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: Financial crime operations manager or AML lead]
- 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
Support a mortgage lender’s customer due diligence workflow by checking identity evidence, recording factual findings and escalating exceptions.
Key responsibilities
- Check customer and beneficial owner information against the lender’s approved due diligence procedures.
- Review document completeness and record screening results and source evidence.
- Track requests for missing or updated information.
- Escalate alerts, inconsistencies and higher-risk cases to the AML/CTF owner.
- Keep customer due-diligence evidence and review decisions traceable in approved systems.
- Refer risk indicators and incomplete ownership information through the organisation's escalation process.
Essential capabilities
- Experience in lender operations, customer due diligence or financial crime support.
- Strong documentation, privacy and secure data handling habits.
- Ability to follow the reporting entity’s AML/CTF program and escalation rules.
Useful experience
Customer due diligence · Identity checks · Screening tools · Case notes. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Customer onboarding, compliance and specialist investigation 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 organisation's due-diligence procedures and review permissions.
Complete allocated reviews with clear evidence records and appropriate referrals.
Identify a recurring evidence gap and propose a controlled checklist improvement.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you handle an incomplete beneficial-ownership record when a business team wants onboarding completed urgently?
- 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 customer and entity records against a supplied due-diligence checklist. Identify missing evidence and write a restricted escalation note; do not submit any real regulatory report.
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