News from your accounting association
Exploring Untapped Resources to Expand Your Talent Pool
Interview with Trevor Williams, Partner, Audit, and Director, Diversity, Equity & Inclusion, GRF CPAs & Advisors
It’s no secret that accounting and advisory firms across the country have struggled in recent years with staffing.
Searching for both CPAs and other valuable team members has proven to be challenging for a variety of reasons. At GRF CPAs & Advisors (GRF), headquartered in Bethesda, Md., they have had luck exploring different organizational affiliations to help diversify their candidate pool and expand their reach. To learn more, we spoke with Trevor Williams, partner and director of diversity, equity and inclusion, who has been with the firm for more than 20 years.
► Exploring Untapped Resources to Expand Your Talent Pool
► Preferred Provider Spotlight - PracticeERP
► A&A Conference
► Member News
► CPAmerica Insights –Grace Horvath
of applicants from a variety of backgrounds. While we strive for a diverse mix of candidates, all employment decisions are made without regard to race, sex, or any other diversity characteristics.
CPAmerica: How has your participation in the National Association of Black Accountants (NABA, Inc.) helped you reach new potential employees?
etc., don’t offer the same level of academic rigor as larger, well-known universities. This lack of awareness about the talent available at these schools has resulted in a pattern of not actively seeking well-qualified students from these institutions.
CPAmerica: Has using different affiliations to diversify your candidate pool expanded your reach/resulted in more candidates?
Trevor Williams: Absolutely. Opposition to programs supporting diversity, equity, inclusion, and accessibility claim that the programs involve hiring less qualified candidates, when the opposite is true. At GRF we value diversity, equity, and inclusion which helps us attract and retain top-talent from all backgrounds. We feel talent is everywhere, but opportunity is not. As a result, in addition to connections with different affiliations, we participate in industry conferences, career fairs, networking events, opportunities to speak at not only the larger, well-known universities but also community colleges, historically black colleges and universities (HBCUs), colleges with a diverse student body, etc. By prioritizing widescale recruitment and showcasing our company’s culture and benefits, we attract a larger pool
TW: I am truly thankful to my firm for valuing the contributions of NABA, Inc., as one of the premier professional accounting organizations and allowing me the opportunity to serve as Eastern Region President. In this capacity, I spend significant time away from my “day job” leading the eastern region’s strategy and objectives. I also serve as a key “opportunity identifier” in the region; work in partnership with the National Office to implement regional goals and overall chapter performance; and serve on the National Board of Directors, representing my region’s approximately 2,200 professional members, and 4,300 student members.
CPAmerica: In addition to NABA, Inc., are there other organizations you would recommend exploring for candidates?
TW: If firms hope to address the root causes of the CPA pipeline issue, they must address the underlying challenges and build a pipeline of future CPAs into leadership positions at their firms. Before firms explore seeking candidates from organizations like NABA, Inc., they must be committed to attracting, retaining, and providing equal leadership opportunities to a broader range of talent. Firms must also abandon the perception that smaller colleges and universities, HBCUs, community colleges,
Firms, especially those lacking in diversity, must regularly support and partner with the campus community. Participating in career fairs and/or an event or two is not enough. Firms must genuinely build connections with faculty, career services centers, and student organizations. If you’re currently lacking diversity in leadership, you must tailor your messaging to resonate with the diverse student population by highlighting opportunities for growth and development. All candidates must be provided with a positive and respectful experience throughout. If unable to do so, your firm will not be successful in retaining your diverse talent and may jeopardize connecting with excellent candidates from these schools in the future. Once commitment by your firm’s leadership has been established, when looking to support student organizations, employers should prioritize those organizations that directly relate to their industry, offer practical as well as technical skills development through projects or competitions, focus on leadership development, and promote diversity and inclusion.
In addition to NABA, Inc., organizations such as Beta Alpha Psi (an accounting honors organization), the Association of Latino Professionals for America (ALPFA), the National Association of Asian American Professionals (NAAAP), Chinese American Society of Certified Public Accountants (CASCPA), International Society of Filipinos
See Candidates, continued on page 2
Trevor Williams
Preferred Provider Spotlight PracticeERP
PracticeERP is an all-in-one business management suite designed to help CPA firms streamline and centralize their operations. By unifying ERP/Financials, CRM, and online payments into a single platform, PracticeERP provides unmatched visibility into every aspect of your business. This integrated approach makes managing and tracking critical workflows easier, ensuring your firm operates smoothly and efficiently.
