DATA-DRIVEN DREAM BUILDER
PAIGE RINGKAMP Delivers An Analytical Edge To Originating
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Mortgage Women Magazine is now the official magazine of the Mortgage Women Leadership Council. Membership not only guarantees your subscription to the digital magazine but also provides you with a wealth of benefits designed to empower and elevate women in the mortgage industry. These include access to a dynamic network, editorial opportunities, awards, community support, and much more.
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A Year of Resilience And A Future Of Opportunity
As we wrap up 2024, it’s impossible not to reflect on the rollercoaster this year has been for the mortgage industry. From rising interest rates and unpredictable market fluctuations to the pressures of an evolving economic landscape, this year tested us all. Yet, amidst the turbulence, one thing has remained constant: the strength and resilience of the women in our industry.
Now, more than ever, the importance of women supporting women has become paramount. We’ve faced our challenges together, but it’s in these collective experiences that we’ve found the wisdom and resolve to keep moving forward. As we look toward 2025, we are more determined than ever to rise stronger. With the launch of our Mortgage Women Leadership Council Mentoring
Program, Women Who L.E.A.D., we are setting the foundation for the next generation of women leaders. This initiative will provide guidance, support, and a network for women across the industry, ensuring that we don’t just survive but thrive in the years ahead.
The holidays offer a perfect moment to take stock of where we are and where we’re going. Our shared triumphs and tribulations of 2024 will undoubtedly shape the future of the mortgage industry in 2025, and we have nowhere to go but up. Let’s continue to lean on one another, fostering growth, mentorship, and leadership as we navigate the road ahead.
Here’s to a brighter, more optimistic 2025 — together, we’ll make it happen!
Kelly Hendricks Managing Editor, Mortgage Women Magazine
STAFF
VINCENT M. VALVO CEO, PUBLISHER, EDITOR-IN-CHIEF
BEVERLY BOLNICK ASSOCIATE PUBLISHER
KELLY HENDRICKS MANAGING EDITOR
ERICA DRZEWIECKI, KATIE JENSEN, RYAN KINGSLEY STAFF WRITERS
TINA ASHER, MICHELE BODDA, LAURA BRANDAO, JANINE CASCIO, LINDA S. CONNER, MARY MARGARET HOGAN, MATT JONES & DANIELLA CASSERES CONTRIBUTING WRITERS
ALISON VALVO DIRECTOR OF STRATEGIC GROWTH
NICOLE COUGHLIN
ADVERTISING ASSOCIATE
JULIE CARMICHAEL PROJECT MANAGER
MEGHAN GOLDEN DESIGN MANAGER
STACY MURRAY, CHRISTOPHER WALLACE GRAPHIC DESIGN MANAGERS
NAVINDRA PERSAUD DIRECTOR OF EVENTS
WILLIAM VALVO UX DESIGN DIRECTOR
ANDREW BERMAN HEAD OF CUSTOMER OUTREACH AND ENGAGEMENT
KRYSTINA COFFEY, MATTHEW MULLINS MULTIMEDIA SPECIALIST
MELISSA PIANIN
MARKETING & EVENTS ASSOCIATE
KRISTIE WOODS-LINDIG ONLINE ENGAGEMENT SPECIALIST
STORY
Paige Ringkamp mastered data-driven lending by taking inspiration from a former career.
BY SARAH WOLAK
6
First Cup: Showing Up With intention
Know thyself inside and out of the workplace.
8
The Art Of Setting Boundaries
Practicing stillness and setting time for you can improve productivity and job satisfaction.
12
Fair And Square
Homebuyers are locked out of their equity, but innovative lending can level the playing field against cash-rich investors.
14 On The Move
See who the movers and shakers are in the mortgage industry.
18 Unlocking Non-QM Potential
Reach borrowers beyond the traditional mortgage criteria.
26
Mentorship Matters
The Mortgage Women Leadership Council’s new mentorship program is geared to help women in the field not only survive but thrive.
22
Changing The Rules Of The Game
From formerly needing a co-signer to becoming CEOs, women are taking the mortgage industry by the reins.
36
Top Employers For Women In 2024
Six companies paving the way for women in 2024 with inclusive cultures, leadership opportunities, and workplace transformations.
The Mask We Wear
Balancing work personas and personal values
BBY ASHLEY GRAVANO, CONTIBUTING WRITER, MORTGAGE WOMEN MAGAZINE
eing your authentic self — what does that even mean and just how authentic can you be — specifically at work?
Authenticity means you’re true to your own personality, values, and spirit. You do not pretend to be someone who you think you have to be in order to impress your friends, colleagues, and family members. Being comfortable with letting go of the emotions that you feel when you think you’re being judged if you are truly being your authentic self. Let’s be honest, it’s exhausting.
quires less work, and less emotion.
If you are ready to be your true authentic self, face it head on! It will take a lot of self reflection and won’t happen overnight.
Here are steps you can take to be your true self.
• Identify your values.
• Identify who you want to be.
• Identify who you have been and what you would like to change. Be consistent with how you portray yourself.
• Be confident in yourself.
Authenticity
At work, we wear many different hats. Some days we’re in sales, some days we’re in operations, most days we’re in multiple positions in one day. In life, we are different people in different situations that may explain a little bit more … When you’re home, you’re one version of yourself, when you’re with your friends, you’re a different version of yourself, and when you’re at work, I like to think you’re a combination of both. My kids always made jokes that I have three versions of myself — they even mocked me (in a good way) on my work voice vs my mom voice. If you Google being authentic or being your true self it will pull up thousands of articles. How do you not get lost or confused if you’re trying to uncover your true self? We all want our personality to shine and we want to be “real” and you can and should! Now of course it goes without saying that there is a certain way you need to act in certain situations but you should always, in my opinion, be yourself. People want to be friends with — and work with — the best true version of you, not the version that has been created to fit in. We can all agree that sometimes we prefer to just fit in because it is easy, re-
means you’re true to your own personality, values, and spirit.
• Let your personality shine bright and don’t let anyone take away your sparkle!
• Face your fears of taking off your mask.
• Identify your circle — are there relationships that are holding you back?
So what does being authentic mean to you? If you are afraid to be your true authentic self what is holding you back? I encourage all of you to dive deep into this …
Ending this article with how my dear friend explains being authentic!
“Being my authentic self means that I am able to show up in any situation, whether it be at work or outside of work, or on social media as 100% me. I am able to be true to who I am without the pressure of feeling that I have to act a certain way, or the pressure of having to be perfect. Being able to make a mistake or a poor decision and holding myself accountable for it. I’m fortunate to be able to walk into my workplace every single day as the same person right before and right after I walk through that door. It’s one of the best feelings knowing I can be 100 percent me, 100 percent of the time!” ~ Raquel Borras. ■
Claiming The Empty Spaces
The importance of idle time in a fast-forward world
Spaces
BY TINA ASHER, CONTIBUTING WRITER, MORTGAGE WOMEN MAGAZINE
Acouple of years ago, I decided to go to a four-day workweek.
I blocked off my Fridays on my calendar, colored that time slot lavender, and labeled it with the words “Enjoy Your Day.” As much as I love what I do, it brings a smile to my face to see that message staring back at me each week.
Now, I realize not everyone can choose a four-day work week and that’s not the point.
How can you find those small joy-filled moments in between the chaos of a day that make you stop and smile? Taking time for myself was a foreign
idea and idle time was for sissies in my workaholic days. I was great at being a puppet on someone else’s strings to do what needed to get done, but over the years through a lot of practice, training, and the help of other coaches I’ve become pretty good at setting and keeping boundaries and coaching others to do the same. This is key to avoiding burnout.
How do you do with idle time? In this article, you’ll discover some simple ways to help embrace the stillness for a more peaceful and productive lifestyle.
