Mortgage Women Magazine Issue 5 2021

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A Heritage In The Hispanic Community

HOW LIZY HOEFFER BECAME A LATINO MARKET MORTGAGE SUPERSTAR > PAGE 10

INSIDE: HOW TO S.T.O.P. YOURSELF > PAGE 4 TAKING A FINE LINE TO MORTGAGE COMPLIANCE > PAGE 7 A PUBL ICAT ION OF AMERICAN BUSINESS M EDIA

Protect. Strengthen. Grow.

There’s one company that breaks barriers and removes obstacles, allowing you to accomplish all three.

No barriers. More freedom.

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Rocket Mortgage, 1050 Woodward Ave., Detroit, MI 48226-1906

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A Heritage In The Hispanic Community

HOW LIZY HOEFFER BECAME A LATINO MARKET MORTGAGE SUPERSTAR > PAGE 10

INSIDE: HOW TO S.T.O.P. YOURSELF > PAGE 4 TAKING A FINE LINE TO MORTGAGE COMPLIANCE > PAGE 7 A PUBL ICAT ION OF AMERICAN BUSINESS M EDIA

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L E T T E R F R O M T H E E D I TO R

OUR MISSION Mortgage Women Magazine is dedicated to providing quality informational/educational content that betters women in the mortgage process at every step. The content is oriented to help women progress their understanding of the residential mortgage banking business and develop their skills at improving efficiency, effectiveness and profitability at all levels.

CEO, PUBLISHER & EDITOR Vincent M. Valvo ASSOCIATE PUBLISHER Beverly Bolnick MANAGING EDITOR Kelly Hendricks EDITOR David Krechevsky SENIOR CONTRIBUTING EDITOR Keith Griffin STAFF WRITER Katie Jensen DIRECTOR OF STRATEGIC GROWTH Alison Valvo GRAPHIC DESIGN MANAGER Christopher Wallace MARKETING MANAGER Michael Castro GRAPHIC DESIGNER Stacy Murray USER EXPERIENCE DESIGNER Billy Valvo ONLINE CONTENT DIRECTOR Navindra Persaud MARKETING & EVENTS ASSOCIATE Melissa Pianin HEAD OF ENGAGEMENT AND OUTREACH Andrew Berman ADVERTISING REPRESENTATIVE David Hoierman FOUNDING PUBLISHER Ben Slayton www.ambizmedia.com

Diverse Opportunity

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s I am writing this issue’s editor’s note, we have just kicked off Hispanic heritage month.

It made me think about all the minority groups we celebrate throughout the year.

In today’s world the minority population has become the majority of the mortgage industry’s buying base. Not just this month, but in general, we should be looking at how we can expand our business models to be more diverse and provide products that promote sustainable home homeownership for all.

It’s time to break the barriers that prevent these communities from feeling they cannot own a home. We have to find ways as a lending community to educate and serve these borrowers so that they can achieve the American dream of homeownership.

Kelly Hendricks

There are so many initiatives in our marketplace that focus on educating both homeowners and lenders alike. I encourage you to look at some of the initiatives put forth by the Hispanic Heritage Foundation in conjunction with Freddie Mac as they work with young professionals and students to ensure their workforce reflects the communities they serve.

As we explore and highlight Hispanic diversity this month, I hope that this issue speaks to you in ways that broaden your products and hiring practices to serve the diverse communities where we live and lend.

Kelly Hendricks Managing Editor Mortgage Women Magazine

Morgage Women Magazine welcomes your feedback. If you have comments, questions, criticisms, praise, or information to share with us and our readers, please write us at Khendricks@ambizmedia.com.

