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: Settlement operations team leader]
- 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
Close the administrative gaps between formal approval and settlement by tracking each lender condition to a documented outcome.
Key responsibilities
- Maintain a conditions register for approved home loan files.
- Collect and check evidence requested in formal approval conditions.
- Follow up with brokers, borrowers and lender teams on outstanding items.
- Escalate condition interpretation or changes to authorised staff.
- Maintain a condition-by-condition readiness record with source evidence.
- Refer requests to waive or alter a condition to the authorised decision owner.
Essential capabilities
- Experience in home loan processing or pre-settlement operations.
- Strong checklist management and attention to fixed settlement dates.
- Accurate notes and clear communication of outstanding actions.
Useful experience
Approval conditions · Lender portals · Document control · Settlement timelines. Keep these desirable rather than essential unless the work requires them on day one.
Working relationships
Credit, document preparation, brokers and settlement staff. 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 condition categories, evidence standards and clearance authority.
Track assigned pre-settlement conditions with accurate blockers and next actions.
Review returned clearance requests and improve the evidence handoff.
Look for evidence of the work.
Use these prompts to understand the candidate's judgement, accuracy and communication.
- A condition is marked complete in one system but the required evidence is missing. What should happen 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
Reconcile a fictional conditions list against supplied evidence. Mark cleared, pending and referral items and prepare a readiness summary for authorised review.
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