Onboarding Enablement Manager

Mercury is building a banking* stack for startups. Since we launched Mercury in 2019, our customer base has grown to over 100,000 startups and small businesses from all around the world. We're looking for an Onboarding Enablement Manager to join our team and help scale a net-new, foundational function that supports our Onboarding team’s continued growth and operational excellence.

This person will oversee our existing Quality Control (QC) specialist team and will also be responsible for establishing a new Learning & Development (L&D) team for Onboarding. You’ll build the foundational structure, policies, and rituals for both QC and L&D, ensuring they’re strong partners to our rapidly growing internal team and external BPO partners. This is a high-impact opportunity for someone who thrives in ambiguity, enjoys building new functions from scratch, and is passionate about quality, learning, and team development.

*Mercury is a financial technology company, not a bank. Banking services provided through Choice Financial Group, Column N.A; and Evolve Bank & Trust; Members FDIC.

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

• Lead and grow the Onboarding Enablement function, starting with our existing QC Specialists and building out a brand new L&D team 
• Define team structure, roles, and responsibilities across QC and L&D & identify and hire necessary new roles and team members as Onboarding scales.
• Manage and mentor a group of senior ICs, ensuring you provide clear expectations, goal-setting, and coaching to support their development. 
• Establish and continuously improve key policies and workflows for both QC and L&D, including quality review structures, training programs, and ongoing enablement practices.
• Develop and maintain structured “keep-the-lights-on” rituals that ensure consistency, accountability, and operational excellence across both internal and BPO teams.
• Work collaboratively and build strong relationships with cross-functional teams & Onboarding team leads to ensure enablement efforts are strategic, scalable, and aligned with business needs.
• Track and report on the impact of Enablement initiatives, using data and stakeholder feedback to drive continuous improvement and inform future strategy.

You should:

• Have 3 years of experience in L&D, quality control, or enablement roles—ideally in a startup environment—with a strong grasp of developing scalable processes and programs
• Bring at least 2 years of people management experience, including hiring and developing senior individual contributors
• Thrive in ambiguity and be motivated by the opportunity to build new functions from the ground up
• Have experience in process improvement, cross-functional stakeholder management, and creative problem-solving
• Excel at managing multiple projects and priorities, with strong organizational and execution skills
• Communicate clearly and confidently, both in writing and verbal settings
• Demonstrate strong ownership and bring a thoughtful, empathetic leadership style
  
  

The total rewards package at Mercury includes base salary, equity (stock options), 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: $120,600 - $150,700
• US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $108,500 - $135,600
• Canadian employees (any location): CAD $113,900 - $128,200

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.

#LI-AR1