About this role
WHY HARVEY
At Harvey, we’re transforming how legal and professional services operate. By combining frontier agentic AI, an enterprise-grade platform, and deep domain expertise, we’re reshaping how critical knowledge work gets done for decades to come.
This is a rare chance to help build a generational company at a true inflection point. With 2400+ customers in 70+ countries, strong product-market fit, and world-class investor support, we’re scaling fast and defining a new category in real time. The work is ambitious, the bar is high, and the opportunity for growth — personal, professional, and financial — is unmatched.
Our team moves fast, takes ownership, and is deeply committed to the mission — operating with intensity, staying close to our customers, and pushing each other for excellence. We live by three values: Decisiveness, Simplicity, and Job's Not Finished. We act quickly on clear judgment over perfect information, we believe simplicity is what scales, and we're never satisfied with where we are. If you want to do the best work of your career alongside people who share that drive, we'd love to build with you.
At Harvey, the future of professional services is being written today — and we’re just getting started.
ROLE OVERVIEW
We are hiring a hands-on leader to own how Harvey designs its GTM incentive strategy for its go-to-market organization. As Head of GTM Incentive Strategy, you will design the incentive architecture that turns our revenue strategy into the plans, quotas, and payouts that motivate and reward our sellers. This is a design-first, high-ownership role: you will set the compensation philosophy, build the plans, and put the modeling and governance in place to keep them fair, motivating, and defensible as we scale.
WHAT YOU'LL DO
- Own the end to end design of GTM incentive compensation across both pre- and post-sales organizations, including quota carrying AEs, sales leadership, solutions and overlay teams, customer success, etc.
- Build the models that forecast plan cost, incentive ROI, and attainment distribution; run scenario analysis to stress-test designs before they ship and diagnose plans already in market
- Partner with Compensation Business Partner to align OTE, pay mix, and leverage to market benchmarks and internal equity, and to keep plan spend inside budget
- Set and communicate the compensation philosophy: produce executive-ready narratives on plan performance and risk, and educate GTM leaders and sellers so plans drive the behavior they are designed to reward
- Architect plan mechanics that scale with hypergrowth, including quota structures, accelerators, multipliers, and SPIFFs
- Translate GTM strategy changes - new segments, product and pricing launches, territory and coverage-model shifts - into comp plan updates delivered with speed and accuracy
- Partner with compensation admin team on the ICM platform, quota-to-payout reconciliation, payout automation, and real-time earnings vis