Joel Brody

Ethical Recruitment Leader | Mid to executive-level placement | Helping Qualified Candidates Grow Their Careers by Matching Them with Thriving Companies

Six months. That’s how long a construction firm searched for their next Director of Operations.

Hundreds of resumes. Dozens of interviews. Zero results.

When the CEO finally called me, he was exhausted. The business was growing, but without the right leader in place, he was stuck in the weeds, running operations himself instead of focusing on scaling the company.

Here’s what happened next: I clarified the role, tapped into my hidden network, and within six weeks placed the leader they’d been chasing for half a year. That hire streamlined operations, stabilized the team, and gave the CEO his time back.

This is what I do.
I help mid-market and growth-stage businesses—in construction, real estate, healthcare, and e-commerce—find the executives and senior managers who can turn chaos into clarity and growth into something sustainable.

Not by flooding inboxes with résumés.
Not by recycling candidates who happen to be “looking.”
But through our Right-Fit Recruiting Method™️: deep discovery, targeted headhunting, and cultural alignment that ensures leaders don’t just stick, they scale with you.

Here’s why clients come back:

8 years recruiting across industries that don’t tolerate mistakes

92% retention rate at the 12-month mark for senior hires

A reputation as a trusted advisor to CEOs and founders who are serious about growth

One client put it best:
“Joel didn’t just send resumes, he delivered the leader we’d been searching for. His process saved us months of wasted time and gave us the confidence to scale.”

At the end of the day, I’m not just a recruiter. I’m a headhunter.
I don’t stop until the right leader is in the seat.
I don’t just fill roles, I help companies build futures.

Outside of work, you’ll find me with my family and involved in my community. That same people-first mindset drives everything I do: relationships first, results always.

Looking to make your next senior hire the right one? Let’s talk about how we can find your perfect fit.

Executive Level Recruiter

You want the salary of a C-suite — with the mindset of a coordinator.

You told me:

  “I’m looking for 300K+.”

Then you:

• Complained about having too many meetings
• Said, “I prefer to be told what to prioritize”
• Asked about vacation policy before KPIs

That’s not executive behavior.

That’s entitlement.

You want the title?
Show up like someone who builds the ship — not someone waiting for the deck chair assignment.

Leadership isn’t about compensation.
It’s about capacity.

Stop asking for the top seat if you’re not willing to take the wheel.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Moshe Turned Down the Bigger Offer

We were down to two offers.
Moshe had one from my client, and another from a bigger competitor with more money and perks.

He took the smaller one.

When I asked why, he said:
“I’m not chasing the best package. I’m chasing the place where I can make the biggest impact.”

Within a year, he’d rebuilt the sales structure, opened two new territories, and doubled revenue.

The competitor? Still looking for the right person.

Lesson: Strong leaders choose impact over comfort — and it pays off for everyone.

—

I help companies attract leaders who care about building something that lasts.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

This makes my blood boil.

A candidate reached out this week — frustrated, embarrassed, and honestly, let down.

Here’s what happened:

A recruiter sent her to an interview with:
❌ No job title
❌ No job description
❌ No salary range
❌ No prep call

Just a calendar invite with a time and address.

When she asked about pay, the recruiter told her:
“Just ask for whatever you think is fair.”

That’s not recruiting. That’s negligence.

And it got worse.

The employer didn’t even know who he was meeting.
No context.
No background.
Just awkward silence until the candidate — my candidate — had to sell herself and rebuild trust that the recruiter should’ve built before she walked in.

The result?
She’s so good she turned it around and got the offer anyway.

But let’s be clear:
That doesn’t make the process okay.

It makes the recruiter look lazy.
It makes the company look sloppy.
And it makes candidates lose faith in the entire industry.

