Recruitment is one of the most important decisions you’ll make as a mortgage broker and business owner. Whether you’re growing your team for the first time or adding to an existing business, hiring the right person can accelerate your growth – but getting it wrong can be a costly setback. In this blog, I want to talk about why you should never panic recruit, how to recruit with intention, and why values, mindset, and long-term vision matter more than a CV.
The High Cost of Panic Hiring
It happens more often than you’d think – someone leaves unexpectedly, your workload explodes, or you hit capacity with too many leads to handle. The knee-jerk reaction is to post an ad, speak to recruiters, and get someone – anyone – into the business fast.
But here’s the truth: recruiting in a rush rarely works out. The time, energy, and money you save in the short term can be massively outweighed by the cost of fixing poor hires, managing underperformance, or dealing with compliance issues. You risk damaging your client relationships, your brand reputation, and your team culture.
Your business deserves better than a quick fix.
You’ll Never Find Another You – And That’s OK
One of the biggest recruitment mistakes I see is when business owners try to hire someone just like them. Let me be clear – you’ll never find another you. No one will bring your exact experience, mindset, or drive. And that’s not a bad thing.
Instead of looking for a clone, look for someone who complements you. Someone with coachability, alignment to your values, and a shared belief in your business vision. When you accept that difference brings strength, your recruitment becomes more about synergy than similarity.
Do You Have Time to Onboard Properly?
Before you bring anyone into your business, ask yourself one vital question:
“Do I have time to onboard and support this person properly?”
Recruitment doesn’t end at the offer letter. You need to show them how you like things done. You need time to mentor, give feedback, and ensure they settle in and succeed. Without that investment, you’ll end up with confusion, mistakes, and sometimes resentment – on both sides.
Great onboarding creates confident team members and protects your brand.
Hire for Values, Not Just Skills
Mortgage advice skills can be taught. Systems can be learned. But values – they’re either there or they’re not. If someone doesn’t share your commitment to clients, your work ethic, or how you handle challenges, there’s going to be tension. And tension leads to breakdowns in communication, trust, and performance.
When interviewing, don’t just read the CV. Ask deeper questions like:
- How do you handle difficult clients?
- What motivates you in a role?
- What does success look like to you?
These questions reveal values. That’s where the gold lies.
Trust Your Gut – Every Time
Sometimes everything looks great on paper. The candidate has the experience, says the right things, but something doesn’t feel right.
Listen to that voice.
Your instinct is one of the best recruitment tools you have. If something feels off, it usually is. Better to wait for the right person than rush into the wrong hire.
Commission-Split-Only Candidates? Be Wary.
Yes, commission splits matter. But if that’s all a candidate wants to talk about – red flag.
If someone is purely motivated by money, they’ll walk the minute someone offers them a higher split. You want someone who believes in your culture, your approach, and your mission – not just chasing the next payday.
Recruit for loyalty, not just output.
Ask About Their Values, Too
Recruitment is a two-way street. Share your values, your expectations, and your vision. But also flip it back to them:
- What kind of environment do you thrive in?
- What values matter to you?
- What kind of team do you want to be part of?
If their answers align with yours, you’ve got the foundation for a powerful working relationship.
A Real Example – And a Lesson Learned
I recently worked with a business owner who lost an advisor unexpectedly. They recruited quickly to fill the gap. The new broker looked ideal on paper and started fast. But within two months, they were dealing with complaints, compliance red flags, and damaged client relationships.
Why? Because the new broker didn’t share the same values. They were focused on volume, not client care. And in the end, they had to be let go – costing the business time, stress, and revenue.
The lesson? Take your time. Trust your gut. Hire for values first.
Final Thoughts – Recruit with Purpose
Recruitment is one of the biggest growth levers in your business – but only if done right.
Key takeaways:
- Don’t panic recruit – take your time and make intentional hires.
- You’ll never find another you, so stop looking for one.
- Prioritise values and alignment over experience alone.
- Plan onboarding and mentorship before someone starts.
- Trust your instincts – they rarely lead you wrong.
A great recruit will elevate your business. The wrong one will drain it. Be patient. Be purposeful. Be clear on what and who you’re looking for.