The job description
Replace the bracketed fields and keep the duties that match your actual workflow.
- Organisation
- [Organisation name]
- Location & work model
- [Location; onsite, hybrid or remote]
- Employment type & hours
- [Employment type, weekly hours and time-zone overlap]
- Remuneration
- [Confirmed pay range, currency, superannuation and any incentive terms]
- Reports to
- [Named manager; suggested position: Aggregator sales or distribution leader]
- Systems & access
- [Approved systems, records and access scope]
- Authority & supervision
- [Permitted tasks, decisions, reviewer and escalation route]
- Required qualifications
- [Employer-confirmed licences, registrations, training or accreditations]
About the organisation
[Describe the actual business, team and customers in two or three factual sentences.]
Role purpose
Develop broker relationships and membership opportunities by understanding business needs, explaining confirmed services and coordinating a clear onboarding handoff.
Key responsibilities
- Build a relationship pipeline aligned to the aggregator's target broker community.
- Understand broker operating needs and explain the confirmed service proposition.
- Coordinate demonstrations, due-diligence questions and approved commercial information.
- Refer membership, accreditation and contractual decisions to their owners.
- Carry agreed context into onboarding and member-support teams.
- Review relationship outcomes and recurring objections without inventing performance claims.
Essential capabilities
- Broker relationship, aggregation or financial services business development experience.
- Ability to explain services and commercial terms accurately.
- Strong consultative communication and CRM discipline.
- Reliable handoffs across onboarding and support functions.
Useful experience
Broker relationship growth · Aggregator services · Membership onboarding. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Prospective brokers, member support, accreditation and platform teams. Confirm the actual owners and handoff routes.
How to apply
[Application route, closing date, contact and any adjustment request process.]
We assess candidates against the role-relevant criteria and use a fictional work sample.
What good looks like.
Agree the pace, reviewer and measures with the person you hire.
Learn the service proposition and map priority relationships.
Maintain an accurate relationship pipeline and complete onboarding handoffs.
Review conversion and member feedback and improve one recurring handoff gap.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you respond when a broker asks for a service or commercial outcome that has not been confirmed?
- Describe a relevant piece of work, the checks you used and what you did when the instructions or evidence were incomplete.
- How would you organise competing deadlines, record your decisions and escalate a risk to the next handoff?
A practical work sample
Review fictional broker enquiry notes and supplied services. Prepare a relevant meeting agenda, unanswered questions and an onboarding handoff without promising acceptance.
Use fictional information and the same instructions for shortlisted applicants. Agree adjustments and timing beforehand. Score accuracy, reasoning, communication and appropriate escalation; this exercise should not produce live client work.
Before you post.
- Replace every bracketed field with the actual employer, working arrangement and pay terms.
- Choose the duties the role will really own; remove unrelated tasks and separate essential from trainable skills.
- Confirm the task authority, supervision, qualifications and access with the responsible employer or licensee.
- Check pay and conditions against the applicable employment requirements before advertising.
- Use the same role-relevant selection criteria and fictional work sample for shortlisted applicants; invite adjustment requests.
- Name the reviewer and agree realistic first-90-day outcomes before the person starts.
Credit authority and appointment
Confirm the actual activities and appointment arrangement with your licensee. ASIC explains that employee and contractor arrangements can differ; a job title does not settle the scope. ASIC guidance
Pay and advertised conditions
Use confirmed pay terms and check the applicable minimum entitlements before publishing the advertisement. Fair Work Ombudsman guidance
A clear hiring process
Confirm the employment arrangement, duties and working conditions as part of preparing the role. Fair Work Ombudsman guidance
Information and access
Agree how personal information will be handled and the records and systems the role may access. OAIC guidance