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: Processing team leader or responsible mortgage broker]
- 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
Move broker-approved home loan files through document preparation, submission tracking and lender follow-up with a strong focus on accuracy.
Key responsibilities
- Check application packs against broker and lender document lists.
- Enter factual information into approved lodgement systems from source documents.
- Track lender requests, valuations and approval conditions.
- Keep the broker and client service team informed of file progress.
- Maintain an exception log linking discrepancies to their source evidence.
- Return prepared packs with a change summary and the next required approval clearly marked.
Essential capabilities
- Experience with Australian home loan processing and lender documentation.
- High attention to detail and ability to manage multiple file deadlines.
- Ability to identify inconsistencies and refer them to the broker for resolution.
Useful experience
ApplyOnline · Lender portals · Document verification · Workflow tracking. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Brokers, client support, lenders and settlement coordinators. 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 the approved intake, preparation and review gates using supervised files.
Manage an allocated processing queue with reliable lender-request tracking.
Review first-pass acceptance and repeated corrections with the broker to improve inputs.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- A source document and an application field disagree shortly before an internal deadline. What do you do next?
- 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
Inspect a fictional application pack containing a missing document and an inconsistent income figure. Write an exception note, name the decision owner and outline the return-for-review steps.
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