Recruiting Partner Program Overview
This is the operating view of the Sprints. Pick a stage, complete the action items, and keep weekly activity moving so at least one candidate is always progressing. The goal is fewer random recruiting bursts and a steady rhythm that produces conversations, courtships, offers, and hires.
What this is
A stage-based recruiting system designed to move a name on a list into a hired and onboarded producer through consistent activity and a clear sequence.
- Sequential stages with a clear focus
- Weekly activity that does not drift
- One candidate always moving forward
Who this is for
Sales leaders who want a repeatable recruiting rhythm without living in chaos, and who are ready to treat recruiting like a real leadership responsibility.
- Branch and regional leaders
- Mortgage executive teams
- Builders who want consistent hiring
How it works
Choose the current stage, execute the action items, track progress, and move forward. Each Sprint builds on the last so you are never guessing what to do next.
- One stage at a time
- Simple tracking and follow up
- Momentum beats random effort
ATTRACT Sprint
This Sprint is about setting the table. You define who you want, where to find them, and how to run a recruiting campaign that keeps your funnel full. You are creating predictable visibility and outreach.
Define the Target
Get specific about who you want and where they live in the market so you are not wasting time with the wrong profile.
- Role and production profile
- Geography, niche, and referral lanes
- Deal breakers and must haves
Build the Campaign List
Create a clean list that feeds outreach every week. A list is inventory that needs care.
- Sourcing lanes and lead flow
- List hygiene and segmentation
- Weekly refresh cadence
Launch Your Outreach Rhythm
Turn recruiting into a weekly activity that does not get bumped. You want steady outreach with consistent follow up.
- Message theme and positioning
- Follow up timing that creates momentum
- Simple tracking that drives decisions
ENGAGE Sprint
This Sprint is about getting positive responses from the initial call through the Blind-Date. You sharpen your message, warm the relationship, and start better conversations that earn a first call without feeling like a pitch. Treat the initial call as a networking call of two mortgage professionals chatting.
Dial In Your YOU-Factor
Give top producers a reason to talk that is not about comp. Your story should answer: why here, why now?
- What can YOU do to help grow their business
- Who wins in your model
- Proof points that feel real
Warm the Relationship
Increase reply rates with light touch engagement before the ask. This keeps outreach from feeling random and cold.
- Profile views and social signals
- Smart touchpoints that show you pay attention
- Timing the first message
Start Better Conversations
Move from curiosity to a first call without pressure. Your opening should feel human and your next step should feel easy.
- Opening lines that feel natural
- Two to three simple questions
- Clear next step invitation
COURT Sprint
This Sprint is where most leaders lose momentum. You run a real discovery, present a business opportunity, and keep the courtship moving so the candidate leans in instead of drifting.
Run a Real Discovery
Understand their world before you present yours. Great recruiting feels like listening, not pitching.
- Current model and pain points
- Referral sources and partnerships
- What would make a move worth it
Present a Business Opportunity
Make the move make sense on paper and in their gut. A strong plan reduces doubt and increases commitment.
- Production goals and Sweet-Spot plan
- Support and infrastructure mapping
- Success path in the first 90 days
Keep the Courtship Moving
Do not let good candidates cool off in silence. If you control cadence, you control outcome.
- Cadence between meetings
- Right people at the right time
- Remove friction early
CLOSE Sprint
This Sprint is about clean execution. You pre close before paperwork, present the offer with clarity, and plan for the counteroffer. You are leading the candidate through a confident decision.
Pre Close Before the Offer
Make sure the deal is decided before paperwork shows up. If you wait for the offer to close, you are late.
- Confirm motivation and timing
- Address objections early
- Map the resignation plan
Offer Presentation
Structure the offer conversation so it lands clearly and professionally. People say yes to clarity, not confusion.
- Walkthrough and rationale
- Simple terms and expectations
- Next steps and deadlines
Counteroffer Defense
Plan for the moment their current company tries to keep them. If you prepare for it, it rarely wins.
- Likely counter scenarios
- How to respond without emotion
- Reinforce the real reasons
ONBOARD Sprint
This Sprint protects your hire. You create a first week plan, reconnect partnerships, and set 30 60 90 day checkpoints so the new producer gets traction fast. Most retention problems start in week one. This is how you prevent that.
First Week Plan
Create structure that builds confidence and connection quickly. A strong first week removes anxiety and creates momentum.
- Team intros and key partners
- System access and setup
- Clear expectations
Pipeline and Partnerships
Get them producing by reconnecting with referral sources fast. Early wins build belief and commitment.
- Reactivation list and outreach
- Realtor partner touchpoints
- Activity goals
30 60 90 Day Momentum
Set checkpoints that measure progress and remove friction early. The right support keeps the hire from drifting.
- Weekly check ins
- Scoreboard and coaching
- Retention through support
6 Month Outcome
Set the target first. Everything else is math and discipline. Enter your hire goal for the next six months and the system will show the weekly activity required to support it.
