10 Tips for Hiring a Good Bookkeeper
The search for a great bookkeeper is about more than finding someone who understands debits and credits. It’s about finding a trusted partner for your company’s financial journey. But how do you know who’s right for the role? What warning signs should you look for? How do you protect yourself and your money?
To help you navigate, the following are tried-and-true guidelines for finding a trustworthy accountant who knows your industry:
1. Character counts as much as credentials
A bookkeeper needs more than technical know-how — they need integrity.
“Integrity tends to show up across all facets of an individual’s life,” says Danielle Angle, Treasury Management Officer at First Utah Bank. “If a bookkeeping candidate is organized and reliable in their personal life, there’s a good chance they’ll bring those same traits to their professional life as well.”
Try asking scenario-based questions during interviews: “What would you do if you discovered a financial discrepancy?” Their answers can reveal their problem-solving approach and ethical compass.
2. Check their financial standing
It might seem obvious, but a bookkeeper’s own personal financial management can tell you something about how they’ll handle your business finances. Be sure to check credit scores as part of your vetting process.
This doesn’t mean rejecting someone who’s faced financial challenges. Rather, look for patterns that might raise questions about judgment or responsibility. This simple step typically costs less than $100, which is a small price for peace of mind.
3. Listen for what references don’t say
When checking references, sometimes what isn’t said speaks volumes. Former employers may be legally restricted from sharing certain negative information about past employees.
Be on the lookout for brief, formal responses that might suggest reservations that they cannot explicitly state. If you’re unsure, go into the conversation knowing that detailed, enthusiastic responses about a bookkeeper’s contributions typically indicate real, genuine approval.
4. Find industry experience that matters
A bookkeeper who has worked in your industry won’t need to learn your business from scratch. You want someone who is familiar with your field and already understands the financial rhythms, terminology and specific challenges you face.
For a restaurant, this might mean understanding food cost calculations and tip reporting. For construction, it could be knowledge of project-based accounting and progress billing. The right industry fit saves valuable training time and reduces early mistakes.
5. Look for problem solvers, not just record keepers
Great bookkeepers identify problems before they become crises. Ask candidates about situations where they spotted financial inefficiencies and how they implemented solutions. Their answers will show whether they might take a proactive or passive approach to their role.
A forward-thinking bookkeeper might notice patterns that you’ve overlooked like duplicate vendor payments or opportunities for better cash flow management. This kind of problem-solving mindset adds significant value beyond just basic record keeping.
6. Understand their fraud prevention mindset
Financial fraud can seriously damage a business, and it often goes undetected without proper controls. A good bookkeeper should understand various fraud risks and have strategies to address them.
Ask candidates how they would protect your business from both external threats and potential internal issues. Their familiarity with preventative measures can show you if they’re prepared to safeguard your assets.
7. Discuss accountability structures
Even small businesses need financial checks and balances. Ideally, different people should handle transaction execution and recording, but this isn’t always feasible for a small team.
Ask your candidates how they would establish accountability in your specific business context. Their solutions might include scheduled management reviews, documentation procedures, or technology tools that can help maintain oversight without requiring additional staff.
8. Align on communication style
Different stakeholders need different financial insights. Business owners, managers, lenders, and regulators all require specific information presented in ways that meet their needs.
Discuss how and when you prefer to receive financial updates. Weekly summaries? Monthly detailed reports? Visual dashboards? The right bookkeeper will adapt their communication style to provide information that works for you, and supports your decision-making process.
9. Prepare for a learning curve
When a new bookkeeper joins your business, expect an adjustment period — especially if your financial records are overdue for organization. This transition period isn’t just about transferring responsibilities, it’s about your bookkeeper developing a deep understanding of how your business works. A good bookkeeper will ask lots of questions during this phase, which is a sign of professionalism and attention to detail.
10. Build mutual respect
The relationship between you and your bookkeeper requires a healthy amount of trust flowing in both directions. While you need confidence in their handling of your finances, they also need assurance that you’ll be forthcoming about your business operations.
“Having open communication about your full financial picture will set the stage for a strong, respectful working relationship – especially when disagreements arise,” says Angle.
Red flags to watch for
During interviews, be cautious of candidates who:
Give vague answers about specific accounting processes
When interviewing potential bookkeepers, you want to hear clear, confident explanations about how they handle specific accounting tasks. If a candidate responds with generalities when asked about processes like bank reconciliations or month-end closings, it might indicate a lack of hands-on experience or an attempt to mask knowledge gaps.
Seem reluctant to discuss their approach to financial controls
Financial controls protect your business from errors and fraud. A qualified bookkeeper should willingly discuss how they implement these kinds of safeguards. Hesitation or dismissiveness might suggest the candidate doesn’t value these protective measures or lacks hands-on experience.
Express resistance to oversight or supervision
While autonomy matters, a trustworthy bookkeeper understands that appropriate oversight protects everyone involved. When discussing reporting structures and review processes, be cautious if candidates seem uncomfortable with having their work checked. This resistance might indicate unwillingness to adapt to your procedures, or a preference for operating without accountability.
Show excessive interest in having sole control of financial systems
Be wary of candidates who seem eager to consolidate control of all financial functions. While small businesses often have limited staff handling multiple responsibilities, be careful if your accountant is actively pushing to eliminate checks and balances..
Speak negatively about multiple previous employers
How candidates describe past work experiences reveals a lot about their demeanor in the workplace. Occasional frustration with a previous situation is normal, but if they’re consistently reminiscing on the negative aspects of former employers, watch out.
The strategic advantage of the right hire
Over time, a skilled bookkeeper becomes more than just an expense. They’re an investment in your business’s future, and they provide insights that can help inform decisions about growth, investment and resource allocation.
They bring objectivity to your finances, helping you distinguish between emotionally appealing opportunities and truly profitable ventures. This perspective becomes particularly valuable when you’re considering new directions for your business.
Finding the right bookkeeper is an investment in both your company’s infrastructure and your ability to focus on what you do best. Taking time to find the right match pays dividends through reduced stress, improved financial clarity and stronger decision-making.