Finance role
Wholesale Account Executive Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Identify which specific brokers in your target market will consistently submit complete loan files instead of relying on generic sales activity to generate volume.
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 requires someone who can identify active mortgage brokers and convince them to trust your lending platform over their current options. Success depends on the quality of the broker relationships the candidate brings and their ability to keep those brokers submitting compliant files without constant hand-holding. If they cannot identify high-volume brokers or lack the technical knowledge to explain your specific product guidelines, the relationship will stall before the first loan is submitted.
You need a person who manages their pipeline with extreme detail. They must spot potential funding delays in the file setup phase before those issues reach your underwriters. The core of this job is volume generation through consistent broker outreach. They must manage broker expectations on rates, guidelines, and turn times while remaining profitable for the firm.
We ask candidates: Which three brokers have you worked with for the last two years and what specific percentage of their total monthly volume do you capture? Describe your process for handling a broker who sends a file that clearly violates your investor guidelines. How do you split your time between prospecting for new brokers and servicing existing accounts during high-volume periods?
You must prioritize evidence of actual loan submission control during the scope phase of this search. Ask candidates to walk you through a specific case where a broker wanted to submit a file that failed your investor guidelines. How did they deliver the news without losing the broker? If they blame the underwriter for the rejection, they are not taking ownership of the file quality. Look for candidates who own the conversation about rate, program, and credit criteria from the first call. Require them to break down their current broker list into segments based on recent funding frequency rather than just total volume. A high total volume can hide months of dormancy, while consistent small-batch submissions often indicate a deeper relationship with active brokers. Ask them to document their process for handling a broker who has been unresponsive for two weeks. Do they rely on automated email blasts, or do they have a direct path to the decision maker? A candidate who cannot explain how they pull a broker away from a competing lender using specific product strengths will likely fail to grow your territory. Insist on seeing their recent LOS activity reports that show direct file management rather than just summary pipeline stats. If they cannot explain how they handle complex underwriting conditions in Encompass, they lack the technical capability to keep files moving efficiently.
02
What do we check before you see anyone?
We verify these six areas to confirm the candidate can perform immediately.
- 01Verification of current NMLS license and clean NMLS Consumer Access status to confirm eligibility to consult on loan terms.
- 02Audit of recent production reports to confirm the candidate has actual, repeatable monthly volume.
- 03Validation of the candidate's active broker book to confirm they hold a transferable pipeline.
- 04Assessment of their experience with specific LOS platforms like Encompass to confirm they can use your systems without training.
- 05Review of their knowledge regarding conventional, FHA, VA, and USDA guidelines to confirm they can pre-qualify loans accurately before submission.
- 06Check of their P&L management history to confirm they understand the profit margins of the loans they bring in.
03
Where do we find them?
We recruit from regional lending institutions, other wholesale mortgage firms, and independent mortgage banks. We look for individuals currently frustrated by slow turn times, rigid underwriting, or shrinking commission structures. These candidates move when they find a firm with competitive product pricing and faster decision-making that helps their broker partners close more deals. We avoid generalist sales staff without specific mortgage experience.
04
Which hiring mistakes should you watch for?
- 01Hiring a candidate who relies on a corporate marketing budget instead of having an established, personal network of local mortgage brokers.
- 02Ignoring the candidate's history with file quality and underwriting conditions, leading to excessive back-and-forth and broker frustration.
- 03Overlooking the candidate's ability to operate independently within an LOS, resulting in the need for extra support staff just to handle basic data entry.
05
The search in three steps
- 01Identify and screen candidates who manage active broker relationships with verifiable monthly funding volume.
- 02Evaluate their understanding of loan guidelines and their ability to troubleshoot underwriting issues with broker partners.
- 03Verify their technical proficiency in required systems and their commitment to compliant, high-quality loan submissions.
How your Wholesale Account Executive 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
Are there fees before finding an executive who secures compliant mortgage broker files?
No upfront fee. You pay only if you hire.
Is this a permanent direct-hire engagement?
We provide contract or temp-to-perm staffing upon request. Terms are negotiated for each specific engagement.
How do you determine if a candidate has the right experience?
We audit their production history and verify their NMLS status and LOS experience. We test their knowledge of loan guidelines through specific case studies.
What if the candidate needs to work remotely?
We confirm their ability to manage a remote broker territory without supervision. We verify their access to a secure, compliant workspace.
How soon will I see a Wholesale Account Executive 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 Wholesale Account Executive hire?
We ask every Wholesale Account Executive 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 Wholesale Account Executive 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?
$76,690 national annual median. SOC 13-2072: Loan Officers.
BLS reports Wholesale Account Executive 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