Senior GTM Onboarding Manager

Harvey•New York, NY

11h•$140,000 - $170,000

About The Position

At Harvey, we’re transforming how legal and professional services operate — not incrementally, but end-to-end. 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 700+ customers in 58+ 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 is sharp, motivated, and deeply committed to the mission. We move fast, operate with intensity, and take real ownership of the problems we tackle — from early thinking to long-term outcomes. We stay close to our customers — from leadership to engineers — and work together to solve real problems with urgency and care. If you thrive in ambiguity, push for excellence, and want to help shape the future of work alongside others who raise the bar, we invite you to build with us. At Harvey, the future of professional services is being written today — and we’re just getting started. Role Overview Reporting to our GTM Enablement Lead, Harvey’s Senior GTM Onboarding Manager will own the strategy, delivery, analytics, and ongoing improvement of our global GTM onboarding program. You will ensure every new Sales, Success, and customer-facing hire ramps quickly, confidently, and measurably. This role combines facilitation, program design, analytics ownership, and operational execution. You will lead engaging onboarding sessions, build scalable curriculum and systems, and define and maintain reporting that tracks ramp progress and productivity. You will partner closely with Sales, CS, Product, RevOps, and Enablement teams to align onboarding with Harvey’s GTM strategy. We are looking for a builder who thrives in fast-paced environments, enjoys improving processes, and is passionate about helping new hires succeed. Ideal candidates have experience scaling onboarding programs, owning onboarding analytics end-to-end, strong communication skills, and an interest in AI and the legal and professional services markets.

Requirements

6+ years of experience in running global sales onboarding programs, global sales enablement programs, or similar GTM training and development roles
Experience designing and delivering scalable onboarding programs.
Strong facilitation skills across virtual and in-person environments.
Data-driven approach with experience defining and analyzing onboarding KPIs.
Demonstrated experience owning onboarding analytics, ramp metrics, and performance reporting.
Hands-on experience with typical GTM enablement tools, including learning management systems, content management systems, and dashboarding and reporting tools (e.g., Mindtickle, Omni, or similar).

Nice To Haves

Experience in AI, SaaS, or legal tech is a plus.

Responsibilities

Own and evolve Harvey’s GTM onboarding program, maintaining a scalable curriculum for all GTM new hires.
Manage the full onboarding journey from pre-work and scheduling through facilitation, certification, and manager handoff.
Ensure all onboarding content reflects current product updates, sales plays, competitive intel, and GTM processes.
Experiment with new formats, tools, and approaches to continuously strengthen the onboarding program.
Deliver clear, engaging virtual and in-person onboarding sessions. Adapt training to different learning styles and foster a supportive, inclusive learning environment.
Build systems and automation that streamline onboarding using tools such as Mindtickle, Notion, and Glean. Reduce manual work by creating templates, automated workflows, structured learning paths, and reporting dashboards.
Define and report on core onboarding KPIs, including time-to-productivity and certification rates. Share insights with GTM leadership and identify opportunities to improve ramp time and onboarding effectiveness.
Partner with SMEs in Product, Sales, CS, and Legal Engineering to maintain content accuracy and relevance.
Partner with Sales leadership, RevOps, Product Marketing, and the People team to maintain alignment and consistency.
Work with hiring managers to ensure strong post-onboarding development, reinforcement, and accountability.
Deliver a best-in-class new hire experience that reflects Harvey’s mission, culture, and expectations.