Loan Officer

Recruiting Loan Officers: Four Keys to Attracting Top Talent

5 mins read
September 25, 2017
By
Total Expert

A major differentiator between successful mortgage companies who have established consistent growth patterns and positioned themselves for the future and their counterparts who struggle, is the ability to recruit and retain top talent. But the disparity extends beyond a recruiting system – deep into the fiber of a company.

There are two types of companies in the mortgage industry today: Those who are looking into and positioning themselves for the future and those striving to get by in the here and now. Forward-thinking mortgage companies are focused on where the financing and real estate aspects of the industry are going and they are committed to finding and implementing the best systems and technologies available to stay relevant as market conditions and consumer trends change. The other type of company is caught up in “playing the today game,” and makes decisions regarding set-up, technology and processes from this limited mindset. What type of company would you like to join?

In order to have the right people executing your organization’s vision and mission, it is imperative to establish a culture that supports the goals of the people that can make it happen. Your company vision must tap into things producers are passionate about in their careers and support the lives they seek to lead because of their work. Doing this effectively requires building your company around the type of talent you want and getting them to buy into your mission initially and ongoing throughout their tenure.

Four Keys to Attracting Top Talent

1. Make sure your house is in order: Self-examination is the first step to recruiting the type of talent that will help grow your company. The first two questions will help you uncover, define and hone your company’s vision and mission:

  • What do we represent as a company?
  • What do we stand for in our industry?

Once you have these things defined as they relate to your brand and goals, take a look at your actual operation:

  • Do we have modern, effective systems in place?
  • Do we set our people up for success?

Your resources and standard operating procedures must support the direction you want to go as a company. Make any upgrades or changes necessary to get in a position to execute your stated goals.

2. Do a culture check: Establishing a culture of success is one thing, but the purpose is defeated if it is not effectively and consistently communicated to the people in your organization. Your existing team must understand and be completely on board with the company’s vision in order for your culture to be visible to and attract newcomers. Simply posting mission statements, mottos and slogans on the walls and in email signatures won’t ensure that your people will absorb and engage in the culture you wish to create.

It is important to communicate culture consistently over time to make a lasting impression. Management must also walk their talk: You can’t say your company is all about innovation, but operate with outdated systems and 10-year-old technology. A disconnect like this undermines the company’s credibility and inhibits the very culture you are trying to create.  

3. Audit your employee experience, build your pitch: So many companies focus on the customer experience, but the loan officer and employee experiences are extremely important too. Make sure the morale and motivation of your existing team aligns with the vision that will produce your desired results. You may find there is work to be done in order to attract the people you want, and you must do this work, or your pitch won’t be authentic.

Then ask yourself, “Why should people join my organization?” You have to present a compelling mission for MLOs to buy into that gets them excited about the future and where you could go together. Compensation cannot be your only value proposition. Instant gratification pitches play to the type of mortgage loan officers that are always chasing a few more basis points and they will jump ship at the next opportunity. And those aren’t the type of people that will help you win in the long run.  

Your recruiting pitch should focus on the pain points you can solve for MLOs to make their lives easier and more enjoyable. For example, you could offer a scenario where they can operate inside a Hub & Spoke Model that takes care of a lot of the things top producers don’t want to do, by posing a question like, “What if we could put you in a place where you are doing more business – building relationships and closing deals and we have people and systems around you to do the rest?”

Related: From Frustration to Domination: The Hub & Spoke Model

4. Make onboarding friction-free: The decision to make a change is big and disruptive. Before you enlist top talent, determine how much and what type of friction you have as a company when someone joins your organization. Consider everything MLOs must go through to change companies and adjust your process to make it easy for them make the move. You can learn a great deal from your existing staff and acting on their feedback will allow new people to hit the ground running and accelerate your overall recruiting efforts.

Business growth really starts with business analysis. When it comes to recruiting – or business overall – you can’t be all things to all people: If you try to fit everybody, you will fit nobody. Develop and maintain a culture that supports your specific vision and mission and communicate it effectively to current and prospective team members. Doing so will help you connect with and attract like-minded people who will help you achieve your goals and succeed into the future.

To learn more, listen to our podcast by Total Expert founder and CEO, Joe Welu: “Expert Strategies: Recruiting Loan Officers”

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This isn’t about dodging restrictions. It’s about recognizing that the playbook for winning customers is evolving—and those who embrace that evolution will come out stronger.

What’s changing?