© 2021 American Business Media LLC All rights reserved. Mortgage Women Magazine is a trademark of American Business Media LLC. No part of this publication may be reproduced in any form or by any means, electronic or mechanical, including photocopying, recording, or by any information storage and retrieval system, without written permission from the publisher. Advertising, editorial and production inquiries should be directed to: American Business Media LLC 345 North Main St., Suite 313, West Hartford, CT 06117 Phone: (860) 719-1991 | info@ambizmedia.com

MORTGAGE WOMEN MAGAZINE • Issue 5, 2021

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I Need To

S.T.O.P. , And So Do You

4 SIMPLE WAYS TO MAKE PROGRESS

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By TINA

ASHER, Special To Mortgage Women Magazine

ecently I broke the law. I’ve done it a few times and I’m not proud of it. I need to stop. I have a habit of rolling through the stop sign in my subdivision. I know I need to stop, but it’s near a dead-end street so what’s the point? The point is, I need to stop! There are consequences if I don’t.

Tina Asher

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I find myself asking clients to stop multiple times when we prepare for interviews or discussions with a team member or a boss. The tendency for most is to ramble when things are uncomfortable, yet the art of knowing when to stop can open opportunities.

The other day I changed my habit and when I stopped at the stop sign, I noticed a neighborhood girl with a lemonade stand on the other street.

Because I stopped, I noticed my surroundings and gave a smile and a few bucks to a young blossoming entrepreneur, which benefitted us both.

In business, when you respond to questions for an interview or in a meeting, try to stop and take a pause

before answering. This gives you time to think so you can respond appropriately.

Then, once you respond, take another pause and ask the person you’re conversing with to confirm you’re on the right track. This is known as a pivot.

It gives the other person a chance to interject or re-direct the conversation without interrupting you. It’s a courtesy to them and it helps you to be sure you’re on the right path to continue.

Some people are uncomfortable with silence and feel a need to fill the gap with words. Contrary to that belief, I’d like you to consider the rejuvenation it can bring if you allow for it.

Here are four simple ways to S.T.O.P. and make progress.

SOAK IN THE MOMENT.

• What is behind the question that you’re asked to answer?

• Why do you feel defensive or nervous?

• W hat is happening to your senses, are they healthy or productive?

• Why am I being asked to do this?

Just as in my example of when I stopped at the stop sign, it allowed me to notice my surroundings. I saw something I might not have if I kept going.

With an interview or a business discussion with a leader or employee, I find people want to go into too much detail when, really, they should focus on the problem, the solution, and the result. If more detail is required, once they stop talking, the other person can ask for clarity.

100%WomenOwnedACTAppraisalR3-OL.pdf

When you learn to stop or pause before moving on, you begin to realize there are more opportunities to explore.

TRAIN YOUR BRAIN.

• Think of the benefit of taking time before answering.

• W hat senses can be engaged by taking a minute longer to respond?

• W hat can you notice about your surroundings, how can you see the good in it?

• Focus on the positive outcome.

This part ensures that you seek a positive outcome. There is always something to discover if you pay attention. With stopping the car

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when I was supposed to, I took in the moment and slowed down before I made my next move. I gained a great cup of lemonade and a nice conversation with a neighbor.

For business, when you feel under pressure, recognize the pace of your heartbeat, take a deep breath, and realize there is something to be gained in your next move from what you learn, or hear for the first time. It may not be as fearful as you anticipated.

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MORTGAGE WOMEN MAGAZINE • Issue 5, 2021

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The Compliance Contradiction

By TYNA-MINET ANDERSON Mortgage Women Magazine Contributing Writer

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alfway through my firstsemester law school finals, I began to realize that no correct answers existed in the law. For months, I had been annoyed with professors who answered, “it depends,” to every question asked.

I did not understand why my property law professor said that 38 states had determined the law on a subject, and then he claimed that the opposite was true in Hawaii. I went to law school in Nevada, and I never planned to practice in Hawaii, so why should I take copious notes and spend so much time studying Hawaii laws? Then I saw the question on the exam; the fact pattern could go either way, and I was expected to argue the details of both sides equally.

This lesson continued while I practiced law. The answer was more than the combination of how well the facts of previous case law could be applied to the current case. Perhaps I needed to simply explain why my client should be the exception, why the judge should decide that Hawaii was a better fit for us than the other 38-state precedent.

