What Does the Gen-Z Want? Know More in the Issue 11 of the Outsource Insider

Welcome to “The Outsource Insider”, dispatched to you biweekly by Finsmart Accounting, where we share insights, resources, and a little fun - designed for firms to grow with offshore talent.

🧭 1. The Big Idea

The New Accountant Isn’t Motivated by the Old Rules

One of the major reasons why the talent shortage is increasingly growing in the accounting industry is that there is a shift in the generation.

This generation refuses to build their careers and live the same way the last one did.

No more:

• “Survive 80-hour weeks to prove yourself.”

• “Figure things out as you go — onboarding is a suggestion.”

• “Client emergencies > your life.”
  

And they’re not shy about walking away if firms don’t evolve. This shift isn’t a threat — it’s an opportunity for firms to rebuild with intention.

While there are a lot of jokes about Gen-Z as a generation, it is important to understand that they do want to make a difference and not just “get the job done”.

📊 2. Culture - A Deciding Factor for the Talent

As employers, what is important for us to understand is that Gen-Z is the first digital generation; unlike all other generations, who have been in the workforce so far. They are the first global generation, too. This could mean they also pioneer remote careers and innovate revenue streams.

When it comes to the kind of culture that Gen Z wants to work in, here are the top derivations from one of Deloitte’s surveys:

• Gen Z prefers to work in industries that they interact with in their personal lives, as opposed to industries they aren’t frequent consumers of.

• Gen Z desires diverse and entrepreneurial opportunities with the safety of stable employment, and will remain loyal to a company if it can offer this.

• They prefer independence but not isolation.

• Gen Z no longer forms opinions of a company solely based on the quality of their products/services but now on their ethics, practices, and social impact.

Read more in the report to understand Generation Z better before you hire them.

The reality is that the next generation isn’t difficult; they are simply saying out loud what the previous generations tolerated quietly.

🧱 3. Why Traditional Accounting Cultures Are Breaking?

Here’s a truth that many leaders either don’t realize or simply refuse to acknowledge.

It’s not the work that’s hard.
It’s the way the work is structured.

Here’s what’s causing friction inside firms today:

1. Rigid Hierarchies Aren’t Working Anymore

Newer accountants expect mentorship, involvement, and clarity — not “wait 5 years to have a voice.”

2. Under-Documented Processes Make Onboarding Painful

When everything lives in someone’s head, new hires feel defeated before they feel confident.

3. Reactive Communication Exhausts Teams

Next-day client expectations + unclear ownership lead to stress spiraling.

4. Burnout Is Now a Talent Problem

Teams are resisting the old “push harder” culture… and they’re right to.

The firms that evolve fastest are the ones acknowledging that culture is infrastructure — not an HR accessory.

🌱 4. What Today’s Accountants Really Want?

We have said this before, and we will emphasize this again. This generation is different, and whether it is in-house or offshore teams, here’s what the Gen-Zs are chasing.

Clear Systems

SOPs. Playbooks. Checklists. Clarity beats chaos — every single day.

Real Growth & Exposure

Today’s accountants want direct client work, global opportunities, ownership over deliverables, and a visible career path.

Not just reconciliations and cleanup work.

Human-Centric Leadership

Not transactional.
Not fear-driven.
Just leaders who guide, communicate, and support.

A Culture That Protects Well-Being

Time off.
Predictable schedules.
Fair deadlines.
Boundaries that are respected.

Modern, Distributed Workstyles

Async-friendly.
Documentation-first.
Clear expectations.
Flexible work.

The new generation isn’t “entitled.”
They’re just unwilling to exchange their life for your client list — and honestly, that’s healthy.

🌍 5. The New Firm Model: From the Smart Outsourcing Universe

Here’s what we’re seeing across the 300+ firms we’ve supported.

The firms winning the cultural shift are the ones embracing global teams not as cheap labor, but as a strategic culture enabler.

How Offshoring Improves Culture (Unexpectedly):

• Reduces overload during tax season → teams breathe

• Forces creation of documented processes → onboarding improves

• Creates global exposure for junior accountants → higher retention

• Balances workloads → less burnout

• Normalizes async work → fewer emergencies, more clarity

A while ago, we sat down with Kenji Kuramoto, the Founder of Acuity. He has redefined how offshoring can transform a firm for the better.

For Kenji, offshoring wasn’t just a third-party service provider. As a leader, he ensured he was truly connecting with the teams, online or face-to-face. At his firm, even offshore team members have emerged as leaders.

Watch the complete conversation to understand how redefining culture, even when offshoring, can change the way your firm operates and succeeds:

Want to build a people-first culture without overwhelming your in-house team?


We’ve helped 300+ clients build global teams that reduce burnout, improve documentation, and create healthier, happier workflows.

Want to know how? Watch our clients speak: https://finsmartaccounting.com/testimonials/

Stay tuned for the next issue!

See you next time!