Executive Overview
The Canadian accounting recruitment landscape has reached an inflection point. Based on comprehensive analysis of 7,582 CPA responses regarding 2024 compensation, our research reveals significant market shifts that demand strategic attention from practice leaders.
Key Market Indicators
Compensation Growth
National median CPA compensation reached $154,000 in 2024, representing the highest level recorded since the study's inception. This 7.7% increase between 2022 and 2024 outpaced Canada's 6.4% inflation rate during the same period, indicating real wage growth driven by sustained competitive pressure for qualified professionals.
Talent Supply Constraints
The accounting profession faces a structural talent shortage, with approximately 20% more positions available than qualified candidates. This imbalance is projected to intensify due to converging demographic pressures: 75% of CPAs approaching retirement age and a 7.4% decline in accounting program enrollments.
Retention Challenges
First-year professional attrition rates have reached 22%, while 83% of accounting leaders report talent shortages—a significant increase from 70% in prior periods. The prevalence of counter-offers and aggressive recruitment by competing firms has created sustained upward pressure on compensation across all experience levels.
Provincial Compensation Analysis
Our research identifies significant geographic variation in CPA compensation:
- Alberta: $169,000 median (highest nationally)
- Ontario: $163,000 median
- Saskatchewan: $147,000 median
- Manitoba (Winnipeg): $137,000 median
- Nova Scotia: $115,000-$125,000 median
- New Brunswick: $110,000-$120,000 median
These differentials reflect regional economic conditions, industry composition, and local labour market dynamics. Alberta's premium compensation correlates with energy sector concentration and intense competition for talent, while Atlantic provinces demonstrate competitive positioning when adjusted for cost of living.
Experience-Based Progression
Compensation demonstrates clear progression pathways across career stages:
- Less than 3 years post-designation: $92,000
- 3-4 years: $110,000
- 5-9 years: $130,000
- 10-14 years: $140,000
- 15-19 years: $160,000
- 25+ years: $194,000
Partnership and firm ownership represent significant inflection points, with accounting firm owners reporting $270,000 median compensation nationally and partners in Ontario firms earning $320,000 median (2022 data).
Sector-Specific Insights
Industry sector significantly influences compensation outcomes. Among Alberta respondents with sufficient sample sizes, construction sector CPAs reported the highest median compensation at $224,000 for non-owners, followed by oil and gas, software/technology, financial services, and real estate. Public practice reported the lowest median compensation for non-owners among major sectors, though partnership opportunities provide long-term earning potential.
Market Dynamics Shaping Recruitment Strategy
Flexible Work Arrangements
Remote and hybrid work models have proven durable beyond pandemic conditions. Our research indicates that 85% of accounting professionals consider flexible work arrangements a significant factor in retention decisions. Firms maintaining traditional on-site requirements face measurable competitive disadvantages in recruitment and retention.
Technology Integration
Over 80% of Canadian organizations have adopted or are piloting AI technologies, with strong applications in tax operations, bookkeeping, compliance, and audit procedures. This transformation requires CPAs to develop competencies in data analytics, predictive modeling, and AI-powered advisory services.
Projected Compensation Trends
Robert Half's 2026 Salary Guide projects average pay increases of 3.7% for public accounting roles, significantly exceeding the 2.1% average across other finance and accounting positions. This differential reflects sustained competitive intensity for accounting talent.
Report Scope and Methodology
Our comprehensive 47-page report provides detailed analysis across multiple dimensions:
- Province-by-province compensation benchmarks and regional recruitment intelligence
- Role-specific salary ranges from entry-level through partnership
- Industry sector analysis and specialization premiums
- Retention challenge assessment and evidence-based mitigation strategies
- Technology impact on skill requirements and service delivery models
- Strategic recommendations for talent acquisition and retention
The analysis draws on the 2025 CPA Compensation Study conducted by Leger on behalf of CPA Canada, supplemented by Robert Half salary guides, provincial CPA body reports, Job Bank Canada labour market information, and proprietary research from specialist recruitment firms.
Strategic Application
This research is designed to support evidence-based decision-making for practice leaders addressing:
- Compensation structure development and market positioning
- Talent acquisition strategy and campus recruitment planning
- Retention program design and counter-offer response protocols
- Geographic expansion and remote work policy development
- Service line positioning and specialisation investment decisions
Access the Complete Report
The full 2025 Canada Accounting and CPA Practice Recruitment Intelligence Report provides comprehensive data, provincial breakdowns, and actionable recommendations for CPA firm partners navigating today's competitive talent market.
