Senior Recruiting Operations Partner

Mercury•Portland, OR

2d•$138,800 - $192,800

About The Position

Mercury is seeking a Senior Recruiting Operations Partner to own and improve the systems that support its recruiting team. Reporting to the Director of Recruiting and working day to day with the Staff Recruiting Operations Lead, this role will manage recruiting technology and integrations, lead major systems changes, and develop dependable AI workflows used across the team. It is a builder role with autonomy, and its work will affect hiring across the company. The role spans system strategy and implementation as well as daily operational support. The successful candidate will help recruiters and People Ops adopt changes, maintain useful and current recruiting documentation, and use AI tools to answer questions about hiring data and improve processes. Mercury builds financial products for ambitious companies and hires across engineering, sales, risk, operations, and other functions.

Requirements

At least 5 years of experience in recruiting or talent operations at a technology company.
Administrative-level ownership of an ATS such as Greenhouse, Ashby, Lever, or a similar platform, including permissions, offer workflows, and integrations.
Experience building AI workflows or automations that other people use weekly.
Experience leading a systems implementation or migration, or a similarly sized cross-functional project, from decision through adoption.
Ability to build and ship simple, useful solutions quickly and improve them using feedback.
Ability to design systems and resources for users with different needs, from recruiting coordinators to executives.
Knowledge of recruiting from the inside and experience working closely with recruiters to help them succeed.
Ability to work across teams without direct authority, communicate needs and context, and decline low-priority work.

Nice To Haves

Full-cycle recruiting experience.
Experience with Ashby.
Experience with an ATS migration.
Experience with Workday integrations.

Responsibilities

Own recruiting systems end to end, including the ATS, sourcing and scheduling tools, interview intelligence, and integrations with Workday and the headcount planning tool.
Lead major systems changes from vendor evaluation through data mapping, HRIS integration, cutover, and training.
Manage recruiting vendors, including contracts, renewals, costs, and assessing whether tools continue to provide value.
Maintain day-to-day recruiting operations, including permissions, offer workflows and approvals, troubleshooting, and answering questions from recruiters and People Ops.
Build dependable AI workflows for the recruiting team, test them against real examples, document them, and run them on schedules or triggers.
Build and maintain a recruiting context layer containing current process documentation, role documents, and playbooks that people and AI agents can use.
Work with IT, People Ops, Finance, and the AI team to implement changes and help the recruiting team adapt while maintaining speed.
Use AI tools with limited guidance to answer questions about hiring data and translate findings into process improvements.