Harvey

Engineering Manager

• Lead, coach, and develop a high-performing team of Legal Engineers, setting a high bar for customer engagement, legal credibility, and commercial impact.
• Partner closely with Sales leadership and Account Executives to support strategic accounts, develop deal strategy, and drive successful customer outcomes.
• Oversee and support your team as they engage in complex customer engagements by conducting discovery, leading product demonstrations, and advising customers on how Harvey can improve litigation, investigations, regulatory, compliance, and risk-management workflows.
• Build trusted relationships with senior stakeholders, including General Counsel, Chief Litigation Counsel, Chief Compliance Officers, Heads of Regulatory Affairs, Deputy General Counsel, legal operations leaders, and other legal and business leaders.
• Collaborate cross-functionally with Product, Engineering, Applied Legal Research, Marketing, and Enablement to improve positioning, workflows, customer solutions, and go-to-market strategy.
• Act as the voice of the customer by synthesizing frontline feedback and helping inform product roadmap decisions, feature development, and new use cases.
• Help build and scale the Legal Engineering organization by improving processes, enablement materials, demo strategies, and team best practices.
• Contribute to Harvey’s presence in the market through customer workshops, thought leadership, speaking engagements, and industry events.

Legal Engineering Manager – Litigation/Regulatory

• Lead, coach, and develop a high-performing team of Legal Engineers
• Partner closely with Sales leadership and Account Executives to support strategic accounts
• Oversee and support your team in complex customer engagements
• Build trusted relationships with senior stakeholders
• Collaborate cross-functionally with Product, Engineering, and Marketing
• Act as the voice of the customer and synthesize feedback
• Help build and scale the Legal Engineering organization

Legal Engineering Manager – Litigation, Regulatory

• Lead, coach, and develop a high-performing team of Legal Engineers
• Partner closely with Sales leadership and Account Executives
• Oversee and support your team as they engage in complex customer engagements
• Build trusted relationships with senior stakeholders
• Collaborate cross-functionally with Product, Engineering, Applied Legal Research, Marketing, and Enablement
• Act as the voice of the customer
• Help build and scale the Legal Engineering organization
• Contribute to Harvey’s presence in the market

Communications

• Own Harvey's product narrative: the story of what we build, how we build it, and why it matters for legal teams and society.
• Turn complex engineering and product work into compelling stories for both technical and legal audiences.
• Cultivate and deepen relationships with top-tier journalists, newsletter writers, podcasters, and influencers shaping how people talk about AI.
• Reach our target audiences where they are: generate high-impact coverage across business, tech, and legal press, as well as creative placements beyond traditional media.
• Elevate the external profiles of Harvey's executives, product leaders, and researchers through media training, press strategy, thought leadership, and speaking.
• Build AI tools and workflows for yourself and the team.

Senior Communications Manager

Data Analyst

• Build a cohesive view of Harvey's employee lifecycle — connecting recruiting, onboarding, engagement, performance, mobility, retention, and exits into a single, actionable narrative that shows where exceptional talent thrives or breaks down
• Own the vision and roadmap for Harvey's people data infrastructure — partner with Data Engineering and Security to stand up the people data layer in Snowflake (or similar), define architecture requirements, and drive role-based access controls and data governance so the right people have the right access
• Consolidate workforce data across Workday, Ashby, Envoy, Culture Amp, and other HR systems, and build the data quality frameworks that keep it trustworthy at scale
• Define and maintain Harvey's people metrics dictionary — standardize how headcount, attrition, hiring, and workforce trends are measured across the org
• Design the frameworks and methodologies that scale beyond v1 — forecast headcount, model attrition, segment the org, benchmark against market — built to explain not just *what* is happening but *why*
• Move People Analytics beyond reporting into intervention — surface leading indicators, manager behaviors, operational friction, and emerging org risks before they become scaled people problems, and help Harvey understand what attracts, enables, retains, and risks losing exceptional talent
• Build dashboards that give leadership clear visibility into the workforce, cuttable by org, region, and function — and shape exec-level decisions with the insights they surface
• Build the self-service foundation that lets partner teams operate independently — design the frameworks, tooling, and documentation so that comp, PBPs, and other partners can surface their own insights without routing every question through analytics
• Drive alignment across PBPs, RecOps, People Systems, and Finance to define reporting cadence and answer the questions that drive strategic people decisions
• Set the bar for people data craft at Harvey — define standards, review work, and grow the analytics capability of partner teams
• Use AI aggressively to automate workflows, accelerate analysis, and scale your impact — this is a role where AI-first thinking compounds fast