You’re just about to leave for your dentist appointment when you receive a phone call saying the dentist has been called out on
emergency and will have to reschedule your appointment.
Congratulations! You are the winner of one unexpected free hour!
What will you do with your winnings?
Answer your email? Return to the project you were working on before you had to leave? Pay bills? Return phone calls?
Ever consider doing nothing?
If you’re like many of us, the thought of doing absolutely nothing for an entire hour seems as wasteful as throwing a week’s worth of groceries out with the garbage. Free time with nothing to do can generate near panic among some of us who are overloaded and time-starved.
we hear better, we’re more inspired, we discover what makes us feel alive.
On some level, we know this already. But claiming time to ourselves — time that is often labeled “unproductive” — and sticking to it can be difficult. We
• Practice doing nothing. “Doing nothing” is an art, and like all art, you need to practice it to reach your highest potential.
Claiming time to ourselves — time that is often labeled “unproductive” — and sticking to it can be difficult.
“We seem to have a complex about busyness in our culture,” says Thomas Moore, author of Care of the Soul. “Most of us do have time in our days that we could devote to simple relaxation, but we convince ourselves that we don’t.”
And yet, the harder we push, the more we need to replenish ourselves. As Stephan Rechtschaffen, author of Timeshifting, says, “Each of us needs some time that is strictly and entirely our own, and we should experience it daily.”
The importance of this downtime cannot be overstated. We see more clearly,
need to establish formal boundaries around our idle time to ensure that others — and we, ourselves — honor this time. Some ways to do this are:
• Make a date with yourself. Get to know someone who deserves your attention — you.
• Stand firm. Learn how to say “no” to co-workers, children, a spouse, or a friend. In just a short while, you can say “yes,” but now is your time.
• Be clear about your needs. It’s not, “I need more time to myself.” It’s more like, “I’d like to spend 20 minutes by myself in the morning before everyone gets up.”
• Be on the lookout for stolen moments. Use the canceled dental appointment to sit on a park bench watching birds.
How we define idle time varies by individual. For example, for one person, gardening may be meditative downtime, whereas for another, it is one more item on the to-do list (to be done as quickly as possible). The woods are a great place to stroll through for one person, an opportunity to be in and with nature: for another, it’s a great place for a power walk while dictating letters into a small tape recorder.
Our idle time should be like a beautiful flower: it has no purpose. It’s just there. And yet, it refreshes us and reminds us of nature’s glory.
Do something that has no purpose other than joy. Take a half-hour a day to surprise and delight yourself. Keep it simple and keep it consistent. If your idle time becomes a “program,” or becomes progress toward some productive goal, begin again.
You might be surprised at how simple it really is. Now go and “enjoy your day.” ■
Tina Asher is a coach and founder of Build U Up Consulting.
Creating a space for the next generation in NMLS education.
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We’re not just bringing you a lecture. We’re bringing you the fuel to spark your competitive fire, the plan to win the game on the merits, the confidence to know the rules and master them.
We’re Maximum Acceleration, and we’re where loan originators go to put their career in high gear.
— LaDonna Lockard, CEO
YOUR CAREER IN HIGH GEAR
Reclaiming Equity For Everyone American families need equality of equity
HBY CHANDRA SRIVASTAVA, CONTIBUTING WRITER, MORTGAGE WOMEN MAGAZINE
omeownership (and the financial independence it can provide) has been a staple of the American Dream for decades. On average, American homeowners experienced a doubling of home equity over the last seven years, resulting in unprecedented wealth. So shouldn’t buying a new home be easy for these families? It isn’t. Even though many families have more wealth on the books, getting a mortgage is still an onerous process because they aren’t able to tap into that equity.
Let’s take a closer look at the problem. Homeowners who want to move have three main options for affording a new home. They can sell their current home and move into a short-term rental so they have cash to purchase their new home. They can use contingent financing, which means that the mortgage they are getting approved for won’t work unless their current home sells in time. Or they can try to qualify for a mortgage on their new home while their current home is still included in their debt-to-income ratio. None of these options are good: temporary housing is a huge hassle, sellers tend to discount contingent bids because the deal has a risk of falling through, and most Americans can’t meet DTI requirements when two homes are included.
The journey to a new home is needlessly stressful and complex because borrowers have to qualify for a mortgage without being able to tap into their current home equity (often a family’s biggest source of wealth). This problem is compounded when borrowers are bidding against investors who can easily win with simple all-cash offers. The investors aren’t paying any more for the homes; in fact, they are often paying less because their bids aren’t contingent. In fact, mortgaged buyers must pay an 11% premium over all-cash buyers to compensate home sellers for mortgage transaction frictions. We’ve got nothing against winning bids or simple transactions; rather we want them to be available to everyone.
Homeowners’ inability to tap into their own home equity doesn’t just hurt them — it
Institutional investors have targeted the lower end of the housing market for rental opportunities, snapping up inventory
that traditionally went to first-time homebuyers.
impacts the entire market. In recent years, institutional investors have targeted the lower end of the housing market for rental opportunities, snapping up inventory that traditionally went to first-time homebuyers. Recent statistics show that inventory is still down 35% since the pandemic; when current homeowners can’t access their equity to move up easily, they stay in homes, which further boxes out firsttime buyers.
ECONOMIC SHIFTS EXACERBATE THE PROBLEM
Even if we all are riding the same waves, we aren’t in the same boat. Not only is the
gap between investors and retail buyers significant, but that gap is widening.
Right now, the Fed is walking a tightrope regarding the nation’s economy as it seeks to balance the risks of a slowing labor market while ensuring continued disinflation. Higher interest rates are tied to higher mortgage rates, and higher mortgage rates disproportionately impact borrowers who are able to finance less debt as rates rise. As the gap between retail buyers and investors grows, how can credit unions level the playing field for their members?
MEND THE GAP
Here’s where product innovation and new lending solutions can help. To right the market, we need to empower everyday homebuyers to compete — safely, securely, and at scale. That means new tools and new approaches are needed to solve issues from helping members access their equity to qualifying for their first home outright.
We’ve already seen some innovative solutions chip away at the problem.
For example, Calque pioneered a new ‘buy before you sell’ business model where we partner with community-first lenders to ensure that borrowers who should qualify do qualify for an affordable fee. Calque provides a binding backup contract on a borrower’s departing home, which removes compliance and risk barriers so credit unions can offer their members a bridge-like program that is easier to qualify for, has lower costs, and is less risky than a traditional bridge loan.
This is only one example of the possibilities that innovative lenders have for making the American Dream within reach again. More innovation can and should come from community lenders who truly have members’ interests at heart.
Everyone’s dollar is equally valid. Right now, the problem is that accessing those dollars is much easier for major players than it is for mom-and-pop homebuyers. As the market continues to evolve, credit unions have unique opportunities to make sure their members can compete on equal footing with investors and other cash-rich entities. One easy way to start is by helping members access all their sources of wealth to achieve their dreams with equality of equity. ■
Chandra Srivastava, CMO, Calque
ON THE MOVE
DUNMOR ADDS MELISSA PEREZ TO ITS TEAM
Dunmor, a technology-forward lender specializing in residential real estate investment loans, announced that Melissa Perez, former Director of Operations at First Republic Bank, joins as Senior Vice President of Operations at Dunmor.
Perez brings over 20 years of experience in mortgage and banking. Previously, she led a team of over 120 employees across six offices at First Republic Bank. Her skillsets include organizational restructuring, process optimization, and project management with a strong focus on customer service. She also held leadership roles at Prospect Mortgage, Citinet Mortgage, and Countrywide.
TAMMY EHRLE JOINS SERVISFIRST BANK
ServisFirst Bank, a subsidiary of ServisFirst Bancshares, announced the appointment of Tammy Ehrle as Vice President and Mortgage Loan Officer for its Huntsville region.
