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72 Scotsman Guide Residential Edition |
ScotsmanGuide.com | January 2016
Amy Tierce is regional vice president of Wintrust Mortgage and a 25-year real
estate industry veteran. Her goal is to grow the Wintrust footprint in the Greater
Boston area by educating consumers about the company’s full product menu,
while recruiting new talent and creating a team of dedicated professionals.
She is always one to share her knowledge and expertise (NMLS 15659). Reach
Tierce at email@example.com or (617) 308-4870.
To begin your work, you need to be everywhere possible to make the brand known. When you are the prime driver of
your brand, it is vital that you develop a strategy for creating as much awareness of your brand as possible.
You are only one person, however, and it takes a team to build a dream. So, as you build that team, ask them to be
brand ambassadors as well, to further increase your reach. If there is an event or program that is real estate or loan-related, make sure someone on your team attends it. Make the investment in booths and sponsorships necessary to
ensure that you make a big splash. You need to project that you are a committed player. If you are not grabbing people’s
attention, then someone else will.
It is also imperative that you understand the loan process with your company from start to ;nish and that you have
experience in closing loans successfully. Your loan originators, current and future, need to be con;dent in your abilities
and your knowledge of the industry. Word of mouth is powerful, but it works both ways. Be honest about what your
company can and cannot do. Don’t make promises that you know you cannot keep. Telling the truth about the strengths
and weaknesses of the company will build trust.
Recruit for the long term
Make sure you can answer the most important question your current and prospective team members will have for you:
“Why?” In addition, have a concise and passionate response prepared when recruiting originators to join your company.
Develop a brief script to get their attention and foster curiosity, and then you can schedule a longer meeting to ;ll in the
blanks and provide more in-depth information.
Don’t ignore the “Rocky” factor. There are plenty of salespeople who are talented and driven and just haven’t had their
shot yet. You have limited access to the top salespeople until you are a proven commodity, so be willing to take a risk on
unproven talent. The reward for developing future superstars is unparalleled. If your new hire turns out to be all rough
edges, however, don’t keep wasting time. Go ahead and separate from them — which is the best course for the company
and that individual.
Remember, when recruiting new talent, you are playing a long-term game. The di;erent strengths and weaknesses of
potential loan originators will manifest over a longer period of time. Good things come to those who wait. Keep in touch
with prospects and meet frequently with potential recruits. It can take a year or more to recruit a top loan originator.
Don’t jump to conclusions about people who have changed companies in recent years. Always keep in touch regularly
and consistently. You never know when a great prospect who seems content in a current job is itching to move on to
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