Senior Sourcer - Sales

Mercury is building financial products to help startups and small businesses scale. Turns out this requires a lot of talented people, so we’re looking to add a Senior Business Sourcer to our team.

As a key talent partner to several leaders across Go-to-Market (GTM), you’ll focus on building strong pipelines of exceptional candidates across Sales, Relationship Management, Partnerships, Marketing, and beyond. You will tackle niche, complex searches by employing strategic and innovative sourcing techniques, ensuring Mercury can scale effectively and strengthen our GTM motion.

Here are some things you’ll do on the job:

• Develop a deep understanding of Mercury’s values, brand, and product
• Partner with recruiters and hiring managers to understand GTM hiring needs and target profiles
• Build and manage strong pipelines of passive talent through creative sourcing strategies
• Make a friendly first impression on candidates and (no pressure) act as the living embodiment of our cultural values
• Own the top-of-funnel pipeline by identifying, engaging, and nurturing top GTM talent
• Share market insights, candidate trends, and pipeline data with hiring partners
• Champion diversity and inclusion by designing sourcing strategies that expand representation
• Experiment with new sourcing channels and analyze their effectiveness
• Collaborate with recruiters to ensure candidates have a seamless experience throughout the interview process
• Stay up to date on company priorities and updates, aligning sourcing priorities accordingly
  
  

You should:

• Have 5 years of sourcing experience, ideally with exposure to full-cycle recruiting
• Have deep experience sourcing for GTM orgs (Sales, Partnerships, etc.), with an emphasis on higher-volume roles
• Have experience influencing and partnering with multiple executive stakeholders
• See yourself as an expert sourcer and enjoy seeking out passive talent
• Have an almost psychic level of empathy and intuition
• Communicate with clarity, thought, and precision
• Enjoy building diverse, inclusive, and high-performing teams
• Think about how to automate as much of your job as possible
• Have experience with tools such as LinkedIn Recruiter, Covey, Gem, or similar
• Keep track of what you’re working on even when you’re juggling a hundred different things
• Use creativity while working within difficult constraints
  
  

The total rewards package at Mercury includes base salary, equity, 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:

• US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $132,400 - $149,000
• US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $119,200 - $134,100
• Canadian employees (any location): CAD $125,100 - $140,800
  
  

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 Covey Scout for Inbound on January 22, 2024. Please see the independent bias audit report covering our use of Covey here.