“We are thrilled to welcome Tammy to ServisFirst Bank and our Mortgage Department,” said Andy Kattos, Regional
CEO of ServisFirst Bank Huntsville. “Tammy has had an outstanding career in the banking and mortgage industry, helping countless families achieve homeownership. Her extensive experience will be a significant asset to our clients and will support our mission to meet the diverse needs of the community.”
Ehrle joins ServisFirst Bank Huntsville with over 20 years of experience in financial and mortgage services. A Huntsville native, Ehrle has dedicated her career to offering lending services to the local community.
Locally, she is involved with the Huntsville Area Association of Realtors (HAAR), the Huntsville Madison County Homebuilders Association (HMCBA), the Huntsville Mortgage Bankers Association of Alabama (MBAAL), and the Women’s Council of Realtors (WCR).
FAIRWAY INDEPENDENT MORTGAGE CORP.
ANNOUNCES TWO KEY PROMOTIONS
Fairway Independent Mortgage Corporation announced two promotions within its corporate executive ranks. Haley Parker has been elevated to the new position of Chief Marketing and Business Development Officer and Brittny Hovland is being promoted to the position of Senior Vice President of Operational Support.
In her new role, Parker will be respon-
sible for driving Fairway’s brand and marketing strategy, ensuring alignment with business objectives, and bolstering Fairway’s market presence, which includes overseeing the development and execution of both digital and traditional marketing campaigns.
Per a release from Fairway, Parker will also partner on strengthening Fairway’s brand, optimizing customer engagement, and leveraging market insights.
“Stepping into the role of Chief Marketing and Business Development Officer is truly an honor,” said Parker. “My passion for the Fairway Nation and dedication to success [drives] me. I’m thrilled to lead our mortgage company into new horizons, powered by the amazing momentum within our organization. The heart and soul of Fairway lies in its incredible people, and I am humbled to work alongside the best of the best."
Hovland, an eight-year Fairway veteran and former vice president of Branch Support, will now oversee Branch Support as well as the Encompass and Point of Sale teams.
“Street support has always been my top priority,” said Hovland. “I look forward
to ensuring that all day-to-day operations run smoothly and reflect Fairway’s core value of Speed to Respond.”
SUE MELNICK NAMED TO CHLA BOARD OF DIRECTORS
The Community Home Lenders of America (CHLA) an nounced today that Sue Melnick board of directors. In this role, Melnick will support the orga nization’s mission of promoting federal mortgage programs and regulations that support community mortgage lenders.
“Sue is a successful businesswoman who will bring a deft business acumen to the housing policies our members regularly discuss with policymakers and regulators,” said Taylor Stork, president of CHLA.
Melnick is the chief operating officer and chief compliance officer at Bay Equity Home Loans. With over 20 years of ex pertise in litigation, mortgage compliance, and consumer law, Melnick began her Bay Equity career in 2008 and has significantly increased her responsibility over the past 16 years. Melnick oversees all operations in the 48 states in which Bay Equity operates and directs its legal department.
OPENING MORE DOORS IN TEXAS
Amplify Credit Union specializes in helping first-time homebuyers achieve their dreams of home ownership.
“I am honored to serve on the CHLA Board of Directors and look forward to working with and representing the membership with policymakers at the federal and state level,” said Melnick. “CHLA has grown into a significant voice for IMBs and we are committed [to] leveling the playing field for lenders of all sizes.”
JORDAN HIGGINS JOINS AMERIHOME’S CORRESPONDENT TEAM
AmeriHome Mortgage Company just welcomed a new account executive to its Non-Delegated Sales Team.
Jordan Higgins joined the team at AmeriHome, a Western Alliance Bank Company, in July, and was appointed Vice President of Correspondent Sales.
AmeriHome welcomed Higgins, who lives in Tampa, Fla., in a post on LinkedIn.
“Jordan’s experience in correspondent lending and her understanding of conventional, government, and non-agency products will be a tremendous asset for clients and prospects,” company officials said.
Membership not only guarantees your subscription to the digital magazine but also provides you with a wealth of benefits designed to empower and elevate women in the mortgage industry.
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Higgins will oversee non-delegated sales in the company’s southeastern region, which includes Alabama, Arkansas, Florida, Georgia, Louisiana, Mississippi, North Carolina, South Carolina, and Tennessee.
NYKIA WRIGHT NAMED PERMANENT CEO OF NAR
The National Association of Realtors (NAR) officially named Nykia Wright its permanent Chief Executive Officer. Wright has served in the interim CEO role since November 2023.
During her initial tenure, Wright led NAR through broker commission negotiations in early 2024 and resolved claims from home sellers. She is also guiding the implementation of the Culture Transformation Commission to foster inclusivity and meet the evolving needs of members.
Under Wright’s leadership, NAR is focusing on its core mission of member service, deliberate communication, and agility. Her immediate priorities include guiding the implementation of settlement changes and prioritizing ongoing education, training, and compliance for consumers and agents.
“I am honored to have earned the confidence and trust [of] the Leadership Team to guide this organization at such a critical point. I am committed to ensuring our association remains a powerful and effective voice for the industry and to fulfilling our goal to bring the privilege of homeownership to more Americans,” Wright said. “I am clear-eyed about our past and present, and I am hyper-focused on building trust with NAR’s many stakeholders so that we can be successful in ensuring we are bringing the best of NAR to each and every one of our members.”
Previously, as CEO of the Chicago Sun-Times, Wright led the newspaper through a digital transformation and a merger with WBEZ (Chicago Public Media), which created one of the largest nonprofit local newsrooms in the country.
She is also the co-founder of SonicMESSENGER, a software-as-a-service (SaaS) startup helping democratize audience engagement and measurement by leveraging smart audio.
Wright serves on the board of the Better Government Association, and she is a member of the Dean’s Advisory Council at her alma mater, the Tuck School of Business at Dartmouth. ■
The mortgage industry is going through a significant change. For mortgage origination professionals, it’s a struggle to keep on top of all the changes, and to keep your sales strategies and marketing initiatives at their peak. You need to keep your pipeline filled, and you need the tools and directions to stay profitable, efficient, and effective. We’ve brought together the best in the business to create a top tier event specifically designed for mortgage origination pros.
How mortgage women can achieve Non-QM mastery
Minimizing Risks, Maximizing Rewards
BY SARA STOGSDILL, SPECIAL TO MORTGAGE WOMEN MAGAZINE
For enterprising mortgage women, Non-QM products offer a promising new source of borrowers and revenues. That’s because the pool of potential borrowers who fall outside of agency requirements who would benefit from a NonQM loan solution is vast. These borrowers include self-employed individuals who cannot qualify for a traditional mortgage using their W-2s, real estate investors, and borrowers who have recovered from credit events such as a foreclosure or bankruptcy less than seven years ago.
The opportunity for originators is significant based on the population of potential Non-QM borrowers:
• As of January 2023, there were 16 million self-employed workers in the U.S. (Bureau of Labor Statistics), a portion of whom could be Non-QM loan candidates.
• Over one-quarter of home purchases were investor transactions last year (CoreLogic). Many real estate investors rely on DSCR cash flow loans to build their portfolios.
• In the U.S., there are over 17 million real estate investors who manage approximately 49.5 million units (U.S. Census).
Promoting Non-QM products to these borrowers might seem like a challenge to originators just entering the space. The fact is it can be quite easy. The key is to partner with a well-experienced Non-QM lender that offers training, resources and a specialized operations team proficient in mitigating risk with Non-QM loans. Many originators learn Non-QM simply by closing their first Non-QM loan and working closely with an expert in the space. By continuing the partnership, originators will soon understand where to find and actively prospect for Non-QM borrowers.
to choose a Non-QM partner with a long-standing record in successfully mitigating risk that has a top-notch operations team. All lenders are subject to the rules and standards set forth by Dodd-Frank and the Consumer Financial Protection Bureau (CFPB). Un-
As of January 2023, there were 16 million self-employed workers in the U.S., a portion of whom could be
Non-QM loan candidates.