I was thrilled when I switched to mortgage compliance. Finally, laws were absolute again; clear answers

Tyna-Minet Anderson is vice president of Mortgage Educators and Compliance.

abounded. It didn’t take long for me to make my first misstep. I was conducting a third-party audit for a company, and an employee told me she did something that I felt did not align perfectly with the law.

“That is not how it should be done,” I all-knowingly declared. “Your company policy needs to change. This would be a better policy.” She left, happy to have clear guidance. Shortly after,

the owner of the company walked in.

“Who do you think you are?” he asked, clearly annoyed. “You have no say over our company policy.” I finally began to understand that issues might look absolute on paper, but some companies ultimately decide that taking a business risk is the better option.

For years, I have debated with mortgage companies, explaining that they should pay their loan officers W2, with potential minimum-wage and employee-benefit implications, instead of taking the easier path of a commissiononly 1099 independent contractor.

Even if a company followed all the rules to qualify their MLO as a 1099 contractor, the MLO can be sponsored by only one entity, which often destroys the rest of the arguments for the IRS, and the employer may be responsible for back taxes, fees, and penalties.

Additionally, even if they properly set up an MLO as an independent contractor, they may be causing other compliance-related issues in supervision requirements. The arguments seemed so strong that I initially refused to draft LO Compensation agreements for independent contractors. With time, I realized that it was not my call to make. After weighing their options and

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The Bureau is pushing for a much greater emphasis on fair lending. In its recent report to Congress, the CFPB’s Fair Lending Director, Patrice Alexander Ficklin, described recent racial and economic inequalities. helping them understand the potential implications, the business owners could opt to take the risk if they still felt it was the right fit for them.

In February 2021, the Arizona Department of Insurance and Financial Institutions released a statement that “the Department concludes that Arizona mortgage laws do not expressly or impliedly prohibit AZ Mortgage Lenders from electing to employ and compensate Arizona-licensed loan originators as independent contractors.” Their statement points out that the position “… narrowly address[es] one aspect of what Arizona mortgage laws require … ” and does not address how the IRS may view their determination. Contradictions often exist between two regulators, but sometimes the contradiction occurs within a single regulator.

DIFFERENT STROKES

Staunch compliance stances often lead to contradictory actions. Although most companies have the best of intentions, even the loudest of talkers are not without their faults.

Take the Consumer Financial Protection Bureau (CFPB), for example. This year, the bureau is pushing for a much greater emphasis on fair lending. In its recent report to Congress, the CFPB’s Fair Lending Director, Patrice Alexander Ficklin, described recent racial and economic inequalities, and then stated, “ … the bureau’s fair lending work is more important now than perhaps ever.”

In the same report, CFBP Acting

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Director David Uejio stated, “As I have made clear before, … my top priorities for this agency are to take bold and swift action to address issues of pervasive racial injustice and the long-term economic impacts of the COVID-19 pandemic on consumers.”

(Emphasis added) Despite the strong statements, the CFPB has delayed action to address inequities within the bureau. In October 2020, the National Treasury Employees Union ran a pay study and discovered disparities in base pay for minority employees across the CFPB. Their review showed that Black employees were paid a median $20,000 a year less than white employees. They also discovered that the “disparities in base pay between white and minority employees exist even when job type, experience, and even grade are the same.”

Apparently, the same people who will be taking “bold and swift action” against mortgage companies are delaying reviews that would address disparities within their own agency.

In a world that is not built on absolutes, why do we keep trying to paint mortgage compliance with a broad brush? I believe most mortgage companies are trying to do their best while protecting themselves, their consumers, and their profits. Would state regulators’ actions hold up if they were audited using the same standards by which they audit others? Perhaps they would begin to understand that sometimes risks need to be taken for the sake of relevancy and longevity.

Maybe, but I suppose it just depends. n

NEED TO S.T.O.P CONTINUED FROM PAGE 5

OPEN YOUR MIND.

• What opportunities might occur?

• Where have you been overextended?

• W ho can learn from your experiences?

• W hat can you gain from listening to others?

When you learn to stop or pause before moving on, you begin to realize there are more opportunities to explore. In my car example, when I stopped, I also noticed a new landscape design that added value to our neighborhood and gave me some ideas for my own yard.

