Back to jobs

Senior Legal Operations Specialist

West Coast and Central Timezones - Remote within Canada or United States

Please note: Open to hiring remotely across the US and Canada, West Coast and Central timezones preferred.

We’re on the search for an experienced Senior Legal Operations Specialist to become an essential part of our growing team at Mercury! As the third member of our Legal Operations team, you will play a pivotal role in molding and expanding this crucial function and you will have the opportunity to make a lasting impact. Your role will involve overseeing the day-to-day operations, supporting projects across the full range of subject matter supported by Mercury's Legal team, optimizing processes, implementing technology systems, managing outside counsel and spend, and otherwise helping the Legal team to scale.

If you're looking to contribute to a team where your efforts are recognized and you can truly make an impact, and if you’re passionate about bringing order to the often chaotic legal landscape, we'd love to hear from you and create something amazing together!

What You’ll Be Doing:

Operations

  • As the first point of contact for all legal requests, you’ll proactively manage tasks, gather essential information, and efficiently delegate to the appropriate attorney.
  • From redlining documents to maintaining organized files and managing term updates, you’ll be the backbone of the Legal team, keeping our operations streamlined and effective.
  • You’ll track and analyze legal metrics, spending, and incoming requests to transform data into actionable insights, supporting strategic decision-making.
  • Help grow our Legal team, not just in size, but in spirit. You’ll onboard new hires, build strong cross-functional relationships, and organize annual team retreats and engaging events to foster a connected legal presence at Mercury. 

Finance & Outside Counsel Management 

  • Build and maintain strong relationships with outside counsel, ensuring quality service and cost-effectiveness.
  • Enforce Mercury engagement letters, billing guidelines and pricing discounts. 
  • Address invoicing questions and issues from both outside counsel and internal teams.
  • Support accounting processes and requirements, including allocations, accruals, and budgeting as needed.
  • Track and report on legal spend and budgets, providing insights that help us stay efficient.

Strategic Knowledge Management 

  • Centralize the Legal team’s institutional knowledge by maintaining standard operating procedures and playbooks, ensuring easy access for all team members.
  • Track and manage our semi-annual team objectives for reporting to the company.
  • Create helpful resources and training materials to make sure everyone’s up to speed on our systems and processes.

Technology & Innovation 

  • Drive the Legal department’s tech strategy, overseeing the full lifecycle of third-party technology—from selection through maintenance.
  • Manage day-to-day updates, troubleshooting, and vendor relationships.
  • Provide training and support for all legal tech, ensuring everyone gets the most out of our tools.
  • Stay ahead of legal tech trends, recommending new tools that boost efficiency.

Qualifications:

  • 5+ years of experience in Legal Operations, as a paralegal, or similar role within an in-house legal department or law firm.
  • Proficient in productivity and legal tech platforms, including Slack, Google Suite, DocuSign, Adobe, SimpleLegal, Zip, and contract management software.
  • Proven experience in project management, effectively collaborating with cross-functional teams to lead large-scale projects from inception to completion.
  • Highly organized, detail-oriented, and skilled at multitasking in fast-paced environments.
  • Strong communicator with excellent interpersonal skills, capable of handling complex requests with a creative, problem-solving approach.
  • Resourceful, proactive, and driven to make a positive impact, always ready to support the team!

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: $163,500 - 188,700
  • US employees outside of New York City, Los Angeles, Seattle, or the San Francisco Bay Area: $147,200 - 169,800
  • Canadian employees (any location): CAD 148,800 - 175,000

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 here.

#LI-EG1

 

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Upload anything

Accepted file types: pdf, doc, docx, txt, rtf

Past work, references, side projects, fun facts, recent poetry, etc.

Select...

Please list city and state/province (San Francisco, California, Toronto, Ontario, etc.) 

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Mercury’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.