Finance role
Loan Setup and Disclosure Specialist Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Determine if you need someone to stop your underwriters from wasting time on incomplete files by verifying initial borrower data against state and federal regulatory timelines.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
- Controller
- CFO
- VP Finance
- FP&A Director
- Accounting Manager
- Director of Accounting
- Assistant Controller
- Tax Director
- Treasury Manager
- Internal Audit Director
- Senior Accountant
- Financial Analyst
- Head of Financial Reporting
- Commercial Lender
- Chief Credit Officer
- Business Systems Finance Lead
- No upfront fee
- Pay only if you hire
- Accounting, finance, banking and insurance
- We reach people who aren’t on job boards
- Replacement terms on standard searches
01
What does this hire really come down to?
This role stops your underwriters from wasting time on incomplete files. They must collect accurate initial borrower data and verify that all required disclosures meet state and federal regulatory timelines. Speed here prevents later rescission risks.
Your new hire handles the intake of raw loan applications. They order credit reports, appraisals and flood certifications immediately. They check that the data entered into the Loan Origination System matches the source documents provided by the borrower.
Ask candidates how they track disclosure expiration dates. Ask for their specific process when an appraisal report conflicts with the application data. Ask how they reconcile a Loan Estimate against changed circumstances during the initial file setup stage.
During the scope conversation you must define the exact balance between administrative file preparation and active disclosure management. Ask the candidate to walk you through their last ten files. Request that they identify the specific moment they realized a file was missing a signature or had inconsistent income data. A candidate who struggles to name a specific document audit failure is a red flag. Press them on how they verify the Loan Estimate against the initial application. If they cannot explain why they requested a specific credit supplement, they lack necessary depth. Discuss the current LOS setup in your office. Ask if they prefer manual entry or automated data validation and why. Verify if they understand how state-specific disclosure requirements change their daily output targets. When discussing volume, clarify if they track their own error rates or rely on management to find mistakes. A candidate who keeps a personal log of corrections they caught before submission demonstrates high attention to detail. This level of evidence proves they will protect your underwriting pipeline from avoidable delays. We only advance those who provide clear, repeatable examples of these specific file integrity tasks.
02
What do we check before you see anyone?
We verify current familiarity with major LOS platforms like Encompass or Byte. We confirm they know the standard document workflows for conventional, FHA, and VA products. We look for a history of managing high-volume pipelines without missing compliance triggers.
We audit their recent record for error rates on initial disclosures. We confirm their knowledge of TRID requirements. We test their ability to identify missing signatures or inconsistent borrower information before the file reaches underwriting.
We check their previous communication logs with loan officers to see how they request missing items. We confirm they understand the difference between a pre-qualification and a full loan application. We look for consistent tenure in recent mortgage roles.
We test their ability to read credit reports. We request examples of conditions they cleared in recent files. We inspect their work with DU or LPA output findings.
We confirm they have experience working under specific state licensing requirements for disclosure issuance. We verify they can perform manual input for income and asset validation. We check if they have worked in both retail and wholesale environments.
We confirm their availability for the specific workflow demands of your branch. We verify they have handled initial setup for purchase files versus refinance files. We look for candidates who flag issues early rather than pushing incomplete files forward.
03
Where do we find them?
We search inside existing mortgage lenders, retail bank mortgage departments, and independent mortgage banks. We look for individuals currently in setup or junior processing roles who want more specialized control over disclosures.
Candidates move when their current firm reduces the volume of purchase business or automates away the setup function. They move when they want to specialize in complex disclosure workflows rather than general processing. They move for better access to specific LOS tools or when their office closes branches.
04
Which hiring mistakes should you watch for?
- 01Hiring someone who expects to be a full processor immediately without doing setup work first.
- 02Ignoring errors on disclosure logs because the candidate claims to have done high volume.
- 03Accepting a candidate who cannot explain the regulatory reasoning behind a specific disclosure trigger.
05
The search in three steps
- 01We identify setup specialists with direct LOS experience and validated disclosure accuracy records.
- 02We interview candidates on file intake protocols and their handling of regulatory compliance timelines.
- 03We present only those candidates who match your specific volume, loan product, and state requirements.
How your Loan Setup and Disclosure Specialist search runs
How does The Six-Step Search work?
One sequence, from a well-defined seat to a shortlist you can judge.
Search Calibration
We start with a call about the seat, the books, the owners and the people the hire will work with. We learn what the role must fix in the first year and what would make a candidate wrong even if the resume looks right.
You get: A written search brief: scope, must-haves, deal-breakers and the pay range, agreed with you.
Market Mapping
We map the companies and institutions where the right people already work: similar size, similar ownership, similar complexity, in your market and in others.
You get: The target list of companies and institutions we will search, reviewed with you before outreach.
Professional Contact Intelligence
We find direct ways to reach the people on the map. Most are employed and not reading job boards, so reaching them takes real research.
You get: Direct routes to people who are not on job boards, researched for your search.
Persistent Personalized Outreach
We call and write to people individually and follow up. Interest varies, so we discuss the actual opportunity rather than promising a particular response.
You get: One-to-one conversations about your actual role, followed up, never a mass email blast.
Live Candidate Qualification
We speak with every candidate before you do. We check scope, systems, reporting lines, compensation expectations, location and why they would move.
You get: Only candidates we have spoken with, checked on scope, systems, pay, location and motive.
Candidate Intelligence and Process Support
You receive a short written brief on each finalist covering what they have done, where they are thin and what they want. Then we help with interviews, references and the offer.
You get: A short written brief on each finalist, plus help with interviews, references, counteroffer risk and the offer.
Questions people ask
Is there a fee for this search before I hire a specialist for disclosure timelines?
No upfront fee. You pay only if you hire.
Does this role require an NMLS license?
If the setup specialist discusses loan rates or terms with the borrower, they need an NMLS license. If they only perform administrative setup and file verification, they do not.
What is the decision authority for this position?
This role owns the file until it is ready for underwriting. They have no authority to approve or deny a loan but they do have authority to reject incomplete files.
Can you find candidates for seasonal surges?
We offer contract and temp-to-perm engagements for high-volume periods. Terms for these are agreed per engagement.
Do you back your placements?
If a candidate does not meet the agreed requirements within the specified timeframe, we will replace them per our standard replacement policy.
How soon will I see a Loan Setup and Disclosure Specialist shortlist?
It depends on the seat, the location and the pay. We give you an honest read after the calibration call and we do not promise dates we cannot control.
What about counteroffers on a Loan Setup and Disclosure Specialist hire?
We ask every Loan Setup and Disclosure Specialist candidate early why they would move and what their employer might do to keep them. Counteroffer risk goes in the written brief before you make an offer.
What is your guarantee?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What don't you do?
We do not post your Loan Setup and Disclosure Specialist job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.
Start a search
Tell us about the seat.
No upfront fee. You pay only if you hire.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Not ready to start a search?
Get a practical read on the talent market or the job description. No fee or obligation.
What does the published pay data show?
$50,020 national annual median. SOC 43-4131: Loan Interviewers and Clerks.
BLS reports Loan Setup and Disclosure Specialist within a broader occupation. It does not publish separate wages for this exact title, credentials, seniority or industry. Compare the listed SOC duties with your actual role before using this range.
Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025. Released 2026-05-15. This is not a separately measured salary for this exact title.
Read the full salary guide