How Harvey Achieves Triple-Digit Quarterly Growth with Ashby

Harvey builds domain-specific AI for legal and professional services, and at a valuation of $8 billion, the company is hiring at a pace that would break most recruiting operations. Claire Kaiser, the Director of Technical Recruiting, describes the 2026 hiring theme in two words: “maximum aggression.” For her team alone, that means more than 110 hires planned for Q2 as company headcount triples year over year. Running that kind of motion requires a centralized system that can forecast and aggregate data across teams.

Problem: Aggressive goals without a trusted operating layer

At Harvey's growth rate, not having the right tools in place can slow the team down. Before Ashby, Harvey was using multiple systems to manage recruiting, resulting in three operational gaps standing between an ambitious target and successful execution.

A disparate recruiting stack

Their fast-scaling team accumulated a number of point solutions: one tool for sourcing, another for scheduling, spreadsheets and emails for tracking, and nothing but the reliance on the talent team’s memory to bring the information together. Each manual system handoff held the risk of data drifting out of sync, and at Harvey's velocity, that operational overhead grows fast.

No shared baseline across a global, asynchronous team

Harvey operates across 16 regions within an async culture, which means pipeline activity never stops; they are constantly interviewing, offering, and hiring — but limited visibility made it difficult to assess how they were collectively pacing on their goals. 

A lack of clean data for capacity planning

Credibly committing to hiring goals required historical data clean enough and trusted enough to forecast from. Operating on spreadsheets and instinct made it difficult to determine whether their plans were right-sized or unrealistic.

Solution: One system of record for forecasting, sourcing, and execution

Harvey needed a singular system to help them centralize their data, increase the visibility into hiring across teams, and enable them to accurately plan headcount at hyperscale without losing their momentum to overly complex processes. 

A single source of truth that absorbs the rest of the stack

With Ashby’s all-in-one ATS, Harvey has a single source of truth.

Harvey still trials point solutions for specific needs while ensuring everything flows into Ashby. For example: The team has been using Juicebox for sourcing EPD talent, where they import candidates into an Ashby project and enroll them in Ashby sequences. This allows every lead to be tracked from first touch through an offer in Ashby rather than reconciled across tools later. Routing sourced leads back into Projects and Sequences keeps the work streamlined and efficient.

"The best process for us, and I believe anybody who's using Ashby, is to find ways to bring everything back into the system to be the single source of truth. We can track all of the data in one location, and the reason this is nice is, people outside of recruiting like stakeholders or executives can see it real time in Ashby versus having to go to these piecemeal different tools. If they had to go to other tools, there would be more work created on our team to bridge that gap."
— Claire Kaiser, Director of Technical Recruiting, Harvey

Dashboards that give a global team one point-of-view

Because everything routes back to Ashby, every stakeholder works from the same real-time picture. Claire is in the tool eight to 10 times a day, and her recruiters open it first thing every morning. Hiring managers are brought directly into Ashby with their own dashboards, which shifts them from passive requesters into owners of their pipelines.

"We use Ashby for every conversation we have, and that's no different for conversations with hiring managers. The expectation is that they're ‘living’ in Ashby to see what's going on. That's the culture of recruiting we're creating at Harvey: You are a true owner of the roles you're recruiting for."
— Claire Kaiser, Director of Technical Recruiting, Harvey

Trusted data that forecasts instead of just reporting

The capability Claire relies on most is headcount planning. The team works on a six-month planning cycle, operationalizes it quarterly, and reviews it roughly every two weeks. Ashby supplies the historical data that anchors each cycle.

Her team builds a plan of who to hire and where, attaches a position ID to each, and uploads them as openings under the respective jobs. Ashby turns that into a dashboard charting hires week over week against the trend line. Because the underlying data is trustworthy, she can build capacity plans based on recruiter productivity and bring credible commitments back to the business.

"Ashby gets me the recruiter productivity numbers. In engineering, we've had an output per recruiter of six hires per quarter on average with a 50-day time to fill. We turn that into a dashboard that charts week over week what hires we've made and our progress to goal. If the trend line and the progress-to-goal have a gap that's widening, that's like an alarm system for me. It would not be possible without Ashby to tell us what the historical data is so we can bring that back to our stakeholders."
— Claire Kaiser, Director of Technical Recruiting, Harvey

Impact: Recruiting becomes more strategic, and earns a seat at the table

When the data is trustworthy and instantly available, the work becomes much more strategic. Recruiters at Harvey operate full cycle, owning a role from intake and planning through sourcing, assessment, and close  without depending on other people or tools to assemble the picture for them. Because the team can now answer forward-looking business questions with confidence rather than caveats, they become less of a support function and more of a strategic partner.

The clearest example is how Harvey staffed a brand-new role under a live customer commitment. In Q4 2025, the executive team began telling customers they could expect dedicated forward-deployed engineers (FDEs) to custom-configure the Harvey product for them. At the time, Harvey had not made a single FDE hire. Instead of guessing at a timeline for when they would have the role filled, Claire's team used Ashby data to model how fast they could realistically hire against their own pipeline velocity, committed to a number, and delivered.

“We pieced together personas: a software engineer, a solutions architect, and user operations, and looked at how long it takes us to usually hire those people. We used that Ashby data to predicate our internal hiring plans and were able to get an answer in under 24 hours. We could say we'd deliver five L4-FDEs by the end of January. That became the talk track back to customers. It felt enabling, because it was based on our data, not how fast somebody else hired for this role. It taught the team, and our executives, that talent acquisition has a seat at the table because we provide value."
— Claire Kaiser, Director of Technical Recruiting, Harvey

That credibility compounds in everyday conversations. Because Claire is no longer assembling reports by hand, she spends her time on context and judgment instead, which is what changes how leadership sees the function.

"Ashby has enabled me to be a lot more thoughtful with my conversations. I spend much less time finding the data and much more time providing the context behind it, which is where the storytelling matters. It's upleveled the conversations I'm able to have and proved my value much quicker than it would if I didn't have it."
— Claire Kaiser, Director of Technical Recruiting, Harvey

For a team managing 15 direct reports across a global footprint, the system is what keeps the engine running and the people aligned.

"Ashby is like our Google Maps. It tells us exactly where we need to go and how to get there, and our team is the driver. It's how I communicate to my team, how I communicate to our executives, and how our company communicates about how recruiting operates. We cannot achieve our goals, speak the same language, and use one system without something like Ashby."
— Claire Kaiser, Director of Technical Recruiting, Harvey

Claire met with Ashby to talk through how Harvey’s become a more strategic partner for leadership as they scale. 

Since standardizing on Ashby as its recruiting operating system, Harvey has been able to:

• Consolidate sourcing and pipeline activity into one source of truth, so point solutions feed the system rather than fragmenting it
• Give recruiters, hiring managers, and executives across 16 regions a shared real-time view, replacing reconciliation meetings with a common baseline
• Forecast near-term hiring with directional confidence the team never had before, moving recruiting from reactive to proactive
• Staff an entirely new role against a live customer commitment, going from zero hires to a credible, data-backed delivery plan in under 24 hours
• Scale hiring globally while tripling headcount year over year

If your recruiting team is scaling fast and needs data it can actually plan against, we'd love to show you how Ashby can help.