Green Home Loans Success Story: 130 Loan Officer Appointments

Campaign Snapshot

Company Name: Green Home Loans
Industry: Mortgage Lending
Location: Scottsdale, Arizona
Target Prospects: Loan Officers
Company Size: 50-100 employees
Service Provided: Loan Officer Recruiting & Appointment Setting
Campaign Duration: 6 Months
Channels Used: Cold Calling, Email Marketing
Total Appointments: 130

Company Overview

Green Home Loans operates in the mortgage industry. They help individuals to secure home financing solutions according to their financial goals and purchasing plans. They focus on guiding borrowers through the mortgage process with clarity, competitive loan options and personalized support.

They wanted to improve their operations and needed to hire experienced loan officers who could bring in new borrower relationships and expand companies lending capacity.

The Challenge

Before working with our team, Green Home Loans faced several mortgage loan officer recruiting challenges:

• Limited inbound applications from experienced loan officers
• Heavy reliance on job boards with low response quality
• Sales managers spending time sourcing candidates instead of closing deals
• Inconsistent recruiting pipeline across different regions

Green Home Loans was requiring a predictable outbound recruiting system to connect with producing loan officers actively working at other firms.

Campaign Objectives

The primary goals of the campaign were:

• Identify experienced loan officers in targeted regions
• Engage decision-ready candidates through outbound outreach
• Book qualified recruiting appointments with hiring managers
• Build a consistent pipeline of potential hires each month

Multichannel Recruiting Strategy

Cold Calling Outreach

Our team launched a targeted outbound calling campaign to:

• Reach active loan officers at competing mortgage firms
• Introduce the opportunity at Green Home Loans
• Pre-qualify candidates based on production and interest
• Book recruiting appointments directly into the hiring calendar

Email Follow-Up Campaigns

We supported calling efforts with personalized email outreach:

• Follow-up emails after phone conversations
• Opportunity summaries and compensation highlights
• Calendar booking links for interested candidates

Qualification Criteria

Each prospect was pre-screened based on:

• Current designation of loan officer
• Active NMLS licensing status
• Minimum production volume ability
• Interest in exploring new opportunities
• Availability for a recruiting call

Only candidates who met the criteria were scheduled for appointments.

Booking Method

Qualified candidates were scheduled through:

• Direct calendar booking with hiring managers
• Scheduled recruiting consultations via email or phone

Campaign Results

Appointment Outcomes

• Total recruiting appointments: 130
• Average monthly appointments: 21–22
• Estimated contact-to-appointment conversion: 4.5%

Hiring Impact

• Estimated qualified candidates moved to final stages: 52
• Estimated loan officers hired: 18
• Average annual production per hire: $9M in loan volume

Pipeline & Revenue Impact

• Total projected loan volume from new hires: $162M+
• Estimated annual revenue impact: $4.8M+
• Recruiting pipeline growth: 240% increase over previous period

Why the Campaign Worked

Targeted Outreach: We focused only on active and experienced loan officers, not generic job seekers.

Consistent Multichannel Contact: Our combining cold calls with email follow-ups increased response rates and appointment conversions.

Strong Pre-Qualification: Only candidates meeting production and licensing criteria were scheduled, saving the client’s time.

Predictable Recruiting Pipeline: Instead of waiting for applicants, the client gained a steady stream of qualified candidates every month.

Sample Recruiting Workflow

1. Identify licensed loan officers in target regions
2. Initiate cold calling outreach
3. Introduce opportunity and pre-qualify candidate
4. Send follow-up email with company details
5. Schedule recruiting appointment
6. Client conducts interview and hiring process

Key Performance Summary

• Campaign Duration: 6 Months
• Total Appointments: 130
• Monthly Average: 21–22
• Estimated Hires: 18
• Pipeline Generated: $162M+
• Revenue Impact: $4.8M+ annually
• Recruiting Growth: 240% increase