Harvey

General Counsel

• Execute on M&A and other strategic transactions, including due diligence, deal structuring, drafting and negotiating definitive agreements, managing post-closing integration matters, and overseeing outside counsel
• Support capital markets activities, equity administration, compliance, insurance, and corporate governance matters (including investor relations support and board preparation)
• Support global expansion efforts, including entity formation, subsidiary maintenance, governance, and compliance (e.g., board meetings, annual reporting, and more)
• Manage real estate transactions
• Design, implement, and continuously improve scalable legal processes, templates, and playbooks to drive efficiency, consistency, and best practices across corporate and strategic transactions
• Act as a trusted business partner to stakeholders across the company, including Finance, People, Operations

Senior Corporate Counsel

Recruitment

• Own and drive end to end executive and senior leadership searches across the organization.
• Partner with founders, executives, and hiring leaders to define role scope, success profiles, and hiring strategy.
• Build and maintain diverse, high quality leadership pipelines through proactive sourcing, networking, and market mapping.
• Deliver a thoughtful, white glove candidate experience for senior level candidates.
• Collaborate with the Head of Executive Recruiting and other recruiters to align on priorities, strategy, and execution.
• Manage and partner with external search firms when appropriate.
• Contribute to scalable processes, tools, and metrics for executive hiring.
• Provide market insights and talent intelligence to leadership to inform hiring decisions.

Executive Recruiter

• Draft, review, and negotiate commercial AI SaaS contracts and other technology and AI-related agreements
• Provide regulatory and product counsel as needed
• Provide training and develop resources in support of our sales and other cross-functional teams

Associate Commercial Counsel

People Operations

• Serve as the primary People point of contact for leaders and employees in India
• Build credibility quickly by staying close to the business and understanding team goals, challenges, and growth plans
• Act as a calm, steady presence in a fast-moving environment
• Coach and advise managers on performance, development, feedback, team health, and org design
• Support leadership through periods of rapid growth, change, and scaling
• Translate business needs into People solutions that drive clarity, accountability, and performance
• Partner with the global People team to roll out core programs and adapt them thoughtfully for the Indian context
• Surface insights from the ground to inform global program evolution
• Support day-to-day People operations before we hire additional local support
• Help establish early People processes, documentation, and rhythms that will later scale
• Help define what Harvey’s culture feels like in India
• Create moments of connection, belonging, and engagement through team rituals, events, and shared practices
• Manage employee relations issues with empathy, discretion, and sound judgment
• Ensure compliance with Indian employment laws and local People practices
• Identify gaps before they become problems and design practical solutions
• Document processes and help lay the groundwork for future People Operations and Office Management hires

People Business Partner

Data Scientist

• Embed with the GTM organization as a trusted partner
• Define, track, and evolve core metrics across GTM and business functions
• Design, implement, and evaluate models for customer behavior and retention performance
• Apply statistical and machine learning techniques to model user behavior and identify opportunities
• Translate complex analyses into compelling stories
• Partner with RevOps, Marketing and GTM to co-develop data infrastructure
• Lead cross-functional analytics initiatives
• Champion a data-informed culture

Senior Data Scientist, GTM

• Embed deeply with the Marketing organization as a trusted partner, identifying opportunities to improve performance and drive growth.
• Define, track, and evolve core metrics across marketing and business functions, building scalable dashboards and reporting frameworks that enable data-driven decision-making.
• Design, implement, and evaluate models (multi-touch attribution, marketing mix modeling, incrementality) for comprehensive Marketing Channel and Campaign performance and contribution.
• Apply statistical and machine learning techniques to model user behavior, forecast trends, and identify opportunities for growth and optimization.
• Translate complex analyses into compelling stories, delivering clear recommendations to cross-functional partners and executives.
• Partner with Marketing, RevOps and GTM System, to co-develop data infrastructure, ensuring robust pipelines, reliable data sources, and scalable systems that power analytics and modeling.
• Lead cross-functional analytics initiatives that synthesize competitive dynamics, customer feedback, and market trends into actionable opportunities for the business.
• Champion a data-informed culture by establishing best practices, mentoring peers, and shaping the strategic role of data science at Harvey.

Senior Data Scientist, Marketing

Onboarding Specialist

• Own and evolve Harvey’s GTM onboarding program, maintaining a scalable curriculum for all GTM new hires.
• Manage the full onboarding journey from pre-work and scheduling to facilitation, certification, and manager handoff.
• Deliver clear, engaging virtual and in-person onboarding sessions.
• Adapt training to different learning styles and foster a supportive learning environment.
• Ensure all onboarding content reflects current product updates, sales plays, competitive intel, and GTM processes.
• Partner with SMEs in Product, Sales, CS, and Legal Overlay to maintain accuracy and relevance.
• Experiment with new formats, tools, and approaches to strengthen the program.
• Build systems and automation that streamline onboarding using tools such as Mindtickle, Notion, and Glean.
• Reduce manual work by creating templates, automated workflows, learning paths, and reporting dashboards.
• Define and report on core onboarding KPIs, including time-to-productivity and certification rates.
• Share insights with GTM leadership and identify opportunities to improve ramp time.
• Partner with Sales leadership, RevOps, Product Marketing, and the People team to maintain alignment and consistency.
• Work with hiring managers to ensure strong post-onboarding development and accountability.
• Deliver a best-in-class new hire experience that reflects Harvey’s mission, culture, and expectations.