Recruiting isn’t:
🚫 Throwing resumes at open chairs
🚫 Sending unprepared people into rooms
🚫 Hoping someone sticks

Recruiting is:
✔ Respecting the candidate’s time
✔ Preparing both sides for success
✔ Protecting the reputation of the client

This industry has enough bad actors.
If you call yourself a recruiter, act like one.

Because when you cut corners, everybody loses.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Inflation Is Real. So Is Accountability.

Yes, inflation is squeezing everyone.
Yes, costs are higher.

But here’s the mistake I see:

Candidates using inflation as a reason to ask for more money —
without showing more value.

Inflation doesn’t make you worth more.
Your impact does.

The market is ruthless about this now.
Companies are asking tougher questions:

• How have you grown revenue?
• How have you lowered costs?
• What proof do you bring that you’ll pay for yourself in the first year?

If you can’t answer that, the number you’re asking for doesn’t matter.

—

I help companies cut through inflated asks and hire people who prove their worth.

This market doesn’t reward excuses.
It rewards execution.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The Market Isn’t “Tough.” It’s Different.

Everyone says hiring is hard.
But I see companies making offers every week.

The difference?
They’re not hiring the same way they did in 2019.

They want people who:
• Automate with AI instead of adding headcount
• Think in terms of leverage, not hours
• Bring fresh, modern skills that outsmart the team they’re joining

The market hasn’t stopped.
It’s just reset.

—

And if you haven’t reset with it, you’ve already fallen behind.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

It’s Not a “Tough Market.” It’s a Reset.

Everyone’s saying how hard the job market is.
It’s not.

It’s just different.

Before Covid:
Salaries matched skills.
Experience mattered.
Hiring was disciplined.

During Covid:
Money flowed.
Demand spiked.
People got jobs (and paychecks) they never would’ve landed otherwise.

Now?
We’re back to discipline.
Back to proof of impact.
Back to “show me what you’ve built, not just what you’ve titled yourself.”

That’s not a bad thing.
It’s a reset.

And the ones who can’t handle it?
They never belonged in those roles to begin with.

—

I recruit for long-term value, not short-term hype.
If you want leaders who outlast the cycles — that’s my lane.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Companies Don’t Pay for Time. They Pay for Value.

Too many candidates still think:
“I’ve been here X years, so I deserve Y salary.”

Wrong.

Companies don’t buy years.
They buy results.

• Can you increase revenue?
• Can you cut costs?
• Can you outthink the competition?
• Can you take pressure off the founder?

That’s the currency that pays.
Not tenure.
Not titles.
Not years served.

In this market, the only question that matters is:

“What’s the measurable value you bring on Day 1?”

—

That’s what I help founders identify.
Not who’s the loudest.
But who makes the biggest difference.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Stop Blaming Burnout on Employees

Too many execs treat burnout like a weakness.
“Maybe they weren’t cut out for the role.”
“Maybe they couldn’t handle the pace.”

That’s cowardice.

The truth:
Employees don’t burn out because they’re soft.
They burn out because leadership is sloppy.

Because bad managers create chaos.
Because priorities change daily.
Because no one has the courage to say no.

🔥 Burnout isn’t an employee failing.
It’s an executive failure.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

One kind moment can change everything.

I’ve seen it happen too many times to ignore.

A burned-out employee on the edge of quitting.
A high performer who finally cracks under pressure.
A candidate who just needs one person to believe in them again.

And then someone — a real leader — steps in.
Not with numbers. Not with a speech.
But with something simple like:
“Take the time you need.”
or
“I see you. I believe in you.”

That’s what people remember.

Not the quarterly targets.
Not the performance reviews.
But how you made them feel when things were hard.

Because leadership isn’t measured in metrics — it’s measured in moments.

Here’s what real leadership looks like in practice:

1️⃣ See the person, not just the position.
They’re more than their job title.

2️⃣ Check in before you check performance.
It costs nothing and builds loyalty that lasts.

3️⃣ Allow space for off days.
Even the best people need to breathe.

4️⃣ Call out potential when you see it.
Confidence grows where belief is spoken.

