Senior Recruiting Operations Partner

At 5:00 a.m. on September 3, 1967, every driver in Sweden moved from the left side of the road to the right. The switch took a morning. Getting ready took four years of public education, and road signs across the country were swapped in one coordinated push. And the roads got safer.

The hard part of a big change is the getting ready: helping people trust something new, then making it feel obvious afterward. That's the heart of recruiting operations at Mercury.

And you'll take our AI work from a set of useful skills to something the whole team runs on. This is a builder role with real autonomy, and what you ship will show up in every hire Mercury makes.

*Mercury is a fintech company, not an FDIC-insured bank. Banking services provided through Choice Financial Group and Column N.A., Members FDIC.

Here are some things you'll do on the job

• Own our recruiting systems end to end: the ATS, sourcing and scheduling tools, interview intelligence, and the integrations that connect them to Workday and our headcount planning tool.
• Lead large systems changes as the accountable owner, from vendor evaluation through data mapping, the HRIS integration, cutover, and training.
• Manage our recruiting vendors: contracts, renewals, costs, and whether each tool still earns its place.
• Keep the day-to-day running: permissions, offer workflows and approvals, troubleshooting, and the steady stream of "how do I..." questions from recruiters and People Ops. No question is too small.
• Build AI workflows the team relies on, and make them dependable: tested against real examples, documented, and running on schedules or triggers instead of someone's open laptop.
• Build and maintain the recruiting context layer, a clean, current home for process docs, role documents, and playbooks that people and AI agents can both find answers in.
• Work with IT, People Ops, Finance, and our AI team to get changes made, and help the recruiting team absorb a lot of change without losing speed.
• Answer questions about our hiring data with AI tools and little guidance, and turn what you find into changes in how we work.

You should

• Have 5+ years in recruiting or talent operations at a tech company, including admin-level ownership of an ATS (Greenhouse, Ashby, Lever, or similar): permissions, offer workflows, and integrations.
• Have built AI workflows or automations that other people use every week. We'll ask you to tell us about one.
• Have led a systems implementation or migration, or a cross-functional project of similar size, from decision to adoption.
• Build the simplest thing that works. You'd rather ship a rough version this week and improve it with feedback than present a perfect plan next month.
• Design for everyone who'll use what you build, from a recruiting coordinator to an executive with thirty seconds to spare.
• Know recruiting from the inside. Full-cycle recruiting experience is a strong plus. At a minimum, you've worked shoulder to shoulder with recruiters and see your job as helping them win.
• Be comfortable getting things done across teams you don't manage: asking for what you need, giving people context, and saying no to work that doesn't matter.
• Experience with Ashby, an ATS migration, or Workday integrations is a strong plus.