ABOUT THE FIRM
CRR Advisors is the founding firm of Bridgepoint Alliance, a platform built to partner with growth-oriented accounting and advisory firms across the Northeast. CRR provides outsourced accounting and financial management services, tax planning and preparation for businesses and individuals, and forward-looking advisory services, including transaction advisory and valuation. Audit and attest services are provided through its affiliated entity, CRR, LLP, enabling a coordinated solution across advisory, tax, accounting, and assurance.
Bridgepoint Alliance will continue to add like-minded firms to its platform, and this role is built to scale with that growth. The Director of Resource Management & Talent Acquisition will support not only CRR Advisors but the broader Bridgepoint ecosystem, making this an opportunity to build something that matters across multiple firms from day one.
This role demands equal parts emotional intelligence and analytical rigor. The Director will work across partners, department leaders, and staff, navigating competing priorities, managing expectations, and resolving tension with professionalism and care. At the same time, every decision this person makes should be grounded in data. We expect them to be fluent in utilization, capacity, and pipeline metrics, and to use that fluency to inform judgment, not replace it.
THE OPPORTUNITY
This is a dual-function leadership role that shifts focus with the fiscal calendar. During tax season, your mission is operational excellence: ensuring billable hours are planned, allocated, and tracked with precision. In the off-season, you become the firm’s primary recruiting engine, sourcing, evaluating, and closing the professionals who fuel our growth.
You are expected to be evidence-driven in everything you do, using utilization data, pipeline metrics, and capacity trends to inform scheduling decisions and make the case for action. You will resolve conflicts, make staffing calls, partner with department leaders on capacity strategy, and own the recruiting pipeline end to end.
APPROXIMATE DUAL-SEASON STRUCTURE
Tax Season:
Months: Jan – Apr
Primary Focus: Scheduling & capacity management
Time Allocation: 80% Scheduling | 20% Recruiting
Shoulder Season:
Months: May, Sep – Nov
Primary Focus: Balanced operations & active recruiting
Time Allocation: 50% Scheduling | 50% Recruiting
Off-Season:
Months: Jun – Aug, Dec
Primary Focus: Recruiting & workforce planning
Time Allocation: 50% Scheduling | 50% Recruiting
KEY RESPONSIBILITIES: SCHEDULING & CAPACITY
Strategic Workforce Planning
- Own the firmwide staffing schedule across Tax, A&A, CAAS, and TAS departments for all billable professionals.
- Lead pre-busy-season planning (October-November), modeling capacity gaps, projecting demand from the pipeline, and presenting staffing scenarios to the partners.
- Monitor utilization performance against departmental targets and flag variance in weekly leadership meetings.
- Identify engagement-level risks (aging WIP, stalled tasks, capacity imbalances) and recommend corrective action before they affect realization.
Day-to-Day Operations
- Serve as the firm’s central coordination point for all scheduling requests, changes, and conflicts.
- Monitor hours on a weekly basis, measuring actual utilization against planned and identifying variances early. Actively push through roadblocks, including client information delays, shifting priorities, and stalled engagements, to keep work moving.
- Work proactively with department leaders and staff to pull work forward into the summer months, reducing end-of-season bottlenecks and smoothing capacity across the year.
- Resolve staffing conflicts diplomatically when competing client demands exceed available capacity.
- Work with team to ensure a backlog of available “fill-in” value driving non-billable projects are available for short notice gap solutions.
- Manage onboarding logistics for new hires and interns, coordinating first assignments with department managers.
Systems & Reporting
- Serve as primary administrator for scheduling and time & billing systems (practice management suite, currently CCH Axcess or equivalent).
- Own utilization reporting: pulling, interpreting, and presenting KPI data to leadership with a clear point of view on what the numbers mean and what action is required.
- Identify and recommend improvements to scheduling workflows, automation opportunities, and system configurations.
KEY RESPONSIBILITIES: TALENT ACQUISITION
Full-Cycle Recruiting
- Own end-to-end recruiting for all professional staff positions: sourcing, screening, coordinating structured panel interviews, gathering scorecards, and extending offers.
- Design and build the firm’s recruiting tracker from the ground up; manage the candidate pipeline across LinkedIn Recruiter, Indeed, and other channels with accurate, up-to-date status tracking at all times.
- Implement the firm’s outcome-based hiring scorecard process, translating role outcomes and attributes into interview questions, not experience checklists.
- Coordinate and debrief multi-rater interview panels; facilitate consensus scoring and present recommendations to the hiring committee.
