The Technical Recruiter position at Harvey requires a blend of strong communication and interpersonal skills, along with a solid understanding of technology and software engineering principles. Candidates should have 2-8+ years of experience building technical teams at high-growth companies. The role also demands adaptability and the ability to work effectively in a fast-paced recruiting environment.

As a Technical Recruiter at Harvey, you will engage in full-cycle recruitment, sourcing and managing candidates for roles within our engineering, product, and design teams. You will partner with technical leadership to understand their hiring needs and develop a strong talent pipeline. Creating compelling job descriptions and providing insights on market trends are also key aspects of your role.

At Harvey, the recruitment process for the Technical Recruiter role involves understanding detailed hiring requirements from technical leadership, developing a talent pipeline, and conducting outreach to potential candidates. You will also be responsible for guiding hiring managers on compensation benchmarks and implementing efficient recruitment processes to aid in meeting ambitious hiring targets.

Harvey is an exciting place to work as a Technical Recruiter due to its exceptional product market fit and strategic partnerships with top law and finance firms. The company offers a dynamic environment where you can have a significant impact on recruiting processes, work with diverse, talented teams, and enjoy competitive compensation and benefits.

Harvey offers a robust benefits package to Technical Recruiters, including comprehensive health, dental, and vision coverage, retirement benefits with a 401k match, and flexible PTO. Additionally, the role provides opportunities for professional development and participation in the company’s equity plan.

The salary range for the Technical Recruiter position at Harvey is between $135,000 and $225,000. However, adjustments may be made outside this range based on the unique qualifications and experience of the candidate, reflecting the value they bring to the team.

Cultural fit is crucial in hiring for the Technical Recruiter role at Harvey. We value new team members who align with our mission of redefining professional services through AI technology. You will play a key role in ensuring candidates align with Harvey's values, contributing to a collaborative and innovative work atmosphere.

When answering this question, focus on your approach to leveraging various sourcing techniques, such as networking, inbound applications, and utilizing platforms like LinkedIn or specialized job boards. Discuss how you assess candidate fit and your ability to tap into niche talent pools relevant to Harvey’s technological needs.

In your response, highlight your familiarity with each stage of the recruitment process, from job requisition and sourcing to candidate engagement, interviewing, and negotiation. Emphasize any specific metrics or successes from your previous roles that showcase your effectiveness in managing the complete recruitment cycle.

To effectively answer this question, mention several avenues where you gather information on market trends, such as participating in industry webinars, following tech blogs, or engaging with professional organizations. Discuss how you utilize this information to inform your recruiting strategies at Harvey.

Emphasize the importance of collaboration in your recruiting process by discussing how you work with hiring managers, technical teams, and HR to understand the nuances of the roles you’re filling. Explain how this collaboration helps create effective job descriptions and streamline the interview process.

Discuss your process for evaluating cultural fit, which may include asking candidates about their work preferences, team dynamics they thrive in, and aligning their values with Harvey's mission and culture. Share techniques you use to gauge authenticity and ensure a great fit.

When addressing this question, provide insights into specific challenges you've encountered in sourcing or engaging technical candidates, such as competition for talent or assessing soft skills. Highlight the strategies you implemented to overcome these barriers successfully.

Share a specific instance where you had to pivot your recruiting strategy based on market conditions or organizational needs. Discuss the adjustments you made and the lessons learned about flexibility and adaptability in recruiting.

In your response, showcase your organizational skills by explaining how you set priorities based on urgency, strategic goals, and hiring needs. Discuss any tools you use for task management and your approach to maintaining productivity in a dynamic environment.

Outline the different practices you employ to ensure a positive candidate experience, such as timely communication, constructive feedback, and personalized interactions. Discuss the belief that a great candidate experience fosters a strong employer brand.

In answering this question, reflect on your motivation for joining Harvey, focusing on the company's innovative approach, its growth in the AI sector, and the opportunity to be part of a trailblazing team. Share your passion for attracting top technical talent to such a transformative organization.