In 1923, Claude Hopkins published Scientific Advertising which many say has the first descriptions of A/B testing and using coupons for attribution. If that weren’t enough of a claim to fame, Hopkins is also credited with popularizing tooth brushing, after a very successful campaign with Pepsodent.

Fast forward 101 years, Mercury is looking for a Performance Marketing leader to apply the same mix of rigorous thinking and innovation to Mercury’s growth strategy. We are changing how businesses bank* and in 2023, we grew transaction volume by 90% to $95B total. But we have even bigger ambitions.

As a Senior Manager, Performance Marketing and a part of the larger Growth Marketing team, you will be responsible for building upon our successful performance marketing program. You will lead a talented team of marketers and work closely with product, engineering, data science, and sales to achieve new user acquisition goals, bringing Mercury’s accounts and financial products to an increasing number of companies worldwide.

Here are some of the things that you’ll do:

• Manage and develop a team of performance marketers (currently a team of 3) and agencies
• Set the strategy across all areas of performance marketing (paid search, paid social, direct mail, conversion rate optimization), with the ability to be hands on when needed
• Champion a work environment where your team feels comfortable with taking calculated risks, continuously experiment, iterate, and execute with urgency
• Be extremely data driven and an expert at defining, setting, and reporting on full-funnel KPIs (working with the Data Science and finance teams)
• Develop strong relationships with product, engineering, data science, and sales teams teams to collaborate on growth strategy across the company
• Be a critical voice of the Growth Marketing team, understanding how to hit revenue goals while staying true to the brand and putting the customer first
• Make strong, principled decisions and influence a broad cross-functional group to execute

There are lots of paths that could lead you to be successful in a role like this; we think the strongest candidates will have some of this experience:

• 8+ years of experience in growth marketing / performance marketing, with at least 3+ years hiring and developing people
• Hands-on proficiency with at least one performance marketing channel: paid search, paid social, etc. At Mercury, we expect managers to step in as ICs when needed and to be able to produce senior-level IC work.
• Excellent technical and analytical skills with experience using tools like Looker, Hex, Metabase, or similar. Hands-on familiarity with SQL is a strong plus.
• Combined B2C and B2B SaaS experience is a strong plus. The ideal candidate has built and managed a performance marketing program for both the ’product-led growth’ and ’sales-assisted’ sides of the business.

The total rewards package at Mercury includes base salary, equity (stock options), and benefits.

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: $195,700 - $230,200
• US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $176,100 - $207,200
• Canadian employees (any location): 178,100 - 209,500

*Mercury is a financial technology company, not a bank. Banking services provided by Choice Financial Group, Column NA, and Evolve Bank & Trust, Members FDIC.

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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