Back to jobs
New

Head of AML Advisory

San Francisco, CA, New York, NY, Portland, OR, or Remote within Canada or United States

Mercury is building a complete finance stack for startups. We work hard to create the easiest and safest banking* experience possible to simplify entrepreneurs' and business owners’ financial lives. The challenge is to do so while ensuring we protect Mercury, customers and the broader financial ecosystem from bad actors and harmful, illegal or unauthorized activities. 

Mercury*, while not a bank itself, is an important part of the U.S. financial ecosystem. Mercury provides banking services to ambitious entrepreneurs, and in so doing, must play a part in also working to root out bad actors and prevent them from accessing or abusing the U.S. financial system. 

The BSA/AML & Sanctions compliance team serves as the oversight function for the overall AML & Sanctions program. As the Head of AML Advisory, you will drive and own day-to-day advisory and support of Mercury’s BSA/AML program spanning Know Your Customer (KYC), Transaction Monitoring, emerging risk, and customer supportability. This leadership role will report to Mercury’s BSA Officer and will require significant cross-functional engagement with our risk strategy and operations functions, product managers, engineers, and external financial partners. 

*Mercury is a financial technology company, not a bank. Banking services provided by Choice Financial Group, Column N.A., and Evolve Bank & Trust, Members FDIC.

As part of the journey, we would expect you to:

  • Help to develop Mercury’s BSA/AML program, including supporting policy, control, and training development 
  • Work closely with the BSA/AML and Sanctions Compliance Officer, existing operational AML/BSA and KYC teams, and Product Compliance managers on aligning policies with implementation and addressing escalation
  • Partner across Compliance, Risk, Legal, and Product, among other teams, to help guide Mercury’s growth in a highly-regulated space
  • Support the creation of governance structures for the overall program
  • Serve as a champion and conduit for BSA/AML and KYC priorities across the company, and provide advisory to business partners as needed 
  • Help set and drive vision for how compliance can not only help protect Mercury, but serve as a differentiator and competitive advantage 
  • Support the strategic goals of the Compliance function while still operating in the weeds on key compliance initiatives 
  • Maintain an inventory of BSA/AML requirements; execute gap assessments and change management assessments as required, to ensure compliance with expectations from regulators, partner institutions, and Mercury’s policies 
  • Support the execution of the AML/BSA and KYC Risk Assessments

There are lots of paths that could lead you to be successful in a role like this; we think the strongest candidates will have some of this experience:

  • Have a minimum of 7+ years experience building and designing BSA/AML governance and policy programs at fintechs, traditional financial institutions, or ideally both 
  • Possess deep knowledge of BSA/AML and other applicable regulatory frameworks (e.g., FFIEC, SAR, CTF, FATF, etc.) 
  • Have a strategic and entrepreneurial mindset with an ability to identify emerging compliance trends and risks, ensuring we stay ahead of the curve
  • Care deeply about the founders and entrepreneurs that we serve, while also having a strong commitment to BSA/AML compliance
  • Be an excellent communicator, with the ability to break down complex requirements into easy-to-understand and practical systems
  • Be comfortable operating in a highly-regulated, rapidly evolving, and sometimes ambiguous environment
  • Love collaborating with talented professionals across many disciplines within Mercury, from Product, Design, Engineering, Marketing, and more

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: $224,700 - $264,300
  • US employees outside of the New York City, Los Angeles, Seattle or the San Francisco Bay Area: $202,200 - $237,900

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-DNI

 

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.