Senior Recruiter - Compliance

Mercury•Portland, OR

13d•$119,200 - $165,500

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 with leaders across these functions and own full-cycle recruiting for roles foundational to Mercury’s ability to operate and scale. As an embedded strategic partner, the recruiter will define specialized candidate profiles, navigate nuanced talent markets, and build teams that protect Mercury, its customers, and the broader financial ecosystem. The role involves sourcing for searches that may not have an established playbook, creating interview processes for new kinds of roles, and using market insights to identify candidates with experience spanning multiple disciplines. The recruiter will also help candidates understand the potential impact of working at Mercury. Recruiting responsibilities may flex across teams and role types as business priorities change. Mercury is a fintech company, not an FDIC-insured bank. Banking services are provided through Choice Financial Group and Column N.A., Members FDIC. The total rewards package includes base salary, equity in the form of stock options or RSUs, and benefits. Target new-hire base salary ranges are $132,400–$165,500 USD for US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area; $119,200–$149,000 USD for US employees elsewhere; and $125,100–$156,400 CAD for Canadian employees in any location. Offers are based 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.
Track record of recruiting 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 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 solve problems creatively, navigate ambiguity, and balance competing priorities across functions and role types.
Empathy, kindness, and care, and an interest in building diverse, inclusive, and 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 with 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, and connect hiring priorities to business needs.
Partner with hiring managers to define success, distinguish essential technical and domain expertise from skills that can be learned, 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 relationships with candidates and communicate a compelling, tailored account of their potential impact at Mercury.
Champion inclusive hiring practices and guide interview teams toward consistent, evidence-based decisions.
Lead recruiting for new and evolving roles, adding structure to ambiguous searches and adapting approaches as the search develops.
Use recruiting data to identify bottlenecks, strengthen pipelines, and improve hiring outcomes and candidate experience.
Adapt to shifting business priorities across teams and role types, bringing curiosity, urgency, and care to each search.