Under the HPPA, credit bureaus can no longer sell a consumer’s credit file unless the lender meets one of a few narrow conditions:

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For lenders who have long relied on trigger leads, this represents a fundamental shift. But for institutions that have invested in building relationships the right way, this is good news.

What this means for lenders

The HPPA shuts the door on spray-and-pray solicitation tactics. But it opens the door wider for lenders who want to compete on trust and relationship strength. Specifically, it creates new opportunities to:

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The lenders who lean in here will win—not because they shouted the loudest, but because they earned the right to stay connected.

Why this isn’t just another regulatory headache

Consumers have been saying it for years: the barrage of calls, texts, and emails after a mortgage application is exhausting. Some borrowers receive 100+ solicitations within 24 hours. That doesn’t build confidence—it erodes it. And we know this is not how our TE customers run their business.

HPPA represents a rare alignment of regulators, consumer advocates, and lenders themselves. It clears away predatory noise, improves the homebuying experience, and rewards lenders who put relationships at the center of their strategy.

As our Founder & CEO Joe Welu often reminds us, “Trust is the currency of modern financial services.” This law is an accelerant for lenders who understand that principle.

How we're going to help you thrive in a post-HPPA world

We’re not sitting on the sidelines waiting to see how this plays out. Our platform was purpose-built to help lenders engage customers in a way that’s personal, compliant, and built to last. Here’s how we’re making sure you’re ready for March 2026:

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This isn’t a band-aid or a reaction; it’s an evolution of how modern lenders build sustainable engagement to develop customers for life.

Bottom line: this isn’t a roadblock—it’s an opportunity

Every regulatory change comes with friction. But HPPA isn’t just about compliance—it’s about clarity. It’s about stripping away noise and giving lenders who prioritize relationships a stage to shine.

The lenders who thrive in this new environment won’t be the ones chasing trigger leads. They’ll be the ones investing in trusted, personalized engagement—from first touch through every financial milestone.

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Focus on using AI to scale—not replace—your team

The AI revolution arrives with ironic timing for FIs: We’ve spent the last decade talking about how to bring back the human touch in a digital-first world. On the surface, it’s easy to think that AI will push us in the opposite direction—breeding more generic, cold, impersonal experiences.

But like other tech tools, the most immediate and significant value will come in using AI as a tool to scale your team’s capabilities. What does that look like in practice?

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Choose the right AI—and connect it to your core systems

Not even three years after ChatGPT opened this AI era, there are thousands of AI tools on the market—including hundreds of marketing-specific AI solutions. Don’t be fooled by the “they’re all the same under the hood” line—the packaging is critical to the usability and time-to-value with these tools, especially when it comes to delivering authentic experiences.

It’s really a classic Goldilocks problem: On one side of the spectrum, the big-name generalist AI platforms that claim to do everything produce generic experiences for your customers. They’re not built for the highly regulated, highly sensitive kinds of engagement and conversations that FIs have with their customers. Plus, it takes a lot of work—and time and money—to get them to work like you need them to.

On the other side of the spectrum are hyper-specialized AI apps built to do one very specific task right out of the box—but lacking the broader capabilities to connect with your core systems and orchestrate entire experiences. This kind of extremely focused functionality ends up creating maddening experiences for customers when they hit the limitations of the tools’ knowledge and capabilities. FIs need AI tools built with enterprise-grade, enterprise-wide capabilities—able to tie into your marketing system of record so they can see and orchestrate the full customer journey.

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Give your AI the inputs that set it up for success

Using GenAI to create content — copy, design, video, etc. — really can feel like magic. But the reality is that it’s inherently derivative. In other words, the outputs are only as good as the inputs — like the classic analytics adage: garbage in, garbage out.

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AI as an engine for authenticity

There’s little doubt that AI will lead to a surge in impersonal, generic banking experiences. That’s not a condemnation of AI; it will be the result of FIs using generic AI tools and generic AI strategies.

That also means that genuine, personalized experiences will become even more differentiated in this incredibly competitive industry. The key is to focus on how to use AI to amplify what we’ve always strived to do in this industry: make real connections and build authentic relationships based on trust.

By focusing on these three principles — using AI to help your team focus on scaling human connections, choosing the right tool and integrating it deeply, and giving your AI the best possible inputs — you’re building a strategy that makes AI an engine for authenticity. The reward isn't just increased efficiency; it's the ability to deliver authentic, brand-consistent experiences at a scale never before possible.

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