The Director of GTM Recruiting at Harvey is responsible for scaling the recruiting team, creating a talent strategy, and operationalizing hiring processes to meet ambitious global growth goals. This includes setting headcount targets, managing recruiting metrics, and partnering with senior leadership across various departments to enhance the hiring strategy.

To be considered for the Director of GTM Recruiting role at Harvey, candidates should have proven experience in leading recruiting teams, preferably in a hypergrowth environment. Additionally, strong communication skills, global hiring expertise, and a data-driven approach are crucial, along with mentoring and managing recruiting teams effectively.

Harvey prides itself on fostering an inclusive company culture that values diverse perspectives and encourages innovation. As a Director of GTM Recruiting, you would be working closely with talented individuals from acclaimed backgrounds, promoting collaboration and teamwork while driving initiatives that reflect the company’s core values.

The Director of GTM Recruiting directly contributes to Harvey's growth by building an efficient recruiting engine that supports hiring top talent, aligning recruiting strategies with business objectives, and enhancing the overall candidate experience, enabling rapid scaling and business success.

As an early member of a high-growth startup like Harvey, the Director of GTM Recruiting can expect considerable career growth opportunities, including increased responsibility and influence on the selection and development of talent that drives company strategy. The dynamic nature of the role can lead to further leadership positions within the organization.

When answering this question, share specific examples of when you led recruiting initiatives during rapid scaling phases, detailing the strategies you implemented and their outcomes. Highlight your ability to adapt processes and tools to enhance efficiency and meet headcount goals.

Discuss methods you've used, such as regular alignment meetings with leadership, reviewing business objectives, and tailoring recruiting efforts to meet those goals. Emphasize your collaborative approach and data-driven insights to guide strategy adjustments as needed.

Identify key metrics like time-to-fill, quality of hire, and candidate experience feedback. Explain how these metrics can provide actionable insights and guide improvement efforts, showcasing your analytical skills and commitment to data-driven decisions.

Talk about specific strategies you’ve implemented, such as targeted outreach to diverse communities, partnerships with organizations focused on inclusion, or inclusive job postings. Stress the importance of diversity in driving innovation and achieving business success.

Use the STAR method (Situation, Task, Action, Result) to share a specific story where you faced a hiring challenge, explaining how you identified the problem, the steps you took to address it, and the positive results that followed.

Share your strategies for communication, feedback, and personalization during the candidate journey. Discuss the importance of candidate touchpoints and follow-ups in creating a memorable and positive experience that reflects your company culture.

Mention specific applicant tracking systems (ATS), sourcing tools, and metrics dashboards you’ve implemented to streamline recruiting processes. Highlight how these have enhanced the team’s efficiency and effectiveness in finding and retaining top talent.

Emphasize the importance of data in informing hiring decisions, optimizing processes, and measuring success. Discuss how tracking trends and metrics can enable ongoing improvements and how you've utilized data to take actionable steps in your strategies.

Discuss your approach to creating strong relationships between hiring managers and recruiters. Share methods such as regular check-ins, aligning on competencies, and developing training to ensure that all parties are working harmoniously towards common hiring goals.

Share creative methods you’ve adopted—such as unique interviewing formats, brand ambassador programs, or referral incentives—that have successfully improved recruitment outcomes. Tailor your answer to show how these innovations fit within fast-paced environments like Harvey.