Welcome back to Lending Leadership: The Mortgage Pros, where we dive deep into the strategies, challenges, and leadership philosophies shaping the mortgage industry today.

In this episode, we unpack an intriguing statistic: 84% of $20 million producers are open to recruiting conversations, but only if an executive is involved. We dig into what this means for mortgage recruiting, how leadership at every level impacts the process, and why top producers are prioritizing conversations with executives over recruiters.

While we don’t have a special guest this week, you’ll hear from the full Lending Leadership team: Tom Mills, Robert Fillyaw, and Dave Holland. We share our firsthand experiences, insights from recent mastermind groups, and practical advice for branch managers, leaders, and anyone looking to build a high-performing mortgage team.

Here’s a breakdown of what we covered:

1. The changing landscape of recruiting in the mortgage industry and why today's top producers want conversations with executives, not recruiters.
2. What motivates loan officers to change companies: from compensation, leadership, and company stability to support systems and technology.
3. How leadership at the branch and company level influences recruiting, retention, and overall team culture.
4. Building strategic and meaningful relationships in recruiting, with real-world tactics and long-term nurturing.
5. What makes a great loan officer and branch manager, and why the right hire isn’t just about production but about values and team fit.

Key takeaways:

1. Leadership Matters More Than Ever: Top producers want to engage directly with high-level executives because they value leadership stability and alignment. The days of relying solely on recruiters are fading—executive involvement is a sign of credibility and long-term commitment.
2. Recruiting is a Relationship Game: Effective recruiting isn’t about cold calls or opportunistic pitches. It’s about building relationships, offering value over time, and being the trusted industry professional people turn to when change happens.
3. What Attracts Talent in 2024: Compensation and incentives matter, but so do technology, marketing support, operational efficiency, and strong leadership. Loan officers want to know the company is forward-thinking and ready for the future, especially with the rise of AI and automation.
4. Branch Managers Must Build Their Own Leadership Brand: It’s not just about what the company offers. Branch managers need to create a value proposition, align with the right people, and be someone worth working for. Leadership stories, proven development, and servant leadership are key.
5. Be Strategic and Selective With Recruiting: Not every high producer is a good fit. Being clear about your values and target avatar prevents costly mis-hires. The best hires are sometimes the ones you don’t make—and a strong team is built around ethics, growth mindset, and collaboration.

We hope you found something of value in today’s discussion. If you’re a branch manager looking to grow your team and wondering what to evaluate first, drop us a line—we’d love to hear from you. Be sure to subscribe and smash that review button; your feedback keeps Lending Leadership moving forward!

Robert, Tom, & Dave