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Over the past several years, tax functions and their people have been changing in response to greater awareness, knowledge of, and access to market-leading technology tools. This global trend was further accelerated during the COVID-19 pandemic, which forced businesses to ramp up technology adoption.

At the same time, access to talent remains one of the most difficult challenges for leaders across all industries and sectors. Attracting talent, at both the graduate and professional levels, is so competitive right now that many organisations have been forced to do more with less. But there is light at the end of the tunnel for tax leaders who are willing to look at this issue from a different perspective.

Tax leaders that want to be well-positioned to meet future demands, and thrive, are the ones that are mindful of what current and future employees want.

Competing for technology savvy tax professionals

A flexible working environment

Tax professionals expect flexible working conditions enabled by virtual collaboration tools that allow them to work from the office, from home and from client hubs.

The latest tax technologies

Younger tax professionals want access to the latest technologies, whereas seasoned tax professionals expect embedded technologies, such as tax engines and transformation tools. How do we make sure we balance automating our processes with upskilling our workforce?

Learning and development opportunities

Employees want lifelong learning opportunities and a chance to grow their skills throughout their careers. Creating opportunities for employees to learn new skills will help you build a tax function that's fit for purpose now and into the future.

Ambitious and strategic business goals

A tax function with a transformational agenda where employees are encouraged to own key components of the strategy and execution will drive employee engagement and satisfaction.

Partner with the business and break down silos

Siloed working culture has long been a major factor affecting employee productivity and efficiency. Allowing tax employees to work with teams and business groups outside of the tax function will increase communication and collaboration.

Encouraging new ideas and change

Drive greater workplace fulfillment by providing a safe space for employees to innovate and try something new. Encouraging employees to rebuild a manual process and automate components will drive employee fulfillment.

Be part of a purpose-led organisation

Today's workforce cares deeply about the environment and the community in which they live and work. Can tax leaders articulate the ESG fundamentals of your organisation and how the tax function plays its part in supporting that agenda?

Full report

Tax leaders can capitalise on the growing skills and expectations of current and prospective employees to drive transformational change. Do you have your finger on the pulse of what your people want and need? Read our report for further details.

Transform your tax department – KPMG can help

The tax landscape is rapidly changing. KPMG’s multidisciplinary tax transformation team works in partnership with you to understand your goals, identify your challenges and opportunities for improvement, and helps you to shape a roadmap toward a future-fit tax function. With the right mix of people, processes and technology, your tax operating model can provide greater insights and better outcomes for the tax function and the broader business.

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