Senior Technical Recruiter - Engineering

Mercury is revolutionizing finance for startups by building a complete, user-friendly banking* stack. This requires scaling exceptional engineering teams, so we’re looking to add a Technical Recruiter to help shape how we hire and grow. In this role, you’ll lead full-cycle recruiting for engineering roles, using a combination of strategic sourcing, market insight, and strong partnership with hiring managers to build high-impact teams.

Hiring is one of the most important ways we shape Mercury’s future. In this role, you’ll directly influence the teams building our products and the experience of our customers.

*Mercury is a fintech company, not an FDIC-insured bank. Banking services provided through Choice Financial Group and Column N.A., Members FDIC.

• →Own full-cycle recruiting for engineering roles, from kick-off to close
• →Build and maintain strong, healthy pipelines across multiple roles simultaneously
• →Act as a trusted advisor to hiring managers, partnering with them to drive the best hiring outcomes for their teams
• →Source candidates proactively and creatively to engage top technical talent
• →Develop a deep understanding of Mercury’s products, engineering challenges, and team needs
• →Use data and pattern recognition to identify bottlenecks, diagnose issues, and unblock hiring processes independently
• →Partner closely with Engineering leaders to align on role scope, success profiles, and evaluation criteria - and be a consistent voice for quality throughout the process
• →Mentor and support other recruiters, helping raise the bar for the team
• →Deliver a candidate experience that's thoughtful and transparent from first touch to final decision

• 4+ years of experience as a technical recruiter supporting engineering teams
• Experience hiring for AI/ML-related roles
• Strong sourcing skills that go beyond LinkedIn Recruiter
• Ability to quickly identify patterns, anticipate problems, and autonomously drive solutions
• Deep curiosity about the products and teams you support, and a strong understanding of how the roles you hire for drive impact
• Strong alignment with Mercury’s values and ability to represent them authentically to candidates
• Enjoy building diverse, inclusive, and high-performing teams, and lead with deep empathy, kindness, and care for the work you do 
• Have a strong sense of urgency and ownership for the work you do, and be willing to help support hiring efforts across other areas of the business, as needed

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.

• US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $163,000-$183,400
• US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $146,700-$165,100

Mercury values diversity & belonging and is proud to be an Equal Employment Opportunity employer. All individuals seeking employment at Mercury are considered without regard to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, sexual orientation, or any other legally protected characteristic. We are committed to providing reasonable accommodations throughout the recruitment process for applicants with disabilities or special needs. If you need assistance, or an accommodation, please let your recruiter know once you are contacted about a role.

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 for more information.] 

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