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Mortgage Executive Newsletter  |  May 2019

5/23/2019

 
Connecting The Mortgage Elite...Read More

Mortgage Executive Newsletter

11/16/2018

 
Connecting The Mortgage Elite - October...view

Mortgage Executive Newsletter

5/21/2018

 
Connecting The Mortgage Elite - MAY...view

Hiring Manager Tips

5/20/2018

 
Harness these 3 drivers to change your culture - Read more

Turnover is contagious...here's how to spot it and stop it - 
Read more

: : 6 ELITE Mortgage VP's Seeking Next Challenge : :

5/19/2018

 
: SALES :

REGIONAL VP RETAIL - NORTHERN CA
- Grew region to 600M, a 22% increase YOY recruiting all producers and hiring support staff including underwriters
- From Northern CA with deep network and success as an RM for over 10 years
- Extensive experience building many branches from ground up
- Relationships in HI, OR & WA

DIVISIONAL VP RETAIL - WEST
- Elite sales executive with 20ys of building profitable territories.
- Ran western division for top ranked lender for 9 years
- 2016 Division of the Year - 3.6B Funded Volume
- 2015 Region of the Year - 1.8B Funded Volume
- 2014 Region of the Year - 1.6B Funded Volume

NATIONAL / DIVISIONAL VP RETAIL
- 8 years of successfully growing retail channels as head of retail
- Grew retail sales from $400M to $2 billion in 3.5ys for mid size lender
- Started retail channel and grew to over $3B in less than 4 years
- Increased company net income 200% through increased production
- Responsibility for $3 billion+ in mortgage production with 500+ employees across 26 states

VP BUILDER DIVISION
- High level executive with 15 years of experience establishing and managing builder relationships
- Ran Southern California region builder division sales and operations for major bank for several years with great success
- Relationships with all the builders in CA and has relationships nationwide
- Recently worked for nonbank lenders growing builder business
- Proven initiatives to help lenders grow builder relationships
- Experience setting up JV’s, MSA’s and ABA’s and working with or without a defined operations segment for builder business


: OPERATIONS :

VP OPERATIONAL GROWTH STRATEGIST / CREDIT RISK EXPERT
- Recently managed all aspects of sales growth, operational strategies, underwriting & credit risk for top ranked lender
- Closed 60k+ loans, 15B+ value, within 24hr turn time and less than $160k in losses due to errors
- Part of operations executive team that helped grow retail production by 15B in 5ys
- Created/implemented JV duplicating lending platform within 150 days
- Executed Day One Certainty with Fannie Mae

GENERAL COUNSEL / CHIEF COMPLIANCE OFFICER
- Over 15 years in mortgage legal and compliance at a high level
- Experience as General Counsel and Compliance Officer for banks and nonbanks
- MBA
- JD

Contact us to learn more about these elite candidates -   Call 760.274.6339

Mortgage Executive Newsletter

10/10/2017

 

October Newsletter...view ​


Hiring Manager Tips

10/9/2017

 

California Outlaws Salary History Questions: ... Read More


​Not Hiring Exceptional Candidates is Extremely Damaging but It's

​Preventable  ... Read More


​16 Tip for Becoming a Master Networker... Read More


Mortgage Executive Newsletter

9/12/2017

 

September Newsletter...view 


Hiring Manager Tips

9/11/2017

 

5 Things talent acquisitions should be: ... Read More


How to hire more strategic thinkers: ... Read More

​


Mortgage Executive Newsletter

8/7/2017

 

August Newsletter...view


Mortgage Executive Newsletter

7/10/2017

 

July Newsletter...view


Hiring Manager Tips

7/9/2017

 


​The Top 7 Ways to Get Hiring Managers to Devote More Time to

Recruiting... 
Read More


8 Bad Mistakes That Make Good Employees Leave... Read More

 
 
 
How to Throw a LinkedIn Party and Reach 100 Candidates in an

​Hour... 
Read More





Mortgage Executive Newsletter

6/2/2017

 

​June Newsletter...view


Hiring Manager Tips

6/1/2017

 

Which of the 4 Levels of Talent Wealth Does Your Company Have? ...Read More


Mortgage Executive Newsletter

5/2/2017

 

​May Newsletter...view


Hiring Manager Tips

5/1/2017

 

 Onboarding Is Even More Critical for New Leaders ... Read More
​

10 Business and Recruiting Reasons for Requesting Salary Information ... Read More


Mortgage Executive Newsletter

3/7/2017

 

​March Newsletter...view


Hiring Manager Tips

3/7/2017

 
Managing the Moment – Controlling Interviewer Bias

More hiring mistakes are made in the first 30 minutes of the face-to-face interview than at any other time. This is what I refer to as “Moment 1” mistakes. Most of them are caused by overvaluing first impressions.

Most interviewers unconsciously react to the candidate’s first impression, good and bad. If bad, they become uptight, convinced the person is not qualified. This unconscious bias causes them to ask tougher questions, going out of their way to prove the candidate is not qualified. They minimize the positives and maximize the negatives. Sometime during the interview this bias dissipates, but for those candidates that start out in the doghouse it’s often too late, with the person never being seriously considered or evaluated.
​
In comparison, prospects who are prepared, confident, friendly, outgoing, communicative, and professional in appearance tend to be instantly considered viable candidates for the open position, even if they lack basic skills. Under the influence of a positive first impression, interviewers relax, become more open-minded, and tend to ask easier questions, maximizing the positives and minimizing the negatives. Their unconscious objective is to prove the candidate is qualified. For those given the initial free ride, their deficiencies are frequently uncovered if the company has a multi-step and rigorous selection process, but not always. If you’ve ever hired someone who makes a great presentation during the interview, but doesn’t deliver the results needed, you’ve experienced the negative impact of this first impression bias first-hand. Even if you haven’t been caught red-handed holding the bag here, think about all of the great people you didn’t hire only because they were human, getting a little nervous at the beginning of the interview or because they didn’t fit someone’s stereotype of the perfect candidate.

Adler, Lou. The Essential Guide for Hiring & Getting Hired: (Performance-based Hiring Series) (pp.46- 47). Workbench Media. Kindle Edition.

​
​​Start Onboarding The Day The Offer Is Accepted... Read more

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