Loan Officer Recruiting Case Study

Campaign Snapshot

Company: Live Better Financial
Headquarters: El Dorado Hills, California
Industry: Mortgage Lending
Target Location: Florida and Arizona, United States
Target Prospects: Experienced and producing loan officers open to remote territory roles
Service Provided: Mortgage Loan Officer Recruiting Services
Campaign Goal: Book qualified interviews for traditional and reverse mortgage territory roles
Campaign Duration: 8 months
Channels Used: Cold Calling, Email Marketing
Total Interviews: 96 qualified interviews
Candidate Experience: At least 5 years of mortgage origination experience

Channel Activity Metrics

Calls introduced the territory opportunity and explained the lending model. Email helped candidates review the role and arrange interviews.

• Cold Calls Placed: 26,000+
• Emails Sent: 15,600+
• Total Conversations: 2,750+
• Average Monthly Calls: 3,250+

Company Overview

Live Better Financial is based in El Dorado Hills, California (NMLS #780963) and led by President Scott Roseveare. Its Generational Lending model supports clients through home purchases, refinancing and retirement borrowing.

The company offers traditional mortgages, FHA-insured HECM reverse mortgages, HECM for Purchase, proprietary reverse loans and senior HELOCs. It grows through remote Territory Managers who build local referral networks. Training, weekly mentorship, sales coordination and in-house processing support these roles.

The Challenge

Live Better Financial needed experienced loan officers who could build local referral networks and discuss traditional and reverse mortgage products.

The campaign faced five challenges:

• Candidates needed at least 5 years of origination experience and success in commission-only sales
• Many traditional loan officers had limited reverse mortgage experience
• Candidates needed a clear explanation of the territory opportunity before considering an interview
• Remote, home-office roles required candidates comfortable building their own referral networks
• Recruiting relied on a careers page and an application inbox

The company needed a direct process to reach suitable candidates in Florida and Arizona and screen them before booking.

Before vs After: The Shift in Live Better Financial’s Recruiting Pipeline

The campaign gave Live Better Financial a direct source of experienced candidates for its two target territories.

Campaign Objectives

The primary goals of the campaign were:

• Build verified lists of experienced Florida and Arizona loan officers
• Explain the traditional and reverse mortgage territory model
• Confirm experience, commission history and interest before booking
• Maintain a consistent flow of qualified interviews over eight months

Outbound Outreach Strategy

We used a two-state calling and email campaign to reach experienced loan officers and introduce Live Better Financial’s territory opportunities.

Targeted Florida and Arizona Loan Officer Lists

We built a custom recruiting list focused on experienced originators licensed in Florida or Arizona.

The list included:

• Florida loan officers in Tampa, Orlando, Jacksonville, Sarasota and South Florida
• Arizona loan officers in Phoenix metro, Scottsdale, Mesa and Tucson
• Originators with at least 5 years of mortgage experience
• Loan officers working with real estate agents, financial planners or CPAs
• Candidates with reverse mortgage or HECM experience, prioritized for outreach

We checked license history through NMLS Consumer Access, verified emails through ZeroBounce and confirmed current employers on LinkedIn Sales Navigator.

Multichannel Outreach Strategy

Calls helped candidates understand the territory role. Email provided a short summary and a clear next step.

Cold Calling

Our team used loan officer recruiting call scripts adapted to Live Better Financial to:

• Speak directly with licensed Florida and Arizona loan officers
• Introduce the remote territory opportunity
• Explain how reverse mortgages could complement their traditional mortgage business
• Describe training, weekly mentorship, sales coordination and in-house processing
• Book qualified interviews during the call

Email Follow-Up

Email outreach supported the calling campaign by:

• Sending a short territory summary within a day of each call
• Following up with candidates who needed time to consider the opportunity
• Providing a link to book a confidential interview

Compliance-Aware Messaging

Outreach introduced the commission-based role, lending products and available support. Candidates were screened for prior success in commission-only sales.

Qualification Criteria

Every candidate was screened before an interview was booked.

• Active mortgage loan originator license in Florida or Arizona, verified through NMLS
• At least 5 years of mortgage origination experience
• A history of success in commission-only roles
• Comfort working from a home office and building referral networks
• Interest in serving senior homeowners
• Clear timing for transferring license sponsorship

Only candidates who met the campaign criteria were scheduled with the hiring team.

Booking Method

We handled appointment scheduling for qualified candidates, booking interviews directly on the hiring manager’s calendar.

• Direct interview booking
• Candidate profiles covering licensed state, origination experience, referral sources and reverse mortgage experience
• Phone and email confirmation
• Interview reminders

Campaign Results

The eight-month campaign produced 96 qualified interviews across Florida and Arizona. Every booked candidate had at least 5 years of origination experience.

Interview Outcomes

• Total Interviews Booked: 96
• Average Monthly Interviews: 12
• Best Month: 16 interviews in month 8
• Candidate Experience: At least 5 years of mortgage origination
• Markets Covered: Florida and Arizona

Campaign Timeline: How the Recruiting Pipeline Built Over 8 Months

Interview volume increased as the team refined its messaging and prioritized candidates with relevant referral experience.

• Months 1 to 2, List Build and Launch: We built and verified Florida and Arizona lists, adapted our loan officer recruiting scripts around the territory and booked 15 interviews.
• Months 3 to 5, Messaging Refinement: We moved the reverse mortgage explanation into the first 60 seconds of calls, rebuilt follow-ups from our loan officer recruiting email templates and booked 36 interviews.
• Months 6 to 8, Full Outreach Cadence: We prioritized referral-partner candidates, kept daily outreach in both states and booked 45 interviews.

The campaign booked 96 qualified interviews over eight months, averaging 12 per month.

Pipeline Impact

The campaign created a structured recruiting pipeline for Live Better Financial’s territory roles.

• Qualified Interviews Booked: 96
• Monthly Interview Volume: Increased from 6 in month 1 to 16 in month 8
• Market Coverage: Florida and Arizona
• Candidate Experience: At least 5 years of origination confirmed before booking
• Recruiting Process: Direct outreach added a consistent source of experienced candidates

Why the Campaign Worked

Four choices supported the recruiting results.

• Two-State Targeting: Verified Florida and Arizona lists kept outreach focused on candidates licensed in the target territories.
• Early Product Explanation: Calls explained the traditional and reverse mortgage model before candidates agreed to an interview.
• Experience Screening: We confirmed the 5-year minimum and commission-only sales history before booking.
• Territory-Based Messaging: Outreach highlighted the remote territory role, referral opportunities and available support.

Sample Outreach Workflow

Each candidate followed a clear path from list research to a booked interview.

• Identify Florida and Arizona loan officers and verify their records
• Call and introduce the territory opportunity
• Explain the traditional and reverse mortgage model
• Confirm experience, commission history, remote-work fit and interest
• Send a territory summary and booking link
• Book a confidential interview with the hiring team
• Live Better Financial conducts interviews and makes hiring decisions

Key Performance Summary

The eight-month campaign created a direct source of experienced candidates across two target states.

• Campaign Duration: 8 months
• Total Interviews: 96
• Monthly Average: 12
• Cold Calls Placed: 26,000+
• Emails Sent: 15,600+
• Total Conversations: 2,750+
• Candidate Experience: At least 5 years of mortgage origination