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Loan Center Processor. All Mortgage Loan Originators (MLO) must be actively registered with the National Mortgage Licensing Service (NMLS). Scans and submits audited loan packages daily to Quality Assurance/Records/DMV to ensure turnaround commitment is met.
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Communicates directly with loan officer, loan processor, closer, title companies and insurance companies to ensure that loans close in a timely manner. Assists loan processor to gather information to clear underwriting conditions.
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Communicates with loan processor regarding documentation needed to process the loan and maintain effective follow up to ensure receipt of needed documents. Assists loan processor to help resolve investor stipulations.
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Strong working knowledge of credit union business lending products, policies, and procedures; business and commercial real estate loan processing requirements; LaserPro application and OSI core system or similar applications or programs; business entities; and Microsoft Office Suite applications.
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May supervise and direct the activities of other loan officer(s), loan officer assistant(s), or loan processor(s). Communicates loan status to all interested parties, and obtains loan documentation after closing.
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A minimum of 12 months loan originator experience required for loan originator; minimum of 5 years loan originator experience required for senior loan originator. Oversees the loan process by monitoring loan status and ensures conformity with terms.
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Backup processor for ACH/Wire transactions in payment processing/bank systems. This includes a comprehensive package of loan products, impact investment opportunities, training and business advising programs, and technology services that advance locally-led solutions.
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Total recent work experience includes two or more years experience as a Loan Processor processing conventional loans, with at least one year experience in processing FHA or VA loans. Liaison between loan officer, borrower, underwriter, and funding.
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If changes to the loan occur during the course of processing the loan, such as appraisal amount or financial circumstances, processor will continue to qualify applicants as necessary; may interview and counsel members regarding mortgage loan products and make adjustments accordingly.
$24 - $38 an hourExpandUpdated 4 days ago - UpvoteDownvoteShare Job
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We need an Experienced Loan Officer with REAL SKILLS:Got a Processor? Are you the kind of Loan Officer who EATS, SLEEPS, and BREATHES mortgages? With 18 Loan Officers already under my wing, you’ll be in elite company.
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Label and save conditions of loan approval in branch shared drive and communicate to the processor that items have been obtained. Facilitate signing of loan documents; facilitate signing of the CD in a timely fashion and educate borrower on timing and next steps for closing such as drawing loan documents, wiring funds, signing before a notary, etc.
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Veterinary Student Debt Relief Programs- includes monthly contributions for full-time veterinarians, student loan advice, and lump sum contributions for student job program participation. School loan assistance through our Student Debt Relief Program.
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Strategic Staffing Solutions (S3) is currently looking for a Loan Processor consultant for a contract to hire opening with one of our largest clients this position can be 100% REMOTE! Loan Processor Role Summary The Senior Processor works with loan officers, borrowers, and third party providers to obtain documentation and submit a thorough, accurate, and complete loan package to Underwriting.
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Provides daily/weekly reporting of loan production and debt protection, GAP and MBP sales to management. Upon receipt of applications received via internet performs the following duties: assign and distribute application to the Loan Officer(s); contact members regarding incomplete applications and notifying them of Loan Officer contact information.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.