Associate General Counsel, Collections, Servicing and Customer Operations

We're looking for an Associate General Counsel to own legal and strategic guidance across collections, servicing and customer operations, reporting to the Deputy General Counsel.

Every letter Mission Lane sends about a missed payment, every hardship option Collections can offer, every AI tool that touches a customer's account, has to hold up under the law before it earns a customer's trust. The Associate General Counsel gives customer operations the legal footing to provide customers with clear, real options that keep them moving forward.

In your first year, you'll build real working relationships across Collections, Servicing, Compliance, and Risk, the kind where people come to you before a legal question feels urgent. You'll do that by:

• Owning day-to-day legal advice on collections, recoveries, and servicing.
• Negotiating and closing contracts with debt sale counterparties, vendors, and technology providers.
• Tracking legal and regulatory developments as they land, including the fast-moving rules around AI in back-office and customer-facing tools, and helping the business turn them into compliant products, services, and controls.
• Partnering directly with the business on new initiatives that improve the servicing and collections experience, and with Compliance and Risk to sharpen consumer communications and internal processes alike.
• Spotting where the business is headed before it gets there, flagging issues and opportunities early.

• You ask "why do we do it this way?" and then go find the answer.
• You've spent years in the weeds of federal and state credit card or collections law (a large bank, a fintech, or an outside counsel seat) and you're ready to bring that depth to a company that’s still being built.
• You take ownership through to resolution. When a question surfaces, you anticipate the next question and answer that too.
• You're just as comfortable flagging a state-specific debt collection tripwire as you are weighing in on a business strategy conversation where legal risk isn't even the headline.
• You like the idea of this role stretching over time: you could end up advising on AML/BSA sanctions screening or vendor and third-party risk as Mission Lane keeps building out its capabilities.

• JD from an accredited law school and an active law license in good standing (a member of at least one bar, and in good standing in every bar where you're admitted)
• 7+ years practicing law at a large law firm or in a fintech/neobank/bank in-house environment, with real depth in federal and state credit card or personal lending law
• Deep understanding of the regulatory landscape governing credit card servicing, collections, and recoveries: FDCPA and state debt collection law, SCRA, Regulation Z, Regulation B, and UDAAP
• Expertise in the adjacent frameworks that come with running a credit card program: debt sales regulation, true lender doctrine, bankruptcy law, FCRA, MLA, TCPA, network rules, and AML/BSA and fraud requirements
• A track record of prioritizing and delivering across multiple, shifting projects at once, with the communication skills to brief anyone from frontline teams to senior leadership
• Strong, independent analytical judgment you trust enough to make calls in a fast-moving, still-forming environment
• Able to work fully remote, with travel of roughly once a quarter for 2 to 5 days
• A high standard of ethics and integrity, matched by genuine strategic instinct

• In-house experience at a national bank, or outside counsel experience advising one
• Collections and recovery-specific experience within your credit card or lending concentration
• Deep regulatory expertise in an adjacent specialty, AML/BSA, fraud, or vendor and technology contracts, that could grow the role beyond servicing and collections over time

Founded in December 2018, Mission Lane is a purpose-driven fintech company based in the U.S., with headquarters in Richmond, Virginia. 

It all started with a realization:  nearly fifty percent of the adult population in the U.S. doesn’t have access to a clear line of credit. Most traditional credit card companies either overlook or overcharge this group because they have less-than-perfect credit scores or no scores at all. We decided this just wouldn’t do.

In partnership with our sponsor banks, we offer credit cards under the Mission Lane brand name, with better, clearer terms, and a more refined customer experience than the alternatives available to people working hard to improve their credit. To date, over four million consumers have chosen Mission Lane, earning high customer ratings on Credit Karma for its market segment and industry leading Net Promoter scores. 

Mission Lane has cumulatively raised over $600 million of equity from leading investors, including Invus Opportunities, QED Investors, LL Funds, funds affiliated with Oaktree Capital Management, and other leading investors.

Mission Lane is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, or any other protected status. 

Mission Lane provides reasonable accommodations to applicants who need them for medical or religious reasons, as required by law.  Applicants can initiate an accommodation request by contacting peopleexperience@missionlane.com.

Mission Lane is not sponsoring new applicant employment authorization and please, no third-party recruiters.

Our cardholders trust us with their financial well-being, and this trust starts with the integrity of the people on our team. We're looking for team members who share our dedication to transparency and truth. Please verify that the information in your application is accurate and complete. 

Providing any information to Mission Lane that is not completely truthful at any point during the application or hiring process may result in removal from the hiring process, disqualification from future opportunities, withdrawal of an offer or other sanctions for candidates and, in addition for employees, disciplinary action, up to and including termination of employment.