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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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  • 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

Two Lessons to Learn from IT Failures

IT Financial

Innovation requires failure. IT leaders recognize this and budget accordingly. Effective IT leaders provide the time and resources required for R&D. They expect that their innovators will experiment and fail in the pursuit of a successful product. Employees are empowered, given room to experiment, and are not punished for failure. However, certain failures are not budgeted for and are preventable. For example, a wrong decision concerning the choice of supplier or a breach of data security can have substantial fiscal consequences. A recent article by Rich Hein for IT News, offers lessons from IT mistakes that companies may find useful. Create a safe-to-fail environment that avoids the “blame game.” Instead, adopt a team approach to problem analysis and problem solving. A supportive structure will encourage employees to take risks rather than be reluctant to experiment for fear of failure. Companies that adopt such a strategy encourage teamwork and employees will help others to ensure success. The team accepts the responsibility for failure but also accepts the achievements. A company’s reaction to a failure is everything. React badly, and additional errors will compound the situation. A better approach is to analyze what went wrong, have processes in place to do so, and develop strategies to avoid the same mistake in the future. The world is constantly changing, and processes must be constantly adapted. A culture where leaders accept and own-up to their mistakes will encourage the same in their employees. If a mistake is less threatening, the environment can be healthier and more transparent. Additionally, early acknowledgement of mistakes can ensure early resolution to problems. Ensure that project analysis is... read more

Tips on Professionally Leaving Your Job | Quitting in a Positive Way

General IT, News & Events

Moving ahead with your career is cause for celebration. But those left in your wake may feel less jubilant. The latest report from the Bureau of Labor Statistics states that, on average, a worker will change jobs every four or so years. The contacts and relationships that you have established may prove valuable later in terms of networking, references, or as a source of knowledge for your new role. Protect and nurture your relationships and quit sensibly. The main concern for you and your employer is to find a suitable replacement. Provide plenty of notice and offer to help with the search and recruitment. Doing so will ease employer concerns. Consider if there is an internal candidate who is deserving and who might be quicker and easier to train. Michael Peggs, contributor to Careerealism, offers advice to make your departure a positive one. Prepare a job description and consider the most important aspects of your job and the skills required. Search for suitable candidates, screen them, offer to join the interview panel, and train the incumbent. Much of your knowledge is proprietary to the company and should not leave with you.  Don’t leave unfinished work. If there are any projects that you cannot complete, provide extensive instructions including a handover note. Consider writing “how to” instructions for any habitual tasks that might make an incumbent’s job easier.  Offer to provide constructive feedback to the company if you think it will be useful. However, provide it only if they ask for it. Providing unsolicited feedback could be risky and compromising good will is not advisable. Additionally, secure any references before... read more

Common Characteristics of Top IT Leaders

News & Events

Rich Hein of IT News recently discussed the characteristics of successful IT leaders. Certain challenges are unique to the field of information technology. The IT field is a highly competitive, dynamic industry and leaders are required to navigate unexplored territory such as cutting edge innovation. Excellent listening and communication skills are the core traits of any leader, but IT also requires other elements. Familiarity with business risk and security threats is required, and the balance between investment in security and available resources is a constant dilemma. IT News describes the characteristics that top IT leaders exhibit. IT leaders understand that their personnel are key. No one person has a complete skill set and human resources must be carefully managed to ensure adequate abilities and a team dynamic. Cutting edge coders are as important as purchasing officers. Organizational culture is determined by the leadership style. Few industries experience constant threats in terms of competition, but also cyber and privacy threats. A leader must balance the need to invest in new security technology with a willingness to take risks. There must be room for failure in terms of innovative efforts. Progress requires failure and employees must be provided the opportunity for mistakes to achieve innovation. Adhering to regulations and managing legacy issues can be frustrating but necessary. A leader must be prepared to take on all challenges, be self-aware, be willing to admit mistakes, and to realize personal weaknesses. A leader must be willing to delegate, to be personally accountable, and to hold others accountable.   Emotional intelligence is a leadership requirement and is more important than IQ. It involves being... read more