Industry News and Updates

Houston has done it again! According to the Greater Houston Partnership (GHP), we have led the state in job growth. We are also projected to grow faster than any other metro area in Texas. Personally, I would like to share that　I just experienced the best January I have ever had in 11 years of recruiting. 2013 has started off with a bang for demand in direct hires. Fifty percent of the orders we have filled have been at the entry & staff level. The other fifty percent of the orders have been at the Senior Accountant and Accounting Manager level. We have also seen a lot of AP direct hire positions. Typically, AP Specialists are hired on a temp to hire basis. 　CFS Houston has experienced a very busy start to 2013. I am very excited about the employment market in Houston. I only see it getting better.

 Other great news from the GHP Economy At A Glance:

• Houston sold over 74,000 homes in 2012 (17.4% increase) – with homes above $150,000 being the strongest
•  Houston has gained more than 250,000 new net jobs since the bottom of the recession
•  Interest rates are down from 6.5% in 2008 to 3.35% the end of 2012
•  Auto dealers sold over 325,000 cars. That is a 27.5% increase over 2011.
• Houston led the nation in home construction in 2012　

Please reach out to me with any questions and stay tuned for the next newsletter in　April　2013. 　

By the way.our recruiting team in Houston is hiring. I would love to hear who your “other” favorite recruiter is, so that I can possibly approach them about coming to work with us.  Thanks for any referrals in advance!

Local Statistics:

• National / Houston Unemployment rate: 7.2/6.0
• Price of Oil: $94 (last year $99) 　
• Oil Rig Count: 1756(last year 2003) 　
• Industries hiring: Construction, Oil & Gas, Healthcare, Retail, Manufacturing
• Positions in demand: STAFF, STAFF,STAFF ACCOUNTANTS, Cost Accountants, Revenue Accountants
• Industries not hiring or flat: Government

Local Searches:

• SEC Reporting Senior – SAP helpful – 3 yrs experience – 85K plus bonus
• Cost Analyst -　Standard Cost, Consolidations & Analysis – 65K
• Staff & Senior Accountant – heavy cash apps, 55 to 70K
• Controller – Residential Property Management – 100 to 150K　　
• Senior Accountant – 75k – need public accounting exp, with real estate
• Midstream Operations Accountant – Downtown – 75k + bonus and stock options
• Internal Auditor – 50% Intl Travel – Oil and Gas – rotational role – 75-85k – Galleria
• REIT Accountant – Big 4 required　 – 80K
• Cost Analyst – sap, IFRC, accounting degree – 65k – Galleria
• AP Supervisor – oil & gas – 65K
• Revenue Senior – Offshore – 105 -115K – DT
• Entry Level – Regulatory Accountant – Oil and Gas – 55K – Downtown
• Operations Staff – 64k – Northwest Houston – Oil and Gas
• Accounting Manager – Heavy　intercompany & reconciliations　- 95K – Galleria
• Joint Venture Audit – Oil and Gas – 65 to 110K – Galleria
• Dir Inv. Accounting – Retail accounting – 125 to 130K
• Tax Director – Need public acct experience – 145K
• Staff Accountant – entry level – Must have Accounting Degree – 45K -Southwest
• AP Specialist – 35 to 38K – SW
• Associate Manager Consolidations & Analysis – 50 to 65K +20% –
• Staff accountant, cash apps – 45 to 48K – NW
• Staff accountant, acct or finance degree, month end close – to 55K -Greenway
• Revenue Accountant – 5 years – 65 to 91K – Downtown
• Lease Accountant – set up leases, review contracts, rev recognition 65 to 75K Galleria
• FP&A Manager,multi location – 75 to 85K – Galleria Controller, SEC and SOX, multi location – 120 to 140K – Galleria
• Sr. Accountant – Accounting services – Galleria
• Revenue Accountant –
  • 　SAP PRA – 80K – West Senior Accountant, GL , Reconciliations, supervisory – 75 to 85K – West
• Cost Analyst 75K
• Public Accounting – Tax and Audit – any level tax or audit 50 to 120K
• IT Audit – 100K plus – West
• Staff – 55K – Downtown
• AP Supervisor – 70K – Downtown

 

MUST HAVE RESIDENTIAL PROPERTY MANAGEMENT EXPERIENCE

Responsibilities:

• Frequent valuations of potential deals as well as the existing portfolio.
• Assist with presentations for banks and investors.
• Calculate risk and return of decisions from purchases to how and when to allocate resources.
• Manage monthly budget of individual properties and the overall portfolio.
• Value, manage and replenish inventory from purchase to warehouse to final use.
• Understand changes in competitors’ accounting systems, methods and operations.
• Review all bills and invoices, resolve any issues or differences, and authorize payments.
• Work with employees to categorize expenses by property and by type (capital or operating).
• Account for the internal management fee (how much, which bank account covers what expenses).
• Review, negotiate and maintain a vendor database with existing contracts, rates and expirations.
• Oversee the creation of financial reports to owners and banks, on monthly, quarterly and yearly basis.
• Develop internal controls and regularly audit everything.
• Formally sign off on all payments.

