How to hire a loan supervisor

How to hire a loan supervisor, step by step

Here's a step-by-step loan supervisor hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a loan supervisor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new loan supervisor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the loan supervisor you need to hire. Certain loan supervisor roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a loan supervisor to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a loan supervisor that fits the bill.

   This list shows salaries for various types of loan supervisors.

   Type of Loan Supervisor	Description	Hourly rate
   Loan Supervisor	Loan officers evaluate, authorize, or recommend approval of loan applications for people and businesses.	$22-47
   Mortgage Consultant	A mortgage consultant is a professional who helps customers and businesses identify the best option for mortgage deals based on their financial resources. To maintain an excellent relationship with clients, mortgage consultants must possess a broad knowledge of the company's products to answer all the clients' queries and concerns... Show more	$11-30
   Escrow Officer	Escrow officers, commonly known as loan officers, are responsible for real estate processing and finalizing deals. They ensure all documents are authentic and prepared, property titles are clear, and financial obligations have been thoroughly met by the buyer and seller... Show more	$17-33

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Real Estate
   • Financial Statements
   • Escrow
   • Mortgage Loans
   • Direct Reports
   • Loan Applications
   • Loan Processing
   • Performance Evaluations
   • Loan Products
   • Investor Guidelines
   • Loan Packages
   • Loan Payments
   • Bank Policy

   Check all skills

   Responsibilities:

   • Manage loan origination underwriting and funding teams for dealer and consumer financial products and services.
   • Receive loans originate by multiple loan officers, gather all necessary documentation and submit complete underwriting packages to lenders.
   • Analyze mortgagors for approval of HAMP or traditional modification.

3. Make a budget

   Including a salary range in your loan supervisor job description is a great way to entice the best and brightest candidates. A loan supervisor salary can vary based on several factors:

   • Location. For example, loan supervisors' average salary in alaska is 43% less than in maine.
   • Seniority. Entry-level loan supervisors earn 53% less than senior-level loan supervisors.
   • Certifications. A loan supervisor with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a loan supervisor's salary.

   Average loan supervisor salary

   $67,504yearly

   $32.45 hourly rate

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   Entry-level loan supervisor salary

   $46,000 yearly salary

   Updated December 18, 2025

4. Writing a loan supervisor job description

   A good loan supervisor job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a loan supervisor job description:

   Loan supervisor job description example

   WECU is seeking a Real Estate Loan Origination Supervisor to join the Real Estate team in Bellingham WA. This role oversees all aspects of real estate loan origination. Responsible for hiring, training, coaching and development of Real Estate Loan Officers, and Real Estate Loan Officer Assistants. Ensures the team delivers a quality member experience through efficient, knowledgeable and timely loan originations and closings. Responsible for business development, loan programs and compliance. Maintain a small pipeline as necessary.
   
