Mortgage Women Magazine 2022 Issue 4 by ambizmedia

IS S U E 4 , 202 2

A MB IZ MEDI A

Conforming In A Virtual World

JESSICA WRIGHT, DIVERSITY AND INCLUSION OFFICER, FANNIE MAE.

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FANNIE MAE PROGRAM SEEKS TO BRING FRESH FACES INTO MORTGAGE INDUSTRY > PAGE 28

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IT TAKES A VILLAGE > PAGE 4 A TRAILBLAZER IN HIGH HEELS > PAGE 6 BATTLING & WINNING ONLINE > PAGE 18

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IS S U E 4 , 202 2

A MB IZ MEDI A

Conforming In A Virtual World

JESSICA WRIGHT, DIVERSITY AND INCLUSION OFFICER, FANNIE MAE.

> PAGE 14

iverse D A

WORKFORCE

FANNIE MAE PROGRAM SEEKS TO BRING FRESH FACES INTO MORTGAGE INDUSTRY > PAGE 28

INSIDE:

IT TAKES A VILLAGE > PAGE 4 A TRAILBLAZER IN HIGH HEELS > PAGE 6 BATTLING & WINNING ONLINE > PAGE 18

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What about

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Visit JoinAPM.com or contact DUSTIN BLOCK at 303.378.3166. ©202 1 American Pacific Mortgage Corporation | NMLS #1850. All information contained herein is intended for mortgage professionals only and not for public distribution.

STAFF

Vincent M. Valvo CEO, PUBLISHER, EDITOR-IN-CHIEF Beverly Bolnick ASSOCIATE PUBLISHER Christine Stuart EDITORIAL DIRECTOR Kelly Hendricks MANAGING EDITOR David Krechevsky EDITOR Keith Griffin SENIOR EDITOR Mike Savino HEAD OF MULTIMEDIA Katie Jensen, Steven Goode, Douglas Page, Sarah Wolak STAFF WRITERS Laura Brandao, Chrissy Brown, Tina Asher, Tyna-Minet Anderson, Tara Healey, Ashley Gravano, Danielle Michaely, Nicole McCrary, Erica Campion CONTRIBUTING WRITERS Alison Valvo DIRECTOR OF STRATEGIC GROWTH Meghan Hogan DESIGN MANAGER Christopher Wallace GRAPHIC DESIGN MANAGER Navindra Persaud DIRECTOR OF EVENTS William Valvo UX DESIGN DIRECTOR Andrew Berman HEAD OF CUSTOMER OUTREACH AND ENGAGEMENT Tigi Kuttamperoor, Matthew Mullins MULTIMEDIA SPECIALISTS Melissa Pianin MARKETING & EVENTS ASSOCIATE

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

Celebrating Mortgage Stars

very day I am surrounded by wonderful women both as colleagues and friends. Too often the accomplishments of our female counterparts go unnoticed. That is not the case for Mortgage Women Magazine. We put a call out for submissions of women who rise above the rest, and the response was amazing. In this issue we celebrate women in all levels of the mortgage industry. They have inspired us and achieved beyond the norm. Mortgage Women Magazine is proud to celebrate each of the women featured Kelly Hendricks in this issue. With so many nominations it was hard to choose; however I am sure you will see why the women selected to receive the Mortgage Star award were chosen. It is a great honor to share their stories and we look forward to meeting many of them at the Mortgage Star Conference in New Orleans July 6. Go to our website to sign up: https://nationalmortgageprofessional.com/ event/mortgage-star-women The best part? You can attend for free with this code: MORTGAGEPRO

Kristie Woods-Lindig ONLINE ENGAGEMENT SPECIALIST Michael Castro MARKETING MANAGER Ben Slayton FOUNDING PUBLISHER Submit your news to editorial@ambizmedia.com

Kelly Hendricks Managing Editor Mortgage Women Magazine

If you would like additional copies of Mortgage Women Magazine Call (860) 719-1991 or email info@ambizmedia.com

www.ambizmedia.com © 2022 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 88 Hopmeadow St. Simsbury, CT 06089 Phone: (860) 719-1991 info@ambizmedia.com

Mortgage 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.

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.

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

OVERCOMING PERSONAL CHALLENGES WITH THE SUPPORT OF THE INDUSTRY

By ASHLEY

GRAVANO, Special Contributor, Mortgage Women Magazine

or those of you who do not follow me on LinkedIn, I call myself a pretty active mortgage professional who thrives on connecting and building relationships in this industry. I took a step back for a few months to where people that know me began to ask where I have been. Sadly I was not sipping Mai Tais on an island. In November I started feeling some discomfort in my neck, pressure when I talked, and a little more tired than normal. I blamed it on one of the other few ailments I have or stress. Who isn’t stressed!? Went to the doctor and she felt something on the right side of my throat so she sent me off for an ultrasound. So, I go just to check the box. Yup. They found a few nodules — no big deal … everyone has nodules, right? So she sent me off to another doctor, who then sent me for a biopsy: people have them all the time. Heck I’ve had three biopsies over the years. They are usually

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It is very hard to keep positive when you are in the middle of the storm but if you have a good crew to support you it is so much better.

nothing. Well the biopsy wasn’t favorable this time. Ughhh big sigh and lots of tears! About nine weeks later they diagnosed me with thyroid cancer. Yes, the big C! That’s a word no one wants to hear. No matter where the cancer is or what stage it was in. I lost my Father, Grandpop and two aunts to cancer. So, that news was crazy scary. I kept it extremely quiet until I saw the surgeon to go over next steps — ALONE — thanks COVID guidelines! Now to tell your close friends and family the news and you get the look. Or the “Eh, it’s just your thyroid.” Note to all: don’t ever do that to someone. It’s a big friggin deal to a person going through it. Fast forward five weeks of worrying and getting everything ready and I’m off to surgery. Fingers crossed and all the prayers. Out of all the surgeries I’ve had, this one scared the daylights out of me. I even wrote notes to my boys god forbid something happened. The surgeon was able to keep half of

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MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

O RI G I NATO RCO NNECTNE TWO RK .COM

UPCOMING EVENTS

my thyroid! After 48 hours of no liquids, just applesauce and pudding for days, days of excruciating pain, some minor issues while healing and a WICKED scar like I got knifed smack in the middle of my neck … and I’m Still Standing Better Than I Ever Did. (I know you’re signing with me.) Here I am about 10 weeks from surgery and my voice is finally getting back to normal. During this tough time I was able to confide in several of my mortgage family members. There are so many to name! Without them this would have been much harder. I couldn’t imagine doing this without them. Everyone needs support and love. I share this because Mental Health Awareness month just passed. It is very hard to keep positive when you are in the middle of the storm but if you have a good crew to support you it is so much better. I encourage all of you to ask for help. At first I was afraid to look vulnerable then decided to open up, you never know who can benefit from sharing your story. Don’t be afraid to open up. And most importantly listen to your bodies. n

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Trailblazers

Blazing a Path … Raising the Bar

High Heels in High Places

TRAILBLAZER LINDA MCCOY EDUCATES AND TAKES CARE OF HER COMMUNITY IN INNOVATIVE WAYS

By LAURA BRANDAO, Contributing Writer, Mortgage Women Magazine

www.mortgagewomenmagazine.com

is month I have the h honor of interviewing Linda McCoy. She is the president of Mortgage Team 1 Inc., and the National Association of Mortgage Brokers (NAMB).

“If your actions create a legacy that inspires others to dream more, learn more, do more, and become more, then, you are an excellent leader.”

– Dolly Parton

Linda, please tell us how you got into the mortgage industry and why you decided to become a Mortgage Broker owner? LM: Like many of us, I got into the mortgage industry basically by accident. My husband and I had owned an interior decorating business for 17 years in a small town in the Mississippi Delta while farming about 600 acres. Big corporations came and were buying up all the farmland, putting all the little farmers out of business with their big machinery. Our customer base was dwindling fast, all moving to the cities for jobs, so we packed up our two children, moved to Delta State University, and finished our degrees with plans for law school in the fall. We moved to Mobile, Alabama, for summer jobs. We decided to get our real estate licenses while we waited. Both my husband and I passed the exam, went to work for Century 21 and one day a woman came in and asked us if we would be interested in being mortgage originators. Her boss needed people for that position, and they were

paying a $1500 a month draw. I already had three different jobs going but my husband only had two, so he decided to give it a try. He took the job and three months later he told me I needed to quit everything I was doing and come and work with him in the mortgage business. The universe seemed to agree because we were both on the waiting list for the University of Mississippi Law School that year and no one came off that list. So, it seemed like the right idea to quit my other jobs and take him up on the suggestion and that was over 30 years ago. We had over 8 million in our pipeline in no time and we both loved the work. We were hired by a couple of the large players in the industry but what we found was that they didn’t help everyone who came through the door. We felt that some of these people needed us more than others and the result was we went out on our own and started our own mortgage broker CONTINUED ON PAGE 8

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

TRAILBLAZERS CONTINUED FROM PAGE 7

company that would be able to provide every option and resource for our clients. That was important to us, and we made it happen. So you decided to remain a broker for all these years instead of moving up levels in the business? Tell us about that decision. LM: I have a passion for helping people with their home financing options. It really comes down to that. When I can stay on the ground, in the neighborhood, and interact with the clients who come to us for assistance, it is exactly where I want to be. I think everyone deserves a home if they are willing to work for it, and I love helping them get there. I am always searching for more ways to help everyone who walks through my door. I mostly broker but I have a small warehouse line for certain products. I own Mortgage Team 1, Inc. in Mobile, and I get great satisfaction knowing that many families are happy homeowners because I took the extra time to help them get there.

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I am the president of NAMB, the National Association of Mortgage Brokers in the U.S. this year. It is a great honor to be a part of an association that has been around for almost 50 years helping me to stay in business. I guess in a way, I have moved on up in my profession. I have also been president of the Alabama Mortgage Professional Association,

certifications offered by NAMB so that I could set myself apart from other originators by offering professional advice to my clients. That direct connection with people is vitally important to me and gives me the satisfaction of knowing I am making a difference in people’s lives on a personal level. Now, today I am honored to be one of the ladies

“I am always going to lead like a woman. By that, I mean, I lead with a more nurturing style, or a soft touch, if you like.” received the Rising Star Award from the Women’s Business Center here in Mobile, and I have been a president of BNI, Business Network Incorporated, and received many Industry Awards. My most coveted awards were NAMB’s Mortgage Professional of the Year Award in 2018/2019 and the President’s Award in 2020/2021. I searched and found an association that had the education that I needed to best help my clients. I studied and got

selected for the 2021 Women With Vision Award. I cannot think of an award that could make me feel as fulfilled as this one, to stand with so many women leaders who have such strong visions for our women’s future. Can you tell us about what High Heels in High Places is and where the idea to start the group came from?

LM: As strange as it may seem, the idea came to me when I was watching a movie over 30 years ago. A woman was a corporate success and had made it to the top, but along the way, she lost the opportunity to connect with people and help them. Through the years, I have had dreams about starting a group and calling it High Heels in High Places. Then I met with you, Laura Brandao and Ginger Bell in California at Summer CAMP and the idea came flooding back to me. I told you guys my idea about mentoring women to get to the top and you loved it. Within minutes, it was formed and became a reality. I wanted to help mentor women in the industry and help them to succeed and climb as high as they want to go. When I attend events in our business, I am always finding ladies who want leadership, guidance, and support as they further their careers. We started by having a woman’s panel at NAMB National with five ladies who I call my founding members. These ladies have already made it to the top and we are now having monthly meetings mentoring women. We are working to ignite their passion for this industry and help them to keep moving forward into rewarding and successful careers. We ask guest speakers to attend and offer all the insight and information we can find that will help our members keep working their way up the ladder. We now have over 100 members. What advice would you give to young women coming into our industry today? LM: I want them to know that this is an industry about helping people. If that is what they are passionate about, this is the business they should be in. I remember, early on, there were not that many women working in high

day. I want people to put their heart and soul into their role and the way to get that from employees is to value them and let them know you do. Can you give us your view on the importance of sharing your voice with others in business and in life? places in the mortgage Industry. I would go to the conferences and there might be one in 10 people who were women. I think that is changing now. With the encouragement of groups like High Heels in High Places, we are letting women know that they have the same opportunities as men if they want to reach out and take them. I think the most important thing I would like them to know is that you need to keep yourself grounded and your mindset on the fact that this business is about helping clients reach their financial dreams and if that is something you find rewarding and fulfilling, then this is the industry for you and the sky is the limit. Please tell us a bit about your leadership and management approach? LM: I am always going to lead like a woman. By that, I mean, I lead with a more nurturing style, or a soft touch, if you like. Women are all about communication and making those around them feel appreciated and even loved. I want employees to feel cared for and valued for who they are and what they do every day. I want the people who work for me to feel that this is more than just a job. They should feel that it is a beneficial and important part of their life and who they are and that they are an important part of what we do every

LM: Speaking up is so important, especially for women in the business world. We need to be heard and the only way to do that is to step forward and let the room know that you are there and tell them what you think. The people you are communicating with need to listen and understand that at least half of their clientele are likely women. That makes a woman’s point of view extremely important to the success of the organization. Ignoring women at the table or refusing to listen is ultimately going to be detrimental to the bottom line. Also, be true to the fact that you are a woman and speak in your own voice. There may be a gentler tone to a woman’s voice but it in no way lessens the value of what she has to say. Trying to yell louder to compete with male voices won’t make what you have to say any more compelling, but it may just lessen the impact for women coming along behind you in the business. What is your view on how our industry and the market are shifting today? How do you see us being able to help new home buyers coming into this market? LM: The market is constantly changing, and today’s market is extremely challenging for home buyers and for our industry in kind. I am of the belief that educating people about CONTINUED ON PAGE 10

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TRAILBLAZERS CONTINUED FROM PAGE 9

home buying through programs and courses will be a key component of our industry going forward. There is a large group of people who want to be homebuyers but are underserved in the current structure. I want that to change so we are participating in committees and panels to discuss these issues and find solutions for them. There are so many lower and medium-income earners who are being left out of this market because of the lower supply and high demand. I want to help even that playing field a bit and help those who are being shut out by bidding wars and skyrocketing property prices. One of the ways I want to help is through education. We can teach people to spot value, bid wisely, and work the system in such a way that they can succeed in reaching that dream of homeownership. Preparing young people before they get into the buying market is important too. If they are ready and have learned the basics, they will be more likely to navigate the market more successfully. I believe women are uniquely qualified to work in this industry. We have a natural desire to help people and that is one of the keys to a successful career in mortgages. With great training, support, and encouragement, I see us just getting better and better as the years go on. Changing the topic, what do you like to do outside of work? LM: I love gardening and growing flowers, but we have four grandchildren. They keep us very busy in our off hours. Cooper and Walker are into baseball, basketball, football, and archery. Riley Cate plays basketball, volleyball and is a fishing tournament winner. Jackson plays tennis on the varsity team even though he is in junior high, and he is a very talented young artist. Naturally, they are all the smartest kids I know. We also do a family Survivor night where we get together for supper and then watch Survivor together as a family. It is a lot of fun. Our daughter,

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Jamie works with me, so I see her every day, but we still love our private family time outside of the office. Can you please give our readers some advice on how to balance work and family life when you have family working with you? What have you learned in your career on this subject? LM: You must be able to separate family and business life for this to work successfully. There will always be times when work will intrude but they need to be kept to a minimum. When we walk into my daughter’s house on family night, it is family night, and we try not to talk shop. Work is important and getting our job done for our clients is something we all want. But sometimes making

the family business balance work means putting down the phones and just connecting as a family, without the layer of daily work included. We are lucky to see each other every day because we work together but it must be balanced, and it must be separated sometimes so the family connection doesn’t suffer, and we have our private time as well. My husband, Tiffany and I just celebrated our 50th wedding anniversary and we went on a small vacation to Key West. I made a point of not picking up my phone to check on the office because I can trust the people there to handle whatever arises and my husband was my priority that week. Linda, you and your husband CONTINUED ON PAGE 12

TRAILBLAZERS CONTINUED FROM PAGE 10

have worked together for many years. How do you make that a successful relationship in work and in life? What advice would you give couples in a similar situation? LM: It sounds trite but it is very true — never go to bed mad. There was one night I remember we had to stay up until 6 a.m. talking and by the time we got done, I couldn’t even remember what I was mad about in the first place. You must give and receive in a relationship like this. We work and play together and have a common goal which is so important. We work at our business and at our relationship and it

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is hard work but pays off. Every night when we get home, we play dominos or another game and just let the day slide off. It is our time together and it lets us unwind and enjoy each other’s company and some friendly competition. We also have lunch together every day. It’s a little bit of time to connect in the middle of a busy day and check-in with each other. It’s those bits of time that are important and I miss them if they don’t occur. That will happen occasionally. Life and work sometimes get in the way. But making the effort to do these things consistently makes the difference. The best piece of advice I can give is to make time for each other and never take those moments for granted. What do you think our industry and our clients’ needs will look like in 2030?

