Your Company Is Only As Extraordinary As Your People.

Mercury is building financial products to help startups and small businesses scale. Turns out this requires a lot of people, so we’re looking to add a full cycle recruiter to our high performing and fun loving Recruiting Team! 

As a CS & Risk Ops Recruiter on the Scaling Recruiting Team, you will support hiring for roles across our “Scaling” Organizations, including Customer Support, Risk, and Operations. Our Scaling orgs keep Mercury running smoothly and grow with the business, with evergreen and higher volume roles across multiple teams. You’ll partner closely with a variety of teams and hiring managers, hiring top notch talent, and improving our processes as we continue to scale. 

Here are some things you’ll do on the job:

• Run a full cycle recruiting pipeline end to end across various teams and roles within the Risk and Customer Support orgs. 
• Source passive candidates, conduct phone screens, keep candidates updated and moving quickly throughout the process, extending offers, and offer negotiations.
• Work closely with managers and interviewers to build high-performing, diverse teams.
• Make a warm and genuine first impression on candidates and (no pressure) act as the living embodiment of our cultural values.
• Develop a deep understanding of Mercury’s values, brand, and product.
• Be a strategic partner to hiring managers and interviewers, and guide them to make the best decisions on candidates.
• Monitor pipeline performance and make data driven decisions. 
• Champion diversity and inclusion initiatives.
• Actively think of ways to improve and scale recruiting processes.

You should:

• Have a bachelor’s degree or something you feel is equivalent.
• Have 2+ years of full-cycle recruiting experience, from sourcing to closing.
• Have recruited for similar roles in the past. 
• Experience running full cycle recruiting on high volume or evergreen roles is a huge plus, but not required. 
• Be excited to learn new areas of the business, partner with different hiring managers, and be willing to take on new roles as they come up. 
• See yourself as an expert sourcer and enjoy seeking out passive talent.
• Have an almost psychic level of empathy and intuition.
• Communicate with clarity, thought, and precision. 
• Enjoy building diverse, inclusive, and high-performing teams.
• Think about how to automate as much of your job as possible, and have a bias towards action.
• Keep track of what you’re working on, even when you’re working on a hundred different things.
• Genuinely love recruiting and all that comes with it! 

Our salary and equity ranges are highly competitive within the SaaS and fintech industry and are updated regularly using the most reliable compensation survey data for our industry. New hire offers are made based on a candidate’s experience, expertise, geographic location, and internal pay equity relative to peers.

Our target new hire base salary ranges for this role are the following:

• US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $117,000 - $137,900 USD 
• US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $105,500 - $124,100 USD
• Canadian employees (any location): CAD 106,700 - 125,500

We use Covey as part of our hiring and / or promotional process for jobs in NYC and certain features may qualify it as an AEDT. As part of the evaluation process we provide Covey with job requirements and candidate submitted applications. We began using Covey Scout for Inbound on January 22, 2024. Please see the independent bias audit report covering our use of Covey here.

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