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: Head of product or lending executive]
- 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
Manage home loan product improvements by connecting customer needs, commercial performance, credit policy and operational delivery.
Key responsibilities
- Maintain the product roadmap and evidence behind priority decisions.
- Assess customer, channel and operational needs with relevant stakeholders.
- Coordinate product changes with pricing, credit, risk and delivery owners.
- Define requirements, acceptance criteria and approved customer communication.
- Monitor performance and service issues using validated measures.
- Review changes after release and address unintended operational effects.
Essential capabilities
- Lending product or closely related financial services product experience.
- Ability to balance customer, commercial, risk and operational evidence.
- Clear requirements and stakeholder coordination.
- Strong post-release measurement and accountable prioritisation.
Useful experience
Home loan product design · Product roadmaps · Cross-functional delivery. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Credit, risk, pricing, distribution, servicing and technology 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.
Map product performance, ownership and current constraints.
Deliver a reviewed change proposal with clear acceptance and rollout conditions.
Evaluate an implemented improvement and agree the next evidence-based priority.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- How would you assess a product feature that appeals to customers but increases servicing complexity?
- 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 product proposal and supplied performance data. Prepare a decision brief, operational acceptance criteria and post-release 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