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: Fraud operations manager or financial crime lead]
- 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
Review mortgage fraud indicators, preserve evidence and coordinate controlled investigation referrals with proportionate, clearly documented findings.
Key responsibilities
- Review flagged application or account activity against approved risk procedures.
- Record the evidence, source and limitations behind each concern.
- Identify inconsistencies requiring further verification or specialist investigation.
- Maintain restricted case records and preserve relevant evidence.
- Coordinate permitted enquiries and referrals without making unsupported accusations.
- Review confirmed patterns and propose improvements to detection or controls.
Essential capabilities
- Fraud review, investigation support or financial crime experience.
- Careful evidence handling and objective written analysis.
- Ability to recognise uncertainty and work within investigation authority.
- Discretion with sensitive allegations and customer information.
Useful experience
Fraud indicator analysis · Evidence preservation · Case investigation support. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Verification, credit, security and specialist investigation 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 review permissions, evidence standards and referral thresholds.
Produce well-supported case notes and timely specialist referrals.
Review a confirmed recurring issue and propose a controlled detection improvement.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you write a finding when an inconsistency is concerning but does not prove fraud?
- 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 fictional documents and event logs containing inconsistencies. Separate observations from hypotheses, preserve source references and prepare a restricted referral note.
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