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: Brokerage principal or marketing director]
- 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
Lead mortgage brand and demand programmes with useful content, accurate approved claims and a clear handoff from enquiry to broker service.
Key responsibilities
- Develop a marketing plan linked to audience needs and service capacity.
- Coordinate campaigns, content and creative through the business's approval process.
- Verify material product, cost and outcome claims before publication.
- Maintain contact-preference and lead-routing processes with their owners.
- Measure enquiry quality, campaign cost and downstream outcomes using agreed definitions.
- Review published material and correct outdated information.
Essential capabilities
- Marketing experience with careful handling of financial services claims.
- Ability to connect campaigns to a real service and sales workflow.
- Strong content judgement and clear project ownership.
- Evidence-based measurement and budget management.
Useful experience
Mortgage content strategy · Campaign measurement · Lead handoff design. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Brokers, sales, compliance reviewers, designers and campaign 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.
Audit current messages, approval routes and enquiry tracking.
Deliver an approved campaign with clear routing and measurement.
Review lead quality and improve one claim, content or handoff issue.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you respond to a proposed campaign promising a saving that the business cannot substantiate?
- 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 a fictional campaign brief and performance report. Rewrite unsupported claims, define the target audience and propose an enquiry-quality measurement plan.
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