Our Approach
“We don’t do placements. We align leaders to work that matters.”
When you need to replace or expand your company’s talent, you want a recruiting partner who completely understands your needs. At Mortgage Talent Scout, our process is relationship-driven. Our search process is targeted, efficient and time-tested.
We care about your company and we put forth the effort required to get to know you. When we work with your company, we match top talent based on our understanding of your short-term goals, corporate climate, and vision for your future.
Here’s what you can expect from us:
Start With The Right Questions
When we take on a new search project, we begin by getting to know and understand you, our client. We get to know your strengths and challenges, your mission, your company’s culture, its history, leadership team, business objectives, and the things that make your company tick. We learn what makes people successful at your company, the learning and growth opportunities, and how this position can help move the needle.
Challenge with Purpose
We listen to what you want from a leader, and act in transparency and candor to advise on what you really need.
Attracting the Best
Top talent isn’t looking on job boards for their next role. We use a combination of digital sourcing techniques, professional organizations, and our extensive network of mortgage professionals that we have built over the years for personal interest or referrals. We follow mortgage company merger and acquisition activity, layoffs, and pending legal issues, knowing that changes of this nature are often the catalyst needed for top talent to look for their next career home.
Candidate Screening
We carefully screen every candidate – you won’t get a barrage of resumes asking you to take a look and let us know if you want to talk to any of them. When we submit a candidate for you to review, they have been vetted against information gleaned in the intake process. Early in the job search, we will likely send several resumes, going through each of them with the hiring manager to help us calibrate the ideal candidate.
Interview Process
A survey conducted by LinkedIn found that only 33 percent of hiring managers feel confident in their ability to interview well. Not to worry – we guide you through the interview process to ensure it’s a great experience for the candidate. For senior leadership candidates, this entails strategizing with you about who should be on the interview panel, the order and number of interviews, the need for an onsite or video interview, probing questions to ask to ensure covering not only skills and responsibilities but also things such as mindset, culture fit, communications, leadership style, and success criteria.
Candidate Offer/Negotiation
We help you close the candidate when ready to make an offer. We work with your internal team to help design the best compensation package based on market industry and candidate requirements/goals.
Follow-Up
After a candidate accepts an offer this may very likely be a high anxiety time for them. Many factors and emotions come into play: the candidate may get a counteroffer from their current employer, have anxiety about making the change, or have second thoughts. We are there to help them through the change and to provide suggestions to our client on how to provide a great experience for the candidate.
Let's figure out how we can improve your business!
We positively impact communities by connecting top talent with great mortgage companies, empowering the dream of home ownership.