In the business example, when you spend too much time on what you want to convey in an interview or to your team, rather than what you can learn, you lose the benefit of hearing a new perspective on how to move ahead.

PLANT SEEDS.

• Where can you flourish?

• W hat good will come from your actions?

• How can you help others to get ahead?

• W hat will others notice from your actions?

It takes time and patience to know what seeds will flourish from our actions. With the lemonade stand, who knows where this little girl’s dreams might take her because one more car took the time to stop and give her encouragement with her sales.

In a business setting, what new ideas or changes might occur from your proactive attempt to pause and listen in a different way?

A choice to stop, or pause before moving forward in a decision, a commitment, or a job change can be beneficial. Take time to reflect and then re-engage for the better.

I’m going to quit breaking the law and learn to S.T.O.P. before moving ahead. Will you join me? n Tina Asher is a coach and founder of Build U Up Consulting.

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PASSIO CHANG EVERYTH

WHY THE HISPANIC MARKET A CAN’T-MISS OPPORTUNITY

“One thin Hispanic there’s so immig Hoeffer of

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By VANESSA

MONTAÑEZ , Special To Mortgage Women Magazine

he Hispanic market is explosive. Growth continues at a record pace year over year. For those of us in the mortgage industry, looking at trends, homeownership rates, and purchasing power is part of the forecasting one must do to stay relevant and on top of business needs.

Why does this matter? If you want to survive and remain relevant, look at the numbers. The numbers speak for themselves.

Hispanics make up the second-largest population in the United States at 18.5%, or more than 60.6 million people, according to the Census Bureau in 2019. Hispanics are the second-largest racial group, behind white non-Hispanics.

More importantly, the Urban Institute recently published an article citing that, from 2020 to 2040, “of the 6.9 million new homeowner households, 70 percent will be Hispanic, 38 percent will be Asian or another race or ethnicity, and 17 percent will be Black. White households will experience a 24 percent decline.” (Goodman and Zhu, n.d., 39) Why does Hispanic homeownership matter? Because homeownership is the single most powerful strategy for closing the racial and ethnic wealth gap, according to the

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“2020 State of Hispanic Homeownership Report” produced by the National Association of Hispanic Real Estate Professionals (NAHREP). For most Hispanics, owning a home is the American Dream. As mortgage professionals, we must look to provide excellence to our growing landscape.

The purchasing power of Hispanics in the U.S. is expected to be $1.9 trillion by 2023. In general, Hispanics are highly social and share their likes and dislikes with their friends, family, and community. The recommendations of family, friends, and their virtual or social networks play a significant role when deciding whom to use for services. This is important because wordof-mouth recommendations are vital to increasing your production within the Hispanic community.

LATINA STAR

One superstar in the mortgage industry is Lizy Hoeffer.

She is the number one female and Hispanic loan officer, per Scotsman Guide 2018, 2019, and NAHREP Top 250 Latino Mortgage Loan Originators 2018-2020. She understands the value of determination and educating her clients on becoming homeowners. Hoeffer closed over 1,200 loans in

ON GES HING

2020; 100 per month was an average.

Those are enormous numbers when the average loan officer closes from 25 to 50 loans per year.

Hoeffer’s mantra is “passion changes everything.” She describes this as her superpower, explaining why working with her clients fuels her passion.

“Because the thing is that passion is so important to get you to do the things that you’re supposed to do. It gets you over those humps of, ‘this is really hard,’ or, you know, ‘I don’t think I can right do it right.’”

She was born and raised in Nogales, Ariz. She has family ties in Mexico, and Spanish is her first language. Hoeffer was a receptionist at a mortgage company when she started her career in mortgage lending. She recalls the loan officers in her office calling on leads, and she would listen to them and learn.

One day, a loan officer brought her a stack of leads and asked her to shred them. Hoeffer asked, “What if I don’t shred them, but call them? You don’t ng that I love about helping have to pay me for calling them, but if I c borrowers is that I think book an appointment, you pay me $50 omething beautiful about for the appointment.” Her employer grant culture,” says Lizy did not know that Hoeffer was a f Cross Country Mortgage . natural-born salesperson because her father was a salesman who taught her everything. She had been selling since she was a kid. She doubled her income shortly afterwards.

