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: Business owner, partners or board]
- 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
Lead the brokerage's people, service standards and commercial direction while keeping decision ownership, supervision and operating responsibilities clear.
Key responsibilities
- Set the business plan, client service proposition and operating priorities.
- Define leadership ownership, role authority and supervision arrangements.
- Review the pipeline, staffing capacity, quality and financial performance.
- Lead recruitment, development and performance conversations for the brokerage team.
- Oversee partner relationships and material operating changes.
- Maintain management reporting and follow through on risks, complaints and improvement actions.
Essential capabilities
- Experience leading a mortgage brokerage or closely related lending business.
- Ability to interpret operating and financial performance without reducing quality to volume alone.
- Evidence of appropriate authority and competence for any regulated duties personally performed.
- Strong people leadership and clear governance records.
Useful experience
Brokerage leadership · Operating model design · Financial planning. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Brokers, operations leaders, finance, compliance and external partners. 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.
Review the operating model, ownership map and near-term priorities.
Establish a regular management rhythm covering capacity, quality, people and finance.
Deliver an agreed improvement with measured outcomes and clear ongoing ownership.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How do you respond when growth targets are exceeding the team's capacity to review work properly?
- 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 a fictional brokerage dashboard with growing work queues, rework and staffing costs. Prepare a prioritised operating plan with decision owners and review dates.
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