Senior Recruiter - Compliance

Mercury•San Francisco, NY

12d

About The Position

Mercury is seeking a Senior Recruiter to hire Infosecurity, Compliance, Risk, and Data Governance professionals who will support the company’s growth. The recruiter will partner directly with leaders in these functions and own full-cycle recruiting for roles that are foundational to Mercury’s ability to operate and scale. As an embedded strategic partner, this person will define specialized profiles, navigate nuanced talent markets, and build teams that protect Mercury, its customers, and the broader financial ecosystem. The role involves recruiting for searches that may not have an established playbook. The recruiter will use creative sourcing, design thoughtful interview processes for new types of roles, and apply market insights to identify candidates with experience spanning multiple disciplines. The position may flex across teams and role types as business priorities change, including support for engineering and broader Compliance and Risk searches. Mercury is a fintech company, not an FDIC-insured bank. Banking services are provided through Choice Financial Group and Column N.A., Members FDIC. Mercury is an Equal Employment Opportunity employer and is committed to providing reasonable accommodations during recruitment for applicants with disabilities or special needs. Total rewards include base salary, equity (stock options/RSUs), and benefits. New hire offers depend on experience, expertise, geographic location, and internal pay equity.

Requirements

At least 4 years of full-cycle recruiting experience and at least 5 years of overall experience in a talent, people, or HR-equivalent function.
A track record of hiring for technical or quantitative roles in areas such as compliance analytics, data science, information security, or related functions.
Direct experience recruiting for compliance and risk teams within fintech or financial services, with an understanding of how domain knowledge and regulatory requirements shape searches.
Ability to learn technical concepts, discuss candidate backgrounds with specialized hiring teams, and translate complex requirements into effective sourcing and assessment strategies.
Willingness and ability to take on engineering searches when needed, including information security engineering roles.
Experience partnering with senior leaders and executives, influencing hiring decisions, and serving as a trusted advisor throughout a search.
Strong sourcing and networking skills, including the ability to build pipelines for specialized, emerging, or confidential hiring needs.
Ability to navigate ambiguity, solve problems creatively, and balance competing priorities across functions and role types.
Empathy, kindness, and care, with an interest in building diverse, inclusive, high-performing teams.
Clear and precise communication, with a strong sense of urgency and ownership.
Interest in improving workflows through thoughtful use of data, automation, AI, and process improvements.
Experience using recruiting tools such as LinkedIn Recruiter, Greenhouse, Gem, Ashby, Metaview, or similar.

Nice To Haves

Prior experience recruiting engineers.

Responsibilities

Own full-cycle recruiting for technical and analytical roles across teams such as Risk Strategy, Compliance Data Modeling and Analytics, and Information Security, with flexibility to support engineering and broader Compliance and Risk searches.
Develop a deep understanding of Mercury’s products, business model, and risk and regulatory environment to connect hiring priorities to business needs.
Partner with hiring managers to define success, distinguish essential technical and domain expertise from learnable skills, and design thoughtful interview processes.
Build targeted sourcing strategies for niche talent pools, including candidates with backgrounds in data science, analytics, security, engineering, and financial services.
Advise hiring leaders using talent mapping, market insights, and recruiting data to inform hiring decisions and calibrate expectations.
Build lasting candidate relationships and communicate a tailored account of potential impact at Mercury.
Champion inclusive hiring practices and guide interview teams toward consistent, evidence-based decisions.
Lead recruiting for new and evolving roles, bringing structure to ambiguous searches and adapting the approach as needed.
Use recruiting data to identify bottlenecks, strengthen pipelines, and improve hiring outcomes and candidate experience.
Flex across teams and role types as business priorities shift.