BUREAU OF LABOR STATISTICS
Originators new to Non-QM often are concerned with the risk associated with Non-QM loans. It is prudent
derstanding the crucial role of an operations team specializing in Non-QM can help dispel the misperceptions.
ANALYZING BORROWERS’ QUALIFICATIONS
Non-QM lending partners can train originators to assess borrowers’ qualifications and offer loans with the appropriate guardrails in place. Among the products they offer and educate on include:
• Bank Statement Loans: These loans use 12 or 24 months of personal or business bank statements to help verify income in lieu of tax returns. For example, many borrowers who own a business implement a tax strategy that under-represents their ability to qualify for a traditional mortgage on a home they can well afford. A Bank Statement loan offers a solution to verify their income and achieve their homeownership goals.
• Debt Service Coverage Ratio (DSCR) loans: DSCR cash flow loans empower business purpose borrowers to finance rental properties. This product is ideal for real estate investors who would like to purchase a single-family or multiunit rental for income purposes with a quick low hassle close. Common scenarios include real estate investors with over 10 financed properties, meeting the time constraints for a 1031 Exchange transaction, or those wanting to vest in an LLC.
LEVERAGING REGULATORY CHANGES AS OPPORTUNITIES
Tighter guidelines around agency loans means that originators need Non-QM to fully serve their borrowers and stay competitive. Non-QM lending partners can help them stay abreast of the latest updates and products they offer to keep the pipelines full in a volatile market. An excellent example are the tightened guidelines surrounding non-warrantable condos. In January of 2022 Fannie Mae and Freddie Mac announced their Temporary Requirements for Condo and Co-
op Projects in response to the collapse of Florida’s Champlain South Tower. Later, Fannie Mae permanently adopted the once temporary regulations. As a result, more condos are now deemed non-warrantable. Many Non-QM loan products allow non-warrantable condos which is a game changer for many borrowers purchasing condos and the originators helping them.
Non-QM provides originators hero status simply by offering Non-QM alternative solutions guided and supported by their wholesale Non-QM lending partners.
WHAT TO EXPECT FROM A NON-QM PARTNERSHIP
When originators work with these partners they can expect distinct advantages — many of which start with the operations team.
A risk mitigation mindset: Prudent Non-QM lenders implement robust checks and balances to protect the lending institution and their partners. Though technology aids in flagging potential problems and mitigating risk, it is the lenders’ individual diligence and expertise that matters most.
Staff competence: Top-notch Non-QM lenders ensure that team members possess the necessary skills to review documentation, detect fraud, and understand the intricacies of loan files.
Training: Continuous training for originators and borrowers is vital to keep them informed about available options and to ensure they understand the processes involved. It’s a big plus if they also offer a scenario desk where
staff will look at a loan or documentation up-front to make sure it’s viable before a borrower goes under contract.
Lenders’ operational teams should also prioritize:
Training Programs: Extensive training programs should be conducted to acclimate staff to the high standards and detailed processes required in Non-QM lending.
Non-QM provides originators hero status simply by offering Non-QM alternative solutions guided and supported by their wholesale Non-QM lending partners.
Manual Reviews: All Non-QM loans are manually underwritten and reviewed, emphasizing the importance of thorough and consistent evaluation by account managers, sales, and underwriting teams.
More checks and balances: A rigorous system of compliance, disclosures, underwriting, closing procedures, and due diligence is maintained to ensure the integrity and accuracy of the loan process.
When originators work with wholesale Non-QM lending partners who “live and breathe” Non-QM, they enjoy new growth opportunities despite the state of the market. This is especially true when those partners balance education and responsiveness with a dedicated focus on risk mitigation. ■
Sara
Stogsdill is Senior Vice President, Wholesale Operations, Deephaven Mortgage
From Barriers To Breakthroughs
Women rewrite the rules of mortgage leadership
Susan Falsetti, managing director, origination title and close, ServiceLink
Natascha DeVries, vice president, account management, flood, ServiceLink
It’s hard to imagine that just 50 years ago, financial institutions had the right to refuse loans for unmarried women or require them to have a male co-signer. It wasn’t until 1974 when the Equal Credit Opportunity Act went into effect that women in the U.S. experienced mortgage freedom.
While the mortgage industry has made leaps and bounds in equality since, women employed across the space — from mortgage brokers to loan officers — remain in the minority, according
Erin Reed, vice president, origination valuation, ServiceLink
to statistics from Zippia, a career insights platform. Across the banking and finance industry, women represent only 38% of senior managers, according to the 2023 Women in the Workplace report published by McKinsey & Company and LeanIn.org.
At ServiceLink, women are rising to the challenge, with more than 50% of our leadership roles held by women. What is the driving force behind this? We asked three women leaders in ServiceLink’s origination division to share their motivators and provide advice for the next generation.
What inspired you to get involved in mortgage?
While not everyone has their eyes set on the mortgage industry from day one, once in the field, Susan Falsetti, managing director, origination title and close, was hooked by the constant drive to learn something new.
“I’m not sure that anyone is ever inspired to get into the mortgage business,” Falsetti said. “For me, I thought it would be a stepping stone, as I got the job right out of school. I started on the appraisal side of the business but after moving to the title and close side I found that I enjoyed learning about title and the challenges that come with that piece of the business. It seemed there was always something new to learn and I can say, still today, many years later, I am still learning.”
Similarly, Natascha DeVries, vice president of account management, flood, didn’t seek out the mortgage industry but has found her home here.
“I started as a data-entry clerk at a startup flood zone determination company where everyone had the opportunity to grow within the organization,” DeVries said. “Over the years, I worked hard, volunteered to take on many roles, and ultimately landed running our account management department. I’ve been inspired ever since.”
What key skills helped propel you into a leadership role?
Women today are more ambitious and ready to take on leadership roles than they were five years ago. According to the Women in Workplace report, about 80% of women want to be promoted to the next level. In 2019, only 70% of women had that desire. But what does it take to get there? Being willing and ready to continuously grow and develop.
“I always wanted to learn as much about the business as possible so whenever the opportunity arose to work in a different department or learn about something new, I never said no, believing
that the more I knew about the business the better employee I would be,” Falsetti said. “I think this has made me a more well-rounded leader. I’ve also had some great mentors who were willing to share their knowledge and experiences along the way.”
Erin Reed, vice president of origination valuation, found that developing and consistently working toward improving her emotional intelligence skills played a critical role in her ability to move into a leadership position.
“Having the ability to learn and grow from both success and failure is core to any leadership position,” Reed said. “Developing skills that allow me to recognize what is successful or not in terms of process is critical, but also being able to recognize the same in people is a key differentiator for me.”
What unique challenges or experiences do women face in the mortgage space?
While the disparities remain prevalent, both DeVries and Reed have noticed a positive change over the last two decades.
“I’ve seen many positive changes over the years, including more women leaders, a better understanding of work-life balance, mentorship opportunities, and career advancements,” DeVries said.
Reed echoes that sentiment.
“The challenges women face in the mortgage origination space are not unlike those in many industries, with executive representation being at the forefront. I am grateful to have seen growth in strong female leadership within the ServiceLink organization — and within the industry as a whole — over the last 20 years,” she said.
If you could give one piece of advice to women early on in their mortgage career, what would it be?
For women new to the field, being willing to learn and adapt will help them grow. For DeVries, Falset-
“Things don’t always work out the way we want, but with patience, knowledge, and perseverance we can achieve anything we put our minds to.”
Susan Falsetti, managing director, origination title and close, ServiceLink
ti, and Reed, education and a commitment to continual learning was a resounding theme throughout their careers.
