a2c’s Recruiting Engine is the corner stone of the organization allowing us to produce a high level of talent, even when tight market conditions exist or a unique skill set presents itself.  The Recruiting Methodology of a2c was developed by our founder, Craig Spitzer and has been proven to produce some of the highest quality results in the Information Technology industry since 1994.


a2c has a large base of consultants across a variety of disciplines throughout the country that have worked under our principals for many years.  This tremendous pool of talent allows us to source proven individuals, who have a history with us, rather than to resort to the job boards, third parties etc.  Our database is continually increased as our recruiters are given profiles of the latest skill set and vertical industry needs from our Sales Organization, in addition to referrals of exceptional candidates from our existing consultant base. 


If you are searching for a challenging and interesting opportunity, and would like to explore some of the positions available with our organization please SUBMIT YOUR RESUME…




Validate:  The client requisition is distributed to the Account Manager and Director of Recruiting.  Upon review, the requisition is then sent to the appropriate Practice Director so that a candidate profile can be created, along with the following information:

  • Client Information such as Business Unit, Business Sponsor, Location of Work, Work Schedule, Dress Codes etc. and a brief Description of the Application or Engagement which details the Scope of Work including which efforts the customer will be responsible for providing, technology platforms etc.
  • Approximate Start Date and desired Completion Date
  • Estimated Bill Rate range
  • Competition Information (if known)
  • Type of engagement (Staff Augmentation, Solution etc.)


Identify:  The candidate profile is then distributed to the local recruiting team which will attempt to match the candidate profile against the consultant database.  Once appropriate candidate(s) are identified they are passed along to the appropriate Practice Director.  If a local candidate cannot be identified from the consultant database, several alternative methods are initiated to locate a candidate (i.e. profile is sent to regional a2c recruiters, referrals, external sourcing etc.)


Screen:  The Practice Director will review the candidates’ resume and if the candidate seems like a potential fit, the Practice Director will schedule a technical phone screen.  Qualified candidates which pass the technical screening will then be brought in for one or more face-to-face interviews.  The resulting candidates will then be prioritized according to several criteria including technical skills, vertical industry experience, personality, compensation expectations, geographical preferences etc.  At this time, all references of the client are contacted and any required background checks are performed.  At a minimum the following information must be finalized before the candidate(s) can be submitted to the client for review:

  • Agreed-To Pay Rate for the Candidate
  • Availability Date and Acknowledgment by the Candidate for the estimated duration of the engagement as provided by the Client
  • At least 3 references must be verified by Recruiting (2 for proficiency and 1 for behavior)


Interview:  Qualified candidates are then provided to the Account Manager for client submission and then the Account Manager will coordinate all client interviews.  Feedback from the client interviews is reviewed by the Account Manager and the Practice Director.  Once the client has approved a candidate, the “On-Boarding” processes can be initiated.


On-Board:  At this point, the a2c Director of Human Resources will process all of the required paperwork including employment letter/consulting agreement, benefit enrollment, tax forms, legal documents etc.  Depending upon the client, the candidate will then be subjected to a drug screening and examination.  After all of the appropriate paperwork has been processed and the results of the drug screening are determined to be successful, the consultant is brought in for orientation of the client and the a2c organization.  Once employed, consultants will participate in an annual assessment (once or twice a year) by their immediate Practice Director.  A special evaluation form contains the feedback and is discussed with the consultant.