Building a team of loan officers — what's your comp structure?

Sophia, I've tried all three models. Here's what I've learned: Straight commission (50-60% split): works for experienced LOs who can self-generate. Fails for newer LOs who need time to build a pipeline. Salary + bonus: works for newer LOs but expensive if they don't produce. I've had 2 salary LOs who were comfortable collecting a check without closing deals. Hybrid (small base + commission): this is what I use now. $3-4k/month base + 40-50% of commission. Enough to keep them focused, not enough to be comfortable without producing. The most important thing: define production minimums upfront. If they don't hit $2M/month by month 4, the relationship ends.

Stephanie — the hybrid model with production minimums makes a lot of sense. I was leaning toward straight commission but I can see how that fails for newer people. Thank you!

Production minimums. Non-negotiable. Set them low enough to be achievable but high enough to matter.