LM: The only thing that is ever constant is change. That said, we are always going to need brokers and no matter how much technology changes the way we do business, there will never be a time when people are not an important part of our industry. We will always have clients coming to us, needing help with navigating the system and asking us to guide them through the process to achieve their dream. No matter how efficient technology becomes, the human touch and connection part of our business will not ever completely disappear. I believe this is because people innately need other people. A completely technical process with something so life-changing and important, cannot be done solely by tapping a keyboard. Our procedures will alter as technology advances, but the smile and the handshake will never go out of style. n

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‘Are We There Yet?’ A PRIMER ON CONFORMING MORTGAGES AND VIRTUAL CURRENCY BROWN, CMB, AMP, CRU, Special contributor, Mortgage Women Magazine

ryptocurrency, virtual currency and other forms of alternative currencies, continue to forge ahead throughout the world, despite numerous speculations. As adoption increases, so do the challenges surrounding the use of said assets to the conforming mortgage industry. Why don’t we start with the basics? What is cryptocurrency? Cryptocurrency is an alternative currency such as Bitcoin and Dogecoin where each transaction is stored in a ledger called the blockchain. What is blockchain? Blockchain is a distributed ledger of transactions. Blockchain is used to record virtual currency transactions, including the sale of NFTs. What is an NFT? Non-fungible Tokens are digital items, such as digital art, MP3, and JPGs. Non-fungible just means that there can only be one of a single item. There is only one Mona Lisa, it is non-fungible. NFTs are typically sold on a Marketplace. What is a Marketplace? A Marketplace is a website where NFTs are listed and sold. For example, a piece of digital art might be turned into an NFT, uploaded to a Marketplace where it

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CHRISSY'S

By CHRISSY

CORNER

will be sold using cryptocurrency. The transaction of the sale will be recorded on the blockchain. What is a virtual currency? As defined by the IRS, “Virtual currency is a digital representation of value that functions as a medium of exchange, a unit of account, and/or a store of value”. The difference between virtual currency and cryptocurrency in a very simplistic form, is in the fact that virtual currency can be either centralized or decentralized. So, is PayPal a virtual or cryptocurrency? No, it is a platform that utilizes US Dollars. Remember virtual currency is a digital representation of value that can exist only in electronic form. Can you buy a house in full virtual

currency? It has been done and I would imagine it will continue to be done more frequently. However, they are not purchasing these with a conforming mortgage and the downpayment being a true virtual currency. Side note: I just read that Christine Quinn from Selling Sunset has opened a brokerage in California that is doing these transactions: again, not with a conforming mortgage. If you are anything like me, it has been a very complicated system to understand and digest, and it still is. However, like I said previously, as it is increasingly utilized, the challenges of how to handle this asset when dealing with mortgage transactions has increased, as well. For years, I have been presented with scenarios of how to utilize a borrower’s virtual currency as “source of funds to close.” I had a loan where the gentleman purchased Bitcoin seven years ago. How do we track the value? Did he purchase it recently? What was the initial investment? Oh, he can only convert over a small amount at a time. Thankfully, the GSEs are beginning to release guidance on how to navigate this complex asset and now an emerging income stream. In December 2021, Freddie Mac released guidance on Cryptocurrency.

OPS & TEC H RE SOU RC E GU IDE See below: Due to the high level of uncertainty associated with cryptocurrency, we have updated the Guide to address its uses in the Mortgage qualification process as follows: • Income paid to the borrower in cryptocurrency may not be used to qualify for the Mortgage • For income types that require evidence of sufficient remaining assets to establish likely continuance (e.g., retirement account distributions, trust income and dividend and interest income, etc.), those assets may not be in the form of cryptocurrency • Cryptocurrency may not be included in the calculation of assets as a basis for repayment of obligations • Monthly payments on debts secured by cryptocurrency must be included in the borrower’s debt payment-to-income ratio and are not subject to the guide provisions regarding installment debts secured by financial assets • Cryptocurrency must be exchanged for U.S. dollars if it will be needed for the mortgage transaction (i.e., any funds required to be paid by the Borrower and Borrower reserves) We will continue to monitor cryptocurrency developments and may update these requirements as appropriate in the future. In May of this year, Fannie Mae followed suit with their guidance for virtual currency: Fannie Mae has provided guidance for virtual currency, such as cryptocurrency. Previously Fannie Mae did not have specific guidance on this topic in their guideline, but has now, for the most part, aligned with Freddie Mac requirements. Effective immediately, the following requirements apply for Fannie Mae loans: • Income paid in the form of virtual

currency may not be considered when qualifying a borrower • Assets used to establish continuance for certain income types cannot be in the form of virtual currency. • The purchase price of the property and any earnest money deposit may not be designated in virtual currency. • The payment used as rental income must be in U.S. dollars. • Payment on any installment debt secured by virtual currency must be included in the debt-to-income ratio calculation. • Virtual currency that has been exchanged into U.S. dollars is acceptable for the down payment, closing costs, and financial reserves provided: - there is documented evidence that the virtual currency was exchanged into U.S. dollars and is held in a U.S. or state regulated financial institution, and - the funds are verified in U.S. dollars prior to the loan closing Alas, the mortgage underwriters of our industry finally have some guidance on how to handle these ever-increasing scenarios. To quote Freddie Mac, “We will continue to monitor cryptocurrency developments and may update these requirements as appropriate in the future.” I do believe this will continue to change and evolve (I mean this is the mortgage industry), but for now, we have something to guide us to ensure our salability is intact. We believe the next set of guidance will surround utilizing these investments as a source of income. Stay tuned … n

We will continue to monitor cryptocurrency developments and may update these requirements as appropriate in the future.

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Chrissy Brown is chief operations officer for Atlantic Bay Mortgage.

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

COMFORT ZONE

OPPORTUNITY

Rip the Band-Aid Off 5 EASY STEPS TO MAKING HARD DECISIONS By TINA

ASHER, Contributing Writer, Mortgage Women Magazine has felt she wants to explore what else is out there. It got me thinking about the process of doing something uncomfortable and going for it. Just as a Band-Aid’s purpose is to comfort and protect you, your comfort zone in a job, relationship, or your surroundings can bring complacency. The anxiety for what’s next can stop you from moving forward. When you stop exploring, it can stunt your ability to grow, heal, or re-energize.

Tina Asher

ast week I had a client say, “It felt good to rip off the BandAid” after completing her first interview in several years. She has had a successful career with a company she’s been loyal to and yet

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What thing in your life are you ready to “rip the Band-Aid off” and get out of your comfort zone? To help make decisions easier, I’ve created a process to help, in my Change Cycle model.

5 EASY STEPS TO MAKING HARD DECISIONS: A change I’m considering making is ___________________________. 1. Alignment: How does this

As with my client, as uncomfortable as it was, she knew she had my support, and once she took action and ripped off the Band-Aid, her next steps became clear.

CHANGE CYCLE

Consequence

Alignment

Impact Learn Evolve

change align with my core values? (Think of categories for your core values and how you’d rank them in importance: family, finances, faith, health, hobbies, etc.) 2. Learn: If I make this change, what will I learn?

3. Evolve: If I make this change how will I evolve professionally, personally, spiritually, and what changes could occur? 4. Impact: What will be the impact on me, my family or loved ones, my surroundings, or my health if I make

Vibrant work cultures let women shine. That's capitalizing on talent.

this change? What impact will it have if I don’t in each area? 5. Consequences: What are the consequences if I do or don’t make this change? Answer each question with as many reasons that surface, then go back and evaluate your answers. The biggest impact for making the change should revert to your answers in number 1, the alignment to your core values. Once you determine the alignment and all the facets to making the change, the decision to move forward or not will be clear. As with my client, as uncomfortable as it was, she knew she had my support, and once she took action and ripped off the Band-Aid, her next steps became clear. Action breeds confidence. The more you do something the better you get and the easier it becomes. She’s now ready and excited about exploring additional opportunities. n Tina Asher is a coach and founder of Build U Up Consulting.

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

How Can Your Mortgage Business Effectively Compete — And Win — Online? TIPS FOR SUCCESSFUL DIGITAL MARKETING STRATEGIES

By DANIELLE

MICHAELY, Special To Mortgage Women Magazine

t’s obvious that shopper purchasing patterns have changed dramatically in recent years. At the start of COVID, we jumped 10 years in e-commerce penetration in the United States in just 90 days. Furthermore, the mortgage sector is evolving. It’s no secret to readers of this piece that, in addition to traditional banks, there are more direct-to-consumer brands attempting to target mortgage customers. Also, when consumers are deciding on a mortgage choice, they go through a lengthy process of obtaining information from websites, getting comments from user forums and opinion sites, and searching social media for other people’s experiences with a company. In today’s highly competitive purchasing environment, this represents a crowded and complicated path-to-purchase for mortgage providers attempting to spark buyers’ interest.

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DANIELLE MICHAELY, CO-FOUNDER AND CHIEF REVENUE OFFICER, KONNECTO

How can banks, nonbank lenders, and other mortgage lenders stand out while focusing and maximizing

marketing resources when consumers have more information and options at their fingertips than ever before? They must invest in digital marketing in a smart, efficient, and data-driven manner to remain competitive and avoid losing money by blindly following money-backed corporations with more flexible budgets. They greatly boost their chances of securing business if they can “divert” consumers’ attention at the correct time on their journey and invest in the proper places to assure return on investment (ROI) — positioning themselves front and center as the best choice over a competitor. Here are three suggestions for achieving this:

TIE PURCHASES TO EARLY FUNNEL ACTIVITIES When consumers start their shopping journeys, one of the most effective ways

to secure their interest is to do so before they decide where to get their mortgage. This requires an understanding of the first motivators that lead consumers along the path-to-purchase, as well as the capacity to link them to the final conversion and do so in a personalized manner for each segment (e.g., those with low credit scores all the way to high net worth consumers). Mortgage lenders can intervene at the proper stage with information consumers require by identifying the early funnel activities that generate sales, such as consumer behaviors, tendencies, and trigger points.

ALL DATA SETS SHOULD BE INCLUDED

Some data sets are easy to come by. Mortgage companies, on the other hand, must verify that they are considering all options. As a result, businesses should look for solutions that can assess all data sources, including unstructured data such as mobile and desktop surfing behavior, social activity, and so on. With this information, they’ll be able to get a complete picture of mortgage shoppers, and they’ll be able to nurture leads in a more concentrated way, reducing the likelihood that they’ll interact – and ultimately convert — with a rival.

USE PRESCRIPTIVE ANALYTICS TO YOUR ADVANTAGE

Marketers in the mortgage industry must change their mindset from reactive to proactive to prescriptive. This implies shifting from reactive monitoring of competitor and market data to proactively predicting outcomes and prescribing actions using tools like real-time AI-driven analytics. With options like these, they can identify what they need to do to bolster ROI by improving conversions and lowering acquisition costs. Let’s explore this further. A mortgage company can establish connections using analytics technology that can incorporate complete data sets and early-funnel activities related to purchase. For example, brands in the financial services space, including those who provide mortgages, are forced to pay high acquisition costs when looking to acquire new customers in the intent phase of their journey in comparison

to other industries such as real estate, beauty and personal care, health and fitness, etc. The ability to find correlations between consumers who are taking out a mortgage and buying other products online in close proximity to when they take out a mortgage opens up a window of opportunity for mortgage providers. With this insight, they are able to target these consumers in different industry channels across the acquisition funnel, resulting in a lower overall customer acquisition cost and increased conversions by getting in front of the consumer earlier, but while it matters most. Here’s another example of the importance of addressing connections between early-funnel activities related to purchase. Analytics have shown that there is a unique online behavior identified for consumers who take a refinance. Lendstart.com (203,000 monthly visitors) is a prominent trigger point for this segment. Consumers who interact with this domain are three times more likely to convert in comparison to more traditional trigger points like Investopedia.com and two times more likely to convert than those that go through Businessinsider.com, for example. With this knowledge, a mortgage lender can focus its

One of the most effective ways to secure their interest is to do so before they decide where to get their mortgage. marketing dollars and personalized messaging on this website to drive traffic to their business, rather than a competitor’s. As the path-to-purchase becomes

more complicated and consumer shopping patterns become more difficult to follow, mortgage providers need a means to grasp the nuances of shopper journeys in order to influence buying decisions in their favor. With the removal of cookies, this becomes even more difficult. Using the methods outlined above, mortgage companies can determine how to segment shoppers based on their online behaviors, fully comprehend their journey, and link specific behaviors to other product purchases, allowing them to nurture leads and target shoppers in the most effective way possible — maximizing the ROI of marketing dollars rather than wasting resources and making guesses that aren’t backed up by conversions.

TAKING ACTION

It may appear difficult, but with the right tools, it isn’t. While consumer data platforms (CDP) exist to provide insight into consumer behavior, they only address part of the issue. Mortgage companies require “external” CDPs that can measure what shoppers do before, during, and after online interactions with them, as well as where they go to competitors. Mortgage lenders can then act based on the information acquired from solutions like these to get the most out of their marketing money. They may be able to do so while simultaneously adhering to increasingly strict privacy regulations, such as GDPR and the California Privacy Act. If mortgage lenders don’t use available tools to gain visibility into online consumer behaviors and trigger points, they’re missing out on significant opportunities to not only increase sales and conversions, but also reduce acquisition costs, uncover untapped niches, and decrease dropouts and abandonments. Can your business risk this? n Danielle Michaely is the co-founder and chief revenue officer at Konnecto, which offers a consumer intelligence platform enabling brands to gain visibility into the earliest stages of the consumer journey, where she is responsible for revenue streams, marketing and customer success.

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

Mortgage Companies Continue To Violate Compensation Guidelines EMBRACE THE SEVEN SAFE COMPENSATION METHODS TO KEEP YOUR BUSINESS IN COMPLIANCE

By TYNA-MINET

ANDERSON, Contributing Writer, Mortgage Women Magazine

ore brokers and business owners have been reaching out to my office with concerns. What’s on their minds and causing such distress? Preserving company profits which are not coming very easy right now. Several have investigated modifying their LO compensation agreements, believing it to be a manageable and simpler place to start. Legally speaking, compensation tinkering offers quite a bit of permissible creativity, but please proceed with caution — there are plenty of carefully placed restrictions to be aware of. In 2013, when the Loan Originator Compensation Rule (“The LO Comp Rule”) was announced, the Consumer Financial Protection Bureau (CFPB) also released a lesser-known, accompanying document referred to as the Small Entity Compliance Guide. Updated in 2019, this compliance guide contains a thorough review

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thank me later for reviewing it while highlighting the areas owners could most-likely stumble into violations.

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

of LO compensation guidelines. It’s written in a Q&A, refreshingly, but it’s still 90 pages long! You can

It is prohibited to pay a loan originator differently depending on the product type. In the 2022 Spring issue of Supervisory Highlights, the CFPB emphasized LO compensation violations among supervised mortgage entities. According to the report, examiners found that certain lenders’ compensation agreements provided for different compensation arrangements depending on product types. According to The LO Comp Rule, this is clearly not allowed. Consider the 2021 Summer issue of Supervisory Highlights with an identical violation, it’s still happening and unfortunately not a rare occurrence. This is addressed in the Small Entity Compliance Guide as well. In fact, one example from the

compliance guide involved a company paying more basis points on loans during months when LOs closed a certain percentage of loans that conformed to Fannie Mae guidelines. Another example of a violation identified a company paying different amounts for bond loans created by a state’s Housing Finance Agency. I am already hearing the future arguments coming from brokers and other mortgage business owners. I’ve had many conversations with them over the years to the present day. I understand it is frustrating, but The LO Comp Rule was established primarily to prevent steering, which means directing originators through financial incentives to certain products. If companies pay differently based on product types, it encourages and promotes steering. As a footnote to the abovementioned violations, the term “product,” used generally in the industry as a loan, is not as clearly defined as you might expect. However, the CFPB has written at other times that the word product, “generally refers to various combinations of features such as the type of interest rate and the form of amortization.” (2013 Loan Originator Compensation Rule, 78 Fed. Reg. 11279, 11284.)

receive relates to loan originators who are interested in recruiting other loan officers, in order to generate overrides on their loans. This may be possible, but it’s an area that is NOT clearly defined in the rule and if done incorrectly, could result in clear violations of profits-based compensation. There is a risk factor that mortgage companies need to consider in this scenario, is the profit worth the risk of violations. I would strongly err on the side of caution.

It will save you in the long run to get it right from the start to avoid a lengthy struggle with a violation later.

Profit-Based Pay and Overrides are Prohibited The LO Comp Rule prohibits most profit-based compensation plans. It does allow for companies to pay a bonus of up to 10 percent of the total compensation to the loan originator. It also allows for profit-based payments to a designated tax-advantaged plan, like a 401(k). There is also an exception to a manager who lessfrequently originates loans (less than 10 loans in a rolling 12-month period). One of the most frequent questions I

When All Else Fails, Run a Proxy Test Remember that pay cannot vary based on the transaction term of a loan. The LO Comp Rule provides a twostep proxy test to determine if a payment method was a proxy for a transaction term. The first step in the test is to determine whether the “factor consistently varies with a transaction term or terms over a significant number of transactions.” 12 CFR 1026.36(d)(1)(i). The second step is to determine if “the loan originator has the ability, directly or indirectly, to add, drop, or change the factor in originating the transaction.” Ibid. If you can answer in the affirmative to BOTH scenarios, payments to MLO’s in this way would be a violation of compensation law. The Seven Safe Compensation Methods. Business owners don’t have to be discouraged, there is some good news here! The CFPB has provided seven permissible payment methods that can be mixed and matched to generate a creative payment plan that helps the company’s balance sheet. The list is not comprehensive, so loan originators can be paid outside of these seven ways, but keep in mind that mixing and matching these seven options will keep you compliant. The following makes up the safe list

(which can also be found in the Small Entity Compliance Guide on page 43): 1. Compensation based on the loan originator’s overall dollar volume (total dollar amount of credit extended or total number of transactions originated) delivered to the creditor. 2. Compensation based on the long-term performance of the originator’s loans. 3. An hourly pay rate based on the actual number of hours worked. 4. Compensation based on loans made to new customers versus loans to existing customers. 5. Compensation based on payments that are fixed in advance for every loan the originator arranges for the creditor. (For example, $600 for every credit transaction arranged for the creditor, or $1,000 for the first 1,000 credit transactions arranged, and then $500 for each additional credit transaction arranged.) 6. Compensation based on the percentage of the loan originator’s applications that close. 7. Compensation based on the quality of the loan originator’s loans filed (for example, accuracy and completeness of the loan documentation) and submitted to the creditor. If you are considering a compensation plan that goes beyond the seven safe methods outlined above, I highly recommend discussing the ideas with someone familiar with LO Compensation guidelines and other federal labor laws to ensure you are protected. It will save you in the long run to get it right from the start to avoid a lengthy struggle with a violation later. Creative compensation options for business owners IS an option in today’s market. With careful steps taken, you can navigate the violations and secure new profits for your company. Protecting those hard-earned profits and investing in a compliant LO compensation structure should be your top priority. It’s possible, it really is. n Tyna-Minet Anderson is an attorney and co-owner of Mortgage Educators and Compliance.