Manage two accountants who are responsible for treasury and reconciliations including:

• Depositing over $500k of rents per month,
• Updating the accounting systems,
• Daily reconciliations with banks,
• Work with property managers to review and correct late fees, market rents, delinquency, and types of turnover (vacancy, pre-leased, notices to vacate).
• Manage the biweekly payroll process through Paychex,
• Maintain historical and current files and records.

Qualifications:

• MBA from top-tier school, with focus on finance and accounting.
• Minimum 2 years of real estate experience.
• Familiarity with Houston.
• Excellent with Excel.
• Excellent integrity in dealing with money, and care in calculations involving it.
• Flexibility in schedule and hours when needed.
• Optimally able to speak and understand Spanish.

 

Plant Controller: North Houston, Standard Cost, Reports to Plant Mgr

Cost Analyst: North Houston, Consolidations & Analysis

Cost Accountant: North Houston, Average Costing, Variance Analysis

Consolidations Analysis: West Houston, prepare financials, consolidate, trend & financial analysis

 

EMAIL: dcd@fittsroberts.com

• SEC Reporting Senior – SAP helpful – 3 yrs experience – 85K plus bonus
• Admin Assistant – need payroll, quickbooks, invoicing – oil and gas – 40k
• Senior Accountant – 75k – need public accounting exp, with real estate
• Midstream Operations Accountant – Downtown – 75k + bonus and stock options
• Internal Auditor – 50% Intl Travel – Oil and Gas – rotational role – 75-85k – Galleria
• Cost Analyst – sap, ifrs, accounting degree – 65k – Galleria
• AP Supervisor – oil & gas – 65K　
• Revenue Senior – Offshore – 105 -115K – DT
• Entry Level – Regulatory Accountant – Oil and Gas – 55K – Downtown
• Operations Staff – 64k – Northwest Houston – Oil and Gas
• Accounting Manager – Heavy Corp. consolidations – 85K – Galleria
• Joint Venture Audit – Oil and Gas – 65 to 110K – Galleria
• Dir Inv. Accounting – Retail accounting – 125 to 130K
• Tax Director – Need public acct experience – 145K
• Staff Accountant – entry level – Must have Accounting Degree – 45K -Southwest
• AP Specialist – 35 to 38K – SW
• Associate Manager Consolidations & Analysis – 50 to 65K +20% – 　West
• Staff accountant, cash apps – 45 to 48K – NW
• Staff accountant, acct or finance degree, month end close – to 55K -Greenway
• Revenue Accountant – 5 years – 65 to 91K – Downtown
• Lease Accountant – set up leases, review contracts, rev recognition 65 to 75K Galleria
• FP&A Manager, 　multi location – 75 to 85K – Galleria
• Controller, SEC and SOX, multi location – 120 to 140K – Galleria
• Sr. Accountant – Accounting services – Galleria
• Revenue Accountant – 　SAP PRA – 80K – West
• Senior Accountant, gl, recs, supervisory – 75 to 85K – West
• Cost Analyst 75K　
• Public Accounting – Tax and Audit – any level tax or audit 50 to 120K
• IT Audit – 100K plus – West
• Staff – 55K – Downtown
• AP Supervisor – 70K – Downtown

 

Record revenue and remit royalties for gas, oil & condensate sales associated with properties in Texas.

Record revenue associated with outside operated properties and monitor gas balancing statements.

Review and process division of interest changes received from Land Administration.

Analyze and reconcile account receivables and other revenue associated general ledger accounts and prepare accounting entries.

Process monthly Texas gas severance tax reporting entries for assigned properties.