“Educate yourself, work hard, and focus on how you can make your company successful,” DeVries said. “Understand the bigger picture, including all the different products and departments within your company, and always look for ways to make things more efficient.”
“My biggest piece of advice would be to learn as much as you can and have patience,” Falsetti said similarly. “Things don’t always work out the way we want, but with patience, knowledge, and perseverance we can achieve anything we put our minds to.”
“Learn it all,” Reed chimed in. “Learn about as many functions and areas of the mortgage space as you can, even if outside of your comfort zone. The mortgage industry offers so many opportunities
from sales to training, technology to compliance, originations to servicing, marketing to product development — there really are endless possibilities.”
As we look ahead to 2025, what can organizations do to encourage more women to enter the field?
“Organizations can ensure that they make conscious and intentional decisions that allow for a diverse workforce to feel included in decision-making processes,” Reed said. “Creating programs and industry community groups that support ways to expand networks are also great ways to encourage individuals to participate in the industry.”
In addition, offering a flexible work environment, including remote options and part-time schedules, will be key, DeVries said, along with providing leadership training programs, offering parental leave and day-care options that are affordable. ■
Where You Lead, I Will Follow
Mortgage Women Leadership Council is debuting a mentorship program aimed at guiding the next generation of female mortgage professionals
BY SARAH WOLAK, STAFF WRITER, MORTGAGE WOMEN MAGAZINE
Picture this: a young woman lands her first job in the mortgage industry. She’s bright, eager, and ready to make her mark, but soon realizes that navigating the complexities of the field isn’t as straightforward as she imagined. The meetings are fast-paced, the terminology is overwhelming, and the leadership around her is predominantly male. She’s talented, but without guidance, the path to success feels steep and uncertain. This is where the power of mentorship comes in. For women in the mortgage industry, having a mentor isn’t just about career advice — it’s about building a support system that paves the way for success, fostering confidence, and ensuring they don’t just survive but thrive.
Of course, finding a mentorship opportunity or program is a task in itself. That’s why the Mortgage Women Leadership Council (MWLC) is pioneering its Women Who L.E.A.D. Mentorship Program. L.E.A.D, which stands for Leadership, Empowerment, Advocacy, and Development, is designed to connect experienced leaders with emerging professionals to guide them on their path to success.
THE INSPIRATION
Melissa Pianin, Executive Director of the MWLC, said that shortly after the creation of the council, she overheard that members were seeking mentorship opportunities. “We felt like the industry was lacking a bunch of things, which is why we created the Council, and the Council needed to offer
something of value,” Pianin explained. “What we noticed is that women were actively speaking up, that they were looking for, one, a place to belong, and that’s where the Council comes in. But then in addition to that, they’re looking for people to turn to, people that they can trust, to ask for advice, to go
would be successful. “We sent out a lot of surveys to our membership. There [was] a strong verbal response, but the survey responses were pretty strong as well. We asked who was interested in this and what part of it are [they] interested in. Some people want to be exclusively a mentor or be mentored.
“Every person can become a very good leader. It’s just [how] they lead … We have to be able to recognize the strengths within each of us and the blending of that uniqueness to pull that out.”
TINA ASHER
to when they have roadblocks. And so the mentorship program is a part of that. It’s creating leaders and empowering leaders, it’s leaders empowering other leaders.”
The first step, Pianin says, was garnering interest to ensure the program
And then there’s a lot of people who would like to be both,” Pianin recalled. “It’s exciting to see that even when people are at a certain level, they’re still looking to grow.”
Pianin remarked that even C-Suite women leaders want the opportunity
to become mentees. “No matter how advanced you are in your career, or how accomplished, there’s always room to grow. There’s always room to be better,” she said.
SETTING THE FOUNDATION
The Women Who L.E.A.D. Mentorship Program spans nine months, beginning with three months of mentor training, provided by Build-U-Up Consulting. The mentor-mentee portion of the program is slated to last between January and June 2025. Mentor selection has just begun as of early September.
“There isn’t any requirement as much as we’re asking people to commit to the mentor training. You must be within the mortgage industry, obviously, and you must be a member to participate as a mentor and mentee,” Pianin says. “We took our surveys and we looked at who was interested in becoming a mentor, expressed that they’d be interested, and also expressed that they’d be willing to commit to training and the full program. So we sent a message to all of those people stipulating the requirements, explaining the dates that they would need to commit to for their mentor training, explaining that they must attend all of these training sessions because we’re paying for the program to train them.”
The program Pianin is referring to was created and customized for the council by Tina Asher, founder and president of Build-U-Up Consulting. Asher has been coaching under her business umbrella for seven years but has over 30 years of experience in the mortgage business. The Missouri-based coach was reached out to by Pianin about
how the council didn’t have the bandwidth to put together a program from scratch but desired to provide an initiative to support its members.
“Since I have a lot of tools in place, we started having some conversations,” Asher explained. “I was sharing a little bit of some of the tools and the things that I use in my training. And then we came up with a program, and it’s turned into the Women Who L.E.A.D. Mentorship program.”
Asher and Pianin worked together to structure the program, choosing topics for mentor training and discussing how Asher could measure the success of the program. Asher says the first topic is designed to recognize blind spots.
“We’ll have two sessions per month, and each topic will be different … The first phase is all about self-discovery and self-awareness. I think it’s really im-
portant for us to start first with if people aren’t doing what we want them to do in an organization, we have to look in the mirror first,” Asher said. “We have to really [ask] how am I explaining that to that person? Or what could I be doing differently to help them to get the result that I want to get?”
The second and third topics, Asher adds, are understanding motivators in the workplace and how to set up new leaders for success. “We all know the mortgage industry is so crazy with the ups and downs, and there are ways to manage that,” Asher elaborated. “And I learned that by a fault. I didn’t do that so well when I was in the industry, and I revamped and trained myself to understand I could have done that better. And if I would have had these tools and done this differently, I wouldn’t have been running so ragged.”
Asher says one of her goals during the training is to teach the mentors how to handle difficult conversations their mentees might have questions about.
they’ve been coming up with.”
Asher is taking mentors back to grade school and assigning homework to ensure the mentors can best support
“We’re going to have the mentees who commit to the program watch those videos, and they’re going to select the mentors they would like to work with on a ranking scale. So they’re going to
“No matter how advanced you are in your career, or how accomplished, there’s always room to grow. There’s always room to be better.”
MELISSA PIANIN
“One of the areas that we’re going to talk about, [is] a lot of times it’s one week you’re sitting and having lunch with your buddy, the next week you’re now the team lead or the supervisor. Now, how does that dynamic change? Because that does change, right? And how do you manage differently versus still be a friend, but be careful because your upper management is watching you and lower management is watching you,” Asher said.
MEASURING SUCCESS
The buck doesn’t stop after six sessions, Asher assures, including that mentors will have access into a private portal full of additional resources. “They can reach out to me in between sessions if they have questions,” Asher added. “I will be there to check base with them … we’ll have a Q&A session once a month and flush out some of the things that
their mentees. Pianin says that the plan is to have five main mentors, each with no more than three mentees beneath them.
“We’re structuring it in a way that it’s mostly leadership-focused,” Pianin explained. “If there are people who have certain specialties, that’s how we’ll match up our mentors and mentees. For example, if there’s a mentor whose specialty is mostly technology or mostly marketing, and the mentees are looking for specifically that, we would match them that way. However, we are mostly leadership-based [and are] empowering people to find their leadership voices.”
The tentative plan, Pianin tells me, is that once the mentors are selected, they’re going to create a one-to-threeminute video talking about themselves and their specialties.
use those videos to get to know the personality of the mentor a little bit. And then from watching those videos, they will select who they’d like to work with,” Pianin adds.
The best part about being leadership-based, Asher observes, is that success can be measured in more ways than one.
