Credit Union Vice President (VP) of Lending Search Firm

This role requires a direct balance between aggressive loan growth and strict credit risk management. You need a leader who manages the full loan lifecycle while maintaining specific asset quality metrics. The person handles departmental operations, credit policy adherence, and staff oversight daily.

We prioritize candidates who demonstrate clear control over their loan portfolio performance. We look for concrete examples of how they adjusted lending criteria during different economic cycles to protect the institution. They must handle staff training and process improvements without slowing down the core business.

When interviewing, we ask: How do you handle a loan that does not fit your standard box but has strong relationship value? Tell us about a time your credit culture caused a dispute with the sales team. How do you measure the productivity of your lending staff beyond just total volume?

Define the exact decision rights for this role before we start interviewing. You must clarify if this leader has full autonomy over loan pricing exceptions or if they function purely as an implementer of existing board policies. Ask candidates to walk you through a specific loan file they personally rejected that their previous manager tried to push through. Listen for their specific justification based on asset quality versus relationship value. If they cannot explain their logic clearly, they lack the independence required for this position. Do not accept vague descriptions of their previous lending authority. Demand a breakdown of the specific loan size limits they exercised in their last role compared to the limits defined for this vacancy. Probe how they resolve conflicts between the risk department and the business development team during high-pressure cycles. Ask them to describe the specific data sets they use to monitor portfolio health in real time beyond standard quarterly reports. If they rely solely on automated dashboards without performing manual file reviews, they are not suited for this level of oversight. We need someone who spots operational trends through granular analysis rather than summary reports. Confirm their understanding of the specific NCUA compliance nuances that affect your current product mix. A candidate who struggles to identify these variables will fail to manage your regulatory burden effectively. Validate their past approach to correcting team mistakes and implementing new origination workflows.