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

THE MODERN M ARKETER

ASK THE

EXPERTS By

NICOLE MCCRARY

FINDING BALANCE IN A HYBRID WORK ENVIRONMENT SOME INTRIGUING SOLUTIONS

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ver the past two years, more companies have discovered a hybrid approach to the workplace may be the answer to maintaining a strong company culture and keeping team members satisfied and content. We’ve seen here at Cherry Creek Mortgage that operations — and loan volume — maintained a healthy balance of success during the pandemic and in a remote environment. As we slowly open our offices again, however, some are finding there may also be a personal advantage to being in the office as opposed to working from home. Could personal growth within a company give the employee who is seen working in the office an advantage over another? The nature of different roles within a mortgage organization makes this question particularly intriguing. Remember that, well before the pandemic, most loan officers worked outside of the office meeting with real estate agents and clients. Many of those originators have since moved up to branch managers and executives. Meanwhile, underwriters, loan processors, closers and branch managers also had goals to achieve; however, their work took place primarily inside the office. As a member of the Colorado Mortgage Lenders Association (CMLA) Leader Advisory Board, I hear from a variety of people with different industry perspectives on this issue. Among CMLA members, we also hear about the successes taking place and strategies companies used to achieve that success. From my own perspective, leadership and growth are personal traits and not necessarily tied to a company’s bottom line. An employee’s character

KATY UHL

and focus on a company’s overall mission are observed in the office and are reflected through participation in industry organizations and community events. But as all industries contemplate hybrid work environments, does leadership and growth require an in-person connection to staff, or can technology still improve personal communication and connections among colleagues across the country? To delve deeper into this topic, I’ve asked four experts to answer the question: “What are the most important qualities people need today for leadership, and how can they grow to become leaders in today’s hybrid work environment?” I think you’ll find their answers insightful and perhaps surprising!

KATY UHL

Chief Human Resource Officer, Cherry Creek Mortgage Although there are many important qualities associated with leadership, there are a few that I believe are absolutely essential to establish a good leader. The first is the foundational element of respect. Many people get into leadership roles and somehow believe their new title makes them more important or better than the employees they manage. Nothing could be further from the truth. We all bring varied experiences, strengths, and potential into the work environment, and we should all be valued and respected. Operating from a place of respect will always change the interaction and open the conversation. We often hear the phrase, “Respect must be earned.” I disagree — I think respect is a given, but it can be lost.

DAWN ELMORE

Could personal growth within a company give the employee who is seen working in the office an advantage over another? Number two on my essential list is communication. We usually associate good communication with verbal and written skills. However, listening is the most important function of good communication. The goal of every interaction should be mutual understanding. If we don’t listen to understand, what we say may be rendered meaningless. Take the time, or make the time, to communicate with your team, your peers and your leaders, and truly listen to what they have to say. Next on my list is flexibility. Things change fast in our industry; consistency is rare and sudden chaos is inevitable. Avoiding or being reluctant to change is ineffective and only increases stress. A good leader is open-minded and confronts change. A flexible and easy-going approach and the ability to adjust and maneuver is crucial. Flexibility doesn’t come naturally for everyone, but it can be learned, and it

can be enacted. A flexible mindset will open the way for creative thinking and alternative solutions. There are other qualities that lend themselves to leadership which we look for when promoting employees into higher positions. For example, after we’ve checked the boxes on job requirements and industry knowledge, we look for problem solving capabilities, reliability, communication skills, and the ability to influence others. These key qualities are often witnessed only through ongoing interactions in the workplace. If leadership is your goal, hybrid and remote work environments can limit opportunities for others to see these qualities — but they don’t have to. As with most things, intentionality is important. Look for opportunities to illustrate your skills and seize them. Don’t be silent on conference calls—share your thoughts and ideas, and follow up with a well-considered email to the decision makers. Take the opportunity to participate in team projects and initiatives. Be proactive and always have your eye on the goal!

DAWN ELMORE

Head of Strategic Initiatives at Sourcepoint The essential leadership qualities needed today in our more hybrid, “work from anywhere” environment are very much the same they’ve always been. For me, servant leadership is the most effective. That’s made up of being an active listener—really listening to understand—and humility—not being a leader because of the “power” that one has, but because of the will to inspire and motivate others. CONTINUED ON PAGE 24

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

LAUREN PILON

ASK THE EXPERTS

LAUREN PILON

It’s critical that people see their leader as transparent and one they can trust. The team must believe their leader always has their best interest at heart. However, it’s also critical to be compassionate and empathetic. Yes, we all have our job to do and that’s the expectation. At the same time, we all have other people in our lives who are important to us, including spouses, children and grandchildren, as well as outside activities and responsibilities. Things happen that sometimes disrupt our normal schedule. We all want to know that our leaders understand that we share other priorities with work and will support us through navigating the game of life. Servant leaders are also committed to helping people grow, which becomes more challenging in today’s virtual environment. As leaders, we need to stay very connected to our teams. How are they feeling? Are they excited about the projects they are working on? What aren’t they doing that they want to do more of? This means making catchup meetings intentional and making sure that “connect sessions” are happening at least a couple of times a week. When we were in an office it was easier to run into someone while getting coffee and then turning that encounter into a quick chat. But now that we are virtual and not seeing each other in person as much, we must make spending time with the people on our team one of the critical “musts” on an already demanding schedule of to-do items.

Leading effectively requires a certain set of skills that can and should be applied each day. I’ve found there are some vital traits that are key. Most important is being an active listener, particularly now that more organizations have shifted to hybrid work environments. I strongly encourage leaders to have weekly one-on-one meetings and ask questions to really get to know employees on both a business and a personal level. This can strengthen relationships and the feedback you receive individually can also lead to more productive group meetings, problem solving discussions and creative solutions. Integrity is another essential skill for great leadership. Treating people fairly and with respect, as well as providing honest feedback, instills trust in your team that you have their best interest in mind. Whether it’s video conferencing or in person, leaders should engage all employees and motivate each to participate in team discussions and take an active role in problem solving. Lastly, when in a leadership role, it’s important to have confidence in yourself. Trusting your instincts, making tough decisions with conviction, and leading by example will help inspire your team to grow in their own self-confidence. However, it’s equally important to also understand that everyone makes mistakes, including you. If you make the wrong call, take responsibility for it, accept the outcome and learn from the experience so that you can make the right call next time.

CONTINUED FROM PAGE 23

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Chief of Staff, LoanLogics

JANE MASON

Not every individual can be a good leader. But those who take an interest in and listen to their employees, act with integrity and convey self-confidence can lead their organizations through the good times and bad times. Work hard to develop these skills, and you’ll have the ability to make a difference not only for your team but for the entire organization.

JANE MASON

Founder & CEO, Clarifire In today’s environment, being adaptive as a leader is key. Over the past year, we have gradually transitioned from working at home to a hybrid work environment, and the results have been great. Our teams are happier and more productive, so much so that we will never go back to an office-only workplace. As a leader, however, you need to be flexible and openminded for a hybrid workplace to succeed. That means if something isn’t working, you need to be willing to try a different approach. For example, our team members can split their time between working in the office and at home. But when things get challenging in the workplace, as they always do, we meet at the office to work through the solutions. Otherwise, our teams congregate together in our beautiful office spaces when they want. We have joint application development (JAD) sessions, where we bring in lunch and socialize. During these transitional times, leaders also need to be present and give their managers some autonomy over how things get done. You should look and listen carefully to your

teams and let them own how they want to motivate each other and deliver the solutions and products that everyone can be proud of. This not only makes work much more rewarding for everyone, but it also creates a stronger organization that your clients can feel, which generates trust and loyalty that helps the business grow. You may be surprised at how well leaders within your organization can motivate each other when they have your trust and the flexibility to get their job done, even if it is not within a 9 to 5 timeframe. There are other leadership traits that apply in any workplace, hybrid or not, but deserve mentioning because they are so essential. For example, leaders should focus on creating a culture of constant learning and challenge the people around them to find ways to do things better. It’s equally important to recognize who responds to this challenge and come up with ideas that contribute to the company’s growth. On the flip side, if you aspire to be a leader and you are given the opportunity to contribute and have a voice in the discussion — take it! I also believe kindness is an essential leadership trait, especially today. Keep in mind that it’s a very active job market and talented people have no shortage of job options. Good leaders understand this and do what they can to make sure everyone in their organization feels challenged, fulfilled and appreciated. n

And … Action!

ortgage News Network’s mission is to use the power of video and podcasts to compliment the written word and inform, educate, enable and empower mortgage professionals with the most relevant, up-to-date information and advances in the mortgage industry. It is our goal to offer worthwhile information to our viewers while delivering it with the utmost professionalism. Every weekday, we give you a heads up of what should be of interest to you now. The action is fast, and the information is up-to-date. Give us two minutes, and The Interest™ will give you the big picture. Watch at: nationalmortgageprofessional.com/video Great conversations start with great stories. Tune into The Principal™ podcast daily for your deep dive into the big issue of the day. Editors, reporters, and sources involved in the day’s top news take on topics with vigor and valor, unafraid to speak openly and honestly, so you get the truth about what’s changing the mortgage market. You’ll get an excellent payback for your time when you listen to The Principal. Listen at: nationalmortgageprofessional.com/ podcasts/principal Picture your dream home. Now look down. There’s a bright red line keeping you out. Join host Katie Jensen as we dive into redlining and the legacy of discrimination. You’ll hear first-hand accounts from those who’ve had to fight back to achieve their dreams. And we’ll challenge industry leaders on how to rewrite this legacy. Listen at: nationalmortgageprofessional.com/ podcasts/gated-communities

Nicole McCrary is vice president of compliance, Cherry Creek Mortgage MORTGAGENEWSNETWORK.COM PRODUCT IONS OF A ME RICA N BUSI NESS MEDI A

Keep Your Employees Satisfied To Keep Them CONSIDERING EMPLOYEE MOTIVATORS IN THE GREAT REASSESSMENT By ERICA

Erica Campion is director of talent and culture at Enact

CAMPION, SPECIAL TO MORTGAGE WOMEN MAGAZINE

www.mortgagewomenmagazine.com

he Great Resignation has been featured in the news for months, and in attempting to identify the drivers behind this massive workforce shift, other terms have surfaced as well … “The Great Rehire,” “The Great Renegotiation,” and “The Great Reassessment.” It’s this last term, perhaps, that best describes the cause of the current phenomenon. Since the onset of the pandemic, people across the globe have been prompted to pause and reassess their life, career included. As they take stock, many have found that their current roles are somehow lacking, and consequently we have seen record numbers of resignations across industries.

The trend continues, suggesting that many are still reassessing their situations and concluding that they can find more happiness or satisfaction elsewhere. Truly, it is worthwhile for everyone to consider if they are happy in their current role, or if they need something more. For employees that think it may be time for a change, it is important to first consider what motivates them. A full understanding of how they are motivated in the workplace can assist in making sure the next steps taken are in the right direction. Even for those who are not looking for a role change, an understanding of what personally motivates them can help employees increase their job satisfaction.

WHAT ARE EMPLOYEE MOTIVATORS?

Employee motivators are simply that — whatever encourages people to do their job, do it well, and enjoy it all the while. Common motivators include career growth opportunities, connection or a sense of community, compensation and benefits, a culture focused on diversity, equity, and inclusion, exposure to leadership, flexibility, individual meaning, intellectual stimulation, job security, a manageable workload, recognition, and professional development opportunities. Everyone will have different motivators, the specific

in the business, job security is a big motivator. The industry is always changing, and any time volumes go down, employees want to feel they are secure in their role and at their company. According to data from the Mortgage Bankers’ Association (MBA), turnover for loan officers was low in 2021 because of how busy everyone was, but looking at historical data, anytime volume goes down, turnover picks up. On the other hand, in times of high volume, a manageable workload can be a big motivator as employees strive to avoid burnout.

Sometimes, a person’s motivational needs cannot be met by a role. But other times, simple actions taken by the employee, or their manager can make a world of difference in their job satisfaction and engagement. things they need to feel good about their job and the work they do. Without these drivers of engagement, employees begin to feel unmotivated, un-engaged, and unproductive. Job satisfaction declines, and recognizing that some kind of change is required, they begin to consider other options. However, depending on what a person’s motivators are, more subtle changes may address an employee’s concerns in lieu of beginning a job hunt. Sometimes, a person’s motivational needs cannot be met by a role. But other times, simple actions taken by the employee, or their manager can make a world of difference in their job satisfaction and engagement.

MOTIVATORS IN THE MORTGAGE INDUSTRY

With all this in mind, take time to think about what matters to you as an employee. It will be slightly different for everyone. For many loan officers and others

TAKING CONTROL OF YOUR MOTIVATORS

If you know what motivates you, you can take action to meet those needs. Are you motivated by intellectual stimulation? Find challenges to tackle that will fulfill that need and once solved, make your process or workplace better. Are you motivated by individual meaning? When assigned new tasks, ask questions about how they fit into bigger business priorities. While there are steps you can take to help motivate yourself, you also should communicate with your manager about what your motivators are. Knowing what motivates their employees can enable managers to support their employees in ways that keep them engaged and motivated. If you’re motivated by recognition, your manager can make a conscious effort to acknowledge work that is well-performed. If you’re motivated by training and development, your manager can help you create a development plan or identify learning

opportunities. This should not be a single conversation with your manager, either. You should feel empowered to communicate whenever your motivators change. So many factors can contribute to changes in your motivators: family needs, role changes, or any other new life stages can cause you to reevaluate what is most important to you. It is important to make the conversation about your motivators a continuous one so that your manager is aware of new or different needs you may have. The Great Resignation started as employees took the pandemic as an opportunity to look within and find out what truly mattered to them. While some motivators may not be achievable in your current role or at your current company, some may require a simple change or a conversation with your manager. Some employees may think they are not satisfied with their job when there are only one or two missing pieces that could turn it into a more fulfilling one. However, even if you don’t want to stay in your current role or at your current company, knowing what motivates you will help you find the right fit during your job search. Each company offers unique opportunities and prioritizes different workplace benefits and opportunities. Knowing exactly what you’re looking for helps you match with your ideal employer. A clear understanding of your motivators is key. You can’t get the most out of your employer if you are not clear about your expectations. Simply put, you can’t get what you need if you don’t know what you need. Understanding your motivators is key to finding the best role for you — whether it’s within your current role, a new one, or even with a new company. n Erica Campion is director of talent and culture at Enact (formerly Genworth Mortgage Insurance), where she leads her team in training & development, talent management, recruitment, employee engagement, community relations and volunteerism.

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

Fannie Mae Program Targets Diversifying Mortgage Industry IN FOUR YEARS, NEARLY 400 RACIAL, ETHNIC MINORITIES, RECENT GRADS HIRED

By KATIE

JENSEN, Staff Writer, Mortgage Women Magazine

n 2018, Fannie Mae launched the Future Housing Leaders (FHL) program, pairing mortgage companies with interns to open doors for them to work in the industry. The program is specifically intended to recruit more women and minorities into the industry by increasing

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exposure to career opportunities in sectors like housing finance, real estate, fintech, building, and construction. “The program is part of Fannie Mae’s intentional effort to diversify a homogenous industry that historically and currently does not reflect the diversity of our nation,” Fannie Mae

Diversity and Inclusion Officer Jessica Wright said. The current demographic of the mortgage industry’s workforce is 73% white, 6% Black, and 7% Hispanic. Overall, less than 13% of jobs in the housing workforce include Black and Hispanic or Latino

DIVERSITY REPRESENTATION IN U.S. POPULATION

DIVERSITY REPRESENTATION IN HOUSING INDUSTRY

White 60.1%

White 71.6%

Asian American 5.9%

Asian American 9.4%

Black 12.5%

Black 7.5%

Hispanic/ Latino 18.5%

representation, according to a study conducted by Fannie Mae. A common rebuttal to the diversity argument is that there is a smaller population of Black and Hispanic people in the United States, so we cannot expect an equal amount of minorities and white people in the industry. But FHL addresses this directly on their website by stating white, Hispanic/Latino, Black, and Asian American people currently represent 60.1%, 18.5%, 12.5%, and 5.9% of the U.S. population, respectively. In comparison, the housing industry is 71.6% white, while Hispanic or Latino, Black, and Asian American people represent 9.1%, 7.5%, and 9.4%, respectively. Ultimately, Fannie Mae believes that a more diverse workforce will benefit minority borrowers and underserved communities. Many who support this idea believe in the identity connection between borrower and broker/lender. Although many Black Americans are comfortable enough working with a white broker, Wright explains that they might feel more inclined to work with someone who is the same race as them or someone who shares the same cultural background. For example, brokers and loan officers that try to reach out to the Latino community often struggle with the language barrier. When borrowers are able to speak in their first language it helps them understand what is a very complex process, Wright said, and it helps eliminate confusion and complications. Recruiting more Spanish-speaking staff to a brokerage

Hispanic/ Latino 9.1%

or lending company might be the key to increasing loan volume these next few years, considering that Latinos will account for 70% of homeownership growth in the next 20 years, according to The Urban Institute. Yet, a multitude of factors contribute to lack of diversity in the mortgage and finance industries, as well as today’s racial homeownership

Amerisave Mortgage, and Caliber Home Loans, helping them succeed through paid summer internships and entry-level job opportunities. “When companies partner with us and join future housing leaders, what they’re doing is essentially affirming their commitment and foraging that pathway for a more diverse industry,” Wright said. “We’re also dealing with

“After speaking to the team I was interviewing with, I was hooked; the housing industry fascinated me … I can honestly say it has been the most amazing experience.” Mary Wandor, Future Housing Leaders internship program participant gap, including historic redlining policies that intentionally segregated neighborhoods, blocking access to quality jobs, schools, and healthcare. Fannie Mae is trying to reverse this trend by creating a more diverse workforce — the idea being that if the industry is more diverse, they’ll be able to serve more diverse borrowers.

