Most mortgage CRMs are built for the borrower workflow. BNTouch is built for the borrower workflow, the realtor partner workflow, and the loan officer recruitment workflow. The recruitment module sits in its own database alongside borrowers and partners, with its own pipeline, its own forms, and its own automation. Brokerages that want to grow by hiring use it to run the same systematic outreach on prospective MLOs that the rest of the platform runs on prospective borrowers.
This is the operator’s view of how the Recruitment module works, how it fits into BNTouch’s three-database architecture, and the workflow most brokerages set up first.
The single piece of context that frames everything else. BNTouch is not one borrower database with tags. It is three databases: borrowers, partners, and recruits. The team confirms this on a separate demo: “All three of our databases, borrowers, partners and recruits.”
Why this matters. A borrower in a buying cycle and an MLO candidate considering joining your shop are radically different audiences with different messages, different triggers, and different success metrics. Mixing them in one database with tags creates campaign collisions and reporting noise. BNTouch separates them at the schema level.
What the Recruitment module is built for
The team’s framing on the demo is direct: “The point of this module really is to add automation even to the recruiting process of your team.” Recruitment-side automation, not borrower-side automation. The mechanics are similar but the workflow is built for hiring, not lending.
The hiring page workflow
Step one. Your brokerage has an open positions page on its website. Most brokerages do. Most brokerages also have that page set up as a passive list with a “contact us” CTA that nobody fills out. The BNTouch version replaces the passive list with an active intake form.
From the demo: “You have a hiring page or open positions page on your site. You can list the open positions and you can actually create a form in BNTouch you can put on your site.” And: “Save it, you’ll get a little code you can add it to your website.”
The form embeds on the brokerage’s site. Candidate fills it out. The submission lands in the Recruitment database, not the borrower database. Different downstream automation applies.
The recruitment lead campaign
The campaign that fires when a candidate submits the form. The team’s example: “Someone fills out the form on your website and you have a new recruitment lead campaign that has a welcome thank you for submitting the form, we’ll have someone get in touch with you soon.”
Standard structure most brokerages settle into:
Touch 1 (immediate): Welcome email confirming the submission, plus an SMS for higher-touch shops.
Touch 2 (1 hour): Task created for the branch manager or recruitment lead to call the candidate while interest is hot.
Touch 3 (24 hours): If no call connected, an automated follow-up email with company overview, comp structure summary, and a calendar link.
Touch 4 (3 days): Second outreach attempt with a video message from the recruitment lead.
Touch 5 (7 days): Final automated touch with an opt-out option and a re-engagement path for later.
Auto-created tasks to the recruitment lead
The automation that makes the difference. From the demo: “Automatically will create a task within the account of whoever is your branch manager or your recruitment team.” And: “Automated tasks and reminders to follow up to move these people forward.”
Practical effect. The recruitment lead opens BNTouch in the morning and sees a list of candidates to call, with each task carrying the candidate’s submitted information and the recruitment context. No spreadsheet. No “did we follow up with that guy.”
Tracker support for the interview process
The Recruitment module shares the tracker infrastructure that the borrower side uses for loan stages. Different names, same mechanism. From the demo: “Use a tracker to track calls to this person, to track interviews, just to really stay organized throughout the whole recruiting process.”
Standard tracker structure most brokerages use:
Initial application received.
Screening call scheduled.
Screening call completed.
First interview scheduled.
First interview completed.
Offer extended.
Offer accepted.
Onboarding started.
Hired.
Each stage transition can trigger automation: a new task, a calendar invite, a contract package, an introduction email to the team.
Co-branded recruiting campaigns
The brokerage can run co-branded campaigns with a regional partner or recruiter. From the demo: “You can make a co-brand campaign that comes from your company and that also shows the partner.”
Use case. A regional recruiter sends candidates to your brokerage. The campaign that nurtures those candidates carries both your brokerage’s brand and the recruiter’s brand. The recruiter gets the visible credit. Your brokerage gets the hire. The transparency makes the recruiter relationship sticky.
Reporting on the recruitment pipeline
Because the recruitment database is separate, the reporting is clean. You get a pipeline view of every candidate in the funnel, the stage they are in, the time in stage, the source they came from, and the campaign step they are currently on. No filtering borrower data out of recruitment data.
The numbers most brokerages report on weekly:
New candidates in the funnel this week.
Candidates by stage (top of funnel through hired).
Conversion rate from screening call to interview.
Time-to-hire (form submission to offer accepted).
Source attribution (which channels are producing).
What this enables, structurally
The cleanest framing of the Recruitment module value. Most mortgage brokerages do not have a systematic hiring pipeline. They have a list of names in a spreadsheet and a slow email chain with each candidate. The Recruitment module gives them the same automation surface their LOs use to nurture borrowers, applied to hiring. The compounding effect over a year is significant if the brokerage is actively scaling headcount.
Who should turn this on
Two profiles where the module makes sense:
Brokerages actively hiring (more than 1 MLO per quarter). The automation pays for itself in time saved on follow-up.
Brokerages with regional recruiters or referral networks. The co-branded campaign mechanic earns its place.
If you hire one MLO every two years, you do not need this module. If you are growing, you do.
One feature most brokerages miss
The Recruitment module supports the same SMS and voicemail campaign step methods the rest of the platform supports. A pre-recorded voicemail from the branch manager dropping to ten candidates on a Tuesday morning is a much stronger touch than a generic recruitment email. Most brokerages do not think to use voicemail drops for candidates. The ones that do see materially higher response rates because the candidate experience feels personal even though the mechanism is automated.
See the Recruitment module live
The clearest way to evaluate it is to see the form-to-campaign-to-tracker flow on a sample candidate. Request a demo and ask the team to walk through the Recruitment side of the platform, not just the borrower side.
