability without the stress – No annual culls, no toxic competitiveness, no grind-til-you-drop mentality.
✅ A real sense of community – You feel part of something. Like you belong.

And yes—these firms are still doing great work with excellent clients. The difference is: they’re doing it in a way that doesn’t drain the life out of their people.

Why This Trend Isn’t Slowing Down

There’s a seismic shift happening in the industry. CPAs are rethinking what success looks like. Titles and brand names are losing their shine, and quality of life is becoming the new benchmark.

And here’s what I’ve seen firsthand: once someone makes the move to a firm that genuinely values them, they wonder why they didn’t do it sooner.

This isn’t a blip. It’s a permanent recalibration.

The next generation of CPAs isn’t willing to sacrifice their personal lives for marginal gains in prestige. They’re smart. They’re ambitious. But they also want to be happy, healthy, and human.

Wrapping Up

If you’re feeling stuck in the grind, know this: you’re not alone, and there’s a better way. You don’t have to stay somewhere just because it looks good on paper. Real growth, real balance, and real satisfaction exist beyond the Top 100.

I help CPAs make that leap every day, and the results speak for themselves.

Let’s talk when you’re ready.

After all, “Your future doesn’t have to be dictated by your past.”