How an Executive Search Works with Howard Lee & Associates

We start with a conversation. We want to understand the role and the business around it. We ask about:

• •What this person needs to get done in the first year
• •Who they report to and who they will work with
• •The skills and experience that are must haves
• •The pay range, location and remote options
• •What has worked, or not worked, in past hires for this role

At the end of the call, we share an honest view of the market for this role.

Next, we put the plan in writing. It covers the candidate profile, the target companies, the pay range and the timeline. You review it and we adjust until it is right. This keeps everyone aligned before outreach begins.

We map the companies and teams where the right people work today. Then we reach out to them directly.

Most strong candidates are not looking for a job. They are doing good work and getting results. A direct, well informed conversation is the best way to reach them. We explain your company and the role clearly, so the right people want to talk.

If the search is confidential, we keep your company name private until a candidate is qualified and interested.

We interview every candidate before you meet them. We check their experience against the search plan and ask for specifics.

For sales roles, that means quota and results, year by year. For pre-sales, it means technical depth and demo skill. For customer success, it means retention and expansion. For engineering, it means scope, stack and how they work with a team.

We also learn what each candidate wants next, so we know if the fit is real.

You get a focused slate of candidates. Each one comes with notes on their background, strengths, open questions and motivation. We would rather send you a few strong people than a long list.

We schedule interviews, prepare candidates and gather feedback from both sides after each round. We keep the process moving. Good candidates often have other options, so speed matters.

We help you shape an offer that will land. We know what candidates expect and where they may push back. We manage the conversation through acceptance and resignation, so there are no surprises.

Our work does not end at the start date. We check in with you and your new hire in the first months to make sure things are on track.