From Startup to Standout: How a New Mortgage Company Recruited Top Loan Officers Fast
Outbound BDR
Loan Officer Recruiting
Real Clients. Real Feedback
From implementation to long-term support, our partners share what it’s like to work with us. Get their take.
About Our Partner
Our partner is a Northeast-based mortgage company that launched less than two years before the pandemic. Founded by two industry veterans with more than 25 years of experience each, the company quickly built a foundation of stability and growth. However, as a new player competing against national lenders, they faced two major hurdles: visibility and recruitment. While their company culture and support structure were attractive differentiators, they lacked an organized system for finding and hiring experienced loan officers. In late 2020, they turned to Abstrakt Marketing Group to ramp up their recruitment pipeline and drive sustainable revenue growth.
Client’s Challenges
Breaking into the mortgage market as a young company is never easy, particularly when competing against established brands with far greater reach. To succeed, our partner needed top-performing loan officers who could build strong relationships and deliver volume, but attracting that caliber of talent came with unique challenges. Most qualified loan officers were already working at competitors, producing strong numbers, and hesitant to make a career move—especially during a global pandemic.
The company’s criteria were also strict. They wanted candidates with proven track records, issuing at least $750,000 in loans each month or closing ten loans in a quarter, and living within a five-county target area. Add in a short list of off-limits competitors, and the talent pool grew even narrower. With limited internal resources to dedicate to recruiting, they needed an external partner who could strategically source and nurture potential recruits until they were ready to commit.
Our Solution
Abstrakt began with a 30-day implementation period in December 2020, dedicating time to fully understand the client’s goals, culture, and recruiting parameters. Our sales development representatives (SDRs) built and cleansed a list of qualified prospects, gathering vital information such as current employer, production history, and contact details. From there, we created messaging strategies tailored to each candidate’s motivations—emphasizing our client’s operational support, training opportunities, and culture of collaboration.
The program went live in January 2021, perfectly timed with the peak season for job changes. SDRs began outreach with a focus on qualifying candidates through targeted questions: What would it take for you to leave your current role? What do you look for in an ideal employer? What does your average production look like? These conversations allowed us to quickly identify strong prospects, personalize follow-up communication, and position our client as the best alternative. By nurturing even those who initially said “no,” Abstrakt kept candidates engaged until the timing was right.
The Excellent Results
In just four months, our client transformed from a new player struggling with recruitment to a growing team with top-tier talent:
Two experienced loan officers hired, both producing more than $1 million in monthly loans.
Multiple additional recruits in the pipeline, nurtured through consistent follow-ups and personalized messaging.
A faster-than-average recruiting timeline—what typically takes three months just to set one appointment led to two hires in less than a quarter.
Strengthened reputation as a growing mortgage company with culture and support systems that could compete with national players.
Fill your calendar with quality prospects.
Are You Ready to Grow?
