Date Published: July 2025
A couple of years ago, I noticed a trend: most leadership candidates I talked to were in their late 50s or early 60s. Turns out, it wasn’t just anecdotal. According to a 2023 MGIC survey, 55% of loan originators have over 21 years of experience, and 66% are age 50 or older.
That raises a big question: Who’s going to fill the leadership gap as baby boomers retire?
Many companies prioritize experience—but often lack the infrastructure to train newcomers. This reluctance to invest in development has created a cycle where only seasoned professionals get hired, making it even harder for younger talent to break in. On top of that, most people enter the mortgage industry as commission-only loan officers—hardly an easy or attractive starting point for early-career professionals.
Forward-thinking businesses are addressing this challenge now. They’re not only recruiting with the future in mind—they’re also building strong development pipelines and investing in the long-term growth of their next generation of leaders. Succession Planning is more widespread within lenders (specifically IMB’s) than it ever has been. Owners want their legacy to continue after they retire and are taking steps to ensure this happens with capable and decisive leaders.
Because tomorrow’s leadership starts with what we do today.
For the full articles check out the sites below:
An Unsustainable Model
Real Estate News Dec 6, 2024 Coby Hakalir https://www.realestatenews.com/2024/12/06/the-mortgage-industry-has-an-age-problem
Your Company’s Leadership Should Be Filled From Your Own Ranks
Author: Bretta Watkins
