Role family
Mortgage Lending and Operations Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Stop hiring candidates who need months of training on your Encompass configuration or investor documentation rules.
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
How long did your last search take?
How much did the empty seat cost while you waited?
Every week a finance seat stays empty costs you in overtime, late closes and work that waits. We go straight to people already doing the job.
Every title in this family
Mortgage Loan Officer
Mortgage Branch Manager (producing)
Wholesale Account Executive
Loan Officer Assistant
Loan Setup and Disclosure Specialist
Mortgage Loan Processor
Mortgage Underwriter
Mortgage Closer (and Funder)
Post-Closer
Mortgage Quality Control Analyst
Secondary Marketing and Lock Desk Analyst
Mortgage Operations Manager
Senior Mortgage Loan Processor
Senior Mortgage Underwriter
Remote Mortgage Underwriter
01
What does this hire really come down to?
Mortgage production speed relies on the transition from application date to delivery to the investor. We evaluate individuals who use your specific Encompass setup without help and who detail the specific document requirements for FHA, VA, or conventional loans. Ask them to explain a time they resolved a loan condition rejection. People frequently leave current roles because their employer requires manual entry or ignores underwriting rule changes that block their monthly closing volume.
A hire must treat compliance rules as the required steps for each loan rather than as suggestions. We look for processors who review files against automated underwriting findings to stop suspense items before they happen. The right person manages a heavy branch pipeline while fixing underwriting conditions without needing constant guidance from the manager.
We prioritize the specific business model of your office. For purchase-heavy branches, we find originators who maintain local realtor relationships and act immediately when a borrower provides documents. We look for operations staff who track their own pipeline, calculate complex self-employed income correctly, and keep the file moving until the loan is fully sold.
02
What do we check before you see anyone?
- 01We verify the candidate has an active NMLS license in the specific states where your branch originates loans.
- 02We ask how they configure custom Encompass screens or handle system errors that stop files during peak months.
- 03We confirm they hold current DE or SAR designations and ask them to show how they calculate complex cash flow for self-employed borrowers.
- 04We test their knowledge of DU and LPA findings, checking if they know how to clear conditions without asking a supervisor.
- 05We review their history with TRID timing rules to see if they have caused loan defects due to late disclosures.
- 06We ask them to describe the last investor suspense item they cleared and the specific technical reason that caused the hold.
03
Where do we find them?
We contact people currently working at regional lenders or credit unions. These candidates move when their current employer changes loan approval guidelines or updates their technology stacks. Do they currently use your specific software and guidelines in their daily pipeline?
We contact loan assistants and processors who understand both the sales and the operations sides of a file. They look for new roles when their current office suffers from leadership changes or an inability to close loans within their promised timeframes.
Another source includes operations staff at independent mortgage banks that recently merged or changed their funding source. These professionals frequently look for a new role when the transition forces them to adopt a loan software configuration that slows down their daily file processing. We ask them to describe the last time they had to justify a loan decision to an auditor. A strong answer shows they possess the documentation habit necessary for your branch, whereas an answer focused on relying on their supervisor indicates they lack the independence you need. We confirm their answers align with your specific audit trail expectations before we introduce them to your team.
04
Which hiring mistakes should you watch for?
- 01Hiring a candidate solely because they have a similar job title, ignoring the fact that they have never used your specific loan origination software.
- 02Assessing candidates based on years of experience instead of checking if they have handled the high-volume VA or USDA product loads your branch requires.
- 03Hiring a candidate for an underwriting role without confirming they possess the specific signing authority for your loan products, creating an immediate backlog.
05
The search in three steps
- 01First, we find professionals working in local offices that maintain similar loan volume and document standards to your own.
- 02Second, we describe your specific loan software and operational workflow to candidates to confirm they can perform the job immediately.
- 03Third, we check every candidate against your requirements and present a list of people who know your systems and have confirmed they are ready to interview.
How your 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
How soon after we finalize the technical requirements can we expect to interview vetted candidates?
We present qualified candidates as soon as we identify them. We prioritize checking their specific system knowledge to keep your hiring process focused on viable matches.
Why is it necessary for us to lead the interview portion of the process?
You must evaluate whether the candidate fits your branch workflow and personality. We provide the technical context, but your team needs to verify the person can handle your specific loan volume.
What steps do you take to confirm a candidate will decline a counteroffer and resign from their current firm? Describe how you document their specific reasons for leaving.
We talk to candidates about their reasons for leaving throughout the interview process. If a current employer makes a counteroffer, we ask the candidate to explain how that offer changes the initial reasons they wanted to leave.
What specific measures are in place to maintain firm anonymity while you vet potential hires?
We withhold your company identity until we verify the candidate meets your technical and licensing criteria. This protects your firm from unnecessary exposure during the initial screening.
Is there a fixed fee for your services or is it based on the candidate's salary?
We work on a contingency basis where you only pay a fee if you hire a candidate we introduce. We finalize all fee terms in a written agreement before we start the search.
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 finance 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.