Recruiting Systems and Analytics Lead

In 1973, Peter Drucker wrote that “what gets measured gets improved,” a reminder that data only becomes powerful when it is organized, accurate, and actually used. A system can store information, but it takes structure and clarity for that information to drive action. The real challenge is creating systems that capture what matters, ignore what does not, and help people make better decisions without getting lost in the noise.

At Mercury, we are building the financial stack that empowers ambitious companies to operate with speed and confidence. As our product expands and our hiring needs grow, our recruiting systems and data need to evolve just as quickly.

We are looking for a Recruiting Systems and Analytics Lead to build and maintain the infrastructure that powers how we hire. In this role, you will own our core recruiting tools, design the data flows that connect them, and create the dashboards and insights that help our Recruiting, Finance, and People teams make thoughtful and informed decisions.

What you’ll do

• Own and improve Mercury’s recruiting systems (Greenhouse, Ashby, GoodTime) and their integrations with Lattice, Workday, Caro, and other tools.

• Build and automate data pipelines so hiring plan, funnel, and performance data stay consistent across systems.

• Analyze recruiting data to spot patterns, diagnose issues, and find ways to speed up and strengthen our hiring.

• Create and maintain dashboards that show time to fill, funnel health, quality of hire, interviewer performance, and hiring plan progress.

• Partner with Recruiting Operations, Finance, and People Ops to keep headcount and variance reporting accurate.

• Improve data hygiene through audits, validation rules, and helpful automation.

• Report on core programs, including interviewer training, referrals, DEIB, and tool governance.

• Lead AI and automation projects that reduce manual work and improve data quality.

• Turn complex data into clear recommendations for recruiting leaders and Mercury leadership.

• Act as a technical partner to recruiting leads and help them use dashboards and forecasts on their own.

You should have:

• 5 - 8 years of experience in Recruiting Operations, Recruiting Systems, Recruiting Analytics, or a similar role.

• Advanced Excel and Google Sheets skills, both in analyzing data and translating it into insights. SQL knowledge is a bonus.

• Experience building dashboards in Tableau, Looker, or a similar BI tool.

• Deep familiarity with administering or optimizing recruiting systems (Greenhouse, Ashby, Workday, or comparable ATS tools).

• Strong understanding of recruiting processes, data structures, and system dependencies.

• Excellent communication skills, with the ability to simplify technical concepts for non-technical partners.

• A strong eye for improving processes and the ability to use AI to automate.

• A proactive, systems-oriented mindset and interest in improving how teams operate through automation and data.

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 the New York City or San Francisco Bay Area: $151,000 - $188,700

• US employees outside of the New York City or San Francisco Bay Area: $135,900 - $169,800

• Canadian employees (any location): CAD 142,700 - 178,300

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 for more information.]

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