“Every person can become a very good leader. It’s just [how] they lead. So you’ll have some people that will be really out there and dynamic and want to be the center of attention, and then you’re going to have more of your back seat leaders that can still be very effective,” Asher said. “We have to be able to recognize the strengths within each of us and the blending of that uniqueness to pull that out. And that takes time. It takes time to really get to know the individual and not just the position.” ■
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Paige Ringkamp bridges behavioral analysis with mortgage success
BY SARAH WOLAK, STAFF WRITER, MORTGAGE WOMEN MAGAZINE
At age 25, Paige Ringkamp made a complete career shift from working with kids to pursuing a role that offered her the flexibility she needed with her own child, while leveraging her analytical personality and data-driven approach to ensure she maintained control over outcomes in her business. She found a way to translate her passion for behavioral analysis into her career as a loan officer at St. Louis-based USA Mortgage.
Scotsman Guide’s Top Emerging Stars 2023, Top Originators List 2023, Top Dollar List 2023 — you name it, she’s won it. Experience.com even dubbed her one of the Top 1% Mortgage Loan Originators for 2023.
But what Ringkamp champions herself for isn’t the awards or her production — even though she’s done over 100 units over the past year.
As a former Applied Behavioral Analysis (ABA) implementer, special education
FRONT PAIGE
PAIGE RINGKAMP TRADED LESSON PLANS FOR LOAN PLANS, USING HER DATADRIVEN APPROACH TO MAKE WAVES IN THE MORTGAGE WORLD — ALL WHILE BALANCING LIFE AS A MOM.
teacher, and holder of two degrees in the fields of special education, Ringkamp knows that her approach — whether it’s a student plan or getting a mortgage — should be driven by data. “You look at data, you look at patterns, and make deci-
sions accordingly,” she said. “Data refers to thinking backward: how many closings do you want each month, how many appointments do you need to get that number of referrals, and how many calls do you need to make or meetings do you need to have?”
PAIGE NEWS
Ringkamp says she’s not reinventing the wheel, claiming other top producers follow the same strategy. “I track my meetings, my calls, my referrals, and my prequalifications that come from those referrals. And then I track the ones that go under contract and the ones that close so that I can see a pattern. When I make X amount of contacts a month, I can depend on averaging this many closings,” she said. “I can then see my ratios and ask myself how I am converting those referrals, is it that my conversion rate is getting better and my business is growing, or is it that my referrals have gone up and my conversion has improved or hasn’t improved?”
So what’s the benefit? Ringkamp says that after gauging the ratios of your business, you can prioritize your workflow accordingly. “You can dive into what is the healthiness of those referrals, look at the ratios you have with referral partners, and think about how much time and money you bring into that relationship with them,” she said.
ADDING VALUE
Ringkamp’s team is expected to know their numbers and act accordingly. As one of two producing branch managers for USA Mortgage, Ringkamp oversees other loan officers but everyone on the team has their own book of business. “I can look at other LOs I train and manage and I can look at their calendars and say ‘The data here shows that you’re only going on two real estate appointments a week, that’s why you’re only closing a deal a month,’” she said.
2023 was hard, Ringkamp admits candidly. But she led her staff the way she knew best:
“She is a true leader, a leader is supposed to inspire the people around them, using motivation and a level of guidance for us to be as successful as possible.”
NICK FRANTA
going back to the numbers and doubling down. “We made sure we focused on lead follow-up, I don’t know who told me this, but someone told me that 80% of all sales are made in follow-up,” she reasoned.
Ringkamp’s junior, Nick Franta, is a licensed loan officer who works under Ringkamp doing just that. Franta works without his own pipeline, doing the majority of Ringkamp’s upfront work like lead sheets, qualifications, and, of course, follow-ups. “I have been very lucky to work with Paige, she’s an incredibly hard worker and ultra-competitive,” Franta said. “She only strives to be the best and leads by example by providing that service to our team and clients. She continues to work like she has something to prove and continuously looks to improve/grow regardless of her accomplishments.”
Franta has worked by Ringkamp’s side for about five years and cited her “infectious energy” as a reason he enjoys working on her team. “She is a true leader, a leader is supposed to inspire the people around them, using motivation and a level of guidance for us to be as successful as possible,” he said. “She’s taught me the importance of focusing on the goal at hand, and keeping things organized/moving forward so we can help our clients as best and efficiently as possible.”
Moving forward into 2024, Ringkamp reflected on what she wants to do differently — both individually and with her team. “The biggest benefit that myself and my team have is that we’re purchase-driven and we make sure that we take care of our real estate agents … we were making sure
we were helping them keep their businesses afloat and helping them with marketing and follow-ups, making sure they were staying in front of their sphere of influence,’ she explained. “We did events and all the things we know we need to be doing we never stopped doing. But going into this year, I will say I have been one of the last people to jump on the social media train. I don’t love it because it’s not me, but I’m realizing that it is something I need to be doing to stay afloat in the future.”
Ringkamp considers herself an old-fashioned originator in this regard. “By nature and according to the Myer-Briggs test, I’m off the charts extroverted, so I love to be face-to-face with people,” she said. “Social media isn’t enough one-on-one engagement … people can put whatever kind of life they want on social media, but nothing compares to knowing people in person and knowing their families.”
UPFRONT & PERSONAL
Even though Ringkamp is in no rush to become an Instagram influencer, she has a concrete goal in mind to influence other women who want to step into the world of financial services. “When I got into this business, I came from the world of special education; I didn’t know how to build a business or anything about financing a home,” she said. “What I liked about the mortgage industry was that it’s up to me, it’s what I make of it and in my control. My future wasn’t dependent on anyone else. And that takes a lot of self-motivation.”
Acknowledging her past in special education also means accepting that she can still have two passions. “I didn’t wake up one day and think I wanted to do mortgages, but I knew I wanted to help people and influence other people to make their world bigger, Ringkamp said. “In high school, I thought I wanted to do special education forever. I went to college, played volleyball, and got my master’s degree. I still do
PAIGE RINGKAMP WITH HUSBAND, MATT AND THEIR SON. FROM TEACHING KIDS TO TEACHING THE NUMBERS — RINGKAMP'S JOURNEY FROM SPECIAL EDUCATION TO MORTGAGE EXCELLENCE SHOWS THAT WHETHER IT’S CLASSROOM LESSONS OR CLOSING DEALS, SUCCESS COMES FROM UNDERSTANDING PATTERNS AND DRIVING RESULTS. WITH HER SON IN TOW AND DATA AT HER FINGERTIPS, SHE IS PROVING THAT BEING A TOP LOAN OFFICER AT USA MORTGAGE IS JUST THE START.
“You look at data, you look at patterns, and make decisions accordingly. Data refers to thinking backward: how many closings do you want each month, how many appointments do you need to get that number of referrals, and how many calls do you need to make or meetings do you need to have?”
PAIGE RINGKAMP
some consulting and spend time with kids with behavioral needs on the side — not as much as I would like — but that’s still a part of my world.”
Being a woman in the infancy of her financial services career, Ringkamp is still thinking about what kind of impact/legacy/mark she wants to leave on the industry.
“I think I’m still learning my purpose but one of my biggest things in life, like in terms of if I were to die tomorrow what I would want, is that I somehow influenced other women to feel confident enough to open their own business or try a new industry,” she said. “My biggest desire is to influence women who maybe don’t think that they can step out of their nine-to-five job to go try something that they might enjoy, or are scared to take that financial leap, or don’t think they have a spot in the financial world because it’s a male-dominated industry.”
Per Ringkamp’s branch managing partner, Dan Krummel, she’s already influencing. “She’s always bringing in new ideas to an industry that, in my opinion, is lacking new initiatives. As a leader in
our industry, she strives to learn what her clients and employees truly need, then relentlessly problem-solves to achieve their end goal,” Krummel said. “She continues to bring value to everyone she encounters and she’s only scratching the surface of what she can accomplish in this ever-evolving industry.” ■
Amplify Credit Union
Austin, TX | Company CEO/President: Kendall Garrison
GoAmplify.com
What makes your company a Top Employer for Women?