While in college, she was cold calling, and worked her way up to processing, and then to a loan officer in 2008.

She now works for CrossCountry Mortgage, an independent mortgage banking company, and has over 18 years in the mortgage industry.

T IS

PICKING THE RIGHT MARKET

A sizable part of her success is working with Hispanic borrowers. She wants to eliminate the homeownership gaps. She prides herself on giving back to the community and assisting Hispanics in building generational wealth by using her services, educational classes, and the tools she provides to all her clients.

“One thing that I love about helping Hispanic borrowers is that I think there’s something beautiful about immigrant culture,” she said. “Everything the first generation does is to make sure that the second generation is successful.

Everything the second generation does is to help the first generation and help the third generation. … One of the things that I think is so beautiful, is this focus on getting the second generation to be a homeowner.”

Speaking Spanish also has been a tangible skill that has helped her grow her business and assist more clients and families. Speaking to her clients in Spanish removes

barriers and strengthens relationships.

Hoeffer does run a successful business. She is numbers driven and ensures she is on target month over month to meet her goals. “I look at actions, leads, contacts, and conversions. And for me, it’s very metric-driven, as well as it is relationship-driven. But in order to keep up production, you just have to keep your eye on the ball.” She uses various tools and programs to keep her productivity at a maximum.

Hoeffer always looks for ways to bring value to her clients, her centers of influence, and her community. She takes care of her clients and always does the right thing.

She provides money tips, budgeting apps, and is constantly working innovatively.

Working in the Hispanic market is important to her. “If you’re not going to go back and help your people, who is going to help your people?” she asked. “I think that it takes people who are courageous enough to voice that things are different and the importance of saying, ‘you know what, we’ve got to do the right thing, and we have to be the example. We have to set a precedent and educate.’ And I don’t find enough people that understand the mission, because it’s our job to educate Hispanic people on the importance of homeownership and what it does to wealth, what it does to education, what it does to safety, what it does to generational wealth.”

Moreover, Hoeffer stresses it is vital to know your “why.”

Why are you a loan officer? Why are you in the business?

If you do not know your why, you will not know where you are going.

Hoeffer is about her family, building generational wealth, and leaving a legacy behind. She wants to make a difference in her Hispanic community and with all her clients.

“We continue to find success because we are committed to the premise that passion changes everything,” she said.

Passion changes everything. If you want to grow your business, in 2021 and beyond, you will need to expand your business book to incorporate Hispanic purchasing power.

The numbers speak for themselves. n Vanessa Montañez is co-ounder of LeadHER Talksand is a diversity consultant.

MORTGAGE WOMEN MAGAZINE • Issue 5, 2021

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Naomi Mathis

I AM A VETERAN AND THIS IS MY VICTORY. “My victory is facing my PTSD so I can be here for my children.” After returning from service in Iraq, Naomi could still hear the booms and see the tracer fire.

With the right support from DAV, she began to heal. DAV helps veterans of every generation get the benefits they’ve earned—helping more than one million veterans each year. Support more victories for veterans®. Go to DAV.org.

SPECIAL SECTION:

TOP EMPLOYERS FOR MORTGAGE WOMEN MORTGAGE LENDERS: REGIONAL (25-500 MLOS)

Direct Mortgage Loans http://www.directmortgageloans.com Hunt Valley, MD What makes your company a Top Employer for Women?

Women are respected, acknowledged, and appreciated for going above and beyond in their personal and professional lives. Direct Mortgage Loans (DML) is currently made up of 68.40% females, with a strong top-producing female originating team. DML is proud to support the growth and development of all employees.

How does your company support women in the workplace?

• Acknowledging women’s successes • Opportunities for advancement • Support of work/life balance • Leadership embraces diversity and equal opportunities • Supporting and protecting the health of women

NRL Mortgage Mountain West Financial, Inc. http://www.mwfinc.com Redlands, CA What makes your company a Top Employer for Women?

