The firm has fully integrated AI into its recruiting methodology. Every search is supported by an AI-enhanced process that produces deliverables that give hiring executives a depth of candidate intelligence rarely seen in executive search.
AI is embedded into how the firm researches the market, identifies candidates, builds candidate intelligence, and prepares candidates for interviews. It supports the work from first outreach through final decision.
There is one place AI does not go: the direct conversations with candidates and clients. And the judgment the recruiters bring to every search. Those remain entirely human — because relationships are built person to person by specialists who know the people and the industry from the inside, and the insight that matters most to a client comes from experience and human understanding, not an algorithm.
We deliver an executive search at a depth other firms cannot match, built on relationships that are the foundation of every search.
Relationship Driven. AI Enhanced.
We specialize. You benefit.
The Howard Group recruits experienced talent in employee benefits, property and casualty insurance, digital health, and the payer and provider healthcare-technology markets: TPAs, MGUs, stop-loss and cost containment, PBMs, captives, brokerage firms, point-solution and digital-health providers, revenue cycle management, EHR, telehealth and remote patient monitoring, cybersecurity, healthcare AI and analytics, and value-based care.
The candidates who matter in these markets aren't on job boards, and the executives who hire them can spot a generalist recruiter in the first sixty seconds of a call. Our founder, Brian Howard, has spent thirty years inside this industry. A prior career in law shapes how the firm thinks about its role in a search: not as a salesperson chasing a placement, but as a counselor and advisor to clients and candidates alike.
Recruiting is too often run as a sales business — get the candidate to say yes, collect the fee. We were built on the opposite premise. We guide both sides toward the right decision, even when the right decision is not to hire, or for a candidate to pass on an offer. An advisor who will tell you not to make a hire earns a trust a salesperson never will — and that trust is why clients and candidates come back, search after search.
We already know the people, the companies, and the difference between a resume and the right hire.