The platform offers robust functionality, including time and expense tracking, billing,
Continued from Candidates, on page 1
in Finance & Accounting (ISFFA), Accounting and Financial Women’s Alliance (AFWA), Accounting Society, Institute of Management Accountants (IMA), and student chapters of the American Institute of Certified Public Accountants (AICPA) and the American Accounting Association (AAA) are outstanding organizations to partner with.
CPAmerica: Do you have any recommendations for how other member firms can find organizations or affiliations in their area?
TW: There’s no one-size-fits-all approach to recruitment so you’ll need to experiment with different approaches to find what works best for your organization. Using social media, job posting boards, employee referrals, and employee resource groups are great sources. Additionally, leveraging alumni, industry contacts, influencers, and recruitment agencies are also effective ways to expand your candidate reach; however, to be successful, these sources cannot be grounded in outdated, biased, legacy systems that don’t elevate the diverse talent you seek. Be sure to track the effectiveness of each approach and adjust your strategy accordingly. While I understand the importance of allocating resources in a way that maximizes your return on investment, building strong, diverse talent
project management, and client communications—all in one place. This unified system saves your firm time, reduces errors, and boosts productivity. Additionally, PracticeERP is built with scalability in mind, allowing your firm to grow without the need for complex system upgrades.
Trusted by CPA firms nationwide, PracticeERP enhances operational efficiency, increases visibility, and delivers a superior client experience—all within one simple and powerful platform. CPAmerica member firms also enjoy a 20% discount on PracticeERP software costs.
For more information, visit www.practiceerp.com or email info@PracticeERP.com.
pipelines take time, commitment, and funding. If recruitment efforts don’t result in immediate results, you cannot change course. That approach prevents firms from attracting diverse talent in the first place.
If you’re interested in learning more about how GRF CPAs & Advisors are expanding their candidate pool, please contact Trevor Williams at twilliams@grfcpa.com.
Upcoming Event Dates
Scan this QR code for complete event information, a full list of events and to complete your registration.
A&A Conference
Washington, D.C.
| July 15-18
Washington Marriott Georgetown
The 2025 A&A Conference will be at the Washington Marriott Georgetown, in the heart of one of the most historic neighborhoods of Washington, D.C. The conference will include technical updates, round-table discussions, and trending practice management content. Ample time has been scheduled throughout the conference for member sharing and informal networking with your peers, including a special offsite event at the resplendent Potomac Terrace, with views of the nation’s capital skyline. This year’s conference will also include the annual Yellow Book Optional Preconference on Tuesday, July 15, with Melisa Galasso.
Featuring these influential speakers and more:
Melisa Galasso, Galasso Learning Solutions | Don Rheem, CultureID | Bob Lewis, The Visionary Group | Anirban Basu, Sage Policy Group | Mike Cheng, Frazier & Deeter Randy Johnston, NMGI | Lisa Simpson, AICPA
LattaHarris announces leadership transition
LattaHarris is thrilled to announce that Chip Chaon has assumed the role of CEO and managing principal, succeeding Chris Overturf. This change marks an exciting new chapter for LattaHarris as they continue to strengthen their “one-firm” philosophy, fostering unity and shared success across all offices. One of the key motivations behind this transition is their commitment to having a non-client-facing CEO and managing principal who can focus exclusively on the firm’s strategic direction and operational excellence. As CEO, Chaon will oversee the firm’s day-to-day operations, driving its growth, sustainability, and reputation for quality, integrity, and client satisfaction. His leadership will be instrumental in ensuring LattaHarris continues to deliver exceptional service and innovative solutions to our clients and communities. Overturf’s leadership during his tenure as CEO and managing principal has been exemplary. Under his guidance, LattaHarris has strengthened its culture, embraced innovation, and navigated significant organizational and technological advancements.
years of experience providing tax services, including 19 years in public accounting. Prior to joining Honkamp in 2024, he was a tax partner with two large national accounting firms serving middle market clients.
