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: Marketing manager or brokerage principal]
- 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
Support a brokerage’s approved marketing and referral activity, then turn suitable enquiries into scheduled broker conversations.
Key responsibilities
- Prepare and schedule approved mortgage marketing content.
- Manage enquiry follow-ups and broker appointment bookings.
- Maintain lead source, consent and campaign records in the CRM.
- Report enquiry and appointment outcomes to the marketing lead.
- Keep campaign sources, contact preferences and appointment outcomes traceable.
- Use approved factual messages and refer borrowing or product questions to the broker.
Essential capabilities
- Experience in marketing coordination, lead management or appointment setting.
- Clear communication and reliable CRM discipline.
- Ability to follow approved messaging and escalation rules.
Useful experience
Email campaigns · CRM lead management · Content scheduling · Referral follow-up. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Prospects, brokers and campaign operations. 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 approved campaigns, messaging and contact-preference checks.
Maintain an accurate appointment queue and consistent handoffs to brokers.
Review appointment attendance and lead quality and improve one campaign handoff.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you handle a lead who asks for a guaranteed approval or a rate during an appointment-setting call?
- 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
Triage a fictional campaign lead list, respect supplied contact preferences and draft an appointment message that avoids an unconfirmed lending promise.
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