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Senior Recruiter - Sales

April 29, 2026

At Mercury, we believe building a great company starts with the people who represent it. Our Sales and Customer Experience teams sit at the center of our mission—serving as the bridge between our product and the founders we support. We’re looking for a Senior Recruiter who knows how to translate ambitious business goals into thoughtful, high-impact hiring. This role is critical to Mercury’s growth this year. As the primary hiring partner for leaders across Sales, Partnerships, and Revenue Operations, you’ll help scale our GTM organization during a formative stage. You’ll influence senior, opinionated stakeholders, design hiring strategies for complex roles, and help shape how recruiting operates as we continue to grow. While this role does not involve direct people management, you’ll operate as a leader on the recruiting team by mentoring others and setting the bar for excellence. We’re looking for someone who is comfortable with ambiguity, moves with urgency, and brings a no-task-too-small mindset to building durable systems from the ground up. <h3>What you’ll do</h3> <ul> <li>Serve as a trusted hiring partner to Sales leadership, advising on role design, hiring strategy, and execution for critical initiatives</li> <li>Own full-cycle recruiting for high-impact GTM roles, from sourcing through close, with a focus on candidates who thrive in fast-paced environments</li> <li>Influence and align senior, opinionated stakeholders through data, judgment, and clear communication</li> <li>Mentor and support members of the recruiting team, sharing best practices and helping manage high-volume pipelines Continuously improve recruiting efficiency by refining processes, tools, and candidate experience without compromising quality</li> <li>Represent Mercury to top-tier candidates, clearly articulating our mission, culture, and the opportunity to help build a sales organization in its early stages</li> <li>Maintain a strong bias toward results, bringing resilience and creativity to niche searches and urgent hires</li> </ul> <h3>What you’ll need</h3> <ul> <li>Significant experience recruiting for GTM roles in high-growth environments, with a proven record of impact</li> <li>Deep expertise in full-cycle recruiting, including creative sourcing and closing complex offers</li> <li>Strong stakeholder management skills, with the ability to influence through trust, transparency, and insight Comfort operating in ambiguity and building structure where none exists yet A hands-on, self-starter mindset with a willingness to do whatever the moment requires</li> <li>Clear, thoughtful, and precise communication skills</li> </ul> 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: <ul> <li>US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $163,000 - $203,800</li> <li>US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $146,700 - $183,400</li> <li>Canadian employees (any location): CAD 154,100 - 192,600</li> </ul> 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 <a href="https://getcovey.com/product/covey-scout-inbound">Covey Scout for Inbound </a>on January 22, 2024. <a href="https://getcovey.com/nyc-local-law-144">[Please see the independent bias audit report covering our use of Covey for more information.]</a> #LI-AS1

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...