How to stop young CPAs from leaving public accounting Firms can take steps to lessen the migration of top talent, and avoid the costs related to such departures. January 14, 2013 By Daniel Griffiths, CPA

Partner: “You’re leaving! A couple of weeks ago we were talking about the big future you have here at the firm. What changed?”
　
Soon-to-be-former manager: “I got an offer I just couldn’t refuse. Not only are the pay and benefits great, but I’ll also weigh in on decision-making. The company develops lifesaving malaria therapies, and it will be rewarding to be part of an organization that helps save lives. Plus, I’ll actually be able to take my wife out to dinner on Valentine’s Day and attend some of my son’s ice hockey games this winter. It’s been a great ride, and I appreciate everything I have learned here at the firm, but it’s time to move on.”

Does this sound familiar? The public accounting world has always been a demanding one. Today we see leadership at public accounting firms confronting the challenge of top talent leaving for greener pastures just as Baby Boomers are preparing for retirement. The challenge is made even more difficult by the fact that there are more Baby Boomers in the workforce than Generation Xers. Bureau of Labor Statistics reports in 2012 show there are nearly 60 million Baby Boomers in the U.S. labor force compared with fewer than 50 million Generation Xers. Who is going to lead the profession in the coming decades? Who is going to fund partner retirements?

How do we keep them?

First, many younger professionals place significant value on personal time and flexible work arrangements. Do we even need an office? At the AICPA Practitioners Symposium and Tech+ Conference in June, it was stated that 8% of CPA firms are virtual, up from just 4% the prior year. This is a trend to watch. While the lack of physical office space comes with a set of challenges, it also creates opportunity.

For example, do we want to allow or even encourage part-time or flexible-time arrangements with staff? Would that be easier with a virtual office or partially virtual office? How many staff have we lost because they had a baby or some other life event where they chose to focus on other priorities? How much money, in training dollars alone, walked out the door when they left? Even for our full-time staff, how many of them would see virtual office options as a major perk?

Second, where’s the meaning? Younger professionals are hungry for it. When we hand them a compliance project and tell them to put their head down and get their work done, they can be left feeling that there isn’t much meaning in our profession. We have a tremendous opportunity to anchor young CPAs to the values of our profession. We need to help them see how their work and their profession make a real difference in the world.　

How do we do this when compliance happens to be a big part of what we do? When handing off standard compliance projects to staff, take a moment to tell them a little about who the client is. Why do they need this work done, and how will this help them? Why is this client relationship important to the firm? It may sound silly, but this can make a big difference in the way that staff approaches their work.

Where possible, look for ways to involve younger CPAs on noncompliance projects where they will have opportunities to see the impact of their work. Invite them to client meetings. Where that isn’t practical, take a few minutes to share what happened at those meetings and to express appreciation for their part in maintaining an important client relationship.

Many seasoned members of the profession might think that suggestions like this amount to hand holding. “Why should I have to baby these kids? Can’t they just do their work and pay their dues the way that I did?”

You don’t have to “baby” any of these kids; just don’t be surprised when they leave the firm. Call it what you want—this is the way to engage newer members of the profession. This is how to connect with things that they value and help them find the meaning that will inspire them to do their best work.

Our professional associations have a role to play here as well. If young CPAs can get a taste of what the profession is all about, they won’t want to leave. Help them see how the profession is leading the way on matters of integrity. Share with them the AICPA initiative on government fiscal responsibility. If you are active with a state society committee or nonprofit board, invite a younger CPA to tag along to a meeting. What are we doing as firms to encourage our younger members to get active and participate? We belong to one of the greatest and most trusted professions in the world. Do we believe that? Does our staff believe it? They’ll have to if we want to keep the next generation’s top talent engaged and committed for the long term.

 

　

Diane Delgado LeMaire |　Area Director, Executive Search & Branch Manager | Creative Financial Staffing, a division of Fitts, Roberts CPA Firm | 5718 Westheimer Suite 800 | Houston, TX 77057 |713-490-6003 | dcd@fittsroberts.com| Blog| Twitter| LinkedIn

Soon-to-be-former manager: “I got an offer I just couldn’t refuse. Not only are the pay and benefits great, but I’ll also weigh in on decision-making. The company develops lifesaving malaria therapies, and it will be rewarding to be part of an organization that helps save lives. Plus, I’ll actually be able to take my wife out to dinner on Valentine’s Day and attend some of my son’s ice hockey games this winter. It’s been a great ride, and I appreciate everything I have learned here at the firm, but it’s time to move on.”