Our team is more than just staff; we are family. We expect a lot and hold each other to high standards. We invest in our family with educational opportunities, financial planning, strong benefit packages, and growth opportunities.

Our culture is conducive to high standards of work, strong ethics, and teamwork.

How does your company support women in the workplace?

MWF emphasizes growth within the MWF Family. With 65% women, we have many in our management team. We ensure that our MWF Team Members’ differences are valued, everyone is treated equally and feels supported. One of our core values is we are engaged, we embrace diversity and we are family.

http://nrlmortgage.com Houston, TX What makes your company a Top Employer for Women?

A company that prioritizes a woman’s career, health and family is a top workplace for women. NRL does exactly that. At NRL, a majority of our managers are female, we offer full benefits + 401k packages and provide a hybrid schedule for mom’s in the workplace.

How does your company support women in the workplace?

At NRL, we offer a hybrid work scheduling allowing for females to create their own schedule. We also make it easier for Moms returning to work by offering lactation rooms and flexible schedules.

CONTINUED ON PAGE 16

MORTGAGE WOMEN MAGAZINE • Issue 5, 2021

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SPECIAL SECTION:

TOP EMPLOYERS FOR MORTGAGE WOMEN MORTGAGE LENDERS: LARGER (MORE THAN 500 MLOS)

New American Funding https://www.newamericanfunding.com Tustin, CA

American Financial Network, Inc. http://afncorp.com Brea, CA What makes your company a Top Employer for Women?

American Financial Network, Inc. (AFN) is a proud Equal Employment Opportunity workplace. AFN’s hiring and promoting practices are based on demonstrated abilities and proven performance and effectiveness. We have an eclectic mix of personalities that come together boldly and harmoniously to meet common goals and achieve overall greatness.

How does your company support women in the workplace?

AFN’s workforce is 48.5% female and our leadership team—Directors up to C-Suite Executives—is 35% female. We are family-oriented and ardently promote work-life balance. Our benefits, with recently lowered premiums, are geared toward health and wellness, and we also offer paid personal time and encourage employees to use it.

What makes your company a Top Employer for Women?

Led by Patty Arvielo, New American Funding is the nation’s largest woman-owned mortgage company. The company has a truly diverse workforce, with women making up 60% of all employees. The company empowers and supports its employees through training, mentorship, and an inclusive culture that respects and appreciates differences among employees.

How does your company support women in the workplace?

As a woman-led company, New American Funding focuses on providing employees with the opportunities, tools, and support to excel and advance their careers in essential business roles, including key leadership positions. The company also nurtures existing employees, offering innovative mentorship programs that provide employees with coaching and guidance.

NewRez LLC http://Newrez.com Fort Washington, PA What makes your company a Top Employer for Women?

Newrez has led the way forward by partnering with organizations focused on empowering women and minorities within the mortgage/ servicing and real estate industry. Our strategic partnerships include, the National Association of Minority Mortgage Bankers of America (NAMMBA), The Menkiti Group, and Future Housing Leaders to name a few.

How does your company support women in the workplace?

Our valued employees provided us incredibly valuable feedback and we listened. As a direct result, Newrez has launched an Employee Resource Group for women employees. The group provides enhanced opportunity for women’s voices to be heard as well as a place to network, connect, and engage.

CONTINUED ON PAGE 18

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Complimentary registration available to NMLS-licensed active LOs and their support staff. Show producers reserve the right to determine final eligibility.

SPECIAL SECTION:

TOP EMPLOYERS FOR MORTGAGE WOMEN MORTGAGE LENDERS: LARGER (MORE THAN 500 MLOS) continued

WHOLESALE LENDERS

Supreme Lending http://www.SupremeLending.com Dallas, TX What makes your company a Top Employer for Women?

The Supreme Team is more like a family than a corporation. Our Founder/President Scott Everett says, “Supreme will not grow a dollar past its culture,” emphasizing the importance of staying focused on our people, not profit.

Hiring people of all backgrounds brings Supreme an invaluable range of talent and experience.

