Ongoing Due Diligence Enablement Manager

Overview Ongoing Due Diligence Enablement Manager role at Mercury. Mercury is building a banking stack for startups. Since 2019, Mercury has grown to serve over 100,000 startups and small businesses worldwide. The role supports scaling a foundational function that enables the Ongoing Due Diligence (ODD) team with continued growth and operational excellence. The role will oversee the existing Quality Control (QC) specialist team and establish a new Learning & Development (L&D) team for ODD, building the foundational structure, policies, and rituals for both QC and L&D as strong partners to internal teams 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. Responsibilities Lead and grow the ODD Enablement function, starting with existing QC procedures and building out a brand new L&D team. Oversee the integration of the L&D and QC functions with external BPO partners. Define team structure, roles, and responsibilities across QC and L&D; identify and hire necessary roles as ODD scales. Manage and mentor senior ICs, providing clear expectations, goal-setting, and coaching to support development. Establish and continuously improve key policies and workflows for QC and L&D, including quality review structures, training programs, and enablement practices. Develop and maintain structured rituals to ensure consistency, accountability, and operational excellence across internal and BPO teams. Collaborate with cross-functional teams and ODD 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. Qualifications 3+ years of experience in L&D, quality control, or enablement roles, ideally in a startup environment, with a strong grasp of scalable processes and programs. At least 2 years of people management experience, including hiring and developing senior individual contributors. Experience working with BPO partners. Ability to thrive in ambiguity and build new functions from the ground up. Experience in process improvement, cross-functional stakeholder management, and creative problem-solving. Strong project management, organizational and execution skills. Clear and confident written and verbal communication. Ownership mindset with a thoughtful, empathetic leadership style. Compensation and Benefits The total rewards package includes base salary, equity (stock options), and benefits. Salary and equity ranges are competitive within the SaaS and fintech industry and updated using reliable compensation data. New hire offers are based on experience, location, and internal pay equity. Target base salary ranges for this role: US employees in NYC, LA, Seattle, or the SF Bay Area: $120,600 - $150,700 US employees outside these areas: $108,500 - $135,600 Canadian employees (any location): CAD $113,900 - $128,200 Equal Opportunity Mercury values diversity and belonging and is proud to be an Equal Employment Opportunity employer. All individuals seeking employment 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. Reasonable accommodations are provided throughout the recruitment process for applicants with disabilities or special needs. If you need assistance, please contact your recruiter. We use Covey as part of our hiring process for jobs in NYC and certain features may qualify it as an AEDT. As part of the evaluation, Covey receives job requirements and candidate applications. Covey Scout for Inbound was adopted on January 22, 2024. An independent bias audit report covering our use of Covey is available. #J-18808-Ljbffr