Recruiter - Sales

Jeff Bezos once said that the single most important thing is to focus obsessively on the customer. At Mercury, that shows up most clearly in our Sales and Customer Experience teams—the people responsible for how founders first experience our product and how they’re supported as they grow.

Every hire on these teams has an outsized impact on how we build trust with our customers and how we scale. We’re looking for a Recruiter who can help shape that impact by translating business needs into thoughtful, high-quality hiring.

This role is an important part of Mercury’s growth this year. As a hiring partner supporting Sales, Partnerships, and Revenue Operations, you’ll help scale our GTM organization by driving searches forward and delivering strong candidate pipelines. You’ll partner closely with hiring managers, execute on well-defined hiring strategies, and contribute to how recruiting operates as we continue to grow.

We’re looking for someone who is organized, proactive, and comfortable owning their workstreams end-to-end. You should be excited to learn quickly, operate with autonomy, and contribute to building effective, scalable recruiting practices.

What you’ll do

• Partner with hiring managers and senior recruiters to execute hiring strategies for Sales and GTM roles
• Own full-cycle recruiting for assigned roles, including sourcing, screening, coordination, and offer support
• Build and manage candidate pipelines, ensuring a high-quality and efficient candidate experience
• Communicate clearly and consistently with stakeholders on pipeline health, progress, and blockers
• Identify and engage strong candidates through sourcing and inbound channels
• Represent Mercury to candidates, sharing our mission, culture, and the opportunity to join a growing GTM organization
• Contribute to improving recruiting processes, tools, and coordination across the team
• Maintain strong attention to detail while managing multiple roles and priorities simultaneously

What you’ll need

• Experience recruiting or supporting hiring in a fast-paced environment (GTM or similar functions preferred)
• Strong organizational and execution skills, with the ability to manage multiple searches independently
• Comfort with full-cycle recruiting fundamentals, including sourcing, screening, and candidate management
• Ability to build relationships with hiring managers and candidates through clear and thoughtful communication
• A proactive, self-starter mindset with a willingness to learn and take ownership
• Ability to operate with some ambiguity while following established processes and guidance

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: $107,400 - $120,900
• US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $96,700 - $108,800
• Canadian employees (any location): CAD 101,500 - 114,200

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-AS1