   Key responsibilities
   -Responsible for establishing Loan Officer production goals and holding staff accountable for production levels and business development activities to meet overall department goals. Involve staff in strategic planning to correct deficiencies in production.
   -Responsible for training and coaching of Real Estate Loan Officers and Real Estate Loan Officer Assistants.
   -Responsible for scheduling training, time-off and other requests for staff.
   -Responsible for marketing/promoting the Real Estate Loan Department. Attend field and community driven functions to show WECU presence and support.
   -Collaborate with Real Estate Loan Production Manager on development of real estate loan programs, products, services, systems and procedures. When necessary, serve as project manager according to WECU's project guidelines and procedures.
   -Handle member complaints/concerns in a professional and timely manner.
   -Performs all duties and responsibilities of a Real Estate Loan Officer.
   -Responsible for originating and processing complex and/or sensitive lending transactions as needed.
   -Performs regular audits and ensures that compliance to underwriting and documentation standards is maintained.
   -Remain current on changes within the legal, regulatory, economic, competitive, and technology environment that may affect real estate lending functions.
   -Stay informed in all aspects of WECU's business plans, operations, changes to policy and procedure, as well as WECU's history and philosophy.
   -Stay abreast of real estate secondary market guidelines and inform and educate staff on changes.
   -Ensure that all real estate loan origination procedures are reviewed and updated annually, or earlier if needed.
   -Plan and implement Real Estate Education Seminars for WECU's membership.
   -Monitor all vendor contracts and service agreements, hold vendors accountable for their actions, and perform detailed responsibilities as noted in our board-approved Vendor Management Program on an established schedule.
   -Responsible to respond, report, and recommend changes with respect to Quality Control audits.
   -Follow policy and procedures related to Bank Secrecy Act (BSA), Anti-Money Laundering (AML), Customer Identification Program (CIP) and Customer Due Diligence (CDD) daily to ensure compliance by you and your staff with current regulations.
   -Follow policy and procedures related to OFAC to ensure compliance by you and your staff.
   -Follow policy and procedures related to SARs and ensure compliance by you and your staff by monitoring and reporting suspicious activity to the Compliance Department. Notify immediate supervisor of any substantive discrepancies with respect to information obtained under the CIP, including fraudulent identification, fraudulent applications, etc.
   -Complete mandatory BSA/AML annual training via online web course and ensure staff does the same.
   -Perform specific and delegated duties as assigned by Manager.
   -Responsible for the accuracy of all department information published on the WECU internet website, and if applicable, the functionality of department products/services presented on the WECU website.
   -Provide accurate loan payoff or verification information to members, other financial institutions, and escrow companies.
   -Process and order supporting documentation for all loan transactions (i.e. appraisal, verification of employment, credit report, title commitment, etc.).
   -Review subordination requests and partial reconveyance requests for approval and processing.
   -Responsible for property inspections of on-going construction loans for draw disbursements
   
   Education, skills, and experience
   -Job requires a college degree or comparable level of language, math and reasoning skills.
   -Two years of experience in a related field with equal responsibilities is acceptable. Formal training should be supplemented with continuing education.
   -Working knowledge of the credit union's products and services.
   -Working knowledge of organization's policies/procedures and credit union's service philosophy.
   -Working knowledge of safety and security program for false alarms, robberies, bomb threats and extortion.
   -Working knowledge of credit union's real estate loan processing platforms.
   -Knowledge of state and federal lending regulations.
   -Ability to exercise judgment, initiative, and tact in dealing with members, management and staff.
   -Ability to represent the credit union in a positive, professional manner in person, on the telephone, and in written correspondence.
   
   ABOUT WECU
   WECU is a not-for-profit financial cooperative where members are encouraged to save and borrow responsibly at fair and competitive rates. Headquartered in Bellingham, WA, WECU has over 130,000 members and over $2.3 billion in assets.
   
   It is WECU's mission to make a meaningful difference in the lives of our members. We strive to treat both members and staff with honesty and integrity and to be a socially responsible part of our community. WECU also endeavors to be an employer of choice.
   
   WECU is an Equal Opportunity Employer that is committed to diversity and inclusion in the workplace. We make employment decisions on the basis of merit and qualifications, and seek to have the best qualified person in every job. WECU policy prohibits discrimination on the basis of race, color, religion, creed, sex, gender, sexual orientation, gender identity, marital status, age, national origin or ancestry, physical or mental disability, veteran status, genetic characteristics or information, or any other consideration made unlawful by federal, state or local laws.

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5. Post your job

   To find the right loan supervisor for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with loan supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit loan supervisors who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your loan supervisor job on Zippia to find and recruit loan supervisor candidates who meet your exact specifications.
   • Use field-specific websites such as efinancialcareers, financialjobsweb.com, careerbank, financial job bank.
   • Post a job on free websites.

6. Interview candidates

   Recruiting loan supervisors requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new loan supervisor

   Once you've selected the best loan supervisor candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new loan supervisor first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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