Stonegate Mortgage Interview Questions
& Process

I had positive interviews for two other positions, but one was a mismatch and the other got put on hold due to budget. Then, I had another great interview for this role and was told the job was mine. However, days turned into weeks with no offer or background check info. I kept emailing the recruiter, getting positive feedback and promises of follow-up, but nothing happened. It seems like the company was recently acquired, causing a reorganization, which might be the reason for the delay, even though I was told it wasn't. If that was the issue, they should have been upfront instead of leaving me hanging and making me pass up other job opportunities. It's ironic that my best interview experiences turned out to be the worst.

My interview process at Stonegate was pretty standard. It involved 3 phone interviews. First, the HR Recruiter did a pre-screen to give me a feel for the company and the team. Then, the hiring manager conducted a second interview that was really detailed and interactive. The third interview was with two managers, and they asked direct questions. One of the managers used an unusual 'attacking' style I hadn't seen before. After that, I expected to hear from the HR recruiter about the next steps or if I wasn't selected. I tried reaching out to the recruiter several times by email and phone, but got no response. It's been 4.5 weeks since the third interview, and I still haven't heard back or gotten a reply. I know recruiters are busy, but I think it's unprofessional not to get a response after three interviews.

The interview process started with a joint interview with three members of upper management. Following that, I had a separate interview with the underwriting manager. Notably, these managers traveled from Indianapolis to my office for the interviews, as Stonegate was in the process of acquiring my company. The training on their loan origination system (LOS) was poorly organized and lacked adequate materials and tools. After a brief demonstration on 3-4 loans, the trainer returned to Indiana, leaving us to rely on assigned 'buddies' for assistance. My assigned buddy was often unresponsive, and by the time I received help, I had usually already resolved the issue myself. The training provided isn't conducive to employee development or improving efficiency and productivity. The workload, coupled with unrealistic new loan production expectations, is overwhelming, and management seems indifferent.

I had an initial face-to-face interview with a staffing agency. After I was offered the full-time job, I then met with two managers. There's also a 90-day review period. The process is a bit clunky with lots of online data entry, even though they already have the info. But it was pretty easy overall.