Railroads didn't change the world because tracks were laid once. What transformed commerce was the expansion of connected networks: routes multiplied, standards emerged, and usage deepened over time. That expansion didn't happen by accident. It was driven by people who identified where connections mattered most, built the systems to sustain them, and led the teams that made it all move.

Mercury is in that expansion phase now. The tracks are laid. The Account Development team exists to deepen usage across a growing customer base, and it's already working. As the team scales, we're adding a second Senior Manager to lead alongside an existing peer. You'll start with a small group of ADMs and build the team largely from scratch through your own hiring.

This is a role for someone who has done this before. You've led a team running an upsell or expansion motion, you know what a high-performing ADM looks like, and you've coached people to consistently hit targets in a high-velocity environment. You'll come in with a foundation already in place: established playbooks, a peer to collaborate with, and a track record of results to build on. Your job will be to take a team of Account Development Managers and drive them to the next level. You'll own your team's performance against expansion and adoption metrics, contribute to the continued evolution of how the function operates, and serve as a critical feedback loop from customers back into Mercury's product and roadmap.

What you'll do:

Lead and develop your team. Coach a team of Account Development Managers through structured 1:1s, call reviews, and account strategy sessions that drive real behavior change. Set clear standards for what great looks like across prioritization, customer engagement, expansion strategy, and follow-through, and hold the team to them. Hire and ramp new ADMs with clear expectations from day one.

Own your team's performance. Drive consistent attainment of expansion goals by tracking pipeline health, conversion rates, and leading indicators, then turning those insights into practical coaching plans. Keep expansion opportunities moving and step in when needed to unblock progress, reset momentum, or support high-stakes accounts directly.

Shape strategy and the go-to-market playbook. Define how the team identifies, prioritizes, and engages high-propensity accounts using product-usage data, lifecycle triggers, and predictive scoring. Continuously refine the balance between scalable one-to-many campaigns and high-touch engagements for top-value opportunities.

Lead cross-functionally. Serve as the primary Account Development voice with Product, Marketing, Data, and Revenue Operations, synthesizing customer feedback into actionable insights that influence roadmap and strategy, and partnering with Account Management Leadership to improve workflows and tooling as the team scales.

Who you are:

• Coachable and growth-oriented. You seek feedback, integrate it quickly, and can point to a clear improvement curve in how you lead.
• Treat coaching like a craft. You coach with structure and intent, and you can show concrete examples of changing rep behavior and improving expansion outcomes.
• Curious and practical. You diagnose root causes and bring a plan, not just problems.
• High ownership. You lead from the front and do the work needed to unblock progress for your team.
• Trust-building and direct. You give tough feedback early and professionally.
• Disciplined and accountable. You raise team execution by improving prioritization, time management, and follow-through across a high-velocity book of business.
• Comfortable with ambiguity. You help reps adapt quickly as customer segments, products, and go-to-market motions evolve.
• Collaborative. You work effectively across Sales, Marketing, Product, and post-sales teams to strengthen how the team executes and how Mercury serves its customers.
• Builder's mindset. Energized by creating structure and process in a fast-growing environment where the playbook is still being written.

Qualifications:

• 7+ years of experience in Growth Sales, Account Management, or Customer Expansion roles, with a consistent track record of hitting targets (FinTech experience a strong plus).
• 3+ years of people management experience leading quota-carrying teams running an upsell, expansion, or account growth motion (ideally in a scaling environment where the team and the playbook were both growing.
• Demonstrated success leading teams through growth: ramping new reps, maintaining performance through change, and sustaining quota attainment as headcount scales.
• Demonstrated success developing talent through hands-on coaching: call reviews, account strategy sessions, 1:1s, and clear performance standards.
• Strong operational discipline and comfort using data and reporting to guide coaching and execution.
• Comfortable with sales tech like Salesforce and Salesloft (or similar).
• A bachelor's degree or equivalent practical experience.
• Genuine interest in FinTech and helping founders and finance teams run better financial operations.
• Experience selling to or expanding relationships with founders and finance teams (controllers, finance managers, heads of finance) is a plus.
  
  

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: $220,800 - $276,000
• US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $198,700 - $248,40

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 for more information.] 

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