Beginnings matter. Whether someone is starting their career or joining a new company, their early experiences shape how quickly they find their footing and how far they can go. A great beginning gives people the context, skills, and confidence to do their best work.

As our Emerging Talent & Onboarding Program Manager, you’ll own that moment for nearly everyone who joins Mercury, across new hire onboarding, internships, and a new apprenticeship program. You’ll think as deeply about the experience people have as the systems behind the scenes that make it all work, and you’ll be a visible face of Mercury when people need support most. You’ll build programs that feel distinctly Mercury, using AI and your creativity to rethink how they work from the ground up.

*Mercury is a financial technology company, not an FDIC-insured bank. Banking services provided through Choice Financial Group and Column N.A., Members FDIC.

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

• Run new hire onboarding. Own the program end to end: the learning arc, facilitator coordination, cohort communications, and feedback. Partner with People Operations on preboarding so the experience starts before day one and every new hire’s first weeks feel useful and welcoming.
• Launch our new apprenticeship program. Design and own program operations and the apprentice experience: cohort programming, exec exposure, check-ins at each rotation, and partnerships with host teams.
• Strengthen our internship program. Build on what teams already run with a shared company-wide experience for interns, including onboarding, community, regular check-ins, and a clear point of contact.
• Support managers and mentors. Give the people hosting new hires, interns, and apprentices clear expectations and the resources to do it well.
• Build the systems behind the programs. Use AI, automation, and tooling to reimagine what each program can do, keep quality high as hiring grows, and adapt as the technology evolves. Use feedback and data to see what’s working and improve it.
• Tell the story of emerging talent. Partner with Recruiting, People Operations, and leaders across Mercury to show how we invest in people early in their careers.

You should:

• Have 3–5 years of experience building and running programs, ideally in Learning & Development, People programs, early-career talent, or onboarding.
• Be an excellent program manager. You turn ideas into plans, keep many moving pieces organized, and follow through from launch to iteration.
• Be a skilled facilitator. You’ve led sessions or trainings and can turn what people need to know into something they learn.
• Be hands-on with AI. You experiment with new tools, know when they help, and use them to rethink what our programs can do.
• Think in systems. You spot themes across pain points, trace them back to how the program is designed, and solve them systematically.
• Be creative and comfortable with ambiguity. Some programs are established, some are new, and you’re energized by figuring out what fits Mercury.
• Be a clear, warm communicator. You can welcome someone on day one, run a room, and write a crisp message. You own the details, ask good questions, and stay open to changing your mind.

Experience with early-career, university, internship, apprenticeship, or employee onboarding programs is a strong plus.

Location and on-site expectations

This role is hybrid and based in San Francisco, home of our apprenticeship program. You’ll spend time in the office with our apprentices and join workshops, programming, and other in-person moments. You’ll also support interns in San Francisco and New York, some in person and some remotely.

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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