Loan and mortgage hiring software that runs itself.
A turnkey hiring solution for mortgage brokers, lenders and loan servicing teams. Post to 100+ job boards in one click, screen for NMLS licensing and pipeline experience, and keep every applicant in one place instead of three inboxes.
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Copperline LendingMortgage Brokerage
Mortgage Loan Officer
StallingNMLS requiredCandidates
31ListKanban5,000+ growing businesses hire on AvaHR without a recruiting team.
The top 10% of lenders hire with AvaHR.
If you want to grow the book, you have to hire people who close on time. Everything here exists to help you find licensed producers fast, so pipelines stay full and borrowers never wait on you.
One click puts the job on 100+ boards.
Applicants arrive through organic publishing. Write the post once and it is live everywhere loan officers and processors are actually looking, including the boards you have never heard of that quietly work.
Hit publish.
Watch it go live.
In the time it takes to clear a condition, the role is live and collecting applicants.
Keep your top candidates in one place.
Notes, tags and status notifications on every applicant. Custom scorecards and ratings so your branch manager and your processing lead rate the same things, and a hiring process you shape around how the branch actually hires.
- Notes and tags that everyone on the team can see
- Scorecards built for a pipeline review, not a boardroom
- Status notifications so nobody goes quiet for a week
Search candidatesJSCandidates
31 total · 22 active
Loaded with features, none of which you have to configure.
Review applicant insights for every job posting, so you know which roles are working and which are quietly leaving files unworked.
Real-time data tracking
Instant visibility into hiring performance, with metrics and dashboards that are current rather than compiled at month end.
Job performance reports
Measure how each posting actually performed, so the next one starts from what worked instead of a guess.
Time-to-hire reports
See how long it takes from posting to hire, and exactly which stage is where people are getting stuck.
The #1 hiring software for small business.
Show them what it is like to produce at your shop.
Candidates want to feel connected to their next employer before they apply. Your culture profile tells the story: the products you offer, the team, the lead flow, the split. Organic search brings loan officers straight to it.
Create Profile
PreviewSaveFrom people running lending teams like yours.
AvaHR has given my mortgage company a personality. I designed my Culture Profile and that made all the difference. I post jobs here and I have seen a lot of responses lately.
Conrad M. · Cleveland, OHNo one enjoys posting a job to different job boards. It used to take forever and started to turn me off hiring. Now it takes under 30 minutes to post and reach all the best boards.
Adrian W. · Anaheim, CAMy hiring process was too long and did not always get the job done. Their ATS screens applicants well and the collaboration tools are great. The best loan and mortgage recruiting platform out there.
Sophia H. · Henderson, NVAvaHR is one of the best tools for employers in this job market. I used to chase job seekers myself, and now they come to me. I spend my time more wisely and attract higher-quality applicants.
Brent H. · Honolulu, HIStart from something that already works.
Keyword-optimized job postings rank higher and get seen by more loan officers. Start from a proven template rather than a blank page.
Job description templates
Ready to post, by role, and written to be read by a producer.
Browse →Employee handbook
Policy sections you can edit, for a shop without an HR department.
Browse →Hiring checklists
Every step from posting to day one, in the order it has to happen.
Browse →Interview kits
Questions by role, with what a good answer sounds like.
Browse →Loan and mortgage job description templates.
Four of the roles lenders hire most, written so applicants know what the day actually looks like.
Everything else in the platform.
100+ free job boards
One publish, every board that matters.
Insights and analytics
Time-to-hire and source reporting that tells you where to spend next.
Text messaging
Reach candidates between closings, where they actually reply.
Automated actions
Follow-ups, rejections and reminders that send themselves.
Custom questionnaires
Screening questions that filter before anyone picks up a phone.
Custom hiring pipeline
Stages that match how your branch actually hires.
eSignatures and offers
Offer letters signed from a phone in a parking lot.
Social job sharing
Push the opening to your own channels in one tap.
Employee referrals
Your producers bring the producers, tracked and paid out automatically.
Four things, one account.
Post jobs
One click sends your opening to Indeed, ZipRecruiter, LinkedIn and 100+ others, with a unique job URL you can text to anyone.
Manage candidates
A modern applicant tracking system that keeps every résumé, note and message on the person rather than in an inbox.
Connect
Your culture profile gives loan officers a real reason to apply, and organic search brings them to it without ad spend.
Collaborate
Your branch manager, your processing lead and your compliance team all weigh in on the same candidate, each with the access their job needs.
Before you post the first job.
Still deciding? A specialist who has set this up for businesses like yours will walk the whole flow with you.
How long does it take to get a loan officer or processor role posted?
Minutes. Start from a job description template, adjust the pay range and requirements, and publish. AvaHR formats the post the way each of the 100+ boards expects, including Indeed, ZipRecruiter and the mortgage and finance boards originators actually check.
Can I screen for NMLS licensing and state registrations before I call anyone?
Yes. Knockout questions auto-decline anyone missing a requirement you set, and custom questionnaires ask the rest up front: NMLS number and status, states licensed in, product experience, loan origination systems used, and prior volume. You see the answers on the profile before you pick up the phone.
Do candidates need to create an account to apply?
No. Applying takes under three minutes on a phone with no login, and the résumé is parsed into skills, history and contact details automatically. That matters here, where most applications happen from a phone between closings.
Can my branch manager and processing lead see candidates too?
Everyone works the same pipeline. Notes, scorecards and @mentions live on the candidate, so nobody double-calls the same person and nobody goes cold because two people each assumed the other had it handled.
Can I verify NMLS status before an interview?
Ask for the number in the questionnaire and require it, so anyone without one is declined automatically. You still verify it yourself, but you are verifying candidates you already want rather than screening the whole pile.