In 1986, Richard Hamming gave a lecture titled "You and Your Research," where he argued that the most impactful contributors aren't just skilled – they develop taste. They learn to recognize what matters, what scales, and what's worth building.

Recruiting, at its best, is a similar exercise in judgment. It's about developing a point of view on talent: recognizing patterns, seeing beyond surface signals, and consistently raising the quality bar.

At Mercury, that judgment compounds. Every PM we hire shapes the products that hundreds of thousands of companies rely on – which means recruiting here is not only filling roles, but it’s also influencing what we build and how well we build it. We're looking for a Senior Recruiter to drive Product Management hiring end-to-end: partnering closely with leaders, developing real fluency in what great product work looks like here, and translating that understanding into disciplined, high-quality hiring.

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

What you’ll do

• Lead full-cycle recruiting for Product Management roles, flexing to support other searches across technical and platform functions as needed

• Partner closely with Product leaders to align on role scope, success profiles, and evaluation criteria - and be a consistent voice for quality throughout the process

• Develop deep domain fluency across the product areas you support, so your assessment is informed and your candidate conversations are genuinely compelling

• Own search strategy end-to-end: sourcing, pipeline development, and closing

• Use data and market signals to sharpen your approach and keep searches moving with momentum

• Deliver a candidate experience that's thoughtful and transparent from first touch to final decision

• Build inclusive pipelines and drive structured, consistent evaluation processes

Who you are

• 4+ years of full-cycle recruiting experience, with meaningful focus on Product Management hiring at high-growth technology companies

• Able to assess product thinking, systems orientation, and trajectory - not just pedigree

• Skilled at advising and influencing hiring managers, balancing urgency with quality without compromising either

• A clear, structured communicator who can turn ambiguous role needs into actionable hiring plans

• Organized and proactive, with a track record of running multiple searches simultaneously without losing momentum or quality

• Genuinely curious about products, systems, and what separates good work from great work

• And, ideally, a sense of humor

The total rewards package at Mercury includes base salary, equity, 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: $132,400 - $165,500

• US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $119,200 - $149,000

• Canadian employees (any location): CAD 125,100 - 156,400

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.