One seasonal opening
Add a preparer for a defined gap, workload increase, or absence. We recruit to the return experience, software proficiency, and schedule your assignment requires.
Seasonal tax preparer staffing · All US locations
Build your tax-season team before the workload builds.
More preparation capacity. Fewer hiring distractions. A better plan for the filing push.
Scion Staffing helps CPA firms, tax practices, and accounting teams hire seasonal tax preparers matched to their returns, software, schedules, and review processes. Our US-based recruiters bring nationwide connections and focused screening to one urgent opening, several seasonal hires, or a coordinated staffing plan.
Hiring for your organization? Start with our staffing request. Looking for work? Search current jobs.
Recognized for service
A staffing partner with a record of recognition.
Scion’s recognition includes ClearlyRated Best of Staffing, Inc. 5000, and Forbes executive recruiting recognition.
Seasonal capacity that fits your practice
Plan for the work arriving, not just the seat available.
Tax-season hiring works best when the staffing plan reflects how work moves through your practice. Scion helps you identify where additional preparation capacity will make a difference, what experience is essential, and when each person needs to be available. We turn those priorities into a focused search so partners and managers can stay closer to clients and the work already underway.
If you are already in the filing push, tell us where the queue is slowing. If you are planning ahead, share your anticipated staffing gaps and target onboarding dates. You do not need a completed job description to begin. We help clarify the requirements and recommend a recruiting approach around your actual season.
A team for the peak period
Coordinate several hires with clear experience levels and staggered start dates. Your review capacity and training resources help shape the recruiting priorities.
Support across offices
Set common screening criteria while accounting for local schedules, onsite requirements, and differences in each office’s client work.
Specific preparation experience
Recruit for the returns you need moved through review.
We can focus your seasonal search on individual returns, partnerships, S corporations, corporations, trusts, estates, or other defined preparation needs. Your client mix and return complexity guide the experience required. For senior preparation or review support, we establish the expected technical depth separately so additional hiring does not simply shift pressure onto your reviewers.
Tell us whether experience with high-net-worth individuals, closely held businesses, multistate filings, investment activity, or another client environment is important. We ask about the work candidates have personally prepared, how they organized supporting information, and the type of feedback they received during review.
Where you require CPAs, enrolled agents, or other applicable preparer qualifications, those criteria become part of the hiring brief. We distinguish preparation responsibilities from review authority, sign-off, and representation so the staffing request reflects the duties your practice intends to assign.
Screening beyond the job title
Software familiarity and seasonal commitment belong in the same conversation.
Your seasonal hire needs to be available for the actual assignment, not only interested in tax work. We discuss start dates, weekly hours, expected duration, office attendance, and the possibility of extension work. Clear expectations help you evaluate availability before investing time in interviews.
We can prioritize experience with UltraTax CS, Drake Tax, Lacerte, ProSeries, CCH Axcess Tax, or another platform you specify. We also discuss workpaper organization, document-management tools, client communication, and responsiveness to reviewer feedback. The goal is to identify relevant experience and establish an appropriate learning curve before the first day.
Seasonal coverage can also include document intake, appointment scheduling, scanning, and client service professionals where needed. Those are separate staffing profiles. Matching the right level of support to each bottleneck helps protect preparation and review capacity.
From staffing plan to focused recruiting
Make room for your clients. Let us help build the team.
Scion handles sourcing, initial screening, candidate communication, and interview coordination so your leaders spend less time sorting general applications. You receive candidates considered against your requirements, with relevant experience and availability summarized for review.
Our private network of 950,000+ professionals across specialties and national resources reaching 16 million+ candidate options give our recruiters a substantial starting point. We combine those connections with referrals and targeted outreach. Network figures describe Scion’s broader recruiting resources, not a count of available tax preparers.
A practical planning framework
A staffing sequence built around your practice.
Some firms need early onboarding and document preparation. Others need additional preparers once client information arrives, followed by support through extension work. Scion helps coordinate the search around those stages instead of assuming every seasonal assignment begins and ends at the same time.