People Data Analytics Lead

Technical Recruiter

• Partner closely with technical leadership to deeply understand hiring needs while providing strategic guidance on recruiting best practices
• Build and nurture a strong pipeline of technical talent to support both current hiring and future growth
• Advise hiring managers on market dynamics, compensation insights, and effective talent acquisition strategies
• Identify opportunities to streamline recruiting workflows and enhance operational efficiency across the hiring process
• Ensure data integrity and accuracy within our Applicant Tracking System (Ashby), maintaining a high standard of system hygiene
• Mentor and support other team members to elevate overall recruiting performance and execution
• Lead strategic sourcing initiatives to engage top-tier, passive candidates across various technical disciplines
• Collaborate cross-functionally within the company to align recruiting efforts with broader organizational goals

Senior Technical Recruiter

Frontend Engineer

• Build new interfaces for lawyers and organizations to collaborate with AI
• Lead end-to-end UI features for Shared Spaces and future Harvey products — from scoping and design reviews to implementation, launch, and iteration
• Build polished, high-performance React + TypeScript interfaces using TailwindCSS, with crisp interactions, resilient state management, and strong error handling
• Architect reusable components and patterns and evolve our internal design system
• Optimize frontend performance at scale
• Collaborate tightly with design and backend/infrastructure to shape APIs and UX for long-running jobs, streaming results, and tool-calling workflows.
• Raise the bar on frontend reliability and security UX for enterprise and regulated environments

Senior Software Engineer, Frontend

Recruitment

• Serve as a strategic talent partner to senior leaders and hiring managers
• Own and drive full-cycle recruiting for complex and high-impact business roles
• Proactively source and engage top-tier talent through creative outreach strategies
• Lead calibrated screening and structured interview processes
• Provide clear, consultative updates to stakeholders
• Deliver an exceptional, high-touch candidate experience
• Drive continuous improvement of recruiting workflows and practices
• Partner closely with People, Finance, and leadership to support workforce planning

Senior Business Recruiter, G&A

• Partner with hiring managers to understand hiring needs and support effective, efficient recruiting strategies.
• Source and screen candidates through various channels including job boards, social platforms, and referrals.
• Provide timely updates and feedback to hiring teams, ensuring alignment and strong communication throughout the process.
• Deliver a thoughtful and engaging candidate experience from outreach to offer.
• Carry a full slate of 8–10 requisitions at a time, managing competing priorities with strong organization and follow-through.
• Contribute to improving recruiting workflows and documentation across business functions.
• Collaborate with coordinators and other recruiters to ensure a smooth and streamlined process.

Business Recruiter – G&A

Business Recruiter

Performance Marketing

• Own end-to-end strategy, execution, and optimization of paid social campaigns across LinkedIn, Meta, and emerging social platforms, managing a significant budget to hit aggressive pipeline targets.
• Build full-funnel programs that generate awareness, engagement, pipeline, and revenue across enterprise audiences.
• Develop audience strategies leveraging first-party data, account-based targeting, lookalike modeling, and platform-native targeting capabilities.
• Design and run experiments across creative, messaging, audiences, landing pages to identify scalable growth opportunities.
• Continuously evaluate emerging channels, ad formats, audience targeting and platform capabilities to expand reach and improve efficiency.
• Establish testing frameworks and best practices that improve campaign performance over time.
• Collaborate closely with lifecycle marketing, content, and brand teams to ensure paid social campaigns are integrated into holistic customer journeys with consistent messaging.
• Partner with design teams to develop compelling campaign concepts and provide performance-driven feedback on messaging and creative assets.
• Work closely with Marketing Operations and Analytics teams to ensure accurate attribution, measurement, and reporting.

Performance Marketing Manager, Paid Social

Compliance

• Own and maintain core compliance documentation — including compliance packages and security assessment reports — keeping them accurate and audit-ready
• Coordinate evidence collection across Engineering, Infrastructure, and Security for regulated assessments
• Support third-party assessor engagements end-to-end: scheduling, preparing teams, triaging findings, and drafting responses
• Conduct gap analyses against applicable frameworks and produce remediation tracking artifacts teams can act on directly
• Manage continuous monitoring activities including control reviews, change notifications, and incident documentation to maintain compliance status
• Partner with Engineering and Security to validate control implementations and translate regulatory language into testable technical configurations

Legal Engineering Manager – Litigation/Regulatory

Legal Engineering Manager – Litigation, Regulatory

Legal Engineering Manager – Litigation/Regulatory

Senior Communications Manager

People Data Analytics Lead

People Data Analytics Lead

People Data Analytics Lead

Senior Technical Recruiter

Senior Software Engineer, Frontend

Senior Business Recruiter, G&A

Business Recruiter – G&A

Business Recruiter

Performance Marketing Manager, Paid Social

Performance Marketing Manager, Paid Social

Compliance Analyst