AI Deepfakes In Interviews & An Update To The 150-hour Rule Is On The Table For MA CPAs
In today’s tech-driven hiring landscape, verifying candidate authenticity is becoming just as important as assessing experience. With AI-generated applications and deepfakes on the rise, recruiters are adopting new tactics, like asking candidates to wave, to spot potential fraud. This week, we break down what’s happening, what to look out for, and why it matters beyond HR. We’re also covering proposed changes to CPA licensure in Massachusetts. New legislation could allow candidates to qualify with more work experience and fewer college credits—part of a broader effort to address the growing talent shortage in public accounting. Plus, join us for our upcoming CPE webinar where we’ll explore Data Analytics for Accountants and Financial Managers (AFAM) & participants are eligible to earn 2 CPE credits. Did you get our Salary Guide yet?
This Week’s Featured Jobs: Find your next career move
Director, Internal Audit – Billerica, MA | $160k-$200k/year
Accounting Manager – Waltham, MA | $125k-$150k/year
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Financial Reporting Analyst – Westford, MA | Up to $80k/year
Accountant – Burlington, MA | $120k-$140k/year
Advisory Manager (Forensic Accounting) – Remote | $140k-$180k/year
International Tax Director – Boston, MA | $175k-$225k/year
Tax Manager – Private Client Group – Woburn, MA | Up to $150k/year
Audit Manager – Concord, NH | Up to $130k/year
Controller, Finance Lead – Merrimack, NH | $140k-$160k/year
Senior Internal Auditor – Boston, MA | $110k-$145k/year
Senior Accountant – Bedford, NH | $95k/year
Our Next CPE Webinar is Happening in August!
Don’t forget!
For our CPAs – Our next CPE webinar is coming up on Thursday, August 7th from 1pm – 3pm:
Data Analytics for Accountants and Financial Managers (AFAM)
This free, expert-led session will explore how data analytics is transforming decision-making in finance—plus, attendees will earn 2 CPE credits.
Hiring in the Age of AI: Why authenticity is essential
Hiring teams are facing a new challenge that goes beyond resumes and references: figuring out whether candidates are even real. With the rise of AI-generated content and deepfake technology, candidate fraud is becoming more sophisticated and more common. In fact, a recent report from Gartner predicts that up to 25% of job applications could be fake by 2028. Fraud in hiring isn’t new, but it’s evolved. What used to be simple resume padding or fake references has now expanded into full-on fake identities, complete with AI-generated resumes, cover letters, and even LinkedIn profiles. For companies that operate remotely, it’s even easier for someone to hide behind a screen. This new wave of fraud presents risks beyond just a bad hire. When someone with fake credentials gets through, it can impact everything from internal data security to company reputation. And on a more practical level, it slows down hiring, adds friction to the process, and eats up valuable time. That’s why some recruiters are adopting unusual tactics, like asking candidates to wave during video interviews to spot glitches in deepfake videos. Others are watching for small red flags: overly polished resumes, mismatches between what someone says and what they’ve written, or strange video/audio behavior during virtual meetings. “It sounds silly right now because it’s not something we’re used to, but I do believe that it’s going to be…normal. Little things like watching people’s movement, really being mindful of any glitching…and taking note of that if you have any concerns.” – Julia Frament (Head of Global HR at IRONSCALE) While not every AI-assisted application is fraudulent (some people are just using tools to speed things up), hiring teams are learning to stay alert. Checking IP addresses, looking out for virtual phone numbers, and asking follow-up questions are all becoming part of the process. The reality is, assessing candidates today means going beyond skills and culture fit, it also means verifying authenticity. It might feel awkward now, but as tech keeps evolving, spotting the real from the fake is quickly becoming a critical hiring skill. “We have always been trained to identify skill and cultural fit. Now we’re going to have to be trained to identify authenticity and verification.” – Julia Frament
Is a Change to the CPA Requirements Coming to Massachusetts?
As the accounting industry faces a growing talent gap, Massachusetts may soon revise its CPA licensing requirements to attract and retain more professionals. New legislation under review at the State House would allow aspiring CPAs to qualify for licensure with a bachelor’s degree and two years of relevant work experience, instead of the current requirement of 150 college credit hours and one year of experience. The proposed change, supported by the Massachusetts Society of CPAs, is designed to lower barriers to entry, especially for second-career professionals and those for whom the traditional educational path is cost-prohibitive. The bills also aim to streamline the process for out-of-state CPAs looking to practice in Massachusetts. The move comes at a critical time. With many CPAs retiring and fewer students entering the field, the profession is heading toward a “demographic cliff.” Nationally, 75% of CPAs are expected to retire within the next 15 years, while interest in the profession continues to decline. In 2022 alone, the number of accounting graduates dropped nearly 8%. If passed, the Massachusetts legislation would take effect on January 1, 2026, giving the state a more competitive edge as more than 20 others have already made similar reforms. Supporters emphasize that while the path may shift, the exam requirement remains unchanged, ensuring the continued integrity and quality of the profession. For firms across the state, it’s not just about easing entry, it’s about keeping talent in Massachusetts.
Need extra hands on your team or searching for a new career? Reach out to see how we can help!