- Conduct structured reference checks using deepening and narrowing techniques, checking references while still deciding among candidates, not after a decision has been made.
Workforce Planning & Pipeline
- Develop seasonal hiring plans aligned to projected workload growth and attrition trends.
- Build and maintain relationships with university accounting programs, professional associations, and staffing partners.
- Track recruiting metrics (time-to-fill, offer acceptance rate, source effectiveness) and report to leadership quarterly.
- Candidate experience is a priority: every candidate, hired or not, leaves the process feeling respected.
TECHNOLOGY & AI FLUENCY
This role operates in a technology-forward environment. We expect the Director to be an active user of AI tools, not merely open to them.
Systems You Will Use Daily
- CCH Axcess or other practice management suite:
- Time & billing, engagement management, resource scheduling, and utilization data export.
- Scheduling & Reporting Infrastructure: Real-time utilization dashboards, aging alerts, and capacity planning tools. Expected to work fluently in these systems and derive insight from the data independently.
- Microsoft 365: SharePoint, Excel, Teams, and Outlook. This person will be expected to design and build the firm’s recruiting tracker from scratch using this stack, then own and maintain it going forward.
AI Tools We Expect You to Use
- Use AI writing assistants (Claude, ChatGPT, Copilot) to draft job postings, candidate outreach, offer letters, and scheduling communications.
- Use AI tools to summarize scorecard feedback, synthesize interview panel notes, and draft consensus recommendation memos.
- Stay current on emerging AI tools relevant to accounting operations, scheduling optimization, and recruiting automation; bring recommendations to leadership with ROI framing.
WHAT SUCCESS LOOKS LIKE: YEAR 1
The outcomes below reflect what success looks like in this role during the first year and a half. They are meant to give candidates a clear sense of the impact we are hoping this person will have, not just the activities they will be responsible for.
Desired Outcome: Firm utilization moves from 58% toward 70% target
How Will We Know? Weekly utilization reports vs. target; partner review
12-Month Target: 65%+ by Dec 2027
Desired Outcome: All open professional roles filled through structured process
How Will We Know? Scorecard completed; panel consensus documented for every hire
12-Month Target: 100% compliance
Desired Outcome: Recruiting cycle time reduced
How Will We Know? Days from posting to accepted offer, tracked by role type
12-Month Target: <45 days average
Desired Outcome: At least 2 automation improvements recommended & implemented
How Will We Know? Documented ROI case; hiring committee sign-off; deployed in production
12-Month Target: 2+ by Q4 2026
QUALIFICATIONS
Required
- 5+ years in workforce scheduling, operations management, or talent acquisition, ideally within a professional services or accounting environment.
- Demonstrated experience with accounting practice management platforms; hands-on experience with CCH Axcess is a strong plus.
- Proficiency with Microsoft 365 (Excel, SharePoint, Teams, Outlook). Comfortable in data-heavy environments.
- Proven ability to manage competing priorities diplomatically under deadline pressure.
- Structured thinker who can read a utilization dashboard, identify the root issue, and communicate a clear action plan.
- Active user of AI tools; no formal training required, but you must be curious and hands-on.
Preferred
- Direct experience in a public accounting firm in a scheduling, operations, or recruiting capacity.
- Familiarity with outcome-based hiring frameworks (A Method, structured interviewing).
- Experience with LinkedIn Recruiter, Indeed, and/or applicant tracking systems.
- Familiarity with SharePoint lists or similar tools for building and maintaining operational trackers.
- Understanding of accounting firm seasonality, realization metrics, and engagement lifecycle.
COMPENSATION & BENEFITS
- Base salary: $100,000 – $125,000 commensurate with experience.
- Annual performance bonus tied to firm utilization improvement and recruiting SLA metrics.
- Comprehensive health, dental, and vision coverage.
- 401(k) with firm match.
- Hybrid work schedule (Greater Boston metro required).
- Professional development budget for HR, recruiting, and technology certifications.
HOW TO APPLY
Submit your resume to be considered. Finalists will complete a structured scorecard, interview with the hiring committee and will be asked to complete a brief work sample exercise in advance.
Bridgepoint Alliance is an equal opportunity employer.
Benefits:
- 401(k)
- 401(k) matching
- Dental insurance
- Health insurance
- Health savings account
- Life insurance
- Paid time off
- Parental leave
- Professional development assistance
- Referral program
- Retirement plan
- Tuition reimbursement
- Vision insurance
