Senior Business Recruiter

September 2, 2026
US
$126,400 – $200,000/yr

Who you are

  • 5+ years of full-cycle recruiting experience, with a meaningful portion supporting GTM or business functions (Sales, CS, RevOps, Partnerships) at a high-growth technology company
  • Demonstrated ability to partner with senior hiring managers, influence decisions with data, and manage stakeholder expectations in a fast-paced environment
  • Strong sourcing toolkit and a creative approach to building pipelines in competitive talent markets
  • Excellent project management skills with the ability to juggle multiple requisitions, drive process improvements, and maintain attention to detail under pressure
  • Clear, confident communication skills and high emotional intelligence — comfortable navigating ambiguity and competing priorities with poise

What the job involves

  • The Senior Business Recruiter, GTM partners with Harvey's go-to-market leadership to attract and close top talent across Sales, Customer Success, Partnerships, and Revenue Operations
  • Sitting within the Talent organization under the North America Business Recruiting team, this role owns full-cycle recruiting for some of Harvey's highest-volume and most strategically critical functions
  • The Senior Business Recruiter drives hiring velocity and pipeline quality while operating as a trusted advisor to hiring managers navigating rapid growth across multiple geographies
  • They partner cross-functionally with Recruiting Operations, People Business Partners, and Sales leadership to ensure process rigor without sacrificing speed or candidate experience
  • This is an opportunity to shape how a category-defining AI company builds its revenue engine during a period of exceptional growth
  • Own full-cycle recruiting for GTM roles across Sales, Customer Success, Partnerships, and Revenue Operations — from sourcing through close — across multiple North American locations
  • Build and maintain high-quality, diverse candidate pipelines through proactive sourcing, referral cultivation, and market mapping
  • Serve as a strategic partner to hiring managers: leading intake meetings, setting calibration bars, advising on market conditions, and resetting expectations when needed
  • Drive process improvement and operational excellence — identifying bottlenecks, implementing scalable workflows, and tracking recruiting metrics to inform decisions
  • Manage competing priorities across multiple open requisitions while maintaining a high-touch candidate experience and meeting aggressive hiring timelines