Linus Yale patented the modern pin tumbler lock in 1861, and hotels took to it immediately. The clever part was never the lock; it was master keying. The same door opens for a guest with one key and the manager with another, each cut to a different depth of authority. It solved the problem every growing building has, and introduced a new one, because now a single key opens everything.

The hard part was never the lock. It's deciding who gets which key.

Mercury is built for the building class: those who act on their ambition, who see something that doesn't exist and decide to make it real with their time, money, and team; whether that's a side project or a scaling unicorn. We build the financial stack for them, backed by elegant and intelligent software meant to work from day one to scale.

The Users team owns who is allowed to do what: roles, permissions, invitations, and the authorization layer every other product team builds on. From a solo founder working with agents to an enterprise onboarding employees for spend without exposing banking* details, our job is to support that range while keeping the core product simple.

Every product Mercury adds brings new kinds of users and makes the model more capable. Getting this right is the difference between being a place founders bank and a financial stack companies run on.

* 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 identity, roles, permissions, and authorization end to end: granular enough for our most demanding customers, rigorous enough for our bank charter, and simple enough that most people never think about it
• Run it as a platform. Set how other product teams engage with yours, and make the layer they build on something that speeds them up rather than something they wait on
• Make it easier for a founder to bring their whole team onto Mercury: find out why they hesitate, and make invitation obvious, easy, and high-trust
• Shape where this space goes as our product ambition grows and the kinds of users we support change, agents among them

What we need from you: 

• 7+ years of relevant product management experience, preferably on horizontal product or platform teams accountable for identity, roles, and authorization
• Taste, and the judgment to balance product against platform. Permission models usually get more powerful by getting more complicated, and the opportunity here is to refuse that trade. This is arcane overhead at most companies; we'd like it to be a reason customers choose us
• Product teams should want you in the room early. On a platform team, being consulted before decisions are made is the difference between leverage and cleanup
• A point of view on agentic action, and on which parts of this get harder when the actor isn't a person
• A track record of turning ambiguity into a clear point of view, independently
• The ability to take complex problems end to end (research, design, engineering, GTM, stakeholder management) autonomously

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 (any location): $200,700 - $250,900 
• Canadian employees (any location): CAD 189,700 - 237,100 

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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