Does this sound familiar? The public accounting world has always been a demanding one. Today we see leadership at public accounting firms confronting the challenge of top talent leaving for greener pastures just as Baby Boomers are preparing for retirement. The challenge is made even more difficult by the fact that there are more Baby Boomers in the workforce than Generation Xers. Bureau of Labor Statistics reports in 2012 show there are nearly 60 million Baby Boomers in the U.S. labor force compared with fewer than 50 million Generation Xers. Who is going to lead the profession in the coming decades? Who is going to fund partner retirements?

How do we keep them?

First, many younger professionals place significant value on personal time and flexible work arrangements. Do we even need an office? At the AICPA Practitioners Symposium and Tech+ Conference in June, it was stated that 8% of CPA firms are virtual, up from just 4% the prior year. This is a trend to watch. While the lack of physical office space comes with a set of challenges, it also creates opportunity.

For example, do we want to allow or even encourage part-time or flexible-time arrangements with staff? Would that be easier with a virtual office or partially virtual office? How many staff have we lost because they had a baby or some other life event where they chose to focus on other priorities? How much money, in training dollars alone, walked out the door when they left? Even for our full-time staff, how many of them would see virtual office options as a major perk?

Second, where’s the meaning? Younger professionals are hungry for it. When we hand them a compliance project and tell them to put their head down and get their work done, they can be left feeling that there isn’t much meaning in our profession. We have a tremendous opportunity to anchor young CPAs to the values of our profession. We need to help them see how their work and their profession make a real difference in the world.

How do we do this when compliance happens to be a big part of what we do? When handing off standard compliance projects to staff, take a moment to tell them a little about who the client is. Why do they need this work done, and how will this help them? Why is this client relationship important to the firm? It may sound silly, but this can make a big difference in the way that staff approaches their work.

Where possible, look for ways to involve younger CPAs on noncompliance projects where they will have opportunities to see the impact of their work. Invite them to client meetings. Where that isn’t practical, take a few minutes to share what happened at those meetings and to express appreciation for their part in maintaining an important client relationship.

Many seasoned members of the profession might think that suggestions like this amount to hand holding. “Why should I have to baby these kids? Can’t they just do their work and pay their dues the way that I did?”

You don’t have to “baby” any of these kids; just don’t be surprised when they leave the firm. Call it what you want—this is the way to engage newer members of the profession. This is how to connect with things that they value and help them find the meaning that will inspire them to do their best work.

Our professional associations have a role to play here as well. If young CPAs can get a taste of what the profession is all about, they won’t want to leave. Help them see how the profession is leading the way on matters of integrity. Share with them the AICPA initiative on government fiscal responsibility. If you are active with a state society committee or nonprofit board, invite a younger CPA to tag along to a meeting. What are we doing as firms to encourage our younger members to get active and participate? We belong to one of the greatest and most trusted professions in the world. Do we believe that? Does our staff believe it? They’ll have to if we want to keep the next generation’s top talent engaged and committed for the long term.

 

 

http://www.theworkbuzz.com/news/job-surveys/top-5-industries-hiring-the-most-2012-bachelors-degree-grads/

A college major gives a student direction and builds a foundation of knowledge for his future career. Yet it doesn’t always define what industry he’ll work in post-college. For instance, a journalism major may end up working as a communications director in the health-care industry, or a business major one day may run an art gallery.

As the economy continues to improve, certain industries are bouncing back more quickly than others. Students whose majors give them the flexibility to work in different industries should pay attention to industries that are hiring, especially those that are hiring new college graduates. According to the National Association of Colleges and Employers’ January 2013 Salary Survey, certain industries are hiring more 2012 bachelor’s degree grads than others.

Below are the top five industries that reported the highest number of new graduate entrants for 2012 bachelor’s degree grads, along with the number of new entrants, the average starting pay for those workers and the top major that’s being hired into the industry.

1.

Educational services: This sector includes establishments, such as schools, colleges, universities and training centers, which provide instruction and training in a wide variety of subjects.*
Number of new grad entrants: 444,500
Average starting pay: $39,879
Top major hired into the industry: Biological sciences/life sciences

2.

Professional, scientific and technical services: These activities require a high degree of expertise and training. Examples of activities performed in this sector include accounting, bookkeeping, payroll services, architectural, engineering and computer services.
Number of new grad entrants: 289,400
Average starting pay: $48,035
Top major hired into the industry: Business administration/management

3.

Health care and social assistance: This industry comprises establishments providing health care and social assistance for individuals. It includes both health care and social assistance, because it is sometimes difficult to distinguish between the boundaries of these activities.
Number of new grad entrants: 269,100
Average starting pay: $42,309
Top major hired into the industry: Nursing

4.