HOW IT WORKS

Fannie Mae connects students with employers who have positions available, such as Capital One,

a new generation of homebuyers that’s more diverse. We have immigrant households, minority households, millennial households — companies need to be prepared for a diverse demographic of homebuyers.” The internship program proved to be especially useful to employers when the housing market boomed in 2020. FHL went from having eight employer partners in 2018 to 50 partners in 2021. “Clearly the market understood CONTINUED ON PAGE 30

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

FANNIE MAE CONTINUED FROM PAGE 29

the value and our partners became committed to the process,” Wright said. “Through that came a great opportunity to bring students into careers, either through internships or full-time employment.” Students are allowed to choose the position they want and the company they’d like to apply to. Yet, employers may have different criteria when it comes to choosing interns. Some employers may be looking for students that are closer to graduation or have a specific major that suits the position they’re looking to fill. For example, if an employer is looking to fill a finance position, they may be more inclined to pick an accounting or finance major. Fannie Mae then tailors their outreach to their talent community pool. But students don’t need to feel boxed into certain positions because of their major. If a student has a background in finance, but a marketing position piques their interest, they are encouraged to apply to whatever opportunity they feel most passionate about. Either way, the student intern will make connections and build their network within the industry. Fannie Mae provides a 10-week, free training curriculum for students so they can have the best experience when they go into their internship. Through the FHL summer curriculum, students are educated on a variety of topics, including professional development and opportunities for certification. Students can get training through the NMLS and take classes on mortgage banking and real estate. They can also utilize a program from Polygon Research, called Leading With Data Science, and assist students with interview prep. These classes help students build a foundation on industry knowledge. Fannie Mae also provides partners with tools to help them build an internship program from the ground up, so they can provide additional training as well. Students will be introduced to company leaders and find mentors within the company. They’ll also get to know the company’s culture as well as how this industry works. The FHL group also

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JESSICA WRIGHT, DIVERSITY AND INCLUSION OFFICER, FANNIE MAE.

consults with employers about company culture, why they want to bring on interns, and what their priorities are to ensure their goals are aligned with FHL. Students may be offered stipends or get paid hourly depending on where they choose to work, but all students are compensated for their work.

STUDENT TESTIMONIES

Wright says that the FHL program has proven to be a success since its launch in 2018. From 2018 to 2021, the program has led to the hiring of nearly 400 racial and ethnic minority students. Surveys also show 97% of interns say they would recommend FHL to others;

85% of interns say they are likely to pursue a career in housing based on their internship experience; and there’s been a 9.4% increase in the number of interns that had “extreme interest” in pursuing a career in housing. One particular student intern, Mary Wandor, was an engineering major and knew little about the housing industry before joining the FHL program. “On a whim I went to an interview with Fannie Mae, who prior to the interview, I had no knowledge about,” Wandor said in her testimonial. “After speaking to the team I was interviewing with, I was hooked; the housing industry fascinated me … I can honestly say it has been the most amazing experience.” Another student, Leonard Henry, found his passion for underwriting through the FHL program. “Like many others, I also did not know that roles such as underwriting existed,” he said. “Any positions beyond brokerage or even being a real estate agent were non-existent as far as I knew.” But after

showed great appreciation for her mentor at Lincoln Property Company, who eventually became her boss when she joined full-time as a leasing professional. “He taught me to be open-minded, pay close attention to detail, be flexible, and help others regardless of your job title and responsibilities,” she said. “I also learned that you can learn from others

whether they are your peers, supervisors or subordinates, so always be ready to listen and continue learning no matter how much you think you know.” More success stories from a diverse array of college students are posted on the FHL website “When you’re in college, you’re probably not thinking about working in the housing industry,” Wright said. “But there are so many rewarding career opportunities and we would love for students to be very intentional about making that decision really early on.

“When companies partner with us and join future housing leaders, what they’re doing is essentially affirming their commitment and foraging that pathway for a more diverse industry.” Jessica Wright, Diversity and Inclusion Officer, Fannie Mae his experience with FHL, he said, “I see a huge opportunity in underwriting positions because there is always a need for people to investigate the deal and the credit of those behind it. The best part is, it’s impactful and the earning potential is high!” One student, Marissa Frudden,

Then you have a chance to grow within your career and try various positions like loan originations, servicing, appraisals, or credit and analytics. Most students don’t realize their degrees are tangible in this industry — they pay well and they’re very rewarding.” But will the FHL program continue

to be as successful, even as the market suffers a downturn? Mortgage rates recently reached a 13-year high, causing volumes in refinance to plummet. Overall, loan originations are expected to drop 33% this year, according to forecasts from the Mortgage Bankers Association, meaning business will be slowing for everyone in the industry. Market conditions like this cause the industry to contract, entering into a chaotic stage of layoffs, mergers, and acquisitions. Yet, Wright reassures that FHL partners are committed to the program and understand there are different ways to engage, even if there are no open positions at their company. The program still annually offers the FHL summer curriculum, which is not incumbent on market conditions. Students are educated about the market itself so they understand how it fluctuates. Wright also points out that the Housing Matters Speaking Series brings employer partners together to continue the conversation on diversity, inclusion, careers in housing, and the state of housing. “The housing market ebbs and flows,” Wright said. “We have other mechanisms in which we remain very engaged with our partners, so we can continue to lay the foundation for what’s ahead. Even though the industry has gone down a bit with originations, very few partners have retracted.” Companies that are not currently looking to hire can still offer training to interns over the summer, or they can open up internship opportunities in the fall. “It’s not a sprint; it’s a marathon,” Wright said. “Our goal is to continue this program through the ebbs and flows.” “If we do nothing,” Wright continues, “if we don’t even try to pursue this initiative, or initiatives like this that break down inequities in the housing industry, it would take us 114 years to overcome this challenge. That’s why it’s absolutely important to continue endeavors like Future Housing Leaders — it’s so critical and it paves the way to making real tangible changes in the industry.” n

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

Mortgage Moms The Most

Challenging Times Empowering Lessons Bring Us The Most

HAVING A WORK FAMILY REALLY HELPS US ACHIEVE A WORK/LIFE BALANCE IN SO MANY WAYS By ASHLEY GRAVANO Mortgage Women Magazine Contributing Writer

T Ashley Gravano

www.mortgagewomenmagazine.com

he industry has had plenty of ups and downs. We all at one point in our careers have faced challenging times. Job change, difficult clients, being laid off, you name it we have faced it all. As Moms it does not make it harder for us, but I do think we feel things differently. We look at things from many angles. How do we do it? I asked our Mortgage Moms a few questions this month.

When you face challenging times what do you do to help keep calm? Nicole Mattiello of Certified Credit thrives on staying busy at work when she needs to keep calm. She also loves a glass of wine (who doesn’t right?). A big part of her job allows her to be a creator, too. She really finds the creative process to be relaxing, so even though it’s technically work, it feels like fun. Jenneese Munevar Worley of Freddie Mac practices hot yoga three times a week. She finds it teaches her to breathe and relax. Also it sets her up for the work week. She turns to God and prayer. She turns off the noise around her so she can better focus and hear the soft voice from within guide her through those tough times. Positive affirmations help as well. Meg Bennett of Insellerate calls her mentors, paints and will run/walk. Kat Meglar starts with deep breathing to get as much oxygen into her brain as possible. Oxygen helps with clarity and being able to make sound decisions and have better thoughts. This has helped her and even her kids from losing our stuff haha. I find myself doing a little of everything when I am overwhelmed and need to keep calm. It is also OK to take a breath and do nothing. Sometimes you need to be still and rest. From the early days of my mortgage career, I have said this industry is like a family. From personal and professional struggles, I have been able to lean on my work family. Heck, if it weren’t for many of them, my days would have been much darker! The Moms this month had this to say about their work families! How amazing are these quotes? We all need this type of empathy, love, and support from our work families. Yes — even at work!

NICOLE MATTIELLO

JENNEESE MUNEVAR WORLEY

MEG BENNETT

KAT MEGLAR

Do you find your ‘work’ families helpful? Meg Bennett: Absolutely! It’s easy to feel guilty for missing a soccer game or your child’s EOY concert: the tribe that surrounds me helps quiet my inner critic — we consistently build each other up and share our experiences together — thick and thin — being vulnerable and authentic. Nicole Mattiello: Work “family” is

so very accurate for the team of people I get to spend time with every day. I have worked with some of our team for nearly 15 years, and we have seen it all together — marriages, houses, babies, breakups, second marriages, moves, vacations — you name it! Having a tight-knit group of coworkers that truly enjoy each other’s company and care about your well being is an incredible

gift. The culture here at Certified is really pretty amazing because that same sense of camaraderie really extends through everyone. So, even with only having been here for two years, I feel that same sense of closeness that I could lean on any one of my coworkers to help lift me up and support me. One of the things that’s really been impactful is for the last two school years, we have homeschooled. Like literally use your own curriculum and mom is the homeschool teacher. My work family has cheered me on during the days that I just didn’t think I could do it anymore, shared stories of when they homeschooled their kids, and given me the flexibility to step away when I needed to get a kid back on track in the middle of a meeting — all while being a constant source of encouragement. We are planning to go back to regular school in the fall, but I honestly could not have done it without “Team Certified.” Kat Melgar: This past year was likely one of the most challenging years my family and I have faced from injuries, a fifth pregnancy with COVID-19, and an emergency surgery. It got to the point where I’d text/call my leader and say, “Are you ready for the next chapter of the Kat Chronicles and her Series of Unfortunate Events?” But each and every time, they told me to take the time I need and that there’s plenty of work for me when I get back. They’d catch me checking emails or slack messages and threaten to have IT shut me down until they said so. They sent my family gift cards for Uber Eats so I didn’t have to worry about what to make for dinner. They made me feel like it’s OK to be human rather than feeling guilty for events out of my control. I have been blessed with long relationships that have carried company to company for years. This industry is resilient, kind and at times CRAZY! While we are going through tough times, find things that work for you. Talk to your work “family.” It’s so much easier to relate when you are going through the same things as Moms in some way. All the best! n Ashley Gravano is vice president of market solutions at Mortgage Cadence.

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

SPONSORED EDITORIAL SPECIAL TO MORTGAGE WOMEN MAGAZINE

Keys to Success — Connecting Passion and People

e caught up with Mindy Rothenberger, President and C.E.O. of Southpoint Financial Services, a mortgage lender based in Alpharetta Georgia, for a quick chat about her journey and advice she would give someone coming up today. Mindy is a 2022 Award Recipient of our 2022 Mortgage Star award. Take Me Back, How and Where did you get started? “I started as a loan processor for a big subprime lender back in a small town in Indiana. After learning the ropes, I wanted to make the income that all the salespeople were making and have their freedom and flexibility. So I converted to a loan officer and started to learn what all that entailed.

When did you make that connection inside where you knew your passion was empowering women? “A loan application back in 2003 from a single mother of 3. She was working 2 jobs, had put herself through school, and saved up $5000 to fulfill that American dream of home ownership. She had a few pitfalls in her credit and had been turned down by 2 of the local banks in town. We worked for 2 months together, and finally that day happened where she closed on her first house. As I watched her weep with pride, I knew right then that I can help make an impact on several women’s lives by showing them the path to home ownership.” Have you executed other roles in the mortgage industry other than origination and processing? Oh Yes! I believe to be a good leader you must be willing to jump in at any position and know how to perform those functions. I have not only been a top producing loan officer most of my career, but I was also an underwriting manager for a national lender for over a decade. Flipping from sales to operations when my husband and I relocated from Indiana to Georgia, gave me the opportunity to learn operations. I immediately accepted a processing position however within 30 days I was promoted to underwriting, then within a year I was the regional underwriting manager for national mortgage lender. It was another year or less, they asked me to run the operations center which at that time managed both sales and all operations functions. The time spent at the helm managing both teams provided me invaluable knowledge. It was important for me to take some time to sit with every department within my organization and get hands on experience. I felt I needed to fully understand each role so I could have a clear understanding how a change in department may affect another. How can you lead a team if you don’t have a full understanding of what each department’s challenges are? Through this process, I was able to pull my departmental team leads from both sales and ops together to develop best practices for the branch, with the goal of making the process easier on everyone. Since that time, I have maintained all my underwriting DE’s and maintained all my originators licenses. Having the in-depth knowledge of each position, gives me a perspective which few in leadership have. This firsthand knowledge and ability to perform each function of either sales or operations allows me to lead both groups such that they blend like a marriage. Our motto is you can’t be successful without the other. Sales needs ops, and ops needs sales to produce, we all succeed together, or we will all fail together. You now are the C.E.O. and President of Southpoint Financial. What has that transition been like? It is very challenging, especially in this versatile and ever-changing market. We have large goals for not only production and growing employment opportunities in a contracting market, but we are enhancing our customer experience across the board by adding a lot of technology. Our goal is to make a very efficient process for our internal team and our team that works remotely.

It is very important to me that we are all integrated regardless of where we physically work daily. Communication with clear expectations is key to success for us. Under promise your internal and external consumer but ensure you always over deliver. We have managed to build a reputation for providing a standard of excellence in our client experience. The core staff have been working together for over a decade now. For me, employee retention through investment in their growth, and keeping a fun environment are mandatory for a company to have longevity. Happy employees are the key to a company’s success. You’re known around the office as that type of leader that is here when they get here in the morning, and still here when they leave. Even working weekends at times. What drives you this hard? I want to leave this industry better than I left it and empower as many people as possible along the way to fulfill their dreams, whether that be the dream of home ownership or the dream career opportunity. Every morning I get up I am thinking of the people that depend on me to make a living that feeds their family, and the customers that are bettering their financial situation using the tools we provide at Southpoint Financial. I want to lead through actions not empty promises. It’s imperative those I work with respect and understand I am willing to do more than I ask of each of them. Leadership is also about servitude. I want staff to follow my lead not follow orders. What advice would you give women that don’t think they could cut it in an industry like yours? First of all, anything is possible. I never thought coming from very humble beginnings, I would be where I am today. Without that D1 college degree, I simply do not fit in when you think of the elite. Learn to be ok with not fitting in, stars never do, they shine above the rest anyway. Others’ opinions can offer value feedback for personal growth, but don’t let it define your worth or set limitations on your life. Don’t be so quick to accept failure or defeat because your start was a little lower and my take a little more effort or a little longer than that D1 grad. A great attitude, willingness to engage in a process and learn and most importantly having a great work ethic will win every time. Don’t feel less than because of your gender, race, or social status and NEVER allow anyone to determine your value or limit your goals but you. Learn everything you can to become the expert, knowledge is the biggest gift so pay attention when you are being trained. Lastly when do reach leadership, understand what leadership truly means. Its not about the title, it’s not about the ability to bark orders or make big decisions. Leadership must come from within, you must truly care about others and want to see them achieve success. A leader will be a resource for development and leading the vision for those they lead. Lastly learn to speak less and listen more!!! Mindy Rothenberger joined Southpoint Financial Services in Aug 2007 and rose through the ranks to her current role as President and CEO. Under Mindy’s leadership, loan volume has increased over 400%, expanded their area serviced to 18 states, and her omni-channel marketing strategy has brought a new dimension to the call center and the remote loan originators. Mindy continues to have her eye set on providing more opportunities in the workplace and customers wanting to improve their financial situation through home ownership. Regardless of working with a first-time home buyer, or coaching staff members, she does it with the intent to inspire personal growth for that individual.

MO RTGAG E WOM EN M AGA ZI N E ’S

SHINING A BEAM ON THE WOMEN WHO LIGHT UP OUR INDUSTRY

n an industry that often runs on swagger and braggadocio, there are times it’s reassuring to step back and pay attention to those in the mortgage world whose work serves as an inspiration to all of us. And given the additional hurdles that women in the workplace have to deal with, we’re especially proud of this year’s selection of Mortgage Stars — Women Who Rise Above The Rest. Being a Mortgage Star doesn’t mean one has accomplished all her goals. We look at the Stars’ accomplishments, their philosophies, the way they support those around them, that we can find in them a spark that makes us want to better ourselves. Can we do more for clients? Can we be better mentors for our colleagues? Can we set goals for ourselves to achieve what others have shown is possible?

The women on these pages each have personal stories of their successes. Many have come from entry-level positions and are now in prominent leadership roles. In these stories, each of us can connect to something that can inspire us to be better in some way. And in that inspiration, we can also find its sibling, admiration. Because while we strive to do as well as these honorees, we realize they have already done it. What these Mortgage Stars share, too, is solid advice for the future. They are committed to making the industry more welcoming through traditional and creative ways. So please join with us as at Mortgage Women Magazine as we recognize the 2022 class of women who rise above the rest … our Mortgage Stars. n

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

SPONSORED EDITORIAL SPECIAL TO MORTGAGE WOMEN MAGAZINE

Her passion: Helping people achieve their personal visions

ith 20+ years of experience in mortgage, Tiffany Fisher shines as a true servant leader in the industry, at Supreme Lending, and, for her region of 13 locations across three states. She’s built a top-producing mortgage team of 53 employees by keeping professional and personal development as a key priority. Tiffany’s leadership style is dedicated to helping people grow into their best self through mentorship and training. She developed a successful, comprehensive training program to put Loan Officer Assistants on the path to becoming Licensed Loan Officers, which has influenced other Supreme branches to follow suit. Tiffany is consistently recognized as a Platinum-Level Production Leader in the company, collectively serving 1,339 families and individuals with their home loans in 2021 alone. Passionate about giving back to the community, Tiffany created a specialized loan program, “Close with Purpose,” designed to help more people achieve homeownership. When a loan closes through the program, a donation is made to a charity of choice. Additionally, she is actively involved in several charity organizations across all states her branches serve (Arkansas, Oklahoma, and Texas), including local food banks, military Veteran support organizations, first responder programs, Cancer Treatment Centers of America, and higher education institutions.

One way I contribute to the future success of women in the mortgage business is by being a voice, coaching women one on one and providing industry knowledge. Being in the industry nearly 25 years, I have served in numerous platforms and industry organizations such as Mortgage Bankers Association, National Associates of Mortgage Bankers, Association of Mortgage Professionals, Supreme Lending Chairman’s Club, New Life Leadership Super Achievers Group and National Society of Collegiate Scholars. In recent years, I have served as a board member or advocate with multiple state housing authorities and the US Department of Agriculture Rural Development to pilot affordable housing programs for rural areas. It is important to keep aware of industry changes, provide feedback from the field and make sure our ideas are considered. Being a voice means more than talking about it, it is studying the research, finding solutions and presenting opportunities for improvement. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? Women face the stereotype that females cannot dominate in this industry. In 2022, according to zippia.com, 67.5% of all mortgage bankers are men and only 32.5% are women. In 2021, women earned 90% of what men earned in the industry. I became a member of the National Association of Professional Mortgage Women which help provide woman the resources they need to grow and excel in the mortgage business. Also, I have hired numerous woman employees who excel in mortgage performance. I mentor, educate and promote woman leadership in the industry. I continue to inspire woman to create life balance while making sure their families are top priority.

What contributions are you making to the future success of women in the mortgage industry?

Grow with Us. Remote opportunities. Supporting leaders. Advocates for YOUR success. www.joinatlanticbay.com

This communication does not constitute a promise or guarantee of employment. Atlantic Bay Mortgage Group L.L.C. NMLS #72043 (nmlsconsumeraccess.com) is an Equal Opportunity Employer.

