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: Verification team leader or credit operations 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
Check that home loan evidence is complete, readable and consistent before a file reaches the broker or lender assessment team.
Key responsibilities
- Match identity, income, liability and property documents to approved checklists.
- Check document dates, legibility and consistency with recorded application facts.
- Request missing documents through approved channels and track responses.
- Escalate discrepancies or suspected altered documents for specialist review.
- Record the document version and reason for each failed checklist item.
- Keep suspected authenticity concerns in the approved restricted review channel.
Essential capabilities
- Experience handling Australian mortgage, banking or financial services documents.
- Careful attention to detail and reliable audit notes.
- Ability to follow identity, privacy and fraud escalation procedures.
Useful experience
Document checklists · Identity evidence · Income evidence · Secure file handling. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Processors, identity specialists and credit assessors. 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.
Apply the document checklist consistently on supervised sample packs.
Maintain a verification queue with clear discrepancy notes and traceable source references.
Review repeat evidence gaps and improve guidance for the originating team.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- What would you record when a document appears altered, and who should make the next determination?
- 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
Check a fictional evidence pack for legibility, dates and inconsistent identifiers. Produce a checklist result and escalation note without making a final fraud or credit decision.
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