What you’ll learn
- Assign transition ownership
- Run an accountability conversation
- Measure retention consistently
Who this course is for
Recruiters, onboarding partners and mortgage team leaders
Experience behind the approach
Nathan takes pride that most people he recruited remain at the companies where he placed them. This is his career perspective, not an independently audited retention rate. For six years, he also led weekly action-planning, performance and accountability calls alongside Hao, a Level 1 and 2 CORE training coach. This course translates that emphasis into clear ownership and follow-through.
Nathan’s professional track record ↗Before you start
No purchase or account is required. Use fictional information in exercises. Read the explanation, study the worked example, try the exercise before revealing the response, then revisit the idea in the course knowledge check. Practical assignments take longer than reading alone.
Course assignment
Assemble the lesson exercises into a practical plan. Identify assumptions, evidence still needed, an accountable owner, and a review date. Explain one decision you changed and why.
Repair the gap between recruiting and arrival
Ten fictional January starters have reached day 90; nine remain. Five March starters have not reached that point. New employees report good peer support but unclear escalation access. A recruiter’s old message implied a dedicated service that is actually shared.
- Report retention with counts, period and exclusions explained.
- Correct the service expectation plainly.
- Create a commitments log and 30/60/90-day review.
- Write a weekly accountability agenda and a stay-conversation response.
Review a model recommendation
Keep cohorts separate, repair the actual promise and assign delivery ownership. Do not describe the resulting percentage as industry-leading.
Self-review rubric
- Evidence: distinguish confirmed facts, fictional assumptions and unresolved questions.
- Application: connect the proposed actions to the actual person, role and operating conditions.
- Accountability: identify owners, dependencies, stop conditions and review dates.
- Judgment: explain the trade-offs and why an alternative was rejected.
This is learning feedback, not a hiring assessment or credential.
Return and retrieve
After a few days, explain the main decision without reopening the worked response. Then compare your reasoning and revise one weak part of your plan.
Knowledge check
After the lessons, test your decisions on three scenarios. Feedback explains the reasoning; results are practice feedback, not certification.
Take the knowledge checkConnect this course to the complete process
Work through the connected case, practice the conversations and add this course’s work to your final project.
Sources & further reading
- NMLS: Consumer Access FAQs ↗
- SHRM: New Hire Integration ↗
- MBA Career Center: Screening Mortgage Loan Officer Candidates ↗
Instruction, cases, exercises and worked responses are original academy material. External references support concepts; they do not endorse the academy.