Amplify Credit Union strives to be a data-driven organization — so when asked our qualifications as a Top Employer for Women, we prefer to let our employees speak for themselves. Our annual surveys through Comparably highlight gender equity as one of our organizational strengths, with 95% of our female employees reporting a positive work environment. Thanks to the honest feedback of our team, Amplify’s Gender Score for women ranks in the Top 25% of midsized companies (201–500 employees) on Comparably.
What programs, strategies or formal mentoring/sponsorship programs does this company have specifically aimed at developing women leaders?
As a women-led organization, our executive team understands the importance of uplifting the next generation of woman leaders. Amplify
61%
Percentage of women employees
invests deeply in our team through a variety of in-house professional development programs. These include AmpliNext, a business resource group (BRG) aimed at young and emerging leaders, as well as our informal Women of Amplify employee resource group (ERG).
How does your company support women in the workplace?
At Amplify, our commitment to equality in the workplace begins at the top. We are proud to feature a woman-led majority on our executive committee, which helps us avoid the blind spots too often found in other organizations and ensures we prioritize gender-inclusive policies in the workspace. Our talent development practices — from the way our meetings are structured to our compensation plans — are also designed to nurture and retain women employees across the organization. As a result, we are proud to be recognized among the Best CEOs for Women organizations by Comparably for two years running. n
67%
Percentage of women on executive team/C-suite
Benefits available to women:
• Paid Time Off
• Flexible Schedule
• Paid Leadership Development
• Work From Home Opportunities
• Maternity Leave
• Equal Pay
• Child Care/ On Site Day Care
Professional leadership development opportunities available to women:
• Conference
• Academic/Degree/ Certificate Programs
• Continuing Education
• Personal/Professional Networking
• Mentors and/or Coaches
CMG Financial
San Ramon, CA | Company CEO/President: Chris George cmgfi.com
58.41%
Percentage of women employees 33% Percentage of women on executive team/C-suite
What makes your company a Top Employer for Women?
CMG has consistently been recognized as a leader in the industry for its innovation and origination. The backbone to our success is the women at our company. CMG is a place where women drive the company forward, a place where they can rise from entry level positions to C-suite levels, and a place where they get the money and worklife flexibility they need and deserve. CMG is proud to champion gender diversity and to provide an environment where women are not only supported but are also given the platform to lead and innovate.
What contributions does this company make to women in the mortgage industry?
CMG is living proof that the industry is no longer a place exclusively dominated by men. Women make up over 73% of our ops teams. We have some of the top performing women originators in the country. We proudly had the most number of women recognized in the “2023 Powerful Women
of Mortgage Banking” awards. And over half of the entire company is run by women. CMG has established that women ARE a powerhouse in the financial sphere — and will continue elevating them in the industry.
What programs, strategies or formal mentoring/sponsorship programs does this company have specifically aimed at developing women leaders?
CMG is dedicated to developing women leaders through targeted programs and strategies. Our unique program, CMGAdvance, plays a pivotal role in this effort by providing employees with the tools and resources they need to reach the next level in their careers. Through CMGAdvance, women have access to comprehensive training, live instruction, mentorship, and on-thejob learning to help them excel in their desired roles. The program also offers certification opportunities, ensuring that our women leaders are equipped with the skills and knowledge needed to thrive. This holistic approach is central to our commitment to developing and empowering women leaders at CMG. n
Benefits available to women:
• Paid Time Off
• Flexible Schedule
• Work From Home Opportunities
• Maternity Leave
• Equal Pay
Professional leadership development opportunities available to women:
• Conference
• Continuing Education
• Personal/professional Networking
• Corporate Sponsored Leadership Training Programs
• Mentors and/or Coaches
• Association Memberships
• Professional Workshops & Seminars
CMS Mortgage Solutions, LLC
Virginia Beach, VA | Company CEO/President: Corrina Carter cmsmortgage.com
What makes your company a Top Employer
for Women?
CMS Mortgage is recognized as a top employer for women, thanks to its strong commitment to inclusivity, clear direction, and dedication to diversity. The company fosters an environment where every voice is valued, providing opportunities for women to thrive and advance in their careers. With a forward-thinking leadership and a diverse workforce, CMS Mortgage stands out as a leader in promoting gender equality and empowering women in the workplace.
How does your company support women in the workplace?
CMS Mortgage actively supports women in the workplace by implementing comprehensive policies and programs designed to promote their professional growth and well-being. The company offers flexible work arrangements, mentorship programs,
and leadership development opportunities tailored to women’s needs. Additionally, CMS Mortgage prioritizes equal pay, actively combats gender bias, and fosters a culture of collaboration and respect. Through these initiatives, the company ensures that women have the resources and support they need to succeed at every stage of their careers.
What programs, strategies or formal mentoring/sponsorship programs does this company have specifically aimed at developing women leaders?
We offer a 31 day ramp-up program for women that are newer to the industry. After their initial 31 days at CMS Mortgage, they’re paired up with a mentor to help guide them through this industry. We have internal groups led by newer and seasoned individuals tailoring to the needs of our employees. n
Benefits available to women:
• Paid Time Off
• Flexible Schedule
• Paid Leadership Development
• Work From Home Opportunities
• Maternity Leave
• Equal Pay
Professional leadership development opportunities available to women:
• Conference
• Academic/Degree/ Certificate Programs
• Continuing Education
• Personal/Professional Networking
• Mentors and/or Coaches
Fairway Independent Mortgage Corporation
Madison, WI | Company CEO/President: Steve Jacobson
fairway.com
What makes your company a Top Employer for Women?
Fairway Independent Mortgage has been recognized for its supportive workplace culture and commitment to diversity, including fostering a positive environment for women. We emphasize values such as respect and inclusivity, which contribute to our high rankings in employee satisfaction and workplace culture. We have a linear management strategy where all voices are valued and all employees are equal.
How does your company support women in the workplace?
Fairway promotes women by providing leadership opportunities and supporting career advancement. Recent promotions within our
executive team, like Haley Parker to Chief Marketing and Business Development Officer and Brittny Hovland to Senior Vice President of Operational Support, showcase our commitment to empowering women in leadership roles. We also aim to create a strong work life balance and our first core value is family first.
Accommodations for nursing mothers:
Fairway is known for its inclusive and supportive policies, including providing accommodations for nursing mothers, such as lactation rooms and designated break times, to ensure they can balance work with our personal needs. Employees enrolled in Fairway’s United Healthcare medical plan are also eligible for a free breast pump. n
on executive team/C-suite
Benefits available to women:
• Paid Time Off
• Flexible Schedule
• Paid Leadership Development
• Work From Home Opportunities
• Maternity Leave
• Equal Pay
• We offer Progyny’s Smart Cycle benefit to help employees build a family
• SNOO bassinet rentals to corporate employees covered at 100%,
• Resources through our EAP program
Professional leadership development opportunities available to women:
• Personal/Professional Networking
• Corporate Sponsored Leadership Training Programs
• Mentors and/or Coaches
• Professional Workshops & Seminars
Maximum Acceleration
American Fork, UT | Company CEO/President: LaDonna Lockard
MaxClass.com
75%
Percentage of women employees
What makes your company a Top Employer for Women?
Maximum Acceleration is led by a female CEO who has worked in and around the mortgage industry for two decades. With a unique understanding of what it is like to work within the mortgage industry as a professional woman, LaDonna Lockard made the conscious decision to create an inclusive work environment, conducive to supporting and elevating other professional women.
How does your company support women in the workplace?
