By Conor Walsh, published 3 January 2026
As a specialist recruitment consultant for accounting, audit, and tax, I’ve noticed a growing trend: the Big Four accounting firms (Deloitte, PwC, EY, and KPMG) are reducing their regional office footprints. This has caused concern for some professionals in the UK and US, but it’s not a retreat; it’s a strategic response to economic pressures, technological advances, and changing work patterns. Understanding this trend is crucial for accountants, auditors, and tax professionals seeking new roles or career growth.
Economic Pressures and Strategic Consolidation
One key reason for regional office closures is economic pressure and profitability. Smaller offices often struggle to match revenue levels generated in major cities. For example, Deloitte consolidated several UK regional advisory teams where mergers and acquisitions activity was low, centralising operations in London. In the US, KPMG has reduced advisory roles in smaller states for similar reasons. From a recruitment perspective, this means that opportunities for junior and mid-level accountants, auditors, and tax professionals are increasingly concentrated in larger hubs like London, Manchester, New York, and Chicago.
Technology, Automation, and Remote Work
Technology has accelerated this trend. The rise of AI, automation, cloud accounting, and digital audit tools allows Big Four firms to centralise many tasks, reducing the need for a physical presence in multiple locations. For instance, EY in the UK now operates centralised compliance and audit support teams, while regional staff work remotely. Candidates with digital literacy, data analytics skills, and experience with remote collaboration are in higher demand, making technological adaptability a key differentiator for job seekers.
Risk Management and Strategic Focus
The Big Four are also reshaping offices based on strategic priorities and risk management. PwC has exited smaller markets in Africa and elsewhere due to regulatory and reputational risks. From a recruitment standpoint, this signals that career opportunities are concentrated in strategic hubs, and professionals willing to relocate or specialise in high-demand advisory, audit, or tax areas will have the best prospects. For both UK and US candidates, understanding these hubs and aligning skills with firm priorities is essential.
Implications for Accounting, Audit, and Tax Professionals
The takeaway for professionals is clear: adaptability is critical. Firms are seeking candidates who combine technical expertise, ethical standards, digital skills, and commercial awareness. Remote work and hybrid models are here to stay, so flexibility in location and work style is increasingly valuable. For those looking to thrive in the evolving accounting, audit, and tax landscape, upskilling in technology, data analytics, and specialised advisory areas will improve employability and career growth opportunities.
