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 assessment manager]
- 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
Assess residential mortgage applications for a lender within approved credit policy and delegated authority, with clear reasons and audit-ready records.
Key responsibilities
- Review application evidence, serviceability and security details.
- Assess files against current lender policy and delegated authority.
- Request clarifications or escalate exceptions through approved channels.
- Record assessment rationale, conditions and decision outcomes.
- Record the basis of assessment, decision conditions and any referral above delegation.
- Provide clear reasons for outstanding requirements so the originating team can respond accurately.
Essential capabilities
- Residential lending assessment experience and knowledge of Australian credit policy.
- Demonstrated judgement, accuracy and ability to document decisions.
- Eligibility to work within the employer’s credit delegation and supervision framework.
Useful experience
Credit decisioning systems · Serviceability · Risk assessment · Lender policy. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Origination, analysts, verification and broker service 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.
Confirm delegated limits and calibrate file assessment with a reviewer.
Assess allocated cases with consistent policy references and decision records.
Review decision quality, exceptions and turnaround causes with the credit manager.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- What would you do with a case that appears reasonable commercially but sits outside your delegated policy authority?
- 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 application against supplied policy and delegation limits. Record the assessment, missing evidence and referral route rather than assuming approval authority.
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