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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

Hiring Tips to Consider When Looking for a Top Developer

General IT

The hiring manager seeking an expert developer in today’s Google and Facebook-obsessed world faces a challenge. He must compete with established tech companies offering resources designed to exploit the coding talents of the finest programmers, and with compensation packages guaranteed to sign them up. But that might be their weakness. Software developers can expect salaries that only the leading companies can afford, and, currently there are almost five vacant jobs for every developer. But developers are motivated by challenge and the opportunity to collaborate with other tech experts. So, how can a small IT start-up, or even a large conglomerate, attract talented IT programmers? Dan Tynan, contributor for IT News, has some tips: Sell your company. You might not be Google; however, smaller companies offer a bureaucracy-free, dynamic environment. Host a coding competition on your company website; the talented find it hard to resist a challenge. Post articles on social media, blog, and become active in IT networks and chat rooms frequented by developers. Post video profiles of other IT programmers on your website and add a friendly face to your brand. Network. Use social media to develop a reputation as an industry leader. Become active in chat rooms and LinkedIn networks. Initiate Twitter feeds to ask for recommendations for expert programmers. Ask your existing staff for referrals; this is the best source for top developers because experts want to work with experts. Don’t hire quickly, hire quality. To attract quality programmers, a company must offer what top developers want. According to Shane Snow of Fast Company, talented co-workers and challenging work are key. Develop a reputation for only... read more

Are You Hiring Top Talent?

News & Events

The technology industry attracts mathematical and logical thinkers. Cerebral personalities are not always extrovert, people pleasers, able to dizzyingly charm an interviewer and appear the ideal candidate. Professional staffers and recruiters are experts at determining the real coding abilities of a potential programmer, the candidate’s personality and work ethic, and the candidate’s fit for your organization. However, the first step in finding top talent is to attract candidates to your organization. This requires a reputation as a stellar employer and reaching out to potential candidates on their terms. Entrepreneur reported that the reputation earned by Southwest Airlines as a desirable employer recently garnered them over 50,000 resumes in response to 500 available positions. A&A offers some ways to attract talent. Your company website might be the first point of contact with a prospective candidate. Upload short videos that introduce your company and its staff. Use marketing strategies that encourage interaction such as gamification. Showcase a company culture that is welcoming, interesting, and cutting edge. To attract top talent, your company must be a dynamic, industry leader. Passive job seekers are often among the best. Of course they are already working for your competitors; snag them, and you gain valuable experience and competitor insight. Approach them in the places where they like to hang out. For example, many companies such as Google and Microsoft advertise coding competitions in IT chat rooms and on social networks. The individuals who engage in such competitions are your target candidates. Ask your existing employees for referrals. Use LinkedIn, Twitter, Google Plus, and other social network platforms to initiate conversations about company activity and skills demand;... read more

How Will Technology Change Banking in 2014 ?

IT Financial

Retail banks are currently trying to do it all. Technology innovation is rife, but retail banks are unsure of which business model to follow; should they focus on services for the mobile customer, or improve branch services by expanding core branches and closing smaller, less frequented locations? Treasury professionals are demanding analytic technology for big data, superior mobile architecture, and cloud technology. Advancements in banking technology are fuelling heightened competitiveness. Banking Strategies highlighted an informal survey of 127 treasury professionals. The survey showed that 50 percent of respondents would consider switching banks for better technology. The survey also found that more than 80 percent of  respondents still rely on Microsoft Excel to do in-house analytics and that there is considerable demand for predictive analytic technology. For the retail banking sector: Touchscreen technology is a substantial area of investment, as is video conferencing and high-tech ATMs. Smart ATMS may be used to reduce staffing costs and to improve customer experience. Innovative software will increase cross-selling to customers. Bank online interfaces and ATM screens may soon have the ability to market products that appeal to a specific consumer profile. For example, pre-approved home improvement loans to homeowners. Retirement packages to mid-career professionals. The introduction of fees for online banking channels are imminent. The recent debacle concerning Bank of America’s attempt to charge fees for online services is an example of one market player going it alone. However, it will not be long before other leading banks succeed in providing convenience for a fee. Online banking services and technology will expand. According to William Wiedman, Senior Vice President of Applied Predictive Technologies,... read more