Why Your Tax Search Has Been Open for 9 Months

If you've had a critical tax leadership role open for months, you're not alone.

Over the past several years, we've seen organizations struggle to fill key positions across corporate tax, from Tax Associates and Managers to VPs of Tax. In many cases, searches that were expected to take 30-60 days remain open for six months, nine months, or even longer.

While market conditions certainly play a role, prolonged searches are often the result of factors within an organization's control.

Here are some of the most common reasons tax searches stall, and what companies can do to improve their chances of securing top talent.

1. The Candidate Profile Is Too Narrow

It's understandable to have a wish list when hiring for a critical role. However, many organizations inadvertently eliminate strong candidates by insisting on an overly specific background.

Requirements such as industry-specific experience, Big Four experience, public company experience, and expertise across every area of tax may significantly reduce an already limited talent pool.

The reality is that exceptional tax leaders are often highly adaptable. Focusing on leadership capability, technical foundation, and cultural fit rather than an exhaustive checklist can dramatically expand the candidate pool.

2. Compensation Isn't Aligned with the Market

Many organizations are still benchmarking compensation against historical ranges rather than today's market realities.

Top tax talent remains in high demand, particularly in specialized areas such as ASC 740, international tax, indirect tax, and tax technology. Candidates with strong technical expertise and proven leadership experience frequently have multiple opportunities available to them.

When compensation falls meaningfully below market, or when bonus and long-term incentive opportunities are not competitive, companies often struggle to attract or close preferred candidates.

3. The Hiring Process Takes Too Long

Lengthy hiring processes continue to be one of the biggest obstacles to successful searches.

Strong candidates move quickly. By the time an organization completes multiple rounds of interviews, schedules executive meetings, and finalizes approvals, the candidate may have already accepted another offer.

Companies that move efficiently, maintain momentum, and communicate clearly throughout the process consistently achieve better hiring outcomes.

And hey, we know a guy or gal who can help with this! ;)

4. The Role Lacks a Clear Growth Story

Today's tax professionals are evaluating more than compensation. They want to understand where the organization is headed, and where they fit into that future.

Candidates frequently ask questions such as:

• What does succession planning look like?

• Will I have the opportunity to build or develop a team?

• How visible is this role to executive leadership?

• Is there a path for advancement?

Organizations that can clearly articulate career progression, leadership visibility, and long-term opportunities are often far more successful in attracting top talent.

5. Expectations Don't Match Reality

Occasionally, companies are searching for a "unicorn" - someone with deep technical expertise across every tax discipline, extensive leadership experience, systems implementation knowledge, public company experience, and industry-specific expertise, all within a constrained compensation range.

The most successful hiring strategies prioritize the competencies that are truly essential while remaining flexible on those that can be learned over time.

Final Thoughts

An open tax leadership position doesn't just impact the finance function, it affects compliance, reporting timelines, team morale, and strategic initiatives across the organization.

If your search has been open for nine months, it may be time to reevaluate the role, the process, and the overall hiring strategy.

At Sandella Sova Search Partners, we work closely with organizations to identify the factors limiting candidate engagement and develop search strategies that align with today's tax talent market.

Reach out to us today to learn more about how our skilled team can work within your timeline to get that niche tax position filled.