How does your company support women in the workplace?

• Flexible hours • Opportunities for professional development and career advancement • Opportunities to work remote • Full benefits package: health, dental, vision, health savings, 401(k) • Maternity leave • Support group (weight loss, stress, exercise, etc.)

• Employee assistance program • Reduced rates on mortgages financed through Supreme

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A&D Mortgage LLC https://admortgage.com Hollywood, FL What makes your company a Top Employer for Women?

A&D Mortgage strives to support equality, diversity, and inclusiveness. We’ve been ranked a top employer by several organizations. When asked in a recent survey where most respondents were female, 98% said they strongly endorse A&D Mortgage to family and friends, and 97% felt they could be themselves at work.

How does your company support women in the workplace?

A&D Mortgage is a family-owned company with a family-oriented atmosphere that encourages work-life balance. Women are also provided the tools to advance and succeed.

More than 50% of the management team, including C-level Executives such as our Chief Operating Officer, is comprised of women.

Angel Oak Mortgage Solutions http://www.angeloakms.com Atlanta, GA What makes your company a Top Employer for Women?

We believe opportunity is paramount to success.

Our culture is based on an environment for performance that equals results. This helps to ensure a career path for all employees. Working in a diverse team of varied backgrounds and experiences can spark ideas and innovation for organizational and personal growth.

How does your company support women in the workplace?

We empower all employees to learn and thrive by providing on-going training and enrichment initiatives. Our goal is to support our employees to help them reach their career goals.

Providing the right resources and positive culture is crucial for quality and longevity.

SERVING THE MORTGAGE BANKING COMMUNITY FOR MORE THAN THREE DECADES 202.628.2000

PROVIDING COUNSEL TO THE FINANCIAL SERVICES INDUSTRY FOR MORE THAN THIRTY YEARS SERVING THE REVERSE MORTGAGE INDUSTRY SINCE ITS INCEPTION

202.628.2000 WASHINGTON DC | DALLAS TX | IRVINE CA

202.628.2000

Protect. Strengthen. Grow.

There’s one company that breaks barriers and removes obstacles, allowing you to accomplish all three.

No barriers. More freedom.

Rocket Mortgage, LLC; NMLS #3030; www.NMLSConsumerAccess.org. Equal Housing Lender. Licensed in 50 states. AL License No. MC 20979, Control No. 100152352. AR, TX: 1050 Woodward Ave., Detroit, MI 48226-1906, (888) 474-0404; AZ: 1 N. Central Ave., Ste. 2000, Phoenix, AZ 85004, Mortgage Banker License #BK-0902939; CA: Licensed by Dept. of Business Oversight, under the CA Residential Mortgage Lending Act and Finance Lenders Law; CO: Regulated by the Division of Real Estate; GA: Residential Mortgage Licensee #11704; IL: Residential Mortgage Licensee #4127 – Dept. of Financial and Professional Regulation; KS: Licensed Mortgage Company MC.0025309; MA: Mortgage Lender License #ML 3030; ME: Supervised Lender License; MN: Not an offer for a rate lock agreement; MS: Licensed by the MS Dept. of Banking and Consumer Finance; NH: Licensed by the NH Banking Dept., #6743MB; NV: License #626; NJ: New Jersey – Rocket Mortgage, LLC, 1050 Woodward Ave., Detroit, MI 48226, (888) 474-0404, Licensed by the N.J. Department of Banking and Insurance.; NY: Licensed Mortgage Banker – NYS Banking Dept.; OH: MB 850076; OR: License #ML-1387; PA: Licensed by the Dept. of Banking – License #21430; RI: Licensed Lender; WA: Consumer Loan Company License CL-3030. Conditions may apply. ©2000-2021 Rocket Mortgage, LLC. All rights reserved. Lending services provided by Rocket Mortgage, LLC, a subsidiary of Rocket Companies, Inc. (NYSE: RKT). “Quicken Loans” is a registered service mark of Intuit Inc., used under license.

Rocket Mortgage, 1050 Woodward Ave., Detroit, MI 48226-1906