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: Credit manager or authorised lending decision maker]
- 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
Help brokers or lender credit teams review home loan files by preparing factual serviceability, policy and document analysis for authorised decision makers.
Key responsibilities
- Prepare serviceability calculations using the employer’s approved tools.
- Summarise income, liabilities, security and supporting evidence.
- Identify policy questions, missing evidence and potential exceptions.
- Present analysis and file notes for broker or delegated credit review.
- State assumptions and sensitivities alongside financial calculations.
- Distinguish an analytical recommendation from a decision under delegated credit authority.
Essential capabilities
- Working knowledge of Australian residential lending documentation and credit policy.
- Sound numerical reasoning and careful treatment of assumptions.
- Ability to document sources and escalate uncertain findings.
Useful experience
Serviceability calculators · Credit policy research · Excel · Credit file notes. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Credit assessors, brokers, policy teams and verification staff. 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 credit methodology, policy references and review expectations.
Produce evidence-based analysis with clearly recorded assumptions and exceptions.
Review analytical quality and identify one repeat data or policy interpretation gap.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you show that a serviceability calculation is sensitive to an uncertain input?
- 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
Analyse a fictional lending case using supplied policy and financial data. Prepare a calculation, sensitivity note and recommendation for review, identifying any information that could change the result.
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