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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

Top Staffing, Recruiting, and Employment Agency

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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

By 2018, Three Quarters of the World’s Data Traffic Will Use the Cloud

General IT

A study from September 2013 by TheInfoPro, a service of 451 Research, predicted explosive growth for cloud technology. The data was from the first six months of 2013. The results predicted that the cloud market would grow at a rate of 36 percent compound annual growth rate and reach a market size of $19.5 billion by 2016. By the spring of 2014, however, Forrester Research was reporting that the market will reach over $190 billion by 2020. Cisco’s report supports the reports of unprecedented growth in its Fourth Annual Global Cloud Index. The Index predicts that global data center traffic will triple from 2013 to 2018. Traffic will increase from approximately 3.1 zettabytes per year in 2013 to over eight zettabytes in 2018. A zettabyte is a trillion gigabytes. A&A Search provides some highlights concerning cloud computing and its development: Cisco explains that eight zettabytes of data center traffic is equivalent to streaming all 500,000 movies and three million television shows ever made in ultra-high definition 250,000 times. Almost 40 percent of companies surveyed have a separate cloud computing budget in addition to their organizational IT budget, indicating changes in accounting and budgeting practices. To put the value of cloud technology into perspective, a typical enterprise cloud computing mean budget is over $8 million. The top cloud computing projects for organizations currently include internal private cloud projects at 35 percent and cloud assessment and strategy planning at 33 percent. Assessment and strategy have seen the greatest increase in activity as firms try to become more agile in terms of IT. Not surprisingly, security is the greatest problem with respect... read more

Exit Interviews: Know Why Your Talent is Leaving

HR & Management

Exit interviews are sometimes perfunctory or haphazard on the part of employers. The mindset may be that an employee is leaving the organization … they already have one foot out the door and really, what do they have to offer at this point? But a well-constructed exit interview can provide key insight into your company culture, dysfunctions, and opportunities to improve your talent retention record. Why Exit Interviews? Proper exit interviews are an excellent tool for learning about your organizational strengths and weaknesses, as well as those unique to various members of your management team. The information you garner can help you understand how to best satisfy, engage and keep good employees. Find out the real catalyst to an employee’s departure. Once you know the answer, you can decide which corrective actions, if any, to take. If you spot patterns in why people are leaving, then you’re really onto something. Build engagement. Use interview feedback to examine your work processes and ensure that your business remains healthy and is a draw for high-performing talent to contribute, add value and build for a mutually beneficial future. Who Should Conduct Them? In order to get solid information, it’s important that an exit interviewer remain as objective as possible. If they become biased, defensive or emotional, the employee is more likely to distort their answers or worse yet, clam up and not talk at all. A neutral person from HR or a third-party vendor should conduct exit interviews. Avoid using the departing employee’s supervisor as there may be issues – either obvious or underlying – that will hamper the process. When Should... read more

Hiring for a Position, or Hiring for Growth Potential?

HR & Management

Over the years, we’ve seen tremendous growth in the companies we support. For many of these businesses, the need for highly skilled employees comes at breakneck speeds, so fast that the job descriptions aren’t even written yet. Yet other companies are coasting along at a slow, comfortable incline, occasionally needing to fill open positions or harness contract workers for specific projects. The companies that hire for growth were taking calculated risks that, more often than not, paid off. When you hire for growth, you’re looking ahead at where you want to be, and acting on the possibility of fulfilling your highest potential. Sometimes, however, a business just needs to hire for a position or a project. In these situations, the momentum is already built, you just need to keep it moving. Here, all options – temporary, temp-to-hire and permanent staffing – are considered. Workforce management is a big job and somebody’s got to do it. So when your office is experiencing growing pains, how do you know when it’s time to hire for growth or time to hire for a position? Hiring for a Position Find a professional who fits in well with the current culture. Use an existing job description for a vacant position, possibly with a few updates. Need a very specific skill set to manage current projects and clients. Face everyday challenges, while maintaining standards of organization and productivity. Provide support for executives and current employees. Hiring for Growth Secure talent now for major projects on the horizon. Complaining from current employees on being overworked or being unable to take on new projects. Add increased knowledge... read more