Nathan Nicholson - EVP National Growth - Success Mortgage

Nathan Nicholson - EVP National Growth - Success Mortgage My unwavering focus lies in fostering robust connections and delivering exceptional outcomes.

EVP at Success Mortgage Partners🥇
Hiring Mortgage All-Stars 🚀 Let's Talk! ☎️
NMLS 1082751

In the realm of business development, relationship management, strategic growth, recruiting and team expansion within the sales and mortgage industries, I am ded

icated to propelling growth and market share. With a wealth of experience in these domains, I specialize in sourcing new business, managing long term relationships and nurturing top-tier mortgage professionals to elevate your organization's performance. Through tireless efforts, I consistently pinpoint opportunities and recruit outstanding talent to drive revenue surge and broaden market presence. My leadership ethos, characterized by a dynamic and visionary approach, consistently achieves excellence through growth, adaptation, and tangible achievements. Backed by an NMLS license and a rich background as a former leading loan officer and manager, coupled with experience as a real estate investor, I bring a distinctive perspective and skill set to the mortgage landscape. A fervent advocate of Positive Mental Attitude (PMA), I infuse enthusiasm into every facet of my work, be it coaching sales teams or forging strong alliances with clients and industry peers. At the core of my leadership philosophy are collaboration, communication, and empowerment. I believe in delineating clear objectives, offering the requisite support and resources for success, and nurturing a culture of perpetual enhancement. Whether in the realm of individual loan officers or overseeing expansive sales teams, my commitment lies in empowering colleagues to realize their utmost potential and deliver unparalleled outcomes. If you aspire to join a high-caliber team and elevate your professional trajectory, I invite you to connect with me for unparalleled opportunities!

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Mortgage Industry - Career Growth - Leadership Excellence - Hiring - Recruiting - Talent Acquisition - Mortgage Jobs - Mortgage Recruitment - Loan Officer Jobs - Mortgage Professionals- Join Our Team - Recruiter - Sales - Sales Recruiter - Loan Officer Recruiter - Banking - Talent Sourcing - Executive Search - Talent Staffing - HR Professional - Social Media - Marketing - Human Resources - Business Development - Regional Director - Recruitment

09/09/2026

I had a conversation with a loan officer recently who said something that really bothered me.

"I feel like my company only knows my production number."

That's it.

Not their goals.

Not their challenges.

Not what they're trying to accomplish.

Just their number.

We have to remember that production is the result.

There's a person behind it.

A person who has good months and bad months.

A person who has families depending on them.

A person who may be dealing with things nobody at work knows about.

I'm not saying accountability doesn't matter.

It absolutely does.

But if the only time we talk to someone is when their numbers aren't where we want them...

We're missing the bigger picture.

People want to be held accountable.

But they also want to know someone cares about them.

You can do both.

Actually...

I think great leaders have to.

09/08/2026

A branch manager told me something recently that I thought was incredibly honest.

He said...

"I spend so much time solving everyone else's problems that I don't have time to work on my own."

I think a lot of managers can relate to that.

Your loan officers need help.

Corporate needs answers.

Clients need attention.

Deals need to close.

People need coaching.

And somewhere in the middle of all of that...

You're supposed to grow the branch.

That's a difficult job.

Sometimes leadership means knowing when to stop putting out fires and start building a better system.

If the same problem keeps happening...

Maybe the problem isn't the person.

Maybe the process needs to change.

Good leaders don't just solve problems.

They try to prevent the same problems from happening again.

That's how you create sustainable growth.

09/03/2026

Here's a recruiting lesson I've learned the hard way.

The person who says "I'm happy where I am" isn't necessarily saying "never call me again."

They're telling you something.

They're telling you they're comfortable.

Maybe they're genuinely happy.

Maybe they're curious but cautious.

Maybe they've been burned before.

Maybe they simply don't want another recruiter giving them a sales pitch.

So I don't push.

I listen.

I ask questions.

I stay connected.

Because careers change.

Companies change.

Markets change.

What wasn't relevant six months ago may become very relevant six months from now.

The best recruiting relationships aren't built when someone is ready to move.

They're built long before they are.

No pressure.

No tricks.

Just a real conversation between two people.

That's the kind of recruiting I believe in.

09/02/2026

I had a conversation with a loan officer recently that reminded me how quickly frustration can build.

It wasn't one big problem.

It was a bunch of little ones.

A system that didn't work the way they expected.

A question that took too long to get answered.