There are a lot of expectations on working women which bring about a unique set of challenges. Ranging from balancing societal expectations to pressure to prove your worthiness and capabilities, Maximum Acceleration
takes an enormous amount of pride in openly providing praise and recognition of our team’s accomplishments. The women within MaxClass are championed as being the best in their field and the collaborative approach to the way we conduct our business is in recognition of their valuable insights and experience.
What programs, strategies or formal mentoring/sponsorship programs does this company have specifically aimed at developing women leaders?
Maximum Acceleration is a proud supporter of Mortgage Women Magazine and encourages all women within the mortgage industry to join advocacy groups and associations, including the Mortgage Women Leadership Council. n
67%
Percentage of women on executive team/C-suite
Benefits available to women:
• Paid Time Off
• Flexible Schedule
• Work From Home Opportunities
• Maternity Leave
• Equal Pay
Professional leadership development opportunities available to women:
• Conference
• Personal/Professional Networking
• Association Memberships
• Professional Workshops & Seminars
Pennymac
Westlake Village, CA | Company CEO/President: David Spector pennymac.com
What makes your company a Top Employer for Women?
Our commitment to supporting women is woven into our company’s fabric: 25% of our board members are women. 54% of our new hires are women.
We have the wEMRG (Women Empowering Mentorships, Relationships and Growth) Business Resource Group (BRG), with a mission to promote an inclusive environment for women and allies.
We partner with organizations like the National Association of Minority Mortgage Bankers of America (NAMMBA), underscoring our dedication to diversity, equity, and inclusion.
We were recognized as a Top 100 Most Loved Workplace by Newsweek and as a 2023 Top Employer for Women by Mortgage Women Magazine.
What programs, strategies or formal mentoring/sponsorship programs does this company have specifically aimed at developing women leaders?
Pennymac actively promotes our wEMRG BRG and has launched two mentorship programs: One mentorship program for analysts in Pennymac Corporate University, which is a rotational program designed to recruit next-generation financial services talent. And another mentorship program for our six BRGs, which includes representation from various underrepresented groups including women, Black and African American, Hispanic or Latino, and Asian American and Pacific Islander employees. In 2024, 89% of our BRG mentees were women. Recently, wEMRG members participated in an interactive coaching discussion to strengthen their understanding of leadership styles they encounter in their personal and professional lives.
Does your company offer reimbursement for travel related to reproductive healthcare?
Yes, Pennymac employees are allowed $10,000 one time for services not allowed in their current state of residence. n
Benefits available to women:
• Paid Time Off
• Flexible Schedule
• Paid Leadership Development
• Work From Home Opportunities
• Maternity Leave
• Equal Pay
Professional leadership development opportunities available to women:
• Conference
• Academic/Degree/ Certificate Programs
• Continuing Education
• Personal/Professional Networking
• Corporate Sponsored Leadership Training Programs
• Mentors and/or Coaches
• Association Memberships
• Professional Workshops & Seminars
Redwood Trust
Mill Valley, CA | Company CEO/President: Chris Abate redwoodtrust.com
Percentage
What
makes your company a
Top Employer for Women?
Redwood Trust stands out as a top employer for women due to our strong commitment to foster a culture of inclusivity and empowerment. We champion gender diversity through robust mentorship programs, flexible work arrangements, and career development opportunities. Our commitment to equal pay, comprehensive benefits, and supportive policies ensures our women thrive both personally and professionally. At Redwood Trust, we believe women’s voices are integral to our leadership and innovation, driving our overall success and growth.
How does your company support women in the workplace?
Redwood Trust actively supports women through initiatives like leadership training, networking events, and our women’s-focused ERG, called TogetHER, designed to foster community and professional growth. Additionally, our family-friendly
policies, such as generous parental leave, family planning benefits, and childcare support, ensure a healthy work-life balance. By cultivating a workplace where women feel valued and empowered, Redwood Trust not only promotes inclusion but also strengthens our overall organizational performance.
Does your company offer reimbursement for travel related to reproductive healthcare?
As part of our fertility and family-forming benefit program, Redwood partners with Carrot to provide secure and confidential reimbursement for travel related to reproductive health. This benefit is available to all eligible employees, with access extended to spouses and domestic partners. The program also includes access to concierge care to help guide employees on all family forming journeys with unlimited telehealth chats with fertility doctors, surrogacy and adoption experts, urologists, and mental health professionals. n
Benefits available to women:
• Paid Time Off
• Flexible Schedule
• Paid Leadership Development
• Work From Home Opportunities
• Maternity Leave
• Equal Pay
• Company-paid income replacement for pregnancy & postpartum disability
• Reimbursement on expenses for:
V Fertility care and preservation
V Gestational surrogacy
V Adoption
V Pregnancy and postpartum care, such as doula and milk shipping services
Professional leadership development opportunities available to women:
• Conference
• Continuing Education
• Personal/Professional Networking
• Corporate Sponsored Leadership Training Programs
• Mentors and/or Coaches
• Association Memberships
• Professional Workshops & Seminars
Empowering Women In Mortgage
Welcome to the Mortgage Women Leadership Council
A warm welcome to you! I’m Kelly Hendricks, the Managing Editor of Mortgage Women Magazine and Senior Vice President of Delmar Mortgage, and it brings me great joy to extend this invitation to you. Throughout my career in the mortgage industry, I’ve been fortunate to have leaders and mentors who played pivotal roles in shaping my journey. I am thrilled to introduce a transformative initiative – the Mortgage Women Leadership Council, created by Mortgage Women Magazine.
In my role, I’ve experienced the challenges that women face in leadership within the mortgage sector. These challenges led to a profound realization — the need for a dynamic network to empower women in our industry. This realization is the driving force behind the creation of the Mortgage Women Leadership Council. I believe in the power of collective support, and I am excited about the opportunity to share and benefit from each other’s experiences.
Our mission is clear: to promote and empower women’s leadership in the mortgage sector. The council aims to create a supportive environment for professional growth, mentorship, and networking. Joining the
Our
council comes with various benefits, including networking opportunities and access to industry-specific professional development resources. We understand the unique challenges women face in mortgage leadership and have tailored mentorship and support systems to address them.
I invite you to join this movement to empower women in the mortgage industry. The Mortgage Women Leadership Council is committed to fostering a welcoming and supportive environment. Your involvement will not only contribute to your personal and professional growth but also play a crucial role in advancing women’s leadership in our industry. To join or get involved, simply click here to apply.
Thank you for considering this invitation to join the Mortgage Women Leadership Council. For further inquiries about the council and details on how to join, please contact Beverly Bolnick at bbolnick@ambizmedia.com. Let’s work together to advance women’s leadership in the mortgage industry — because collective action brings about meaningful change.
Kelly Hendricks Managing Editor, Mortgage Women Magazine
Our voices
As a valued member, enjoy these benefits:
Access to a Powerful Platform: Amplify your voice and influence through Mortgage Women Magazine, exclusive sponsored programs, email newsletters, and impactful events.
Editorial Opportunities: Showcase your expertise and insights through editorial features in Mortgage Women Magazine, gaining visibility and recognition among industry peers.
Awards and Recognition: Receive well-deserved recognition through our award programs, celebrating your achievements and contributions to the mortgage industry.
Community Support: Become part of a dedicated community committed to celebrating and driving meaningful progress in the mortgage sector. Connect with likeminded women leaders, share experiences, and foster collaborative initiatives.
Mortgage Women Magazine: Enjoy your complimentary digital subscription to Mortgage Women Magazine, the premier publication for women in mortgage. Read advice, learn about industry updates, and take in the inspiring stories of your peers.
Become a member today.
Join us and be a driving force in creating a more inclusive and thriving mortgage industry. Together, as a united community, we believe we can make real change.
Enjoy 1 year of your individual membership free! Use code MWM2024
mwlcouncil.com
