Welcome back to Lending Leadership: The Mortgage Pros—your go-to source for real talk on leadership, recruiting, and building successful teams in the mortgage industry.

This week, we dove deep into one of the most commonly misunderstood (and, honestly, daunting) aspects of being a branch manager: RECRUITING. If you’ve ever found yourself wondering, “Why isn’t my company recruiting loan officers for me?” or felt overwhelmed at the thought of building a branch people actually want to join, this episode is for you.

No special guest this week—just us, Robert Fillyaw, Dave Holland, and Tom Mills—three longtime mortgage pros who’ve all walked the recruiting road ourselves. We pooled our biggest wins, hardest lessons, and no-BS tactics for attracting top talent and creating the kind of leadership teams stick with.

We unpacked why most managers strike out when it comes to recruiting, the misconceptions that hold leaders back, and what it really takes (from mindset to process) to consistently add talented loan officers to your branch—and keep them thriving. From why servant leadership trumps being a top producer, to real-world advice for avoiding bad hires, we’re sharing behind-the-scenes stories and actionable steps to help you level up.

Whether you’re a solo producer thinking about growing a team, a seasoned branch manager ready for your next hire, or just want to hear some wild recruiting stories, this is an episode you don’t want to miss.

Key Takeaways:

1. Recruiting is a Different Skill Set Than Origination: Just because you’re a top producer doesn’t mean recruiting or leadership will come naturally. In fact, the drive and “alpha” that makes someone a killer salesperson often clashes with the servant leadership needed to run a successful branch. We break down why the skills for running a branch, recruiting, and producing are unique—and why most managers should focus on building systems before diving into recruiting.
2. Relationship Management Trumps Cold Calls: Recruiting is all about relationships, not just banging the phones. Branch managers who consistently build great teams are the ones who’ve invested in genuine, long-term industry relationships—showing up, collaborating, and building trust over time. People join leaders they know, like, and respect—not strangers with empty promises.
3. Your Reputation & Operations Matter: If you can’t manage your own files, provide a smooth operations platform, or have a reputation for being difficult, recruiting loan officers will be an uphill battle. Before you even think about hiring, take a hard look at your current business: Would YOU want to work for you? If not, fix that foundation first.
4. Be Ruthless About Fit—Don’t Hire Assholes: One rough hire can poison your culture, eat up your time, and drive away good talent. We’ve all been tempted by the “win” of landing a big name or a high producer, but if someone’s a bad attitude or isn’t aligned with your values, walk away. Some of our best hires were the ones we never made.
5. Recruiting is a Long Game—Be Intentional and Sincere: Define what you want your team to look like before you start. Know your “why,” get your value proposition straight, establish a repeatable process, and commit to honest and sincere conversations. Don’t oversell or bluff—if you don’t deliver what you promised, you’ll lose people fast. Recruiting isn’t a one-time event or short season—it’s about persistent, genuine engagement.

Thanks for joining us for an honest, in-the-trenches look at what it really takes to build and lead a team in this business. Whether you’re growing your branch or thinking about making your next hire, remember: Participation in your own success starts with you, not your company. Relationships, accountability, and authenticity are the foundation of lasting recruitment and retention.

Questions or comments? We’d love to hear from you. Don’t forget to like, subscribe, and leave us a five-star review! See you next time on Lending Leadership: The Mortgage Pros.

Robert, Tom, and Dave