A deal that needed attention.

A referral partner that was getting frustrated.

None of those things individually were enough to make someone leave.
But together...

They became exhausting.

That's something I think companies sometimes miss.

People don't always leave because of one major issue.

Sometimes they leave because nobody ever helped fix the small ones.

That's why I believe listening matters.

If someone tells you they're frustrated...

Don't immediately defend the company.

Listen.

Ask questions.

Find out what's really happening.

Then see if you can solve it.

Sometimes the solution is bigger than a single problem.

Sometimes it's simply showing someone that you care enough to help.

09/01/2026

I've been in this business long enough to know that people remember how you made them feel.

They remember the manager who answered the phone.

The leader who gave them a chance.

The person who checked on them after a difficult closing.

The teammate who stayed late to help.

The recruiter who didn't pressure them.

The company that stood behind them when things got difficult.

They may not remember every conversation.

They may not remember every meeting.

But they'll remember who showed up.

That's why I believe relationships will always matter in this business.

Technology will continue to change.

AI will change how we work.

Markets will change.

Compensation plans will change.

Companies will change.

But people will still want to work with people they trust.

That's not going away.

And honestly...

I hope it never does.

08/27/2026

I've always believed that the best recruiting conversations happen when nobody is trying to recruit anyone.

Just a conversation.

Where are you today?

Where do you want to be?

What's working?

What's frustrating you?

What would you change if you could?

Sometimes those conversations lead to an opportunity.

Sometimes they don't.

And that's okay.

I've had conversations with people who weren't ready to make a move.

I've had conversations with people who decided to stay where they were.

I've also had conversations that eventually led to someone joining our team and becoming incredibly successful.

The common denominator wasn't a sales pitch.

It was trust.

Build the relationship first.

Everything else has a better chance of working when you do.

08/26/2026

I don't think the mortgage industry has a people problem.

I think sometimes we have a listening problem.

We spend a lot of time telling loan officers what they need.

More leads.

Better technology.

Better compensation.

More marketing.

More training.

But how often do we simply ask...

"What do you actually need?"

I've had some of my best conversations with loan officers after asking that question.

Sometimes the answer surprises you.

Sometimes it's technology.

Sometimes it's support.

Sometimes it's leadership.

And sometimes...

They just want someone to listen.

You can't solve a problem you don't understand.

And you can't understand a problem if you're doing all the talking.

That's a lesson I'm constantly reminding myself of.

Listen first.

Solve second.

08/25/2026

Here's something I think our industry needs more of...

Empathy.

Not excuses.

Not lowering expectations.

Empathy.

There's a difference.

A loan officer can be struggling with production and still be an incredible person.

A manager can be under pressure and still be doing their best.

A new hire can be struggling to learn a new system and still be the right person for the job.

We don't always know what's happening behind the scenes.

That's why I try to ask one question before jumping to conclusions...

"What's really going on?"

Sometimes the answer changes the entire conversation.

People still need accountability.

They still need goals.

They still need results.

But they also need to know they're dealing with people who actually care about them.

I don't think empathy makes leadership weaker.

I think it makes leadership better.

08/24/2026

One of the best parts of my job is getting to hear the success stories.

Not just the big production numbers.

The personal ones.

"I finally feel supported."

"My confidence is back."

"I actually enjoy coming to work again."

"My team is communicating better."

"My business is growing."

Those are the stories that mean something to me.

Because production is usually the result of something happening underneath it.

Better support.

Better systems.

Better leadership.

Better accountability.

Better culture.

When you give people the right environment and help remove the things holding them back, amazing things can happen.

That's why I don't look at a new hire as a number.

There's a person behind that hire.

A career.

A family.

Goals.

A future.

If we can help make that future better...

That's a win.

08/21/2026

I've watched loan officers go through some incredibly difficult seasons.

A pipeline disappears.

A referral partner stops sending business.

A deal falls apart at the last minute.

Production drops.

And suddenly someone who has been successful for years starts questioning themselves.

I've learned not to judge someone's career by one difficult month.
Mortgage is cyclical.

Markets change.

Life changes.

Business changes.

People change.

What matters is how you respond.

I've seen people have their worst year...

Then come back and have their best year.

Sometimes all they needed was someone who didn't give up on them while they were struggling.

That's something I believe strongly in.

You can hold people accountable without making them feel like they're failing.

You can expect more from someone while still having empathy for what they're going through.

Good leadership requires both.

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