Why Harvey
Harvey is a secure AI platform for legal and professional services that augments productivity and automates complex workflows. Harvey uses algorithms with reasoning-adept LLMs that have been customized and developed by our expert team of lawyers, engineers and research scientists. We’ve found product market fit and are scaling our team very quickly. Some reasons to join Harvey are:
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Exceptional product market fit: We have partnered with the largest law firms and professional service providers in the world, including Paul Weiss, A&O Shearman, Ashurst, O'Melveny & Myers, PwC, KKR, and many others.
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Strategic investors: Raised over $500 million from strategic investors including Sequoia, Google Ventures, Kleiner Perkins, and OpenAI.
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World-class team: Harvey is hiring the best talent from DeepMind, Google Brain, Stripe, FAIR, Tesla Autopilot, Glean, Superhuman, Figma, and more.
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Partnerships: Our engineers and researchers work directly with OpenAI to build the future of generative AI and redefine professional services.
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Performance: 4x ARR in 2024.
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Competitive compensation.
Role Overview
Harvey is looking for a Sr. Compensation Analyst to join our fast-paced People team as our first dedicated compensation hire. In this role, you’ll manage and evolve the compensation programs that help us attract and retain world-class talent — particularly in the rapidly changing AI landscape. You’ll partner closely with Recruiting, People, and Leadership to execute against our compensation philosophy, build scalable frameworks, and ensure our approach to pay and equity reflects both our ambition and our pace.
What You’ll Do
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Own and maintain compensation bands across departments and levels, iterating regularly based on market shifts, internal data, and business priorities.
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Partner closely with Recruiting to shape offers that are competitive, equitable, and aligned with our compensation philosophy.
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Collaborate with RevOps and Sales leadership to inform incentive plan design and ensure alignment with market practices
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Track trends in the engineering and AI talent markets to keep our compensation strategy current and compelling
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Lead compensation benchmarking efforts, including managing third-party data sources and compensation surveys
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Analyze internal pay equity and market competitiveness to inform compensation decisions and internal reviews
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Support and evolve key compensation processes, including leveling calibration, merit cycles, and equity refreshes
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Develop tools, dashboards, and guidance for stakeholders to make data-driven compensation decisions
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Serve as a strategic thought partner to People leadership in a fast-scaling, high-growth environment
What You Have
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3-5 years of experience in compensation, ideally in a high-growth startup environment.
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Strong understanding of base, bonus, and equity compensation structures, including variable incentive design.
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Deep familiarity with the engineering talent market and a proactive approach to staying informed about emerging trends in AI compensation.
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Experience creating and maintaining compensation bands and frameworks at scale.
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Comfortable working with ambiguity and shifting priorities; excited by fast change and quick iteration.
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Adept at using Excel/Sheets, compensation data platforms (e.g., Radford, Pave), and analytics tools to drive insights.
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Highly collaborative — you thrive in cross-functional partnerships, especially with recruiting, finance, sales, and leadership teams.
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Curious, proactive, and energized by tackling complex challenges in a rapidly evolving market.
Nice to Have
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Experience with global compensation practices or international markets.
Familiarity with compensation-related compliance (e.g., pay transparency laws). -
Exposure to equity modeling or offer structuring in AI or deep tech companies.
Please find our CA applicant privacy notice here.
Harvey is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law.
We are in the early innings of a generational company. Joining early at a hypergrowth startup has proven to lead to exponential growth in responsibility, access, and ability. Apply here today!
