How to Build a Seasonal Staffing Model That Doesn't Burn You Out

For small CPA firms—especially those specializing in government audits—the work isn’t spread out evenly across the year. It comes in waves.

You don’t need full-time staff year-round. But during audit season? You need help.
Fast.
Reliable.
Competent.
Affordable.

 

That’s where a seasonal staffing model comes in.

Done right, it gives you the extra capacity to deliver high-quality work without working 80-hour weeks.
Done wrong, it creates more work, more stress, and more cleanup than if you had just done it yourself.

Here’s how to build a seasonal staffing model that actually works—so you can grow your firm without burning out.

Step 1: Identify What Actually Needs to Be Delegated

Not everything can (or should) be passed off to seasonal staff. But much of it can—if you systematize it.

✅ Ideal Tasks for Seasonal Support:

• Tying out beginning balances

• Preparing standard workpapers (bank recs, capital assets, debt)

• Updating templates with current year data

• Running reports and organizing PBC documents

• Drafting confirmation letters or basic correspondence

• Checking trial balance accuracy and mapping

Start with repeatable, lower-risk tasks that don’t require deep judgment.

Step 2: Build Workflows That Make Delegation Easy

You shouldn’t have to explain the same process 10 different ways.
And seasonal staff shouldn’t have to guess what “done” looks like.

✅ Create:

• Standardized folder structures

• Workpaper templates with built-in tie-outs

• Loom videos that walk through how to complete key files

• A checklist for each audit area they’re responsible for

• Sample completed files to use as references

Good workflows = faster onboarding + fewer review headaches.

Step 3: Recruit from the Right Talent Pool

You don’t need someone with 20 years of experience—but you do need someone who can follow instructions, work independently, and stay organized.

✅ Great sources for seasonal talent:

• Experienced contractors looking for part-time work

• Former auditors who’ve stepped away from full-time roles

• Stay-at-home CPAs or retirees open to project-based work

• College grads or MAcc students with strong attention to detail

Tip: Don’t just ask for a resume—give a short test project that reflects real work.

Step 4: Set Clear Expectations from Day One

Nothing derails seasonal support faster than unclear expectations.

✅ Be clear about:

• Deadlines

• File naming and documentation standards

• Communication preferences (email, Slack, scheduled check-ins)

• Review process and how feedback will be delivered

• Whether hours are flexible or tied to specific client timelines

Set the tone early, and your seasonal team will rise to meet it.

Step 5: Build a Review Process That Protects Your Time

The point of hiring help isn’t to redo their work—it’s to review it faster and with more confidence.

✅ Review smarter by:

• Using review checklists per audit area

• Leaving standardized comments and coaching notes

• Scheduling weekly file reviews instead of one massive final review

• Giving feedback early so mistakes don’t get repeated across engagements

The more structure you build, the less stress you’ll carry.

Step 6: Keep the Best—and Build a Bench

The best thing about seasonal staff?
If they’re great, you can bring them back next year.

Build a roster of trusted people you can reach out to as needed, and you’ll never scramble to find help during your busiest months again.

Your Firm Doesn’t Have to Grow at Your Expense

You don’t need to do it all.
You don’t need a full-time team.
You just need the right structure and the right support—at the right time.

With a smart seasonal staffing model, you can:

✅ Increase capacity
✅ Protect your calendar
✅ Reduce stress
✅ Deliver quality work—without working nonstop

Your time is too valuable to waste on tasks someone else could do well with a little direction.
Build the model. Delegate with confidence.
And let your firm grow in a way that actually works for you.