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M O R TG AG E W O M E N M AG A Z I N E ’ S

SARAH ACOSTA

VP, Product & Data Operations Veros Real Estate Solutions Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? Yes. Through every stage in my career, I’ve been lucky enough to be involved and led by great women. My very first boss/mentor at an office job (Monica) allowed me to understand all the tools, get the right training and experience on the job. There was no jealousy, just love and nurturing and wanting me to succeed. I do focus on mentoring as a major part of my management style. I treat employees as my team members and if they need a nudge in the right direction, I help them get there through training and sharing what I know, etc. I don’t keep information close to the vest (unless confidential) as I want

I’ve been lucky enough to be involved and led by great women. everyone to know WHY we are doing things and how they can be a key part of it. Which of your qualities do you think contributed most to your success? My varied background is a big part of what I’m proud of. I didn’t just start in one job I knew I wanted to achieve, I learned a lot from all my roles across my 23 years in the industry working my way from administrative duties to data analysis and moving to Project/Product management, to data strategy and beyond. I think the ability to multi-task and spin lots of plates helped me a lot too (especially being a single mother). Martial arts was a big part of my younger years which I think gave me confidence I may not have had otherwise. In the end I think

my attitude of treat the janitor the same way you treat the CEO has helped quite a bit and allowed me to maintain friendships and never burn bridges in this industry where everyone seems to end up working together again. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? Don’t let others dictate how you feel or try too hard to prove yourself just because you’re a woman. If you work hard, do your part and respect those above and below you and that recognition will come on its own. Go to events, get to know your peers in the industry. It helps to stick together. Keep growing and learning. What contributions are you making to the future success of women in the mortgage industry? I get involved where I can in women’s groups. Also, younger women coming into the industry, I take the time to sit with them and offer any knowledge I can on what to not do and what they could do to ensure they have a successful future. (Also raising a 19 year old daughter and a 7 year old step daughter helping them become strong women). What are the main problems that women in the industry are facing today and what have you done to address or resolve them? I think there is still an imbalance at the C-Suite level of Women vs. Men. I do see more change coming as peers are making their way into these positions however this has largely only been over the past 10 years. I think if I and others continue to push our peers to have confidence, know they are deserving, and squeeze into the “boys club” more, it will change. n

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

M O R TG AG E W O M E N M AG A Z I N E ’ S

NORA APSEL Co-Founder and CEO Morty

Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? I had great female mentors through the Techstars accelerator program that Morty launched out of in 2016. Being part of this program connected us to a huge network of advisors, other founders, and investors, several of whom are women, that have been really helpful over the years. Mentors are valuable because they can be candid with you about the business and help you make key decisions, all with the underlying trust that they believe in what you’re trying to accomplish. I’ve really focused on mentoring our team at Morty, particularly our early employees who have grown in their time with us. The whole point of joining a startup in mortgage is to have an outsize opportunity to grow, learn and advance, so I look to facilitate that as a mentor as much as possible. Which of your qualities do you think contributed most to your success? Perseverance, adaptability, and being able to translate the quantitative and analytical skills I learned as an engineer to different areas of the business. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? It’s important to understand how your role fits into the broader scope of the company and figure out how you can have an outsize impact. One way to do that is to have a strong understanding of the KPIs and the data associated with the business, and then figure out how your own skill set is connected. What contributions are you making to the future success of women in the mortgage industry?

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I think it’s really powerful to see non-traditional women leading mortgage companies. It shows other women from different backgrounds that they can rise the ranks and have impact. You just have to make sure you’re at the right company to do that. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? A big part of the problem is optics. Finance,

Mentors are valuable because they can be candid with you about the business and help you make key decisions, all with the underlying trust that they believe in what you’re trying to accomplish. fintech and mortgage are all considered male-dominated industries to a large extent. Introducing more technology to the industry can help drive change in this area, and that’s what I’m most focused on at Morty. What significant changes would you like to see in the mortgage industry? I’d like to see more transparency for consumers and better technical integrations across the industry. On the team side, I’d also like to see more talent with non-traditional backgrounds find ways to enter the industry and grow. n

M O R TG AG E W O M E N M AG A Z I N E ’ S

NATALIE ARSHAKIAN Senior Director, Head of Lock Desk Mortgage Capital Trading

Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? Over the years I have had some fantastic female mentors. This is so important as mentors are living proof being a successful woman is achievable and that those who are driven should aim high. I have been lucky to be on the other side of the coin where I am able to mentor other women as well. I encourage all women to use their unique perspectives, experiences, and skillset to succeed. Which of your qualities do you think contributed most to your success? I think the initiative is one of the most important

Find someone successful that you admire and ask how they got their start and what they did to become successful. qualities someone can have. Being self-motivated has always propelled me forward and allowed my hard work and dedication to be recognized. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? Learn as much as you can, work hard, and put yourself out there. Find someone successful that you admire and ask how they got their start and what they did to become successful. Don’t let people undermine or underestimate you. If

you are confident in your knowledge, exude that confidence, and ask questions so you can learn things from a different perspective which can open new doors for you. What contributions are you making to the future success of women in the mortgage industry? I hope to lead by example so that women know that there is a spot for them at the table. I will continue to hire, promote, and inspire great women into leadership positions where they can grow and do the same for other female colleagues and direct reports. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? I feel that women are often not taken seriously compared to their male counterparts in many industries, not just our own. Their concerns or advice are frequently overlooked. Women are too often afraid to ask the hard questions such as salary raises or promotions and we end up settling for less. However, if we do not question the process or ask for more, we don’t grow. So I encourage women to speak up and prove themselves. What significant changes would you like to see in the mortgage industry? I’d love to see more collaboration among secondary mortgage market leaders, investors, and technology platforms to be able to enhance the user experience and offer more efficient processes industrywide. n

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

M O R TG AG E W O M E N M AG A Z I N E ’ S

PATTY ARVIELO President & Co-Founder New American Funding

Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? I was lucky enough to meet several leaders early in my career who served as mentors for many years. In fact, a few of them have been with us at New American Funding for a long time. I wouldn’t be where I am today without them. That’s why I have long believed in the power and importance of mentorship. I want to help others find their way like I did when I was first starting out, which is why I established several mentorship programs at New American Funding. In these programs, we work closely with team members to help them navigate the challenges and triumphs that come when building their career. The purpose of these programs is to uplift as many people as possible, so they are positioned for their own success. Which of your qualities do you think contributed most to your success? For me, it’s all about helping people. I am a giving person by nature. I love nothing more than to give to others. What drives me professionally in the mortgage industry is the tremendous opportunity to increase homeownership in minority communities, which have long been underserved in our country. That drives me to create change and offer everyone the opportunity to buy a home, the American Dream, if they choose to. Beyond that, I love the human aspect of this industry. I love people, and I value being able to lead people. It drives me to give back and mentor others, providing insight and guidance to both those who have just joined this wonderful industry and those who want to progress in their careers. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? It’s critically important to support and uplift those around you. It’s also important to show intellectual curiosity and be willing to learn as much about

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the mortgage business as possible. When I joined the mortgage business, I learned every part of the business and it helped me grow and progress to the point where I was able to start my own mortgage company. You never know where your journey may take you. But don’t forget to bring others along on your journey. Be the example so they can see you as the example. But that’s only part of the equation. They need to see you as something to aspire to, but beyond that, they need to see you as someone they can rely on and learn from. You need to be willing to share your knowledge and experience.

What drives me professionally … is the tremendous opportunity to increase homeownership in minority communities. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? One thing I want to change is that by the time I’m done in this business, I want to see a lot more competitors who look and sound like me. I want to mentor the younger generation and help lift them up. If you have a C-suite or a boardroom that doesn’t have diverse faces in it, then you’re stuck in the past and you’re not going to evolve as a company. The views and perspectives that come from a diverse and inclusive team are priceless. As a woman-led company, we focus on providing our team with the opportunities, tools, and support to advance their careers. Our workforce is also 57% women, an achievement that we are very proud of. We are helping to grow and shape the next generation of women leaders in this business and we are very excited about what the future holds. n

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LORALYNNE BALL Head of Retail Sales Keller Mortgage

Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? I have had many great female mentors throughout my career, and three come to mind immediately — Nikki Ubaldini, Jean Bradley, and my mother, Jean Myers. A great mentor helps to pave the way for advancement and, more importantly, to help you discover confidence in yourself. These women have all pushed me to grow and learn how to succeed in the face of adversity and challenge. I find mentoring to be a critical part of career development and is one of the most gratifying aspects of leadership. I hope to help all those I serve to have the confidence and courage to step out.

I find mentoring to be a critical part of career development and is one of the most gratifying aspects of leadership. Which of your qualities do you think contributed most to your success? I think having humility in this industry may seem counterintuitive, yet it is the most important quality. I recognize every day that I do not do anything alone and success only comes as a result of my investment in relationships. I emphasize this beyond business, to my friendships, family and faith. Being humble also helps me to remain forgiving. I recognize all of us are prone to mistakes on our journey. No matter what my position is or what side of the table I’m on, I never forget how hard we all have had to work to achieve success. Optimism is another quality which has served me well. I have seen how my optimism can be infectious and how it can influence those I work

with to bring about the best results. Finally, tenacity and resilience have kept me in the game no matter the setback I may have experienced. What contributions are you making to the future success of women in the mortgage industry? I find being visible and offering encouragement are at the center of building my network and investing in relationships and I think these are some of the most important contributions we can make as leaders in the mortgage industry. We want other women to see that success can look like anyone, it is not a path just for a certain few, and that it is normal to have strong, confident women leaders giving their input and driving business decisions across all aspects of this business- whether it is in sales, operations or administration. I continue to encourage you to grow and to not accept less than you are worth or capable of doing. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? We need more leaders who will take women under their wing, encourage them to put their ideas into action and push them to continue growing. One of the main problems I encounter is we have limiting beliefs. I have found that the sky is the limit when it comes to opportunity in this industry, and sometimes it takes a great mentor and leader to help see this. For my part, I am always willing to serve anyone who seeks service. One of the initiatives I have found to be most impactful is to always be willing to answer the phone. I will not back down from the tough conversation. While we may be able to reach large audiences when we have big platforms, I have found one-on-one peer work to be the most effective. n

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

SPONSORED EDITORIAL SPECIAL TO MORTGAGE WOMEN MAGAZINE

A mortgage marketer making an impact

ombining passion with creativity, Christy Mindell brings over 20 years of marketing experience working with the top mortgage companies in the business. Now leading the Marketing team at Champions Funding, Christy is on a mission to build a new brand from the ground-up, establish itself as a service leader, and propel their impact in the Non-QM and CDFI space. Her diverse experience and entrepreneurial vision in all areas of marketing allow her to bring together a robust omnichannel marketing strategy that meets the demands of today’s modern mortgage lender. She fosters cross-functional team collaboration, especially within marketing and sales teams, to extend the brand voice and reach new opportunities by building awareness, a strong value proposition, and meaningful retention strategies for its valued partners.

BUILDING AUTHENTICITY

Christy’s approachable style, authenticity, and dedication to her work have been instrumental in setting the internal culture of a company. Over the years, she has been challenged to reinvigorate a company’s wholesale sales

and marketing divisions and attributes her success to actively listening, finding opportunities, being strategically content-driven and driving consistency. She motivates individuals and companies to think progressively and to include modern marketing approaches with the adoption of cutting-edge tools, trends, and innovations. Christy stays ahead of the curve, adjusts her strategies based on data and the market, to execute thoughtfully to maximize returns. Her ambitious goals have yielded measurable results in sales milestones, community growth, and industry attention.

NEVER SETTLING

This hard-working mother, wife, friend, and community volunteer, exemplifies that you can have fun while maintaining your position as a high performer in any role. As a leader, she motivates teams to find the best versions of themselves, without settling or ignoring the possibilities ahead. She challenges her marketing team to upend the status quo in the industry and innovate new ways to reach customers and showcase company value propositions. She is an asset not only to Champions Funding, but makes herself personally available to help all mortgage marketers looking to make an impact.

K E L L E R M ORTGAGE CO N GRATUL ATE S LO RALYN NE BALL, H E A D OF RE TA I L SA L E S, F OR BE I N G H ON O RE D A S ON E OF MORTGAGE WOMEN MAGAZINE’S 2 0 2 2 M O RTGAGE S TA RS!

NMLS# 140234

www.mortgagewomenmagazine.com

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WHITNEY BLESSINGTON Chief Marketing Officer Churchill Mortgage

Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? Interestingly enough, the majority of bosses throughout my career have been women, which has provided many opportunities to learn from some of the best and brightest across the business spectrum. My first job was at a woman-owned company in Chicago, and the impact of seeing a sharp, confident female business leader make tough decisions and successfully navigate the firm towards growth and prosperity was very impactful. That opened my eyes to the possibilities that were out there for my own career journey. Most of the people I now supervise at Churchill Mortgage are women, which allows

Our industry needs to be aware that if you want something done a woman can rise to the challenge. me to pay forward many of the valuable lessons I learned in those early years. I’ve always tried to focus on identifying and tapping into each employee’s “superpower” since a huge part of marketing strategy is matching individual skill sets to the right role. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? I would lean into being a problem-solver and don’t be afraid to get your hands dirty and be scrappy. If you help people and take on tasks that are not in your assigned role you will earn the trust of your colleagues and supervisors, and ultimately gain more responsibility within your organization. Have the goal of making your boss look good and always be willing to do things outside of your day-to-day responsibilities. That is a tried and true tactic for any woman who wants to jump-start her career in this business.

What are the main problems that women in the industry are facing today and what have you done to address or resolve them? Many of the women employees at Churchill who have been promoted into managerial roles have outshined a lot of their male counterparts. Not because their gender makes them more talented, but simply because they’ve often had to work harder and overcome challenges that are foreign to men. Our industry needs to be aware that if you want something done a woman can rise to the challenge. Sometimes they just need an “at bat” to lead projects and show what they’re capable of. It’s critical for leadership to cultivate those types of opportunities. I believe women are very good at multitasking and organizing all of the elements that are needed to make a project successful. Diversity always fosters strength, and if your organization isn’t hitting the mark yet I would encourage you to look at some of the great examples that show how it can be done. What significant changes would you like to see in the mortgage industry? As an industry, we have to collectively get back to the fundamental principle of leaving clients better for the encounter and filtering every decision through the lens of “doing what’s right for you.” It’s also imperative that we utilize new technology that shortens and simplifies the application process so we can reduce stress for buyers. One of the key differentiators that has enabled Churchill Mortgage to grow so rapidly is an intense focus on the long-term goals and needs of our clients and ability to develop a road map that will allow them to get there 5-10 years from now. Too many people today are living paycheck to paycheck and taking on mortgages they simply cannot afford. That financial strain takes a significant human toll on marriages and other family relationships. A people-first approach coupled with tech platforms that moves us closer toward same-day approvals is the bullseye for lenders. n

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

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CHRISTINE CUNDIFF

EVP of Retail Ops and Joint Ventures First Community Mortgage Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? I’ve had four female mentors and one male, and they were not always people I reported to. I now count all of them as friends. Interestingly, my first mentor — who taught me the mortgage industry in 1985 — is now one of my direct reports. Young women need mentors providing insight, sharing lessons learned, and helping avoid learning things the hard way — even though failure is an important part of growth. It’s crucial to have mentor-mentee respect in order to grow. Today, I have 1:1 meetings with direct reports to maintain our relationship and focus on how I can help them be more successful. We’ve read books together about conflict management, focus, professional development and communication, and have done role-playing sessions. I strive to help with their everyday roles, but also in helping them choose when and how to push the boundaries that lead to growth. Which of your qualities do you think contributed most to your success? My natural ability to build relationships with a diverse array of people has been a key to success. I tend to first look at people to find the good, including what their strong characteristics are, before critiquing them in any way. One reason that has been important is that our industry is a relationship business, even though we often are focused on tech and processes. While those things are important and add to the ability for us to be faster and more efficient, at the end of the day building rapport and respect outweighs all else. Also, I started at the very bottom and have filled all operations positions as well as a few years in sales; this gave me a broad understanding of the challenges and obstacles of each role, so I have great empathy and respect for other team members and partners, no matter their role.

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What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? In general, women tend to be nurturing and emotional, so my advice is to be nurturing to a point, but not to “mother.” Instead, stay factual rather than emotional. I had a mentee for years who let her emotions affect the way she did her job. She worked to gain the tools and skills to make her strong enough to withstand her emotions even though she wears her heart and soul on their sleeve. The lesson is to take the time to process the information you hear, or the critique given before responding. Don’t be afraid to have a voice; speak up with your ideas. When you speak up you don’t always have to have the answer but never be afraid to ask for clarity or articulate why you need to think

My natural ability to build relationships with a diverse array of people has been a key to success. something through. Be involved and be engaged and communicate clearly when you need time to process. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? A central challenge I see in the industry is too few women in senior leadership roles. Our industry is historically driven by men, but is evolving to include more female executives, though we still see a higher percentage of male c-suite members. Women are increasingly coming up in the ranks. I am thankful to work in an organization that does see and hear women professionals, and I am interested in fostering that inclusion throughout this great industry. n

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LINDA DAVIDSON

Branch Manager Fairway Independent Mortgage Corp. Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? In the 26 years of being in the Mortgage Business, I have been mentored and also watched women who have lead their organization well and by example. In my third year in the business, I attended a conference and there was a panel of several men and only one woman and she came so highly prepared (and you can tell the men were “winging it”) and she just blew them away with her preparedness, poise and smarts- Rosemary David is still one of my

It is vital to have written career, business and life goals but also equally to have written “Not To Dos” so that we stay true to what is important to the endgame. heroes and she taught me that day a valuable lesson that I still remember every time I present or speak. Which of your qualities do you think contributed most to your success? Perseverance, doggedness, being coached continually, learning from example, never be the smartest person in the room, habitual learner, avid reader, and be hungry to be better daily. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry?

