Technical Recruiter - Engineering & Data

Mercury•Portland, OR

3d•$96,700 - $120,900

About The Position

Mercury is a fintech company that builds financial products and services for modern businesses. The Technical Recruiter will own a focused set of engineering and data searches from kickoff through close, partnering closely with hiring managers and influencing the teams that build Mercury’s products and customer experience. The role involves full-cycle recruiting, proactive sourcing, stakeholder communication, offer strategy, and delivering a thoughtful, transparent candidate experience. Recruiters may also support hiring efforts in other areas of the business as needed. Mercury’s total rewards package includes base salary, equity (stock options/RSUs), and benefits. Target new-hire base salary ranges are $107,400–$120,900 USD for US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area; $96,700–$108,800 USD for US employees elsewhere; and $101,500–$114,200 CAD for Canadian employees. Offers are based on experience, expertise, geographic location, and internal pay equity.

Requirements

1–3 years of experience as a technical recruiter supporting engineering or data teams.
Strong sourcing skills that go beyond LinkedIn Recruiter.
Curiosity about the products and teams supported, and a strong understanding of how the roles being recruited for drive impact.
Strong alignment with Mercury’s values and the ability to represent them authentically to candidates and teammates.
Commitment to building diverse, inclusive, and high-performing teams, with empathy, kindness, and care.
Strong sense of urgency and ownership.

Responsibilities

Own full-cycle recruiting for engineering and data roles, from kickoff to close.
Build and maintain strong, healthy pipelines across multiple roles simultaneously.
Proactively and creatively source candidates to engage top technical talent.
Develop a deep understanding of Mercury’s products, engineering challenges, and team needs.
Communicate pipeline health, progress, blockers, and recruiting timelines clearly and consistently to stakeholders.
Own offer strategy and closing for assigned searches.
Deliver a thoughtful and transparent candidate experience from first contact through final decision.
Support hiring efforts across other areas of the business as needed.