The framework below is a planning illustration, not a measure of workload or a promise of staffing availability. We adjust the recruiting schedule to your requirements, expected hours, review process, and actual hiring decisions.
Set the priorities
Identify return types, experience, software, locations, and how many people you need.
Align the start dates
Allow for interviews, onboarding, system access, and your training schedule.
Support the filing push
Add preparation capacity within your established supervision and review structure.
Reassess continued coverage
Discuss extension work, changing volume, and the need for longer assignments.
Candidate presentation in 24–72 hours in most cases
Need help now? We can move quickly.
After we establish your hiring requirements, Scion can present candidates within 24 to 72 hours in most cases. Availability can vary with software requirements, return complexity, location, schedule, and the point in the filing cycle. We explain the search outlook so you can make staffing decisions with a useful timeline.
Final start dates depend on selection, candidate availability, and onboarding. We coordinate communication and applicable employment arrangements, while your practice prepares system access, client-data procedures, supervision, and initial assignments. A clear first-day plan helps additional staff join the workflow with fewer avoidable interruptions.
For temporary staff engaged through Scion, employment and payroll coordination follow the agreed staffing terms. If you anticipate year-round work, we can also discuss temporary-to-hire or a separate permanent recruiting search.
Seasonal staffing across all 50 states
National reach with local hiring requirements in view.
Scion works with employers throughout the United States, including practices in major metropolitan areas, suburban business centers, and smaller communities. Our US-based recruiters combine local connections with national sourcing for onsite, hybrid, and remote seasonal tax preparation needs.
We establish the location requirements before presenting candidates. For office-based assignments, that includes commuting expectations and schedules. For remote work, we clarify eligible states, time zones, communication, and access requirements. Your staffing plan receives one coordinated recruiting approach even when several locations are involved.
Founded in 2006, Scion brings 20 years of staffing experience and firm-level recognition from ClearlyRated Best of Staffing, Inc. 5000, and Forbes executive recruiting recognition. We apply that established service approach to a very specific objective: helping your practice secure the seasonal talent it needs.
Connect the staffing plan to the work
Need a different level of tax support?
If the immediate bottleneck involves complex reconciliations, provision work, or tax account ownership, temporary tax accountant staffing may be the better route. If your practice needs a permanent leader, our tax manager recruiting service can support the year-round search. We help you distinguish those needs so each request receives the right recruiting focus.
Tell us which tasks must move, what experience your existing team already provides, and where additional capacity is most urgent. A specific hiring brief gives your seasonal search a stronger start and helps your managers evaluate candidates with the same priorities.
Employer questions
Plan your seasonal hiring with clear answers
Get clear answers about timing, qualifications, coverage, and the next step in hiring.
How early should we start recruiting seasonal tax preparers?
Start once you can define the required experience, software, schedule, and likely start dates. Earlier planning gives more room for sourcing, interviews, and onboarding. Scion can also help assess an urgent need once the filing season is underway.
How quickly can Scion present seasonal candidates?
We can present candidates within 24–72 hours in most cases after the requirements are established. Return complexity, software, location, seasonal availability, and schedule can affect timing. Selection and onboarding determine the final start date.
Can you help hire several seasonal tax preparers?
Yes. We can coordinate a search for multiple hires, including different experience levels, start dates, and office requirements. Your expected workload and review capacity guide the staffing plan.
Can we require experience with our tax software?
Yes. Specify the platform, modules, and required proficiency at intake. We include those criteria in sourcing and discuss whether your team can accommodate any learning curve.
Can you recruit CPAs or enrolled agents for seasonal assignments?
Yes. Tell us the required credentials and specific duties, including whether the assignment involves preparation or review. Candidate qualifications and availability determine the search approach.
Can seasonal assignments continue through extension work?
Potential extensions can be discussed based on your workload, candidate availability, and agreed terms. Share likely extension needs early so expectations are established before the initial assignment ends.
Scion Staffing · US-based recruiters
Get your seasonal tax staffing plan moving.
One preparer, a team, or support across offices: share the work ahead and let Scion help you recruit for it.