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 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
Keep a lender’s mortgage credit queue complete and current by preparing files, recording conditions and supporting delegated assessors.
Key responsibilities
- Check incoming applications for required evidence and queue them for assessment.
- Record assessor requests, conditions and document receipt in credit systems.
- Prepare factual credit file packs and approved customer or broker notices.
- Track service levels and escalate stalled or incomplete cases.
- Reconcile approval conditions against the current credit decision record.
- Keep administrative amendments separate from changes requiring reassessment or renewed approval.
Essential capabilities
- Experience in lender credit operations or residential loan administration.
- High accuracy with confidential financial and identity records.
- Ability to follow controlled credit workflows and approval delegations.
Useful experience
Credit workflow systems · Conditions tracking · Lender policy checklists · Queue management. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Assessors, lending support and document 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.
Learn decision-record fields and condition tracking standards.
Maintain accurate credit administration records with controlled amendments.
Review recurring condition or data-entry errors and improve checking steps.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you process a request to change a condition when the current credit decision does not support the change?
- 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
Reconcile fictional decision records with a conditions register. Identify conflicting entries and produce a correction request with the authorising owner.
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