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STAFFING AND RECRUITING SINCE 2002 we’ve been building our firm by providing staffing and recruiting solutions throughout New England, Central, West Coast, and Mid-Atlantic regions. If you are looking for a full-service staffing firm with a solid reputation and a service team that can find highly specialized candidates for any scale staffing projects, let’s start a conversation. LEARN MORE

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IT engineer

Staffing & Placements

  • Access skilled professionals who make a positive impact on outcomes—starting on day one.

  • We cover a wide range of industries: Technology, Clinical, Pharmaceutical/Biotech, Medical Device, Banking, Finance, Telecommunications, Electronics, Admin/Clerical, Health and Human Services, and Retail

  •  Cutting-edge recruiting database with over 750,000 candidates

  • Contract, contract-to-permanent, and contingency-based/direct hire options.

A&A Search Staffing: Putting You First

A&A Search Staffing is driven – just as hard as you are – to deliver effective, efficient and successful results. Since 2002, we’ve built our industry-leading recruitment philosophy on providing superior candidates who hit the ground running. Serving clients in New England, Central, West Coast, and Mid-Atlantic regions. We’re committed to providing staffing and recruiting solutions that are tailored to your company, specific industry, and culture…all to meet your staffing expectations. Let us put you first. Contact or call us at 603.910.6061.

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Staffing and Placement News & Resources

Manage the IT Skills Shortage by Utilizing an IT Recruitment Firm

General IT

The IT skills shortage is not a new phenomenon; it is merely an exacerbated one. Hiring quality and talented coders and their ilk is complex because of three dynamics. Constant technology changes demand professionals armed with the latest IT knowledge in a world where education is expensive and sometimes inadequate. Sub-par assessment tools and recruitment processes fail to discern the best from the average, and there is increasing industry competition for the best employees. Rich Hein, CIO and contributor to IT News, offers a solution – IT skills and people architecture – which boils down to a recruitment strategy for IT skills. Here is the framework behind the strategy that recognizes a good team can successfully realize a company vision. Future planning is key to hiring sufficient talent. Analyze current and future needs and align them with growth plans. Determine areas where you may be lacking, such as network engineers or analysts who understand big data. Develop transparent and consistent HR policies. These should include revised job titles, separating management roles that demand people skills from IT specialized roles that require tech-specific skills. Ensure that compensation for each job type is competitive with industry standards for that skill. Design ways to engage, retain, and attract talent. Define IT roles not job titles and design career paths around them. For example, an IT architect path for system builders, project manager paths for those who oversee projects, an analyst path for those who have knowledge and assets that can be applied to specific cases, and an engineers and specialist path for those who team with the architects and find approaches and... read more

Controlling Cholesterol through R&D

ClinLab Staffing

Drug developers are spending billions on R&D and extensive studies on treatments for high cholesterol based on genomic sequencing. According to Damian Garde of Fiercebiotech, Amgen is the current leader and may be the first to launch a new drug; the company is completing Phase III studies with evolocumab. Sanofi has partnered with Regenero and is in late-stage studies with alirocumab. Bocozizumab by Pfizer has entered Phase III studies. Approximately 71 million Americans suffer from high cholesterol and the new drugs, which can be used in addition to or in place of the current popular statins, are expected to create a $10 million market. The drugs use an antibody to reduce LDL levels. LDL levels are controlled by a gene called PCSK9 that regulates LDL receptors and patients with high LDL possess overactive copies of the gene. The new drugs block that gene. Many pharma and biotech companies are conducting R&D on PCSK9 and include Roche, Bristol-Myers Squibb and Alnylam in addition to Amgen, Sanofi, Regenero and Pfizer. Amgen’s evolocumab was tested with 4,000 patients and reduced cholesterol by 57 percent compared to a placebo. Combined with statin therapy, that statistic rose to 75 percent. Sanofi and Regeneron showed similar results in initial Phase III trials of alirocumab. These companies plan to issue late-stage trials in 2014 with data from 6,000 patients. Pfizer’s bococizumab is in late-stage testing with 22,000 patients. However, a reduction in LDL does not necessary mean improved quality of life, and there is a concern that long-term data may be required before the new, more expensive drugs are accepted by doctors. Therefore, leading companies have... read more

How Should Your Organization Respond to Data Breach?

IT Financial

The Pew Research Center recently reported results from a January 2014 survey; 18 percent of individuals had personal information stolen such as social security numbers, bank account information, and credit cards from online accounts and 21 percent had an email or social network account hacked. Trusted retail giants such as Target and Niemen Marcus have fallen victim to malware that can access customer credit and debit card data. IT News reports that data breaches numbered 25,566 in 2013, more than double the number recorded in 2009 of 10,481. Data breaches occur as a result of hacker theft from an individual or group, terrorist activity, or from the loss of electronic devices. Targets for data breach can be any online source such as individuals, companies, public institutions, financial institutions, governments, and retailers. The Government Accountability Office recently issued recommendations for government IT groups in the event of a data breach; however, the recommendations can also be applied to firms and other organizations. Organizations should commit a dedicated team to data breach response. This team should include the chief information officer, the lead communications officer, management, and the manager of the affected unit. Employees should be trained in rapid and appropriate response to data breach. Regular training should be provided concerning privacy and security issues, and staff who are not trained should not be given access to information and information systems. Staff should undergo periodic refresher training. Any breaches should be assessed, documented, and reported to the necessary internal and external units. Procedures for such reporting should be in writing and readily accessible to all concerned staff. Once the risk has... read more