Senior GTM Onboarding Manager

Payroll

• Implement key controls in Workday Payroll to ensure complete accuracy of payroll information
• Define and execute the comprehensive global payroll strategy for rapid growth and new countries such as in the Australia, Canada, India, Ireland, UK and more
• Build a scalable operating model (in-house plus local partners) and expansion playbook
• Hire and lead a high-performing team with a culture of accountability and continuous improvement
• Own end-to-end multi-country payroll: processing, funding, statutory remittances, reporting, and year-end (e.g., W-2, T4, P60, TDS/Forms 16, PAYG)
• Ensure accurate, timely, compliant pay for all populations and pay types, including equity and variable compensation
• Reduce cycle time while ensuring quality through root-cause analysis and automation, with strong data quality and employee focus
• Own payroll in Workday. Partner with HRIS and Finance to optimize HCM, Time & Absence, and Payroll integrations; strengthen links to finance, timekeeping, benefits, equity, and banking
• Lead configuration, testing, change management, and controls to deliver an automated, auditable environment
• Build and maintain a global payroll control framework (standard processes, reconciliations, segregation of duties, approvals)
• Ensure compliance with tax withholding, social contributions, and reporting across jurisdictions
• Partner with Legal, Tax, and Finance on regulatory changes, and benefits/equity/bonus treatment. Lead audits, remediation, and continuous control monitoring
• Launch payroll in new countries: select and manage local providers, establish banking/funding workflows, and implement statutory filings and benefits.
• Partner with People, Compensation, Stock Administration, Accounting, Finance, Legal, and IT on aligned data, policies, and processes.
• Support accounting close activities, journals, and reconciliations.
• Elevate employee experience with clear communications, self-service resources, and reliable service levels.

Head of Global Payroll

Program Manager

• Design and document global workplace operations playbooks and standards that can be utilized across new and existing offices
• Implement systems and tools (ticketing, vendor management, space planning, etc.) that enable seamless, scalable operations
• Own and optimize the workplace operations budget; create spend models that make sense across different office sizes and regions
• Ensure health, safety, and compliance standards are met across all offices and adapt to local regulations in each country
• Manage office coordinators and office managers
• Set clear expectations and coach your team to consistently deliver excellence in the details
• Hire and onboard additional team members as we expand globally
• Own employee onboarding logistics, candidate experience, visitor management, seating assignments, office moves, and everything in between
• Manage vendor relationships (cleaners, plants, snacks, IT support, facilities, etc.) to ensure offices are pristine and well-maintained
• Create proactive systems (cleaning rotations, stock checks, maintenance schedules) so nothing falls through the cracks
• Handle crisis management and emergency response for workplace issues (facilities failures, safety incidents, etc.)
• Support company events, all-hands, and offsites with workplace logistics
• Partner with Real Estate on launching new offices, expansions, move-ins, and space planning
• Own change management communications for workplace policies, office moves, and new systems rollouts

Workplace Operations Program Manager

• Lead end-to-end recruiting operations for a rapidly scaling, globally distributed team supporting aggressive international expansion.
• Partner with Finance, People, and business leaders on global headcount planning, providing hiring forecasts, capacity models, and scenario analysis.
• Design and evolve a global recruiting operating model that enables speed, clarity, and accountability across regions and roles.
• Drive AI enablement across recruiting: identify high-impact use cases, pilot and scale AI tools, and embed automation into workflows to radically reduce manual effort and accelerate hiring.
• Architect scalable systems and processes that remove friction and support high-volume, high-velocity hiring—with relentless focus on leveraging AI to automate repetitive tasks and eliminate bottlenecks.
• Own recruiting analytics and decision support, delivering clear insights on capacity, risk, timelines, and tradeoffs.
• Lead optimization of the recruiting technology stack, including ATS configuration and aggressive deployment of AI-driven tools to increase speed and efficiency.
• Champion intelligent automation within recruiting—driving adoption, training teams, and ensuring AI tools deliver compounding productivity gains.
• Enable the recruiting organization to operate at speed through clear capacity planning and operational infrastructure powered by AI-driven insights.
• Establish recruiting governance and regional compliance frameworks that scale globally without slowing teams down.
• Drive continuous improvement, rapidly iterating on systems and processes—with AI as a core lever for efficiency gains.