One of my early mentors told me to be better than the underwriter and “Never Close Late or Ugly.” We have worked very hard over the years to make both of those goals daily disciplines. My last piece of advice is that your database is your residual and should be treated, managed and honored as a precious possession. What contributions are you making to the future success of women in the mortgage industry? I am now what I would consider in the legacy stage of my career. I love originating (and will continue to do so) but I also love helping others achieve their career goals. In addition to running branches and originating, it has been my joy to also be part of Todd Duncan’s Sales Mastery (which celebrates the 30-year anniversary this year in October in Palm Springs) for many years. Totally a labor of love and grateful that I get to be a part of an event that changed the projection of my career and life many years ago. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? One of the biggest challenges that women face in our industry (as well as many industries) is balance. We want to be available to those who refer and trust us with their buyers/clients, but we also struggle with work vs life vs family vs other responsibilities. It is vital to have written career, business and life goals but also equally to have written “Not To Dos” so that we stay true to what is important to the endgame. What significant changes would you like to see in the mortgage industry? Continue to give women a platform in which to help others achieve their goals and dreams. n

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

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TIFFANY FISHER

Regional Production Manager Supreme Lending Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? Great mentors are trustworthy, confidential, great listeners and provide honest feedback with inspiration. My mother has been the greatest female mentor and role model. She taught me to think for myself, believe in myself, be kind and honest, work hard and work even harder when you are tired, take risks, look for opportunities, pray to God for guidance and to minimize distractions. I believe everyone should have a mentor for setting and achieving goals both professionally and personally. As a mortgage professional and executive life coach, I believe a large part of my success is based on the development of others and adding value to people to achieve their successes. It’s my passion to help people make their personal visions a reality with discipline, hard work, inspiration and accountability. It’s important to have a mentor who demonstrates a positive attitude based on the same principles, beliefs and core values. Which of your qualities do you think contributed most to your success? I think possessing strong emotional intelligence (EQ) has contributed to a large part of my success. Emotional intelligence gives me the ability to empathize with people, communicate effectively and manage my own emotions in positive ways to help others. Qualities of strong EQ are self-motivation, maintaining focus, keeping well placed boundaries, having the ability to benefit from criticism, operating with integrity and having fun while praising others, all of which have helped me in my career. EQ gives me the ability to pause and think about consequences of actions and helps me refrain from making a permanent decision based on temporary emotion. This helps me find the good in nearly every situation and never dwell on the bad long term. I love to give helpful feedback and make a positive impact in others lives. Inspiring people to become better versions of themselves is very rewarding.

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What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? First, surround yourself with people of the same culture of your beliefs and core values. Culture matters in your organization. You can learn the job but you can’t change people so make sure you work with people you trust, value and demonstrate team work. Second, believe in yourself, even if others don’t show support. Believing in yourself isn’t just saying it, you have to live it. Find a life coach or unbiased third party who will inspire you to be the best version of yourself. Be sure to love and treat yourself along the way. Third, learn consistency and discipline.

I believe everyone should have a mentor for setting and achieving goals both professionally and personally. Women have to accomplish life balance to truly be successful in all areas of life. It’s not easy being a great wife and mother but those are your priorities if you choose to have a family. Push yourself to be organized, focused and motivated. Remember, never forget where you started. What significant changes would you like to see in the mortgage industry? I would like to see effective and efficient improvements and consistency in the appraisal system. I am not referring to automated or an opinion of value, but a quicker process for the appraisal system as a whole, especially in rural areas. Accurate appraisal information is critical and the earlier we have detailed information in the process, the quicker we can help borrowers make changes if needed. The process has improved over the years but I think with technology we can continue to advance the appraisal industry. n

Heartfelt congratulations to Regional Manager Tiffany Fisher

2022 Mortgage Star winner! Your leadership, drive, and commitment to our employees, customers, and communities is second to none. Well deserved!

Tiffany Fisher Regional Manager NMLS #193205 Ofﬁce: 870.367.6400 Cell: 870.723.2082 Fax: 870.367.6406 Tiffany.Fisher@SupremeLending.com TiffanyFisher.SupremeLending.com 2278 Albert Pike Rd. Ste A | Hot Springs, AR 71913 EQUAL HOUSING

OPPORTUNITY

Notices. Everett Financial, Inc. dba Supreme Lending, NMLS ID #2129 (www.nmlsconsumeraccess.org), 14801 Quorum Drive, Suite 300, Dallas, TX 75254 (877-350-5225). Solicitations made to and applications accepted from residents in Arkansas Combination Mortgage Banker-Broker-Servicer License 12046. Copyright © 2022. Everett Financial, Inc. dba Supreme Lending. All rights reserved. Equal Housing Opportunity Lender.

Deephaven is proud to recognize

Shelly Griffin as a 2022 Mortgage Star.

Congratulations Shelly on this much deserved honor!

Shelly Griffin SCAN HERE

SVP, Client Development sgriffin@deephavenmortgage.com

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

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KELLY GILL

VP, Marketing & Advertising Motto Mortgage and wemlo Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? I have had the luxury of having strong female role models during my mortgage career. Most of the companies that I have worked for have had women in leadership who were valued and supported. It is extremely important to be a mentor for women who are starting in this business (mortgage) as their path may be difficult not only because of its ups and downs but also because it is a traditionally maledominated industry. Which of your qualities do you think contributed most to your success? My ability to stay calm under pressure and approach every situation with an open mind has contributed immensely to my professional success. Leading a successful cross-functional marketing department can be demanding and challenging, but I believe my success stems from the team I’ve built and the strengths each of them bring to the table. My leadership style promotes autonomy and trust, which in turn results in a highly productive team producing top results. That’s my definition of success! What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? A couple things ... first and foremost, I would recommend that they focus on learning everything they possibly can about this industry. Go to networking events, join some professional groups, build up connections on LinkedIn or find a mentor who can share experiences. Being knowledgeable and building connections in the industry can help them have confidence in their role and set themselves up as an expert. I would also say to never burn a bridge. The mortgage

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industry is a very small world, people move around a lot, and you never know who will be working with tomorrow. What contributions are you making to the future success of women in the mortgage industry? Finding women that have passion for their jobs and will result in passion for this industry is a fundamental part of my hiring process. It takes grit and the ability to be scrappy to maneuver this industry. The mortgage industry doesn’t have the reputation of being sexy or exciting but showing the new generation of mortgage women that so much is constantly happening from great networking events to political action groups, there is something for everyone. In addition, I strive to help women within our organization grow professionally by participating in our corporate Women Leaders Group, which gives women leaders at the company a safe place to work through challenges, receive coaching, work on succession planning and receive overall support. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? I think balance is a challenge for all women at some point in their life and career, but the mortgage industry presents unique challenges due to the “always-on, always-serving” nature of the business. Helping my team find balance while still feeling like they can contribute to the levels they are capable of is very important. Hiring rockstar women means sometimes they need permission to let go or not expect perfection in every aspect of their lives at every moment. What significant changes would you like to see in the mortgage industry? I think change is already happening. I have been in this industry since 2006 and have seen monumental changes in opportunities and support for women. From publications like this [MWM] to events like NEXT, there have been waves of change by women for women. It is our responsibility to keep progressing opportunities for women within the industry. n

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SHELLY GRIFFIN

Senior Vice President, Client Development Deephaven Mortgage Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? I have had some outstanding female leaders as friends and mentors who have given me both the confidence and the opportunity to advance in my career. I’ve also learned so much from the female leadership of many of my clients, and consider them mentors and friends, too. Their examples were instrumental as I took on a new sales leadership role (2015), and as I grew into the position I have today. I’ve picked up characteristics along the way from all of them and tried to make them my own.

If you have questions about why your company is doing something a certain way, ask. Which of your qualities do you think contributed most to your success? The foundation of my current position is training and development for our customers who are launching new products, so positivity, patience and being a good listener are qualities I’m always striving for. I’ve been able to experience many different roles through my mortgage career, starting at an entry level position and working my way up through various departments. Being able to see how a loan flows through the system from a borrower application through processing, underwriting, closing, secondary marketing and ultimately with the end investor allows me to help my customers effectively roll out our Non-QM products. The experience I’ve had in the loan manufacturing process helps me gain the trust of our customers and improves their execution. They know I understand the challenges and opportunities in our business right now and I’m here to help. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry?

My best advice is to be curious and volunteer to help. If you have questions about why your company is doing something a certain way, ask. And if you think you have an idea on a way to improve a process or the customer’s experience, make the suggestion. Be involved in the change and growth of your company. Raise your hand and volunteer for opportunities that present themselves. I also want to encourage the women (and men) on my team to be open with leadership about what their goals and ambitions are, write out a plan and go after it. What contributions are you making to the future success of women in the mortgage industry? I’ve been in operations the majority of my career, and I often wonder what my career path would have looked like if I had gotten into sales earlier. It never really crossed my mind that I might find what I love in sales because I didn’t have any exposure to that side of the business. Now I can’t imagine doing anything else; I love the training side of what I do and working directly with so many different roles. At Deephaven, we are working on giving new mortgage recruits (women and men) access to different sides of the business so they can see where their passions lie. We are also looking to grow our Correspondent team with former LO’s or newer entrants to the mortgage space to teach them about correspondent lending and give them exposure to these additional opportunities. What significant changes would you like to see in the mortgage industry? This is a great time to recruit women for opportunities in growing areas of the profession, such as Non-QM/Non-Agency lending. The demographics and lifestyles of borrowers are evolving, and the industry has an opportunity to bring in talented people to meet their needs. This is a fantastic profession to build a career, and we should become evangelists for it. n

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

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MICHELLE JOHNSON Region President DHI Mortgage

Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? I participated in competitive sports from an early age, playing high level basketball and rugby throughout my college career and beyond. Many of my coaches were amazing female role models and mentors. It was through sports that I learned that hard work and determination were key to overcoming obstacles and achieving success. In my professional career I’ve been blessed to work with great leaders and mentors who have reinforced those same lessons. There is one leader in particular who had a large influence. I credit my success in large part to her. I find so much joy and satisfaction when I can pay that forward and see someone else reach their full potential. Which of your qualities do you think contributed most to your success? I believe that confidence, self-assuredness and genuine mindfulness of others has contributed to my success. When I see a process that doesn’t work well, I am confident that I can improve it. Continuous improvement requires high expectations. However, without a wellsupported team, these high expectations can’t be met. I see my role as a servant leader whose responsibility is to care for and support my team. I care about my team members personally. It is deeply satisfying for me to see those around me succeed. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? I feel the most valuable advice that I can offer is to not see barriers. Trust in your abilities and be self-assured. The best way to learn and grow is to surround yourself with leaders and colleagues that exhibit integrity and a willingness to constantly improve. Find mentors and role models that exhibit qualities that you admire both personally and professionally and learn from them.

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What contributions are you making to the future success of women in the mortgage industry? I am committed to leading by example, developing positive relationships and caring about teammates’ career and personal growth. I have worked with a number of women teammates who didn’t acknowledge their own talent and potential. I find great satisfaction in helping them build their confidence, imagine the possibilities and reach their full potential.

Continuous improvement requires high expectations. However, without a well-supported team, these high expectations can’t be met. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? I believe that the barriers women face are less external and more internal. There are many opportunities for growth, but some women can’t see themselves in some of those roles. That is why I believe it is important for me and others in leadership to encourage and mentor others who have the potential. What significant changes would you like to see in the mortgage industry? I would like to see more flexibility to respond to market shifts quickly. Timing is of the essence when the market shifts. The regulations in their current format can cause delays that impact the buyer as well as the lenders. n

CONGRATULATIONS, KAREN KLEMCKE! On being named by Mortgage Women Magazine as a 2022 Mortgage Star Karen’s servant leadership, attention to detail, and passion for developing others combine to make her a very impactful leader. We’re proud to have this mortgage star on our team.

Financing offered by DHI Mortgage Company, Ltd. (DHIM). Company NMLS #14622. 10700 Pecan Park Blvd., Suite 450, Austin, TX 78750. DHIM is an affiliate of D.R. Horton. For more information about DHIM and its licensing please visit dhimortgage.com/licensing. Provided for informational purposes only. This is not a commitment to lend. Not all borrowers will qualify. Equal Housing Opportunity. Equal Opportunity Employer. Rev: 05/18/22 | Exp: 05/18/23

CONGRATULATIONS, MICHELLE JOHNSON! On being named by Mortgage Women Magazine as a 2022 Mortgage Star Michelle is a dynamic leader, always seeking new and innovative ways to operate the business. We’re proud to have a mortgage star like Michelle on our team.

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

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KAREN KLEMCKE SVP, Region President DHI Mortgage

Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? I have been fortunate enough, both professionally and personally, to have several female mentors in my life. While some were officially designated as my mentor, there were also many who stepped in and up to provide guidance and support. Having had such incredible women play a role in my growth sparked a passion to provide the same to several teammates yearly. Which of your qualities do you think contributed most to your success? • Communication and Connection: I believe my ability to connect with people and really listen to their needs contributed to some of my successes. When you are authentic and lean in, you have an incredible ability to build trust and relationship. That relationship is the cornerstone to future successes. • Confidence and Humility: I enjoy surrounding myself with both teammates who possess skills I have not yet mastered, and those who are just starting their journeys. We are collaborative and innovative What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? If you are a woman starting your career in the mortgage business, I highly recommend finding a mentor who will invest in your advancement. I also suggest becoming involved in your local/ state/national trade associations to soak up all that they have to offer. I have served on or chaired several TMBA Committees and have grown from each experience. It’s also a great networking opportunity to meet like-minded people. What contributions are you making to the future success of women in the mortgage industry?

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I am a huge supporter of mPower with the National Mortgage Bankers Association as well as Texas Women Mortgage Bankers within the Texas Mortgage Bankers Association. I have also mentored several young women within my organization as they navigate the best career path for them.

When you are authentic and lean in, you have an incredible ability to build trust and relationship. That relationship is the cornerstone to future successes. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? I believe one of the main problems women in our industry face today has to do with having a voice or sharing an opinion. Whether perceived or real, we sometimes struggle with whether we are being heard or not. I try to recognize when someone appears fearful to share an idea or if they are not being given the opportunity. I typically will make a point of asking for their opinion so that everyone has a chance to be heard. What significant changes would you like to see in the mortgage industry? I would love to see more young people join our industry. To accomplish this, I think courses should be offered at the college level. Most schools do not offer anything helpful when it comes to this topic unfortunately. n

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JENNIFER LOMANNO

Senior Vice President — National Underwriting Manager Newrez LLC Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? I have definitely learned from many women throughout my career. I wouldn’t say that I’ve had one singular mentor, but I did learn early on that I could always go to those I admired for advice or for help or just to share their thoughts with me about a given situation. I think it’s important to seek out mentorship from both men and women.

Kindness is a traditionally female characteristic that I believe our industry could use more of. It is not weak to be kind, it often takes a great deal of strength. Which of your qualities do you think contributed most to your success? Being kind is the single trait that I always adhere to. Our industry is stressful — things can go wrong often and not all personalities mesh — but being kind to people in all those scenarios goes a long way. Kindness is a traditionally female characteristic that I believe our industry could use more of. It is not weak to be kind, it often takes a great deal of strength. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? If you have self-doubt, seek ways to overcome it. I read once that women will only apply for jobs that they believe they are 100% qualified for, while men will apply for jobs that they meet only 50% of the qualifications for. Learning that statistic made me reevaluate my career trajectory

at a time when I was feeling unsure about my career trajectory, and I think it’s a valuable piece of knowledge to have in the back of your mind as a woman in business. What contributions are you making to the future success of women in the mortgage industry? I have developed a career path in the Underwriting department that helps support a transition to leadership by paving the way for career upward mobility. I take the time to get to know each team member on a personal level to help understand what each person aspires to do in their career. I have both helped develop careers for many, as well as been a steadfast advocate for ensuring new levels of positions were created within the underwriting division that focused on career trajectory and professional growth, especially for women. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? In this industry and many others, women continue to hold a smaller percentage of senior and executive level positions. I believe that one way I can address this is by continuing to drive my own career forward. In doing so, I am able to be a representative of women in leadership while sharing my experiences and views with my teams, peers, on social media, and by way of industry panel discussions. I put myself out there so that others may feel more able to follow a similar path. What significant changes would you like to see in the mortgage industry? I would like to see more women in power positions. We have so much to offer this industry and it would be remiss to let all that potential go to waste. It is important that those of us in leadership positions pave the way for the women who will follow. n

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MARIA LOONEY

President/Senior Loan Officer Elite One Mortgage Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? When I was working my way through the industry some 30 years ago, unfortunately, there weren’t very many women in the Mortgage Industry. So, in this case, I must admit that I didn’t have a female mentor. I will say that I was truly blessed to be surrounding by so many talented people willing to help guide and teach me the business. I will also tell you that there was one person who truly believed in me before I believed in myself and what I could do. That person for me was my late brother, Steve. He was actually the catalyst behind Elite One Mortgage’s existence. It’s not only imperative for you to have mentors who push you to be the best version of yourself, but, in life, the greatest driving factor of success is believing you can do more than you think you can achieve. Which of your qualities do you think contributed most to your success? Without question, I feel like my lack of fear of failure has truly contributed to my success. Why dwell on the fear if the result is not yet known. To put it bluntly, for me, it’s just a waste of time that you can’t get back. Quite honestly if you try something new or different regardless of the result, is that ever going to be considered as failure? I don’t think so. The next quality is leading by example. I’ve always felt that if the people who work for you and share your desire to succeed see you grinding whether it’s creating relationships with real estate offices, contacting your clients, or taking out the trash, they’ll emulate you because you won’t ask them to do something that you won’t do yourself. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? Work harder than anybody else. Don’t worry about labels like woman, man, minority, or small because sometimes labels can put self-imposed restrictions on your ability to succeed. Just keep striving to be the best at what you do, reach beyond the glass ceiling, produce at the highest level, compete

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against everyone, and then compete against your own personal best. Don’t ever become complacent or watch others work hard for you. My experience as a top producer and business owner is that if everyone works hard together, their success is your success and vice versa. That’s the kind of perpetual accomplishment that is sustained long term. But the most valuable advice the I can offer to anyone is to never let anyone tell you that you can’t achieve your goals. Always keep in mind that the best way to prove someone wrong, above all else, is success. What contributions are you making to the future success of women in the mortgage industry? I think that the biggest contribution and my imprint on the future success of women and the industry as a whole is something that I once heard. There are three key phases to make an impact: master, mentor, and make a difference. I’m, also, showing them that they can do anything by being honored with such accolades as Mortgage Star, Top Mortgage Broker in the Nation, Top Producer and they don’t have to work for someone else or be part of a huge company to make that happen. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? Honestly, I don’t feel that there are as many obstacles as there were when I was working my way through the industry. Sometimes I think that women are afraid to step on toes or hold themselves back because of fear. They just have to put their own insecurities and fear aside and breakthrough making obstacles welcomed challenges. To be taken seriously in this industry, you can’t be timid and wait for the business to come to you. You need to be aggressive and seek out your next client, agent, and/ or team. Be a bad ass and take numbers … I mean really take numbers. That’s how you build your network within the industry. What significant changes would you like to see in the mortgage industry? I love this industry. It is my passion. It’s been my past, my present, and God willing my future. However, if I could see 1 significant change to the industry, it would be to have more guidance and a less convoluted way of adding other states to a broker’s license. n