Honkamp announces three new principals
Honkamp, p.C., a Top-10 Midwest CPA and business advisory group is pleased to announce that Alex Adler, CPA/PFS, CCIFP, and Ellie Wegmann, CPA/PFS, recently were promoted to principals in the firm, while Terry Gloriod, CPA, joined the company in that role. Adler has more than 12 years of experience in tax, accounting, consulting and financial statement preparation. His specialties include individual, corporate and partnership income taxes, and general business consulting and tax planning, and he is a leader of the firm’s Construction Industry Team. Wegmann has more than 10 years of experience working with a variety of businesses in the retail, service, restaurant, marketing, rental, manufacturing and health care industries. Gloriod has more than 29
Meyers Brothers Kalicka, P.C. announces new hires and promotions
meyers BrotHers kaLiCka, p.C., is proud to announce the following promotions. Chelsea Russell has been promoted to Audit & Accounting Senior Manager. Ryan Sabin has been promoted to Tax Senior Manager. Mallory Beauregard, Briana Doyle and Christopher Soderberg have been promoted to Audit & Accounting Supervisor. Peter Kravetz and Francine Murphy have been promoted to Tax Supervisor. Samantha Calvao and Andrea Latour have been promoted to Tax Senior Associate. Jonathan Lemoine and Nicholas Mishol have been promoted to Audit & Accounting Senior Associate. In addition, they are proud to announce the following new hires. Elise Puza, CPA, has been hired as Tax Supervisor; Kevin Murray has been hired as Senior Associate; and Jacob Bear has been hired as Associate.
Brickley DeLong announces manager promotion
BriCkLey DeLong, a premier full-service public firm in West Michigan, is proud to announce the promotion of Melissa Beal, CPA, to the position of manager. Since joining Brickley DeLong in the fall of 2018, Beal has been an integral part of the firm, contributing her expertise from their Hart office. She possesses a diverse and well-rounded skill set, demonstrating proficiency in audit and assurance (A&A) engagements across a wide range of industries. Additionally, she has played a key role in the preparation and review of tax returns, further solidifying her reputation as a trusted professional in the field. Beal has also emerged as one of the firm’s leading professionals in agricultural accounting, providing specialized guidance to farming clients.
gray, gray & gray, LLp, a nationally recognized business consulting and accounting firm based in Canton, Mass., has announced that Venice Williams, CPA, MST, has been promoted to director of tax. Her new role will include responsibility for strategic tax planning, ensuring tax compliance, management of internal tax teams, and fostering the development of client relationships across a wide range of industries. Williams began her career with Gray, Gray & Gray in 2009 as an intern before joining the firm full time in 2010. She has served as a tax manager since 2016 and senior tax manager since 2024.
Albin, Randall & Bennett welcomes new talent acquision manager
Gray, Gray & Gray announces director of tax promotion
aLBin, ranDaLL & Bennett (arB) is excited to announce that Bethany Laverriere has joined the firm as Talent Acquisition Manager, where she will lead ARB’s efforts to recruit and retain top talent. Prior to joining ARB, Laverriere played a pivotal role in building dynamic teams, identifying talent, and managing programs at a regional public accounting and consulting firm in Maine. With over a decade of experience in talent acquisition and recruitment, Laverriere’s mission is to develop and align strategies and talent to organizational goals.
Stephano Slack LLC, expands presence with merger of New Jersey-based Gold Gerstein Group LLC
stepHano sLaCk LLC, a premier regional accounting firm offering comprehensive outsourced accounting, audit, tax, and transaction advisory services, has announced its merger with Gold Gerstein Group LLC (G3CPA), a highly respected accounting firm based in Moorestown, N.J. With a reputation built on delivering sophisticated accounting and tax solutions, G3CPA serves clients of all sizes across a variety of industries. The firm is known for its exceptional business valuation consulting as well as tax planning and compliance services, and is a trusted partner for both private businesses and international companies. The merger with Stephano Slack is a natural fit, driven by the shared values of dedication to client service, high ethical standards, and a commitment to providing top-tier business solutions.
