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: Compliance manager or quality assurance 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
Review mortgage files against the employer’s documented policies and checklists, helping the compliance owner identify gaps before or after lodgement.
Key responsibilities
- Sample files and check required forms, records and supporting evidence.
- Record exceptions and follow remediation through to closure.
- Prepare trend reports for the compliance manager.
- Maintain controlled checklists and version records as procedures change.
- Separate evidence gaps, process departures and questions needing specialist interpretation.
- Track agreed remediation actions to a documented recheck and closure decision.
Essential capabilities
- Experience in Australian mortgage compliance, file audit or quality assurance.
- Precise written findings and comfort working with sensitive records.
- Ability to distinguish a documented exception from a policy interpretation requiring escalation.
Useful experience
File audit · Quality assurance · Incident tracking · Document control. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Brokers, credit staff, operations and remediation owners. 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.
Calibrate sample reviews against the approved QA framework.
Produce consistent findings with evidence, severity rationale and named owners.
Review repeat findings and verify that an agreed remediation addresses its cause.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you distinguish an absent record from evidence that the underlying action was not performed?
- 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 file against a supplied QA checklist. Write two findings, identify the supporting evidence and propose proportionate follow-up questions and a recheck.
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