6-Month Hiring Target Calculator
One input. Clear output. No guessing. This produces a conservative weekly activity target you can commit to.
Your recruiting scoreboard:
- hires (6 months)
- first conversations (6 months)
- outreach touches per week
These are conservative assumptions meant to set a real weekly cadence.
Pipeline momentum
The outreach is on auto-pilot and you always know who is next to call and what step you must follow. The follow-up messaging becomes consistent and the campaign process stays in motion.
- Clear candidate stages
- Consistent follow-up
- More new connects to call
- More candidates in the courtship
- More offers at the close
Real hiring outcomes
A pipeline of qualified candidates consistently moving toward a hire. When the market shifts, you do not scramble because you already have momentum.
- Better pull-through
- Cleaner offer acceptance
- Continued growth of the team
- Stronger retention
Pricing
Three options, depending on how much structure and support you want. Use the buttons below to move through each option.
Recruiting Partner Program
This is the full operating system. All Sprints are included, plus the cadence, coaching, and accountability that keeps recruiting from drifting.
- All five Sprints: ATTRACT, ENGAGE, COURT, CLOSE, ONBOARD
- Weekly activity plan and recruiting scoreboard
- Templates, scripts, and process checklists
- Support to keep one candidate moving at all times
What changes when the Sprints are working?
Sprints remove the guesswork. Each stage has a specific job, so your team stops doing random outreach and starts running a repeatable recruiting sequence. The result is a pipeline you can manage, not “hope” for.
ATTRACT
Build your list and outreach cadence so the right people start raising their hand. ATTRACT exists to generate interest from loan officers who actually fit your model. Not everyone. The right ones.
ENGAGE
Sharpen your message and start conversations that earn a first call. ENGAGE exists to convert responses into meaningful conversations without chasing or selling.
COURT
Run discovery, present the business opportunity, and keep the courtship moving. COURT exists to help candidates feel confident choosing you, not convinced by you.
CLOSE
Pre-close, present offers with confidence, and prevent counteroffers. CLOSE exists to help candidates make a clear decision without pressure or chasing.
ONBOARD
Protect retention with a first-week plan and 30/60/90 checkpoints. ONBOARD exists to prevent regret and create early confidence.
PACE
PACE is the execution enablement layer inside every Sprint. Each Sprint includes four lessons: CLARITY, STRUCTURE, DISCIPLINE, and STANDARD. Completion of Call to Action exercises is required to advance.
How to think about it: PACE prepares you to execute the Sprint correctly. The Sprint moves candidates forward. This structure prevents false starts, wasted effort, and stalled recruiting.
ATTRACT Sprint
Prepare to create interest from the right loan officers.
Market Positioning & Targeting
Define who you are recruiting and why they should care so outreach creates curiosity instead of noise.
Outreach Architecture
Build the outreach sequencing and structure that supports consistent, compliant engagement at scale.
Filtering & First Impressions
Apply restraint and filtering standards to identify best-fit candidates early and avoid wasted conversations.
Initial Call Readiness
Establish execution standards for the Initial Call that must be met before outreach and conversations advance.
ENGAGE Sprint
Prepare to convert interest into real conversations.
Conversation Control
Clarify intent and control so engagement feels calm, professional, and forward moving.
Objection Framework
Prepare structured responses so objections do not derail momentum or authority.
Blind Date Meeting Pacing
Use pacing and restraint so candidates stay curious and engaged without early selling.
Engagement Criteria
Define what qualifies as “done right” before advancing, using clear standards and structure.
COURT Sprint
Prepare to build trust and commitment.
Trust-First Mindset
Shift from persuasion to alignment so trust builds naturally during courtship.
Second Meeting Framework
Organize second meetings and the opportunity presentation so confidence replaces uncertainty.
Pre-Close Language
Use emotional pacing and pre-close language to surface commitment without pressure.
Commitment Criteria
Establish verbal commitment standards required before moving into closing conversations.
CLOSE Sprint
Prepare to guide confident decisions.
Milestone-Based Decisions
Frame decisions around milestones so candidates see success beyond the offer.
Counter-Offer Preparation
Prepare for counter-offers and competitive responses with a structured decision path.
Executive Engagement Control
Maintain leadership presence at the close without overpowering the candidate’s decision process.
Final Decision Readiness
Confirm readiness to close through a completed 90-day Business Opportunity Plan.
ONBOARD Sprint
Prepare to create confidence and early momentum.
First Impression Leadership
Set expectations and tone that reinforce the candidate’s decision from day one.
Onboarding Cadence
Establish communication rhythm, expectations, and performance standards for the onboarding phase.
Early Activity Focus
Direct early effort toward activities that build confidence and momentum, not overload.
Onboarding Milestones
Define 30- and 90-day milestones required to complete onboarding successfully.
One lesson inside a Sprint
All four lessons for a Sprint