You feel the pinch when files stack up, so you need to hire mortgage underwriters quickly and well, and recent market signals support that push per the MBA’s latest weekly survey.

Target where experienced underwriters still apply, then sell your hybrid.

Experienced postings are steady, often hybrid, and frequently based in secondary markets, which matches active job boards today per Indeed’s current underwriter listings.

Screen for DU/LPA power users because policy is moving.

You win on day one if your hire drives clean AUS runs, and that matters more with DU changing credit-score handling starting November 15, 2025 per Fannie Mae’s DU update.

Prioritize cross-trained Underwriter /Quality Assurance pros to cut repurchases.

Cross-training reduces marginal errors and speeds cures, and recent LPA updates reinforce the value of power users who read feedback precisely, as shown in Freddie Mac’s November LPA release notes.

Move faster than competitors with skills-based hiring.

Time kills offers, so lean into skills-first pipelines that raise quality of hire, a 2025 theme in LinkedIn’s Future of Recruiting report.

Make your AI-Optimized job page do the heavy lifting.

Brokers who publish scannable, city-specific job pages fill roles sooner because assistants and search engines can surface them more often, which is why we built GEO.

Write a Job description that filters for what you really need.

Ask for AUS fluency, FHA/VA experience, and QC exposure, then describe your hybrid rhythm plainly, using this current template as a guide from Indeed’s job description library.

Your six-step path to a signed underwriter in 21 days.

1. Create an AI-ready careers hub. Add city pages and standardized headings, then link each role to your brand story on your About page.
2. Publish the job description with skills proof. Require DU/LPA screenshots and a brief UW case summary, then drive paid clicks from SEO.
3. Add a 10-minute skills screen. Include one DU run, one LPA read, and a quick QC sample, and let candidates book interviews through your Contact page.
4. Run a two-file live test. Provide a conventional and an FHA edge case and track AUS messages to decision, then show your pipeline on Listings.
5. Scorecards, not vibes. Weight DU/LPA proficiency, condition accuracy, and QC catch rate, then compare cohorts against our hiring Case Studies.
6. Sell your hybrid. List core hours, home-office stipend, and secondary-market commute benefits, then keep momentum with a same-day offer on you Contact page.

Calibrate comp and volume expectations with fresh signals.

If applications soften week to week, backfill with cross-trained UW/QA who can flex to pipeline QC without idle time, as reflected in the MBA’s current application trend.

Tune your interview to AUS reality, not theory.

Ask candidates how they adapt to DU’s revised risk assessment and what LPA feedback they watch first on thin files, then reference Fannie’s Selling Guide update.

Three key points to remember:

1. “Hire for AUS mastery, then teach your way of working.” Read our GEO approach.
2. “Cross-trained UW/QA pros lower cures and speed clear-to-close.” See our Case Studies.
3. “One fast test beats five slow interviews for quality.” Learn from SEO.

We’ve seen this work for others. Want to see it for yourself? Talk to the Tomato.

Ready to rank your careers pages where candidates actually look? See how GEO boosts visibility.