Account Executive Recruiting for Software and Technology Companies

Howard Lee & Associates recruits enterprise, mid-market, strategic and founding account executives for software and technology companies in SaaS, AI and machine learning, cybersecurity and cloud. The firm is based in Los Angeles and fills remote, hybrid and in office AE roles across Southern California and the United States. Every candidate is screened on quota attainment, deal size and sales motion before a client meets them.

Account executives turn pipeline into revenue. Hiring the wrong one costs a full sales cycle, sometimes more. Howard Lee & Associates recruits account executives for software and technology companies. We screen for real results, not just good interviews.

Roles we hire

• •Enterprise account executives
• •Strategic and named account executives
• •Mid-market account executives
• •Commercial and SMB account executives
• •Founding account executives at early stage companies
• •Account managers and expansion sellers
• •Public sector focused sellers

Industries we serve

• •SaaS
• •AI and machine learning
• •Cybersecurity
• •Cloud

Markets we cover

SaaS, AI and machine learning, cybersecurity and cloud. We place sellers who sell to IT, security, engineering and business buyers.

What an account executive does at each stage

At an early stage AI or SaaS company, an account executive often sources much of their own pipeline, runs the full cycle from first call to signature and gives product feedback that shapes the roadmap. They need grit and the ability to sell without a big brand behind them.

At a growth stage company, AEs usually work leads from SDRs and marketing, follow a defined process and specialize by segment. At an enterprise company, strategic AEs manage a small number of large accounts, navigate procurement and security reviews and coordinate solutions engineers, executives and legal on long deals.

Titles we recruit within account executive sales

We recruit commercial, mid-market, enterprise and strategic account executives, founding AEs, named account managers, major account executives and account managers focused on expansion. We also recruit AEs for partner and channel sales.

Skills and signals we screen for

We look at how consistently a seller has hit quota and against what kind of plan. We ask about deal size, buyer, cycle length and how much pipeline they built themselves. We listen for how they run discovery, handle a stalled deal and use a qualification method like MEDDICC. Clear writing, coachability and honest answers about missed quarters tell us a lot.

Common account executive hiring mistakes

Companies often hire for a big logo on the resume instead of a matching sales motion. A seller who thrived with strong inbound may struggle when they have to prospect. Others rush to fill seats before onboarding is ready. A careful search checks motion fit and verifies results with references.

How AE compensation is usually structured

Account executives are typically paid a base salary plus commission on bookings, often close to an even split at target. Many plans include accelerators above quota, and venture backed companies usually add equity. We share what candidates in the market expect so your offer lands well.

What makes a strong account executive hire

Every AE says they beat quota. We find out what that really means. Before you meet a candidate, we look at:

• •Attainment over time. Their results, year by year, against a real quota.
• •Deal size and cycle. Have they closed deals like yours, on a timeline like yours?
• •Buyer. Have they sold to the same title and the same type of company?
• •Pipeline habits. Do they build their own pipeline, or rely on inbound?
• •Product type. Selling a technical platform is different from selling a simple tool. We match the seller to the product.
• •Coachability. How do they talk about losses and what they learned?

We also look at career pattern. Short stints are not always a red flag, but we ask about each one so you are not surprised later.

How an account executive search works

1. 1Discovery. We learn your product, buyer, deal size, quota and comp plan.
2. 2Profile. We agree on must haves and nice to haves, and set a realistic target pay range.
3. 3Outreach. We contact sellers directly at companies with a similar motion.
4. 4Screening. We interview each candidate and dig into their numbers.
5. 5Short list. You get a focused slate with notes on each person.
6. 6Interviews and offer. We keep the process moving and help close the offer.
7. 7Follow up. We check in after the start date.

Hiring more than one AE

If you are building out a team, we can run several AE searches together. That keeps your bar consistent and saves your team time in interviews.

Why work with us

Every search is run personally by Steve LePatner, founder of Howard Lee and Associates.

• •We recruit only for software and technology companies.
• •We understand quota, OTE, ramp and territory, so we ask the right questions.
• •You work directly with Steve LePatner.
• •We give you straight feedback on what the market will bear for your comp plan.

How long does a search take?

It depends on the role and the market. Many searches produce a first slate of candidates within a few weeks. The timeline depends on how specialized the role is and how quickly interviews move.

Related searches we run

Account executives close deals, but they need a leader to set the plan and run the team. We run sales leadership recruiting searches for VPs of Sales, CROs and first sales hires at the same time we build out the AE team.

We also recruit solutions engineers and pre-sales leaders who work alongside account executives to support technical buyers and accelerate complex deals.

Frequently asked questions