Any issue that comes up is at worst the processors fault, but regardless is always your responsibility to resolve no matter who is supposed to be responsible for the client at that point in time. Different departments are basically never on the same page. Changes in procedure will be inconsistently communicated - don't be surprised if the first time you hear about a change is when you're being reprimanded for not being aware of it.
The first month or so will seem stressful but positive and then you will quickly be expected to just know things without receiving any additional training. in hindsight this should of been a big red flag since the interview doesn't tell you anything about what actually working at the company is like. The initial interview email asks you to review the interview process. The owner and VP are both charismatic individuals who will take you through the interview process and make you feel very confident in starting with them. This company is functionally the definition of the term "honeymoon period". sick days are awarded immediately and vacation days are accrued, about 8hrs every month - more. In terms of benefits, you have fairly limited holidays, about 7 a year with around 5 sick days and another 10 vacation days. Depending on the status of the market the company will quickly respond and make layoffs as they deem fit, regardless of time spent with the company.
Most of these employees left and found similar positions with better benefits. I personally saw multiple coworkers who continuously exceeded expected output denied raises or other accommodations when requested from admin. That being said, being a top performer does not make you an asset, it means they just expect more from you regularly. Only top performers or employees who have been there longer are given more loans to work on. Loans are assigned by admin, so your workload will very depending on the market. The leads will help and provide support to individual employees but if anything requires escalation to admin the odds of anything changing become very slim. Only support I can wholeheartedly endorse is from the Team Leads who directly supervise the loan officers and processors. Processors get most of the responsibility when dealing with problematic customers. Management has weekly meetings to discuss problems or patterns that come up with each department however most of the meetings are spent either passing blame or brushing off concerns. As a processor you are expected to do most of the customer management for all your assigned loans, loan officers will speak to customers maybe once before being passed to you.
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