Federal, state and local government: This sector consists of establishments of federal, state and local government agencies that administer, oversee and manage public programs and have executive, legislative or judicial authority over other institutions within a given area. It excludes state and local schools and hospitals and the U.S. postal service.
Number of new grad entrants: 191,900
Average starting pay: $44,863
Top major hired into the industry: Criminal justice and corrections

5.

Finance and insurance: This industry includes establishments primarily engaged in financial transactions — transactions involving the creation, liquidation or change in ownership of financial assets — and/or in facilitating financial transactions.
Number of new grad entrants: 96,700
Average starting pay: $52,741
Top major hired into the industry: Business administration/management

*Information from the NACE January 2013 Salary Survey and the Census Bureau’s North American Industry Classification System

http://www.houston.org/pdf/research/eag.pdf

 

Director of Inventory Accounting

Assists Controller, Director of Operational Accounting, and Assistant Controller with aspects of managing the general ledger components of the department and achieving Financial Accounting objectives.

Responsible for the day-to-day supervision of a staff of staff accountants and clerks in the general ledger, cash and store accounting teams.

Hires, trains, coordinates, supervises, reviews and terminates accounting personnel involved in the preparation of detailed accounting entries and transactions in the General Ledger teams.

Maintains personnel files for general ledger, cash and store accounting and clerk teams.

Audits timesheets and adjusts payable hours if necessary team members.

Evaluates needs for analysis and explanations of trends, then develops and publishes reliable and timely reports from the various systems, and especially PeopleSoft Financials, to inform operational management, as applicable.

Identifies and coordinates implementation of processes and systems to improve internal controls and segregation of duties for the company, department and general ledger, cash and store teams.

Responsible for the completion and maintenance of team related records.

Responsible for the reconciliation of all General Ledger accounts in coordination with Tax and A/P teams.

Coordinates providing and review of analysis and explanations for unusual items in general ledger accounts, and resolves / corrects those items independently as needed.

Maintains and protects operations by keeping financial information confidential.

Maintains professional and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, and participating in professional societies.

Contributes to team effort and atmosphere by accomplishing related results as needed.

Express a wide degree of creativity and responsibility.

Assists in daily, monthly, quarterly, annual and ad-hoc processing and problem solving of general ledger, cash and store related accounting issues.

Responsible for Internal and external reporting, including preparing Monthly, Quarterly, and Annual Financial Statements; preparation of reporting for management, special and ad hoc reports; and assisting with regulatory reporting as applicable

Ensures appropriate controls exist and are completed to assure the integrity of reported results

Prepares and/or reviews and/or maintains the appropriate ledgers, ledger entries and reconciliations.

Provides analysis of financial data

Assists with the budget process, including actual vs budget and actual vs actual variance analysis.

Responsible for integrity of results reported and confidentiality thereof.

At least 5 years relevant business related work experience.

Bachelor’s degree in Accounting or equivalent years of related work experience required. ?Certified Public Accountant or MBA preferred.

Computer -strong Excel, Word, and Accounting software experience

Excellent interpersonal communications, analytical, and networking ski

 

Qualifications:

•   Bachelors degree in accounting
•   Intermediate knowledge of Microsoft Excel

 

Description of Responsibilities
The responsibilities of this position primarily include:
• Review of financial statements, supporting schedules and internally-generated audit reports;
• Creation and review of trend analysis and various other analytical tools;
• Assistance with the consolidation of the financial statements for corporate entities;
• Preparation of various journal entries required in the consolidation of financial statements;
• Completion of special projects; and
• Creation of ad hoc reports.

Desired Qualifications
The candidate must be:
• A team-first oriented employee;
• Detail oriented;
• Willing and able to work the necessary hours to accomplish the assigned tasks, especially during month- and quarter-end close process; and
• An effective communicator, including the use of both verbal and written forms of communication.

The ideal candidate should have, at a minimum:
• Successfully retained a Bachelor’s degree, with a major in accounting, from a reputable business college;
• A firm understanding of accounting principles;
• One to three years of relevant experience in accounting at a large, multi-location corporation and/or public accounting firm;
• Retained, or be eligible and desire to achieve, certification as a public accountant;
• Proficiency handling multiple, simultaneous projects;
• An intermediate to advanced working knowledge of Microsoft software products, particularly Excel and v-lookups, as well as a general ledger software package; and
• A working knowledge of Hyperion.

http://www.usatoday.com/story/money/business/2013/02/03/jobs-gdp-report-economy/1884675/