Until November 18, 1883, American railroads ran on dozens of local times. Noon in Chicago was 12:31 in Pittsburgh, and every railroad kept its own clock, so schedules collided and connections failed. That day the railroads agreed on four time zones, and clocks across the country stopped and restarted on a shared standard. Nothing about the trains changed. What changed was that everyone could finally plan against the same clock.
That is the job of the Staff Strategic Operations Program Manager for Go-to-Market (“GTM”) at Mercury.
Mercury builds the financial stack for ambitious businesses: banking*, cards, payments, credit, and the financial workflows that run on top of them. Our go-to-market organization spans Revenue, Marketing, Growth Product, and GTM Data, more than 200 people who acquire customers and help them use more of Mercury.
To do that, the four teams are building a shared GTM Engine: one view of the customer, every touchpoint logged, attribution everyone trusts, and Campaigns that share targeting and rules across channels. This role owns the whole program end to end. You would be that person, sitting on Mercury’s Strategic Operations team and embedded with GTM leadership.
*Mercury is a fintech company, not an FDIC-insured bank. Banking services provided through Choice Financial Group and Column N.A., Members FDIC.
What you’ll do:
Own the program
- Build and run the integrated plan for the GTM Engine across Growth Product, Growth Marketing, Revenue, and GTM Data: milestones, dependencies, critical path, and the handoffs between teams that no single team owns.
- Keep a living RAID log and decision log with clear owners. When a data signal slips and a campaign depends on it, you know first and arrive with options.
Drive decisions
- Drive decisions through ambiguity: clarify ownership, force tradeoffs into the open, and use productive conflict to get to the right answer
- Prepare GTM Review so leaders spend their time deciding rather than reconstructing status.
Build the operating system
- Design the planning cycles, reviews, and launch-readiness checks that let four teams work the same customer at the same time.
- Make the engine legible: dashboards, written updates, and a single source of truth that a marketer, a sales leader, and a data scientist can all read.
- Build automation and agentic flows to run programs with efficiency and high quality
What we’re looking for:
- 7+ years running cross-functional programs, ideally in B2B SaaS or fintech.
- GTM systems fluency. You have worked inside a CRM, lifecycle, CDP, or attribution stack (Salesforce, Customer.io, Segment, or equivalents) closely enough to know what is hard about getting a new signal into a rep’s or a marketer’s workflow.
- Structured thinking. You take disparate inputs (four leaders, three functions, dozens of docs) and turn them into one picture of what is happening and what needs deciding.
- Strong structured communication
- Bias to action. You pick up the unowned next step, you do not let ambiguity sit, and you go talk to whoever has the answer.
- Low ego. This is a behind-the-scenes role.
- AI fluency. You have already automated some of your own work and can show the before and after.
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.
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Total Rewards
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:
US employees in New York City, Los Angeles, Seattle, or the San Francisco Bay Area:
$199,900—$249,900 USD
US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area:
$179,900—$224,900 USD
Canadian employees (any location):
$189,000—$236,200 CAD