Senior Recruiting Operations Partner
Confirmed on the employer's own hiring board on Nov 13, 2026. First seen by Alion on Nov 6, 2026. Mercury scores A on the Alion truth index.
At 5:00 a.m. on September 3, 1967, every driver in Sweden moved from the left side of the road to the right. The switch took a morning. Getting ready took four years of public education, and road signs across the country were swapped in one coordinated push. And the roads got safer.
The hard part of a big change is the getting ready: helping people trust something new, then making it feel obvious afterward. That's the heart of recruiting operations at Mercury.
Mercury is building the financial stack for ambitious companies: banking,* payments, credit, and the workflows around them. Our recruiting team hires the people who build it, across engineering, sales, risk, operations, and everything in between. We run on an ATS, sourcing and scheduling tools, interview intelligence, our headcount planning system, Workday, and a growing library of AI workflows we've built ourselves.
In this role, you'll report to our Director of Recruiting and work day to day with our Staff Recruiting Operations Lead. You'll be the accountable owner of the systems our recruiters depend on. You'll lead big changes to how we work, including choosing and moving to new tools when the old ones hold us back. And you'll take our AI work from a set of useful skills to something the whole team runs on. This is a builder role with real autonomy, and what you ship will show up in every hire Mercury makes.
*Mercury is a fintech company, not an FDIC-insured bank. Banking services provided through Choice Financial Group and Column N.A., Members FDIC.
Here are some things you'll do on the job:
- Own our recruiting systems end to end: the ATS, sourcing and scheduling tools, interview intelligence, and the integrations that connect them to Workday and our headcount planning tool.
- Lead large systems changes as the accountable owner, from vendor evaluation through data mapping, the HRIS integration, cutover, and training.
- Manage our recruiting vendors: contracts, renewals, costs, and whether each tool still earns its place.
- Keep the day-to-day running: permissions, offer workflows and approvals, troubleshooting, and the steady stream of "how do I..." questions from recruiters and People Ops. No question is too small.
- Build AI workflows the team relies on, and make them dependable: tested against real examples, documented, and running on schedules or triggers instead of someone's open laptop.
- Build and maintain the recruiting context layer, a clean, current home for process docs, role documents, and playbooks that people and AI agents can both find answers in.
- Work with IT, People Ops, Finance, and our AI team to get changes made, and help the recruiting team absorb a lot of change without losing speed.
- Answer questions about our hiring data with AI tools and little guidance, and turn what you find into changes in how we work.
You should:
- Have 5+ years in recruiting or talent operations at a tech company, including admin-level ownership of an ATS (Greenhouse, Ashby, Lever, or similar): permissions, offer workflows, and integrations.
- Have built AI workflows or automations that other people use every week. We'll ask you to tell us about one.
- Have led a systems implementation or migration, or a cross-functional project of similar size, from decision to adoption.
- Build the simplest thing that works. You'd rather ship a rough version this week and improve it with feedback than present a perfect plan next month.
- Design for everyone who'll use what you build, from a recruiting coordinator to an executive with thirty seconds to spare.
- Know recruiting from the inside. Full-cycle recruiting experience is a strong plus. At a minimum, you've worked shoulder to shoulder with recruiters and see your job as helping them win.
- Be comfortable getting things done across teams you don't manage: asking for what you need, giving people context, and saying no to work that doesn't matter.
- Experience with Ashby, an ATS migration, or Workday integrations is a strong plus.
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.
Total Rewards
The total rewards package at Mercury includes base salary, equity (stock options/RSUs), 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:
$154,200—$192,800 USD
US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area:
$138,800—$173,500 USD
Canadian employees (any location):
$145,800—$182,200 CAD