Source and engage candidates for IT and business roles, partner with hiring managers to understand requirements, maintain candidate experience, and execute proactive sourcing strategies using LinkedIn and job boards.

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. What you’ll do: - 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 You should have: - 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. 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: $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.] #LI-RQ1

• Manage full cycle recruiting process; from sourcing candidates to coordinating interviews with the help of a Recruiting Coordinator to offer delivery • Lead and deliver a best in class candidate experience by getting back to candidates within hours versus days and managing a thoughtful interview process • Work closely with our hiring managers to develop a deep understanding of their needs and come up with innovative recruiting strategies • Track all search metrics and provide weekly updates to hiring managers and the broader recruiting team • Continuously work on designing unbiased interview processes and sourcing strategies to give candidates from all backgrounds equal opportunities to be hired • Participate in recruiting events and cross-functional projects as needed

• Own end-to-end talent searches from first candidate contact through offer stage, including research and outreach, understanding the talent landscape, communicating status to hiring manager/stakeholders, negotiations, and providing an excellent candidate experience. • Be a consultative advisor to the business, leading strategic discussions to build teams holistically and guiding hiring teams on interviewing and hiring best practices. • Coordinate candidate communication regarding interview logistics and provide necessary information, and ensure a positive and professional experience for candidates throughout the interview process. • Schedule interviews (phone screens, video calls) between candidates and the hiring team in a timely and efficient manner, managing calendar availability across multiple stakeholders. • Employ creative sourcing strategies to identify and engage top technical talent for roles across Engineering and Development. • Proactively source quality candidates and build active talent pipelines. • Actively strive to increase diversity within our talent pipelines through targeted sourcing and engagement. • Track and maintain accurate and up-to-date candidate information within our Applicant Tracking System (ATS), Lever. • Use data and analytics to track sourcing effectiveness and identify areas for improvement in our strategies.