As a Technical Recruiter at Harvey, your role involves sourcing, engaging, managing, and closing candidates specifically for the technical teams, which include Engineering, Product, and Design. You’ll have full-cycle recruiting responsibilities, allowing you to actively partner with technical leadership to understand their requirements and influence the hiring process effectively.

To apply for the Technical Recruiter position at Harvey, candidates are expected to have between 2 to 8+ years of experience in building strong technical teams at high-growth companies. A full-cycle recruiting background and the ability to adapt in fast-paced environments are essential for this role.

The salary range for the Technical Recruiter position at Harvey is set between $135,000 and $225,000, depending on experience and qualifications. This role also provides opportunities to participate in an equity plan and receive comprehensive benefits.

To apply for the Technical Recruiter job at Harvey, you can visit our careers page or reach out to our hiring team directly through professional networking sites. Be sure to include your resume and a cover letter that showcases your experience in technical recruitment.

Harvey offers an extensive benefits program for its Technical Recruiters, which includes comprehensive health, dental and vision coverage, retirement benefits with a 401k match up to 4%, and flexible paid time off designed to support your work-life balance.

The company culture at Harvey is built around innovation, collaboration, and inclusivity. As a part of a rapidly growing team, Technical Recruiters will engage with a world-class team and will contribute to developing pioneering solutions in the AI space while being encouraged to share their ideas and insights.

At Harvey, Technical Recruiters have ample opportunities for career growth as they become integral players in building and shaping the team. With our ambitious targets and the chance to develop recruitment processes from the ground up, you will gain valuable experience and visibility within the organization.

When answering this question, highlight your tactics for sourcing candidates, such as leveraging social media, networking at industry events, and using job boards. Explain how you tailor your approach depending on the specific technical role you are recruiting for.

Count how you evaluate both technical skills and cultural fit. Discuss using skills assessments, behavioral interviews, and collaborating closely with hiring managers to ensure the candidate aligns with the company's needs and values.

Share a specific challenge you faced, such as finding qualified candidates in a competitive market. Detail the steps you took to overcome it, emphasizing creative sourcing techniques or building new partnerships.

Discuss the importance of continuous learning; mention specific resources like industry blogs, webinars, and forums. Emphasize how staying current helps you better serve hiring managers and candidates alike.

Talk about your familiarity with ATS platforms, and detail your approach to maintaining data accuracy and cleanliness in the system. Share your experience with Ashby or similar tools and how you use data to inform decision-making.

Highlight the importance of open communication with hiring managers. Illustrate how you would gather feedback, discuss challenges, and partner with them to iterate on the recruitment process for optimum results.

Share a specific success story that showcases your negotiation skills and persistence. Detail your approach to understanding the candidate's motivations and effectively addressing their concerns.

Discuss critical metrics such as time-to-fill, quality of hire, and candidate satisfaction. Explain how each metric provides insights into the recruitment process and improves overall effectiveness.

Detail your strategies for building strong relationships, such as through personalized communication, providing valuable insights about the company culture, and maintaining engagement throughout the hiring process.

Talk about the importance of investigating the underlying causes of the turnover. Explain how you would collaborate with HR and hiring managers to identify issues and adjust your recruitment strategy accordingly to target the right candidates.