Enterprise Views: Bridging the Talent Gap in Tax
Meet the Experts
Key Takeaways
⇨ Strategic hiring and upskilling are essential to address the skills gaps in the tax industry, particularly concerning SaaS and Cloud ERP technologies.
⇨ The increasing complexity of tax regulations, such as the Pillar 2 Global Minimum Tax, necessitates finding talent capable of bridging the gap between tax regulations and technology.
⇨ Flexibility in work arrangements benefits tax professionals by promoting work-life balance, while new team members gain valuable mentorship through in-office environments.
This episode sheds light on the urgent need for strategic hiring and upskilling to meet the future of tax. Andrew Wilson, Principal Consultant, Indirect Tax and Tax Technology (US and Europe) for Harvey John joins us to talk about closing skills gaps in tax. During our conversation Andrew shared that “upskilling” requirements can be a challenge in the industry. Finding people who understand SaaS (Cloud ERP) technology and tax rules and regulations can be very difficult.
As organizations continue to grapple with handling more complexity, including regulatory requirements of Pillar 2 Global Minimum Tax, finding talent is getting even harder. Andrew advises getting these key people in place is critical to the success of projects. Finding people that can “bridge the tax and technology gap” taking very “legislatively dense content” and making it clear for leaders and developers can change delivery outcomes.
One size approaches don’t fit every situation. Learn from Andrew, why experienced tax professionals are seeking the freedom to work from anywhere. And how new team members benefit from working in office environments. This flexibility gives tax professionals “time” they can use to add balance to their life. And for new team members, there is an opportunity for direct mentorship and engagement. He also sheds light on what consulting firms should look for when seeking candidates that can become “tax technologists.”
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