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LAUREN MAXWELL Executive Vice President CrossCountry Mortgage LLC

What her nominator had to say: Lauren Maxwell is simply the best at what she does. She has 35 years of mortgage industry experience and is consistently recognized as a top producer. And 2021 was Lauren’s most successful year to date, she closed 1,012 loans for more than $329 million in business. Lauren Maxwell is an expert in her field and willingly shares her knowledge with others. Through the years, she has built an impressive record of success that is fueled by her sincere

Through the years, she has built an impressive record of success that is fueled by her sincere passion for what she does, the clientele she works with, and her staff that is there to support her.

passion for what she does, the clientele she works with, and her staff that is there to support her. The Maxwell Team has more than 50 members consisting of openers, processors, loan officer assistants and loan officers. She rewards people who have a strong work ethic and display a willingness to learn. Lauren Maxwell has a passion for giving back to her community in Naples, Florida. Her Maxwell Team was the presenting sponsor of a Legends Concert Series featuring tributes to class rock bands. Concert proceeds go to the Fallen Officers Foundation that provides scholarships to families of law enforcement who have lost their lives in the line of duty. From her bio: She lives in Naples with her husband, three children and three stepchildren. She enjoys biking, tennis, working out, and relaxing with family on the weekends. She is passionate about giving back to her community, and supports several charities including Make a Wish, PACE Center for Girls, MDA and many veterans’ organizations. She also assists a local pastor with back to school supplies and Christmas gifts for children in Immokalee. n

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SUE MEITNER

President Centennial Lending Group What her nominator had to say: In a traditionally male-dominated field, Sue Meitner knew early on that she would start her own mortgage company. This goal was achieved in 2010 when she started Centennial Lending Group and ran this independent mortgage company until 2019 when CLG joined forces with Success Mortgage Partners. Today Sue works tirelessly to motivate and inspire staff and other industry professionals, sharing her “keys to success” in-person and online using every platform available. In addition to her videos and podcast, Sue is a member of the Women Mortgage Speaker Bureau as well as professional women’s groups, always encouraging others to accomplish their goals. Confidence, trust, and determination are traits Sue infuses into her daily activities. Each workday Sue has a rigorous schedule of calls, meetings, and presentations to educate, mentor and inspire her team, plus follows changes in the real estate market so she can advise consumers, all while being a top-producing loan originator. She cultivates a collaborative office environment, so each team member freely shares tips and experiences to help one another succeed. With her leadership, CLG truly embodies “Stronger Together.” Sue has helped hundreds achieve their goals in and out of the mortgage industry, making her a Mortgage Star.

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From her LinkedIn profile: I founded Centennial Lending Group by using my 20-plus years’ experience in mortgage banking. I recruited the best talent from inside and outside the industry to form a stellar management team. As the business has grown and joined forces with Success Mortgage Partners, Inc., it continues to appeal to industry professionals as well as homebuyers and homeowners due to the fact that myself and my team are always available and accessible. The importance of relationships cannot be understated in this industry. I have equipped my

The importance of relationships cannot be understated in this industry. I have equipped my team with all the tools they need to provide top-notch service. team with all the tools they need to provide topnotch service. Centennial Lending Group takes its guiding principles of “Trusted. Determined. Committed.” seriously as it strives to make the mortgage process as stress-free as possible for our customers. n

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CHRISTY MINDELL EVP Marketing Champions Funding

Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? My first mentor in business was Yolanda Garcia with RE/MAX Masters. Despite being only 19 years old, she put faith in me, taught me about the business, management, professionalism, and having fun in the workplace. Her leadership style was empowerment and I’ve never forgotten it. Yolanda entrusted me to be her back-up while she was out on leave. That led to a senior-level promotion managing front desk coordinators for all sites and back-office administration. My way of paying it forward is to take a chance on people and pass on what I’ve learned, allowing me to help guide others’ paths and avoid career pitfalls. It’s my mission to enable people to be the best version of themselves. Which of your qualities do you think contributed most to your success? Finding my authentic strengths has been a difference-maker in my career. I seek creative solutions and opportunities for overcoming obstacles and building on successes. Being solutions-oriented has always been a strength of mine. Naturally a people-person, I also find that networking and focusing on customer-service for internal and external clients have served me well. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? My advice to women starting in their careers in the mortgage industry is to be curious. Don’t be shy about asking loads of questions. To be fully aware of the in’s and out’s of not only your company, but the industry as a whole, will serve you well. Likewise, dig into your role and how it fits in the overall organization. Know what others do and how you can continue to evolve your role, serving the needs of the company. Equipped with this knowledge, you’ll be better prepared to navigate your career path and go after your dreams. What contributions are you making to the future success of women in the mortgage industry? It’s invigorating to see the impact of women in the industry being recognized, and I’m honored to be able to mentor & champion more women.

One way that I’m contributing to the future successes of women is helping all expand their presence, both in person and online. From teaching the importance of taking up space in meetings and in your company as a whole to highlighting the importance of collaboration amongst teams, it’s important for women to stretch past their own roles to further their careers. Internally, I’m working with my team to develop their personal brands to make an impact in mortgage. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? Too often, women don’t take the time to think about their career path. They get too focused on the work and don’t consider the next step. They should be building and self-promoting when opportunities feel natural. I’m hoping to show the value of making yourself visible and invaluable to your team & those outside of your team. I want to give all employees a voice and feel empowered to own their role and lead. Women in mortgage are revolutionaries and impact-makers. Now is the time to let everyone know that we’re unstoppable and will continue to advance to more significant leadership roles within the industry. What significant changes would you like to see in the mortgage industry? The industry is changing, and I’m here for it. We’re continuing this momentum, but one significant change I’d like to see in the industry is the elimination of gender bias. When team members are all on equal footing to share their voices and drive the business, we see incredible talent rise to the top. I’m ready to see more women at the leadership table. It’s going to take more women taking a chance on themselves, more purposeful focus on diversity and inclusion, and quite possibly more women standing up and starting their own businesses. n

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SUNITA NAIR

Director, Business Development Tavant Technology pvt.ltd Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? Yes! I have had some wonderful open minded women mentors in my career and they continue to inspire me to bring my feminine side to my leadership style without losing my core personality. It’s important to be one’s authentic self and the best comes out when you don’t lose your identity in the process of becoming the best version of self. Women need mentors. We all need that loving cheerleader saying, “Don’t give up. Stay the course.” More importantly, we need someone who offers wisdom and insight. Which of your qualities do you think contributed most to your success? Being relentlessly my authentic self while continuing to grow and become by own best version with guidance and insight from my mentors and critics! My critics are equally important as my mentors in shaping who I’m and how I conduct myself at the workplace. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? Always stay true to yourself. Even in a competitive workplace where you have to constantly innovate and adapt to stay competitive, don’t lose sight of your objective/ goals and core values as a person. What contributions are you making to the future success of women in the mortgage industry? I lead by example! I meet with young women professionals and my women colleagues as & when possible and remind them it’s ok to be uncomfortable and being uncomfortable is not a bad thing in the ever changing demand and market

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conditions. Being there and listening and sharing consistently produces great results while mentoring. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? A few problems I see women face are as follows: • Work-life imbalance • Ego Clashes • Breaking the glass ceiling I address them heads on and there is no other way! I have always spoken up against workplace biases to an extent that it impacted me directly however with iron determination and clear intent one can overcome setbacks. Career advancement is much trickier. Females need to work harder than their male peers in order to earn recognition or praise. The reason is unknown, but in most workplaces there’s a general feeling that men advance faster, and women are deemed incompetent, even when they haven’t been given the opportunity to prove themselves. I encourage more women recruitment where applicable and empower women to drive their vision and advancement at the workplace! What significant changes would you like to see in the mortgage industry? Working from home to become a new preference for a majority of the workforce. Hire more resources globally given work from home has proven to be very effective in the ever changing market demands and Covid-19 proved the same. While several industries such as IT have been allowing and encouraging employees to work from home, lenders have been more old school in their approach to work. They placed greater emphasis on hours spent at the office rather than taking an outcome-based review process. Besides, the lower overheads related to office maintenance and real estate costs could mean that most lenders may end up working remotely forever. This model could also open up several opportunities for the mortgage industry to tap a much larger pool of skilled remote workers without worrying about geographical constraints. n

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KARI REBEHN

Director, Global Contact Center Strategy Sourcepoint Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? Throughout my entire mortgage career, I have had many great mentors, but I would say the most influential female mentor was my mother. My mother worked extremely hard while I was growing up — even if it meant she wasn’t around as often as she would like. This taught me great habits needed to become successful in my career while still raising a family of my own.

My passion has contributed most to my success. I have a passion and energy to succeed at anything I set my mind too, and this drives my performance and standards to a high level. Mentoring is a central part of being a successful leader. I try to ensure I mentor members of my staff daily. If mentoring is not in place, who would be your successor? Which of your qualities do you think contributed most to your success? My passion has contributed most to my success. I have a passion and energy to succeed at anything I set my mind too, and this drives my performance and standards to a high level. What is the most important or valuable advice that can offer to women starting

their careers in the mortgage industry? Patience. The mortgage industry can be a roller coaster of change, challenges, and accomplishments. There may be times when you feel moving forward has stalled — stay focused. Being patient allows you to learn and grow along the way as you seek the career goal(s) you’ve set for yourself. What contributions are you making to the future success of women in the mortgage industry? Ultimately, I think having a diverse culture is the best environment for the future of the mortgage industry. My team is extremely diverse, and we all work together for one end goal – making our customers happy. By continuing to mentor and giving opportunities for development will lead to their future success. We learn together and that is important for the team’s success. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? Work life balance! Women, as well as men, have many responsibilities outside of work. A healthy work life balance is critical and since the pandemic one of the biggest challenges. Everyone used to work in an office allowing for a much-needed break from household chores or even a breather on the ride home after a long day. While many are now returning to the office, we must find time for those activities we once did on a break or lunch that we can no longer do. What significant changes would you like to see in the mortgage industry? The mortgage industry, in the last 10+ years, has evolved tremendously. From licensing requirements to record breaking equity and rates. I remember when NMLS launched, and I was one of the first at my company to get licensed. I think we are on the right path for streamlining and regulating the activities for mortgage but finding the right balance of rates and equity for both consumers and the industry will be critical. n

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CHRISSI RHEA

CEO/ President Mortgage Investors Group Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? I have been on the receiving end of loving guidance and wisdom from many great mentors throughout my career. I have learned from both men and women how to be successful and have been able to work with and observe some extraordinary people. Throughout the span of my career, it would be hard to name them all, but I have also been blessed with a very talented team of people around me. Mentoring our young leaders is as important as anything that we can do for the long-term success of our employees and MIG. Which of your qualities do you think contributed most to your success? I believe a critical trait to have in business is persistence. Circumstances can dictate your career trajectory unless you have the long term insight. Seeing past temporary setbacks and the real problems we encounter daily is hard to master, but it is as essential as hiring your first employee. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? Understanding your why. Why are you entering this industry, and what makes you passionate about helping people with their mortgage? What makes this the best option for your career and

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life? You will never fail if you can answer those fundamental but crucial questions with conviction and passion. You will always know who you are and where you are going. What contributions are you making to the future success of women in the mortgage industry? I believe that offering to mentor women in your industry and leading by example is a contribution

I believe that offering to mentor women in your industry and leading by example is a contribution that pays dividends. I am a firm believer in the ‘empowered women empower women’ philosophy. that pays dividends. I am a firm believer in the ‘empowered women empower women’ philosophy. Women play many roles in their lives and prioritizing what is important to them, in the beginning, is so important to keeping a work-life balance. n

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TAMRA RIEGER

EVP, Chief Operating Officer Evergreen Home Loans What her nominator had to say: Tamra Rieger has spent over 25 years as a mortgage professional, helping customers find their way home as seamlessly as possible. As COO of Evergreen, she oversees business efficiency and the implementation of strategic goals, while continuing to be a leading voice advocating for digital transformation in the mortgage industry. Tamra directs digital mortgage technology initiatives to improve the overall customer experience, including spearheading a successful company-wide transition from in-person to digital home lending or residential lending

[Tamra’s] committed to mentoring the future female leaders and ensuring they’re well-equipped to find success in the male-dominated mortgage industry. services. Though established as a pandemic solution, this program is still being used today. More recently, Tamra played an integral role in establishing CashUp by Evergreen, a program that gives homebuyers and realtors a significant advantage in today’s highly competitive real estate market. While Evergreen saw success with the program’s initial launch, Tamra pioneered efforts to continue evolving it with inclusivity top

of mind. This involved necessary changes to the origination fee and down payment requirements, so that CashUp could be more affordable and accessible to a wider range of homebuyers. Internally, Tamra’s passionate about fostering and preserving the company’s predominantly women management team. She’s committed to mentoring the future female leaders and ensuring they’re well-equipped to find success in the male-dominated mortgage industry. From her company bio: Tamra Rieger serves on the Executive Team of Evergreen Home Loans as Chief Operating Officer. She is responsible for the efficiency of the business and implementation of strategic goals, while providing oversight in training, production support, secondary marketing, construction lending, processing, underwriting, funding and post-closing operations. She directs digital mortgage technology initiatives, driving efficiency and improving the overall customer experience. Tamra is a sought-after speaker at MBA and other industry conferences and events, discussing topics such as digital mortgage implementation and women in leadership. HousingWire recognized her as a 2021 HW Women of Influence winner. Tamra holds a Bachelor’s degree from the University of Washington and has 25 years of experience in mortgage lending, holding positions as EVP Loan Fulfillment and SVP Capital Markets. She currently serves on the Freddie Mac Advisory Board and Fannie Mae Risk Advisory Board. n

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MINDY ROTHENBERGER President, CEO Southpoint Financial Services Inc.

Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? I firmly believe it’s one’s responsibility to mentor when life has blessed us in a role that allows us to teach by both example through behaviors as well as knowledge. In the mortgage industry the top leadership roles are often men, therefore it’s humbling to be in a top leadership role. I tend to spend quite a bit of time with individuals who may not have graduated from a D1 university but had a more challenging climb to get to where they are in their careers. Women moreso than men, lack the confidence to own their success. It has been my experience, women will often second-guess their own knowledge level or skill set whereas a man will not only own his success he is respected for it. Women must earn respect by displaying their strength and knowledge through their actions. Which of your qualities do you think contributed most to your success? I believe my work ethic has played a vital role to my success. Along with my work ethic, I learned early on about gender equality and accepted it for what it was. I refused to allow the inequality a woman may be challenged with to limit my success. I also refused to allow others to set the bar for the heights of my success. I simply choose to work hard, keep an open mind and always be willing to learn from anyone who was willing to teach. I also learned early on that I did not have to prove my worth by being right all the time or knowing more than another person. Being humble, coachable, and honest about your own skill set allows for growth. Never apologize for a lack of knowledge, but always apologize for a negative attitude that does not allow for growth or knowledge. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? Make no apologies for being a woman who has

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a family at home that needs her time and attention as well. As a working mother, do not allow anyone to use your responsibilities as a wife or mother against you, setting a tone you are less than or cannot keep up because of limitations those roles may play on your ability to work 12 hours a day. You can have both a career and a family! Do not ever feel guilty assuming you must choose but rather simply accept the fact that working women have more responsibilities than most working men. It’s a part of life, accept the challenges, excel in spite of others’ opinions on your ability to! Only you can accept failure as an option, only you can push through difficult moments and excel. Don’t be ashamed or afraid to ask for help. Help does not equal incompetence,

I refused to allow the inequality a woman may be challenged with to limit my success. What significant changes would you like to see in the mortgage industry? I would like to see more training and development of staff. Rather than hire into middle positions, I find that when a person is taught from the ground up, they are a more well-rounded individual with both knowledge and understanding of the overall bigger picture. I would like to see a more blended schedule for staff. I think working 100% from home takes away from the personal relationships necessary for the staff to blend like family, yet I am sensitive to the demand of working from home. I would like to see a minimum of two days a week in the office, then three working from home to be sure the staff does not lose their close working relationships. Along with the relationships, training is imperative. One loses those hands-on training when removed from the work environment completely. Education for borrowers to understand a mortgage and the responsibility of it. n

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LATASHA ROWE

General Counsel/Chief Compliance Officer NFM Lending Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? I have been blessed with incredible women as mentors throughout my career. In college I interned with an attorney that ran her own law firm in the personal injury space. It showed me as an African American woman that I was capable of completing law school, having a family and a successful career. It was my first example of work life balance. Since that time I have had a bevy of women enter my

Knowing that I’m not good at everything is also key. As a leader, I don’t have any interest in being a Jackie of all trades and a master of none. life, whether it be in the mortgage industry, or the law that have stepped in to help me navigate the challenges of this role. Without them, I know that I would not have been able to show up and lead my team daily at NFM. As a result of their influence, I am lifting the women around me as I climb. Currently I am the Executive sponsor for the women’s group at NFM Lending. Which of your qualities do you think contributed most to your success? Emotional intelligence is critical to my success in this role. Whether it is managing down, up or across. Listening in a manner in which my teammates feel heard, creates trust and builds relationships. Knowing that I’m not good at everything is also key. As a leader, I don’t have any interest in being a Jackie of all trades and a master of none. I am happy to retain talent for my blind spots and support their success. I am excited and hopeful about this industry. I would not have given 10+ years of my life to it if I weren’t. My team thinks it is too much caffeine, but it really is my enthusiasm around being

a part of the largest purchase most people will make in their lifetime. Like any good coach, my excitement and energy carry over to my team. I bring it everyday. What contributions are you making to the future success of women in the mortgage industry? I am a founding member of the Inclusion, Diversity and Equity committee at NFM Lending and also the Executive chair for the company’s women’s group. I also participate in various industry focused organizations. I lead an informal group of aspiring lawyers, law students a newly barred women in the industry. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? Lack of leadership opportunities. There is no shortage of women in the industry. At NFM Lending, over 50% of our employees are female. However some time ago, we began looking at management, and opportunities to increase female representation. NFM has done an amazing job of creating a pipeline of women in leadership. We have taken efforts to offer training and education to bridge processors who want to become underwriters for example. What significant changes would you like to see in the mortgage industry? More collaboration when a loan originator transitions from one organization to another. I am 100% on board with our regulatory obligations to protect consumer data. I also understand the economic impact when nonsolicits are broken. That does not diminish the ability to reach out to the legal/compliance counterpart at the new company for a resolution to avoid the time and cost associated with litigation. And I am saying that as a lawyer. I practice an open door and common sense approach in that area. I look forward to the day when many of my competitors do the same. n

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MONICA RUCKER

Senior Loan Officer Fairway Independent Mortgage Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? Yes, I have actually had two over the years that definitely made me the loan officer I am today. I don’t have a specific mentorship I am personally involved in, but I try to be a good role model in general. I believe that being a hard worker and having a positive attitude is contagious. Which of your qualities do you think contributed most to your success? Diligence and consistency What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? This industry is one where women can be successful, so the “door” is definitely there. I think that beyond being knowledgeable, it’s important to be mindful and careful with your clients – both the borrowers and the referral sources. Having a kind and caring heart … backed by knowledge is a hard combination to beat. What contributions are you making to the future success of women in the mortgage industry? I hope that I am paving the way by being a good role model and successful in the industry. Again, being a good example. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? I know that “finance” tends to be an industry dominated by men. That does trickle over to the mortgage industry to an extent, but I feel that there is ample opportunity for a woman to be successful given the opportunity and drive to do so. What significant changes would you like to see in the mortgage industry? The return of lower rates and more inventory!