Global Head of Recruiting Operations

Performance Marketing

• Develop and executive comprehensive marketing plans including budget allocation and resource management to align with Harvey’s go-to-market strategy.
• Build, mentor, and manage a high-performing team spanning marketing operations, analytics, campaign management, and performance marketing.
• Partner cross-functionally with Product Marketing, Sales, and Partnerships to align on ICP, buyer journeys, and pipeline goals.
• Build and optimize multi-channel campaigns (paid search, paid social, ABM, webinars, field) that deliver measurable pipeline and revenue.
• Own the website as a core growth channel—oversee UX, CRO, and SEO strategies that convert traffic into high-intent leads.
• Build an end-to-end lifecycle framework spanning onboarding, nurture, and expansion.

Head of Demand Generation – Growth

Product Specialist

• Build trusted relationships with law firm and in-house legal teams by understanding their unique workflows and offering tailored guidance on how to incorporate Harvey’s AI into their daily practice.
• Design and lead onboarding sessions, training workshops, and ongoing enablement programs that drive adoption and maximize the value of Harvey’s platform.
• Act as a strategic partner to Customer Success Managers and Account Executives to identify expansion opportunities and support renewal efforts through demonstrated impact and engagement.
• Proactively surface obstacles to adoption by engaging users with thoughtful questions and legal empathy, then develop and implement strategies to overcome them.
• Translate legal practice needs into actionable feedback for the product and engineering teams, helping to shape product development through a lawyer’s lens.
• Monitor usage trends and identify at-risk accounts or untapped opportunities, working cross-functionally to re-engage users and showcase new or underutilized capabilities.
• Contribute to customer-facing content (e.g., training materials, use case guides, FAQ resources) to ensure continued customer success across a range of practice areas.
• Support the credibility and brand of Harvey as the leading AI platform for lawyers by delivering high-quality, domain-specific guidance that meets the expectations of top-tier legal professionals.

Legal Engineer – Product Specialist, EMEA

Security Engineer

• Respond to customer security questions at scale by using AI
• Meet with customers to address security-related questions and concerns
• Manage ISO and SOC 2 Type 2 and other emerging compliance programs, which includes continuously monitoring compliance status through automated tools, completing periodic required activities (pentests, risk assessments, various reviews and exercises, etc.), and coordinating with internal teams to gather evidence for auditors
• Maintain and update corporate information security policies, ensuring compliance requirements are communicated across the organization
• Maintain and improve our internal documentation
• Maintain and improve security documentation and resources we share with customers and partners
• Identify opportunities to streamline Trust workflows through tooling and automation

Technical Program Manager, Security & Trust

• Own and drive the APAC recruiting strategy, ensuring alignment with Harvey’s global talent vision, operating model, and hiring standards.
• Drive first-in-market hiring strategies across multiple regions, building scalable playbooks for entering and hiring in new markets that accommodate local regulations, talent dynamics, and cultural nuances.
• Act as the regional recruiting leader and strategic partner to senior leaders, advising on hiring plans, market conditions, competitive dynamics, and talent risks across APAC.
• Lead, develop, and empower a small team of technical and business recruiters, setting clear expectations, coaching for impact, and enabling high-quality execution without micromanagement.
• Translate global recruiting frameworks, processes, and priorities into regionally effective approaches that reflect APAC market realities while maintaining bar-raising standards.
• Partner closely with global Talent, People, and business leaders to ensure consistency in candidate experience, decision-making, and hiring quality across regions.
• Play a key role in new market entry and office launches, advising on hiring sequencing, local talent availability, employer brand considerations, and scalable hiring models.
• Set regional hiring priorities, guide requisition allocation, and ensure recruiting resources are deployed effectively across technical and business roles.
• Establish and continuously refine APAC-specific recruiting playbooks, market insights, and best practices, feeding learnings back into global strategy.
• Use recruiting data and market intelligence to inform strategy, track progress, and clearly communicate insights, risks, and tradeoffs to stakeholders.
• Ensure a high-quality, inclusive, and culturally aware candidate experience across diverse APAC markets.
• Serve as a connector between global talent leadership and regional execution, helping scale recruiting in a way that is both globally consistent and locally effective.

Lead Recruiter, APAC

Solutions Engineer

• Collaborate closely with the Go To Market and Customer Success teams to articulate the technical capabilities and benefits of Harvey.ai to prospective and existing clients.
• Address and resolve customer queries related to security, architecture, AI technology, and platform integration.
• Lead the setup and configuration of customer accounts, including Single Sign-On (SSO) and other authentication mechanisms.
• Work directly with customers to understand their requirements, design solutions, and ensure successful deployment of the Harvey.ai platform.
• Assist in the identification and pursuit of upsell opportunities, particularly around additional SKUs and API capabilities.
• Serve as a technical advisor during the sales process, providing guidance on best practices, technical feasibility, and product alignment with customer needs.
• Maintain a deep understanding of Harvey.ai’s architecture, security standards, and AI capabilities to effectively communicate with both technical and non-technical stakeholders.
• Collaborate with the product team to provide feedback and insights based on customer interactions, helping to inform future product development.