Loan Officer Recruiting Case Study

Campaign Snapshot

Company: Flash Funding Mortgage
Headquarters: Willis, Texas
Industry: Mortgage Lending
Target Location: Texas, United States
Target Prospects: Experienced and producing loan officers
Service Provided: Mortgage Loan Officer Recruiting Services
Campaign Goal: Book qualified interviews with Texas loan officers to grow the origination team
Campaign Duration: 3 months
Channels Used: Cold Calling, Email Marketing
Total Interviews: 47 qualified interviews
Loan Officers Hired: 3, with more candidates still in the hiring process

Channel Activity Metrics

Calls started direct conversations, while email helped the team follow up with potential candidates.

• Cold Calls Placed: 9,300+
• Emails Sent: 5,700+
• Total Conversations: 1,050+
• Average Monthly Calls: 3,100+

Company Overview

Flash Funding Mortgage serves homebuyers and investors from Willis, Texas (NMLS #2538224). Founder Austin Pool has worked in investor lending since 2017. Home loan division co-founder Bryan Ward has originated more than $1.375 billion in residential loans since 2002. The company offers conventional, FHA, VA, USDA, jumbo, DSCR and non-QM loans. Its sister company provides business-purpose private money loans. Expansion into more states drives its need for licensed originators.

The Challenge

Flash Funding Mortgage needed a direct way to reach experienced Texas loan officers who might be open to joining its team.

The campaign faced four challenges:

• Hiring depended on referrals, leadership contacts and a general careers form
• The company had no dedicated recruiter or outbound recruiting process
• Producing loan officers were difficult to reach through passive hiring
• Few candidates had experience across both homebuyer and investor loan products

The company needed a structured process to identify, contact and screen potential hires.

Before vs After: The Shift in Flash Funding Mortgage’s Recruiting Pipeline

The campaign gave Flash Funding Mortgage a direct source of qualified interviews and helped it make three hires.

Campaign Objectives

The primary goals of the campaign were:

• Build a verified list of producing Texas loan officers
• Reach candidates directly by phone and email
• Book qualified interviews with the hiring team
• Turn interviews into hires during the campaign

Outbound Outreach Strategy

We used a Texas-focused calling and email campaign to find experienced loan officers and book interviews with interested candidates.

Targeted Texas Loan Officer Lists

We built a custom recruiting list focused on Texas-licensed loan officers.

The list included:

• Residential loan officers at Texas lenders, mortgage companies and brokerages
• Originators with DSCR, non-QM or investor loan experience
• First-time homebuyer specialists familiar with FHA, VA and USDA loans
• Producers at competing lenders in Houston and other Texas markets

We checked active Texas licenses through NMLS Consumer Access, verified emails and confirmed current roles on LinkedIn Sales Navigator.

Multichannel Outreach Strategy

Calls opened conversations with potential candidates. Email helped continue those conversations and arrange interviews.

Cold Calling

Our team used loan officer recruiting call scripts adapted to Flash Funding Mortgage to:

• Speak directly with licensed Texas loan officers
• Introduce the company’s homebuyer and investor loan products
• Discuss candidate interest and experience
• Book qualified interviews during the call

Email Follow-Up

Email outreach supported the calling campaign by:

• Sending relevant follow-ups
• Explaining the company’s product range and growth plans
• Providing a link to book a confidential interview

Compliance-Aware Messaging

Detailed compensation discussions remained with Flash Funding Mortgage’s hiring team. Outreach focused on products, production opportunities and support.

Qualification Criteria

Every candidate was screened before an interview was booked.

• Active Texas residential mortgage loan originator license in NMLS
• Consistent closed-loan production over the past 12 months
• Experience with homebuyer or investor loan products
• Interest in a confidential conversation about a move
• Clear timing for transferring license sponsorship
• Availability for an interview

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

Booking Method

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

• Direct interview booking
• Candidate notes covering license, production, product experience and timing
• Phone and email confirmation
• Interview reminders

Campaign Results

The three-month campaign produced 47 qualified interviews and three loan officer hires.

Interview Outcomes

• Total Interviews Booked: 47
• Average Monthly Interviews: 15 to 16
• Loan Officers Hired: 3
• Additional Candidates: Still in the hiring process

Campaign Timeline: How the Recruiting Pipeline Built Over 3 Months

Interview volume increased as the team refined its lists and outreach.

• Month 1, List Build and Launch: We verified the Texas loan officer list, launched calling and email outreach and booked 11 interviews.
• Month 2, Messaging Refinement: We refined the message around Flash Funding Mortgage’s homebuyer and investor products, added sponsorship timing to screening and booked 16 interviews.
• Month 3, Full Outreach Cadence: Consistent calls and email follow-up helped fill the hiring calendar with 20 interviews.

The campaign booked 47 qualified interviews over three months and helped Flash Funding Mortgage hire three loan officers.

Pipeline Impact

The campaign created a repeatable recruiting pipeline for Flash Funding Mortgage.

• Qualified Interviews Booked: 47
• Loan Officers Hired: 3
• Additional Candidates: Still moving through the hiring process
• Recruiting Process: Structured outbound outreach added a direct source of candidates

Why the Campaign Worked

Four choices supported the recruiting results.

• Texas-Focused Targeting: A single-state list kept outreach focused on candidates licensed in the target market.
• Product-Based Messaging: Calls highlighted Flash Funding Mortgage’s homebuyer and investor loan products, including FHA, DSCR and non-QM loans.
• Screening Before Booking: We checked license, production, interest and sponsorship timing before scheduling interviews.
• Structured Recruiting: A repeatable mortgage recruiting funnel created a consistent path from outreach to interview.

Sample Outreach Workflow

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

• Identify Texas loan officers and verify their records
• Call to start a direct conversation
• Introduce Flash Funding Mortgage’s products and growth plans
• Check license, production, interest and sponsorship timing
• Send a follow-up email with the booking link
• Book a confidential interview with the hiring team
• Flash Funding Mortgage conducts interviews and makes hiring decisions

Key Performance Summary

The three-month campaign produced qualified interviews and completed hires.

• Campaign Duration: 3 months
• Total Interviews: 47
• Monthly Average: 15 to 16
• Cold Calls Placed: 9,300+
• Emails Sent: 5,700+
• Loan Officers Hired: 3