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What her nominator had to say: Monica is a true Mortgage Star, a perennial Scotsman Guide top producer, and an award winner. Living and working in a rural community would be a challenge for some, but Monica is well known for her vast knowledge of USDA loans and efforts to help residents who never dreamed of achieving homeownership. She is also recognized for a deep dedication to helping

I think that beyond being knowledgeable, it’s important to be mindful and careful with your clients — both the borrowers and the referral sources. Having a kind and caring heart … backed by knowledge is a hard combination to beat. veterans, police, firemen, teachers, healthcare workers, and their families purchase homes. She is very active with the Homes for Heroes program and educates people about their potential to achieve their goals. Monica is a dedicated mentor, holding frequent educational events for local Realtors, giving them tools to help them succeed and grow their businesses. She is an avid supporter of community schools, consistently reaches out to the teachers and staff with tokens of appreciation, and extends programs dedicated to helping teachers purchase a home. Her success is an inspiration to many, and she is always happy to share her trade secrets to help others grow. n

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BEV THORNE

Chief Marketing Officer Sprout Mortgage Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? Mentoring is critically important to foster growth in people and their skills, as well as to fuel success in their personal performance. By providing guidance, information and the benefit of experience, mentors can significantly shorten learning curves. They can also provide an experienced view of situations that may not be clear to mentees. They can see strengths not seen by the mentee, and equally important, they can see areas needing improvement much sooner than mentees might recognize. Mentors can share their success and failures to great benefit. More important than the literal assistance with information, goal setting, and skill enhancements, is the inspiration, support and encouragement that a mentor can provide with steady and continuous cheerleading. Nothing can surpass the passionate support of a mentor for their mentee! Mentoring is very important to me, and something I focus on because it provides great satisfaction — is fulfilling, challenging and fun! Which of your qualities do you think contributed most to your success? I believe that persistence and passion are important qualities that have helped my career, as well as my belief in the transformational power of possibilities. Possibilities that come not just from accomplishments, but from trying to achieve them in the first place. It is the trying that matters and the core of progress that I’ve made through the years — staunchly believing in the power of possibilities. As for persistence, I remember what Calvin Coolidge said, “Nothing takes the place of persistence.” It drives me to accomplish goals and overcome obstacles. Persistence has been a differentiator for me. Passion is the combination of the promise, hope and aspiration that has fueled my motivation. With motivation, success is increased. Dr. Albert Schweitzer said that success is NOT the key to happiness, but happiness is the key to success. If you are passionate about what you are doing, you will be successful. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry?

First, know that your voice is important. Historically, our sense of hierarchy encouraged unending deference to age and experience. In times of great upheaval, there is openness for ideas — regardless of age or experience. Do not be afraid. Make your educated voice heard. Develop and share your gifts with a world in need of your energy and passion. Second — teach yourself to share your passion. Build and maintain connectivity with a wide network of people to amplify your own voice and influence. Why? Not only does it foster lifelong friendships and career opportunities — it enables you to help drive change. Finally, know that there is nothing that you cannot accomplish. There is no barrier you cannot overcome — no cynicism and no hopelessness you cannot change. You hold the keys to an invaluable gift: your own possibility. It is the brilliant promise of what can be. What contributions are you making to the future success of women in the mortgage industry? I continuously try to encourage women to focus on building relationships — before and above everything else. Life will always be about the people. It is an exercise in the vagaries and wonder of relationships. Love, friendship, joy, colleagues, disappointment, competitors, mentors, partners, heroes, coaches, victories, failures. These are the core of a life well lived, and form the basic fiber of all the success we achieve. From the friends at work to the mentors chosen and the comrades with whom we choose to share life’s uncertain, magical journey — people make all of the difference. Not money. Not job title. Not office size. Not the name of the school attended or degree earned. Not the name of an employer. It’s about people. Pure and simple. I encourage women to remember this in the midst of corporate challenges, entrepreneurial battles and endless meetings in order to drive their greatest success. n

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

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ANNA TILTON DANIEL Chief Compliance Officer Enact Mortgage Insurance

Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? Yes, I have been very fortunate to benefit from the advice of several great female mentors, especially Fannie Mae’s Chief Compliance Officer, Nancy Jardini. Nancy remains a trusted source of guidance and support. Inspired by her example, I try to recognize and support my colleagues at Enact throughout their careers and personal milestones, whether it’s providing coaching on a presentation, giving career advice, or dropping off a meal to a new parent. I think it’s always nice to know you’ve got someone in your cheering section. Which of your qualities do you think contributed most to your success? Relentless optimism, genuine empathy for others, and remaining calm under pressure. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? Find smart people you want to learn from and work with them. That means you may need to remain open to opportunities you hadn’t considered initially. I have learned so much about the mortgage industry by taking on different roles with different people, from litigator to chief of staff to chief compliance officer. Diverse experiences enable you to learn from others and build your own expertise. What contributions are you making to the future success of women in the mortgage industry? I enjoy mentoring current and former colleagues across the mortgage industry and am a big believer in helping others identify opportunities and develop skills that will elevate them to the next step in their careers. Mentoring is an important way we can propel the mortgage industry forward and something about which I’m particularly passionate.

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What are the main problems that women in the industry are facing today and what have you done to address or resolve them? The COVID-19 pandemic set all of us back, but studies by McKinsey and others have shown it was particularly difficult for working women and women of color. As a result, we need to be more understanding of gaps in resumes, nontraditional career paths, and lead with flexibility and empathy for all employees once hired. What significant changes would you like to see in the mortgage industry? I would like to see a mortgage industry and leadership that reflects the diversity of the communities it seeks to serve. For example, nearly 20% of first-time homebuyers are single females. Separately, the Urban Institute has measured a 30% gap between Black and white homeownership rates. We need diverse perspectives to help us meet the needs of our customers and solve long standing inequities. A lot of good work is being done, but there’s so much more to do. What her nominator had to say: Anna Tilton Daniel is an inspirational thought leader in the mortgage industry with 17 years of experience. In four years as Enact’s Chief Compliance Officer, Anna has made a strong impact by supporting several significant initiatives on top of her demanding role, including a potential acquisition by a foreign company (involving many privacy and security projects), an IPO, and adoption of a new compliance framework. Throughout everything, she prioritizes regulatory compliance and data privacy, ensuring Enact is always doing its best to support and protect consumers. Additionally, Anna is an amazing leader and mentor. After a unanimous team nomination for Enact’s highest leadership award, Anna won only one year after joining Enact. Anna’s team praises her for her unwavering support, service leadership style, and that she expects no more of them than she does of herself. Anna also champions continuous improvement, challenging her team to innovate. Her positive attitude drives others to perform. n

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TELLE VANTROJEN COO & Partner Geneva Financial

What her nominator had to say: As of 2022 and under Telle’s leadership, Geneva Financial employs in excess of 800 humans in over 130 physical and smart branches nationwide. The company’s commitment to employees and community service earned the lender multiple ‘Best Companies to Work For’ honors by industry publications and the #1 Mortgage Lender spot on the ‘Ranking Arizona’ annual consumer poll in Arizona, home of Geneva Financial Headquarters!

In the fall 2002, she purchased her first home and before the mortgage transaction was even complete she knew that the mortgage industry was where she wanted to end up. Telle supports multiple Arizona charities and causes including Geneva’s own Geneva Gives and BE A GOOD HUMAN initiatives. She helps our branches get out in their communities to give back. Telle initiated our partnership with Autism Speaks, a cause that is very near and dear to many of our employees. She ensured Geneva was able to provide support to this cause by sponsoring walks. Our #1 Core Value at Geneva Financial is to be human, and we have built our culture around

that ideal. Telle VanTrojen has spearheaded multiple charitable offerings with the latest one being our connection with Cloud Covered Streets. Telle pledged to donate $10 from every single loan closed in the month of July to Cloud Covered Streets. From her bio: In the fall 2002, she purchased her first home and before the mortgage transaction was even complete she knew that the mortgage industry was where she wanted to end up. She worked in various roles throughout the industry for the next six years until (her husband) Aaron reached out to help him create Geneva Financial. She wore almost every hat during the first year and was a pivotal figure in surviving the Housing Crisis of 2008. Although Aaron was the architect behind Geneva Financial, Telle was responsible for keeping the plan in place and creating a solid foundation on which to build. In 2014 Telle was made a partner and was responsible for the creation of Geneva Financials Secondary Department and Disclosure Desk enabling the company to grow. In 2016 Telle was promoted to COO and spearheaded the transition from a banker/broker platform to a 100% banked product line which allowed the company to change from best efforts to mandatory delivery. This year Telle led the Encompass Development team in rolling out Geneva’s new mortgage platform to promote the use of the newest and best technology in the mortgage industry. In her free time Telle loves to spend time with her daughter and husband Aaron and she enjoys reading poetry. n

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

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PATTY WILLS

National Retail Sales Manager, Reverse Mortgage Division Open Mortgage Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? None of my mentors have been typical per se, but they have all left an indelible mark. They were open, willing and available to me. Their persistence was incendiary, and I loved it. Which of your qualities do you think contributed most to your success? Persistence, but also the ability to problem solve. I love connecting with people and have dedicated my career to helping tailor mortgages to achieving their financial freedom. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? The most important advice I could give: find your niche. There are multiple angles to mortgages, but the one thing all have in common are deadlines and stress. I did not have a real mentor, but I would advise you to find one. Trust them. Listen to them. The wisdom I have gained has been imparted by observing my peers, those established in the industry, and by my own accord. Whether that be by victory or failure. What contributions are you making to the future success of women in the mortgage industry? To empower women by helping them understand reverse mortgages has been one of the most unexpected joys of my career. Women often face the reality of being the sole caretaker or survivor of an estate. And are oftentimes unprepared to navigate these challenges. I support the industry by providing education to the public through the National Reverse Mortgage Lenders Association (NRMLA) and working with our loan originators so that they will respect our customers and help our customers find the best solution for their life. What are the main problems that

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women in the industry are facing today and what have you done to address or resolve them? I try to lead by example. I believe in working hard and taking care of each client on an individual and personal basis. Many women in all industries struggle with allocating time between their job and their loved ones. My goal is to provide some flexibility to live the life they want. What significant changes would you like to see in the mortgage industry? I am sure there are many things that I could say about changing this industry. But right now, as I put my thoughts together, it is with gratitude that this is the place I landed 45 years ago as a loan processor. While it has been hard work, I never would have had the opportunities, flexibility, or met so many smart and interesting people anywhere else.

The most important advice I could give: find your niche. What her nominator had to say: As the senior leader of the national multi-channel mortgage company’s Reverse Mortgage Retail Sales Division, Patty Wills’ leadership, impressive performance and ability to successfully champion her team has resulted in Open Mortgage’s recent unprecedented growth – the company produces more reverse mortgage loans than any other traditional mortgage lender and has become the seventh-largest reverse lender in the nation. Wills has earned a stellar reputation for responsible lending practices, focus on education and mentoring her fellow loan officers. With more than 30 years of reverse mortgage experience, Wills has earned Certified Reverse Mortgage Professional (CRMP) designation, is a regular contributing expert for Reverse Mortgage Daily, has served on the Board of Directors of the National Reverse Mortgage Lenders Association (NRMLA) and is currently the chair for NRMLA’s newly-formed Diversity, Equity and Inclusion (DEI) Committee. n

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MORGAN WISE

Chief Financial Officer Atlantic Bay Mortgage Group Have you had any great female mentors? What is the importance of mentoring and is this something that you focus on? My mother is the best mentor I’ve ever had. She had children early in life which put a dent in her lifelong college plans. By the time I was ten years old, she was a single mother raising three kids and working multiple jobs just to make ends meet. Experiencing that struggle and determination motivated me to seek financial independence quickly and has pushed me to instill strong values in my own children — while also passing what I have learned on to my peers. I have been with Atlantic Bay Mortgage Group for a decade now, and admittedly can lose sight of the inequalities women in business face. Here, over 70% of our team members are women, and so is 80% of the Executive Leadership Team!

Staying rooted in a growth mindset is imperative for success. Building up others around me and joining hands as women in a male-dominated industry is something I deeply value and work to prioritize. Which of your qualities do you think contributed most to your success? I think one of my biggest strengths is that I love to learn and have an ongoing desire to soak up anything and everything I can related to my field and leadership in general. As opportunities arise, I am constantly jumping in and rolling up my sleeves! I believe that this quality has also equipped me to be a better mentor to those who also have a passion to learn and advance themselves. Staying rooted in a growth mindset is imperative for success. What is the most important or valuable advice that can offer to women starting their careers in the mortgage industry? Time and time again, I tell my peers: Be your own advocate. It’s important to always be willing to learn, adapt, and take on new initiatives. Don’t be afraid to ask for what you think you deserve

and what you want, don’t be afraid to ask for that salary increase or promotion. It may be hard and require you to step outside of your comfort zone often, but you need to do it because you’re your own advocate – and there is no guarantee that anyone else will do it for you. What are the main problems that women in the industry are facing today and what have you done to address or resolve them? It is quite apparent that the mortgage finance industry has historically been and, in many companies, continues to be a male-dominated workforce. There are significantly less women in leadership roles, which is unfortunate because when that happens, a big perspective is being left out of the conversation. At Atlantic Bay Mortgage Group, we have a healthy mix in leadership roles, and a woman’s perspective is not only valued, but sought out. Encouraging my peers to find a healthy work-life balance is something that I have found transformative in my own life. You really can be a great leader and team member while also being an awesome wife, mother, daughter, sister, and so forth. By continuing to push this conversation and mentoring other women, I am confident we can greatly change the ratios in this industry. What significant changes would you like to see in the mortgage industry? I, personally, do not believe that the mortgage industry has an appreciation or understanding of the critical role that an Independent Mortgage Banker (IMB) plays for consumers. Recent regulatory and agency-proposed rulemaking does not appear to consider how IMBs operate or what is and is not feasible based on our environment. I would like to see some of the proposed changes modified to create a balanced structure for all lenders. As currently designed, they appear to intentionally harm IMBs — who are the backbone of the mortgage industry offering opportunities that consumers may not find with large banks or other mainstream lenders. n

MORTGAGE WOMEN MAGAZINE • Issue 4, 2022

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MELISSA WRIGHT

Chief Sales and Marketing Officer American Pacific Mortgage Here is what Melissa’s nominator had to say: In just a short time as chief sales and marketing officer, Melissa’s imprint can be seen in all areas of the company — both internally and externally, from visuals to communications, to sales and marketing strategies. Under her direction, the company has rebranded, built a new website, honed its messaging, and launched several consumer and recruiting campaigns, all returning huge dividends. From strategy to creation, implementation to insight, Melissa’s personalized touch and strategic vision can be seen in all of it. Over the past 12 months, Melissa and her team have taken ownership of all consumer and recruiting marketing initiatives and have developed and deployed sales strategies for the company’s national expansion initiatives. And company growth has followed. In 2021, APM recorded the best year in its history, with $24 billion in volume, investing in strategic growth that put APM on the map in the Midwest and Southern U.S. Additionally, Melissa led the company messaging and communications plan through the COVID-19 pandemic and has played a vital role in DEI initiatives from the top down. Melissa sits on the board of the APMCares charity, which provides support for employees and their families in times of need and the communities APM serves. From her company bio: Wright has been a valued leader and member of the APM family since 2015, previously serving as the EVP of Corporate Retail and Production, overseeing both the retail division and the marketing team. Wright is a recognized industry leader who

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has been acknowledged as one of the 100 Most Influential Mortgage Executives in America, Top 40 under 40, and Top 30 Women in Utah Business. Prior to joining APM, she was the president of Axiom Financial, a company she co-built in 1996. Melissa was responsible for the company’s growth, culture, strategies, operations, compliance, and overall performance for over 18 years. With its sale to PHH, she also oversaw an initiative to implement marketing

Wright is a recognized industry leader who has been acknowledged as one of the 100 Most Influential Mortgage Executives in America, Top 40 under 40, and Top 30 Women in Utah Business. nationwide, and she has a passion for enhancing brands’ distinctive identity and market position. As a company initiative, APM is dedicated to promoting leadership from within and is honored to promote two women into chief positions in 2021. In doing so, APM has created a balanced leadership team and seats at the table for important voices within the organization. n

CONGRATULATIONS SOUTHPOINT IS PROUD TO RECOGNIZE president and CEO, Mindy Rothenberger for receiving one of Mortgage Women Magazine’s 2022 Mortgage Star Awards. Congratulations on this well-deserved recognition. Your passion, advocacy, and collaboration makes you an inspiration to women throughout the industry. We’d also like to extend our congratulations to all the talented and successful nominees and award recipients.

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