How to Recruit Loan Officers: Starting the Conversation

A practical approach to listening, discussing platform fit and following up with mortgage professionals.

Recruiting education · November 1, 2026 · Contact: Jim Elkins, NMLS #128374

Lead with a business question

The most useful recruiting conversation begins with the loan officer’s business. Ask what is working well, what creates friction and what they would want from a different platform. A producer who wants better operational support needs a different conversation from someone comparing compensation statements. Listen before deciding which company features to discuss.

Use a simple opening

An example opening is: “I work with Jim Elkins on the NEXA Lending recruiting opportunity. Are you open to comparing platforms, or are you happy where you are?” If they are interested, ask which part of their business they would most like to improve. This is an illustrative conversation starter, not a claim that someone is already approved to represent the program. Use your actual role and approved messaging.

Compare the details that affect their business

Organize a conversation around compensation, operations, lender access, technology and marketing support. Ask the candidate which questions matter most. Use current written information to compare the relevant details, including fees and qualification conditions. A headline percentage does not describe every transaction. Avoid claiming that a company can finance every loan or that one platform is automatically better for every producer.

Move from interest to a useful introduction

If the candidate wants more information, agree on the purpose of a call with Jim. Share the questions the candidate wants answered, with their permission, so the call addresses their priorities. Let the appropriate company personnel explain onboarding, sponsorship and any compensation documents. A recruiting introduction is a starting point for evaluation, not a commitment to change employers.

Follow up with relevance and permission

After the conversation, summarize the candidate’s open questions and the next step they requested. Offer one relevant resource rather than a stack of unrelated links. Respect a request to stop contact and follow applicable outreach requirements and platform rules. Do not share a candidate’s production records, personal documents or contact details beyond the authorized onboarding process.

Measure the quality of the process

Track conversations, agreed introductions and resolved questions. Record why a candidate is interested and what remains uncertain. This helps you improve how you explain the opportunity without relying on pressure or inflated income claims. If someone is happy at their current company, respect that decision. The goal is an informed professional relationship and a good fit.

Program eligibility, approved activities, compensation and payment requirements are subject to current NEXA Lending terms. No earnings are guaranteed.

Related recruiting resources

Talk through your questions with Jim.

Discuss your background, the recruiting role and the current written program requirements.

Talk with Jim

615-881-6927 · [email protected]