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Mortgage Processor Job Description

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Mortgage Processor Job Description

What does a Mortgage Processor do?

This job description provides an overview of what a Mortgage Processor does. Our job descriptions detail the relevant tasks and duties. They include information about the job role, specifically detailing information about the job responsibilities and the typical requirements of a Mortgage Processor. It provides insight into what skills and qualifications are required for a Mortgage Processor giving a clear outline of what a Mortgage Processor does to perform their job successfully.

Mortgage Processor Job Role

We are recruiting for Mortgage Processor who will be responsible for interviewing loan applicants, reviewing applicant financial data and approving or rejecting loans, among other duties.

As a Mortgage Processor you will work closely with loan applicants and interview them personally. You need excellent communicative and interpersonal skills to be successful in the position.

Mortgage Processor Responsibilities

  • 2+ years experience in mortgage processing.
  • Excellent mathematical and statistical aptitude.
  • Analytical mindset.
  • Good written and verbal communication.
  • Good organisational skills.
  • Exceptional interpersonal skills.
  • Attention to detail.
  • Bachelor’s degree in Finance or related field.

Mortgage Processor Requirements

  • Interview loan applicants.
  • Assist applicants in selecting the most suitable mortgage option.
  • Review loan applications.
  • Evaluate applicant financial information including salary, assets, debts and expenses.
  • Calculate applicant credit scores.
  • Verify the accuracy of applicant data.
  • Approve or reject loans.
  • Manage real estate loan documentation.
  • Ensure compliance with banking regulations.
  • Submit a detailed loan package to the Underwriting department.
  • 2+ years experience in mortgage processing.
  • Excellent mathematical and statistical aptitude.
  • Analytical mindset.
  • Good written and verbal communication.
  • Good organisational skills.
  • Exceptional interpersonal skills.
  • Attention to detail.
  • Bachelor’s degree in Finance or related field.

Personalising Your Mortgage Processor Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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