Future-Ready Talent Strategies: Insights from the Boomer Circle Summit

By Heather Robinson 

Marketing Manager 

Boomer Consulting, Inc.

At this year’s Boomer Circle Summit, firm leaders came together to explore the most pressing challenges and opportunities shaping the accounting profession. A recurring theme across sessions was how firms can recruit, support and retain people in a time of constant change.

Three sessions stood out for their direct impact on Talent, offering practical takeaways that firms can put into action right away.

Neurodiversity = strength 

Jacqueline Lombardo reminded us that neurodiversity isn’t just about inclusion; it’s about creating a competitive advantage. An estimated 15–20% of the global population is neurodivergent, representing a largely untapped talent pool. Programs like JPMorgan’s Autism at Work and EY’s Centers of Excellence have shown higher productivity, stronger retention and greater innovation when firms intentionally create inclusive environments. 

Accounting and advisory firms can tap into individuals with unique cognitive strengths like pattern recognition, attention to detail and novel problem-solving to tackle complex challenges. The opportunity lies in shifting from reactive accommodations to proactive universal design, embedding inclusivity into recruitment, training and workplace culture. 

Driving success through data: Integrating analytics in HR and operations 

In another session, Jacqueline Lombardo and Chris Rochford highlighted the power of predictive analytics in addressing talent challenges. Many firms already collect HR and operational data, but it often remains siloed or underutilized. By integrating this information, firms can forecast staffing needs, balance workloads and spot early signs of burnout or turnover risk. 

The key takeaway is that moving from lagging indicators to predictive insights allows leaders to be proactive rather than reactive. When firms leverage data to anticipate problems and optimize resources, they improve efficiency and create better experiences for staff and clients. 

Key insights for people managers 

Deanna Perkins focused on the human side of talent management. Too often, new managers in accounting firms are promoted based on technical expertise without receiving the necessary tools or training to lead people effectively. Her session reinforced the importance of intentional development in areas like communication, accountability and feedback. 

Participants reflected on lessons they wished they’d known earlier, what their firms have done well and what they hope will change in the future. The shared insight: investing in people managers is investing in the overall health and sustainability of the firm. 

A common thread across these sessions is that future-ready firms are those that embrace diversity of thought, leverage data to guide decision-making and equip managers with the skills to lead people, not just processes. 

If you’re ready to strengthen your firm’s approach to talent, we invite you to connect with a Solutions Advisor. Together, we can help you build strategies that align with your firm’s goals and create an environment where your people can thrive.