Chip Chaon
Alex Alder
Melissa Beal
Ellie Wegmann
Terry Gloriod
Venice Williams
Bethany Laverriere
Empowering the Next Generation of Business Development Leaders
Grace Horvath, President & CEO
As the business landscape continues to evolve, public accounting firms are facing a tough challenge: ensuring that their next generation of leaders are equipped to grow the firm in a sustainable way. At CPAmerica, we understand the vital role that business development plays in the longterm success of our member firms and their ability to remain independent, and we are excited to introduce a new initiative aimed at preparing the next wave of leaders to thrive in this critical area.
The Growing Challenge: A Looming Leadership Gap
For many firms, business development is a skill that is honed over years of experience. Traditionally, the responsibility for driving new business falls to seasoned partners or senior leaders, whose deep networks and accumulated industry expertise have been pivotal to the firm’s growth. However, as this generation approaches retirement, the reality is that there is a significant gap in the next generation’s preparedness to take the reins of business development efforts.
Without a clear plan for succession, firms face the risk of stagnation—missing new opportunities, struggling to keep a competitive edge, and ultimately, seeing the growth trajectory plateau. The absence of a robust business development culture can leave firms vulnerable, especially in today’s tumultuous environment.
The Risks of Inaction
If this gap is not addressed, firms may face several negative outcomes:
1. Revenue Decline: Without strong business development leadership in place, firms risk seeing a decline in revenue as older partners retire, leaving client relationships and business generation opportunities behind.
2. Loss of Competitive Advantage: Firms that do not adapt to the changing business environment and market demands will struggle to stay competitive, missing potential clients and growth opportunities.
3. Talent Retention Challenges: Young professionals who feel unsupported in their career development may seek opportunities elsewhere, resulting in a loss of valuable talent.
4. Diminished Firm Reputation: A lack of business development focus can result in a diminished brand presence and reputation in the marketplace, ultimately impacting client retention and attraction.
The Power of Business Development Training
To counter these challenges, we are proud to announce the launch of our Business Development Program, in partnership with The Rainmaker Companies. This program is specifically designed to equip rising leaders and partners with the essential skills and strategies needed to grow their client base, expand their networks, and increase their firm’s visibility. By focusing on developing business development capabilities, we empower the next generation of leadership to secure the firm’s long-term success.
CPAmerica’s
Custom Rainmaker Academy
We are thrilled to partner with The Rainmaker Companies, the leading provider of business development training and coaching for over 30 years. Launching in fall 2025, this high-impact program is designed exclusively for CPAmerica member firms. It will provide high-potential leaders and future leaders with the tools and strategies to build relationships, drive growth, and enhance overall firm success.
What to Expect from the Custom CPAmerica Rainmaker Academy:
• High-energy, interactive sessions –available in both in-person and virtual formats
• Experiential learning that drives measurable results and real-world application
• Individual and peer coaching to accelerate development and ensure continuous growth
• Collaboration & networking with fellow CPAmerica members to expand professional relationships
• Proven strategies and accountability tools to build confidence and long-term success in business development
Seeking Member Firms to Participate & Even Host!
We are looking for member firms to participate in this program, and we are also offering a unique opportunity for a few members to host a session at their office. Hosting allows for greater exposure and engagement with CPAmerica peers while showcasing your firm’s commitment to professional development and leadership growth.
Don’t miss this exclusive opportunity to invest in your firm’s future leaders while positioning your firm as a leader in the CPAmerica community. Please let us know if your firm is interested in sending individuals to participate in this program.
Stay tuned for more details as we approach the fall 2025 launch!
A Word from Angie Grissom, Owner, The Rainmaker Companies
“This custom Rainmaker Academy program is an incredible opportunity for CPAmerica member firms to invest in their future leaders while strengthening their commitment to firm growth and success. Participants will gain invaluable business development skills, confidence, and practical strategies that drive measurable results. Beyond that, this program fosters deeper collaboration among CPAmerica members, creating lasting relationships and opportunities to learn from peers across the network. We are excited to bring this proven training to your firms and help develop the next generation of industry leaders.”
- Angie Grissom, Owner, The Rainmaker Companies
To learn more about The Rainmaker Companies, visit www. therainmakercompanies.com.
Contact us at:
7555 W. University Ave. Gainesville, FL 32607 (352) 727-4070 www.cpamerica.org