5️⃣ Show your scars, not just your success.
Authenticity builds trust faster than perfection ever will.

6️⃣ Be the calm in the chaos.
Your tone sets the temperature of the room.

7️⃣ Celebrate effort, not just results.
Progress is still progress, even when it’s messy.

Not everyone will match your kindness.
Some won’t notice it. Some may even take advantage of it.

Do it anyway.

Because kindness in leadership isn’t weakness — it’s courage.
It’s the decision to show up human, even when the world rewards hardness.

Be the leader they remember for how you made them feel, not for what you achieved.
Because at the end of the day, your real legacy isn’t in your title — it’s in your impact.

🔥 Question for you:
Who’s one leader whose kindness changed your path?

Post inspired by Cristina Grancea
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout Isn’t About Workload

Most companies blame burnout on hours.
“Too much work. Not enough balance.”

Wrong.

People don’t burn out from workload.
They burn out from leadership.

From bosses who:
• Micromanage every move
• Demand loyalty but never give trust
• Preach “culture” while ignoring behavior

You can work 60 hours a week and feel energized if you’re trusted, respected, and growing.
But 30 hours under a bad leader will destroy you.

🔥 Burnout isn’t about balance.
It’s about broken leadership.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The $250K Struggle No One Talks About

I spoke to a VP making $250K.

And he’s broke.

Not because of the market.
Because of choices.
Private schools.
Luxury cars.
A mortgage too big for his income.

Now he wants $350K+ — not because he’s worth it.
Because he can’t cover his lifestyle.

Here’s the reality:
Companies don’t pay for your lifestyle.
They pay for your value.

But here’s the controversy:
If a candidate is talented enough, should companies care about their personal situation?

Be honest — would you ever pay above market because you “felt bad” about someone’s life situation?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
 If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout Is a Leadership Failure

I’ve never seen a team burn out because they cared too much.

I’ve seen teams burn out because their leader:
• Changed direction every week
• Set impossible deadlines just to impress their boss
• Took credit for wins and blamed others for losses

That’s not “fast-paced.”
That’s reckless leadership.

🔥 Burnout isn’t a worker problem.
It’s a management problem.

And if your people are dropping like flies?
Don’t blame resilience.
Look in the mirror.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

I Rejected the “Perfect” Candidate.

💥 I rejected a rockstar candidate last month.

Flawless resume.
Big logos.
Strong references.
The client was ready to sign.

Then he showed up late to the final round.
Dismissed concerns.
Acted like results made him untouchable.

I shut it down.

Here’s the uncomfortable truth:
Most bad hires don’t fail on skill.
They fail on ego.

And recruiters who push them through anyway?
They’re just order-takers.

Question is — would you hire someone toxic if they could deliver numbers? Or is one wrong personality enough to kill the deal?

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
 If you want to see more
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Mentors Can Be Wrong

I’ve seen mentors hold people back more than bad bosses.

“Don’t take that risk.”
“You’re not ready.”
“Stay where it’s safe.”

Translation?
Stay small.

And too many careers have died playing it safe.

Yes, mentors bring wisdom.
But they also project fear.
And fear disguised as advice will kill your growth faster than failure ever will.

🔥 Listen. Learn. Respect.
But don’t confuse caution with truth.

Sometimes the riskiest move is the one you don’t take.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The biggest misconception in business?
That if you care about purpose, you shouldn’t care about money.

I used to believe that too.

That profit diluted meaning.
That caring about income somehow made you “less authentic.”

But here’s what I’ve learned after years of building and hiring leaders:

Money isn’t the goal — it’s the fuel.

You can’t create impact from an empty tank.
You can’t lead others when you’re constantly running on fumes.
And you can’t build a business that lasts without financial strength behind it.

The goal isn’t money for money’s sake.
The goal is freedom.

Freedom to:
→ Build something meaningful
→ Serve others without burning out
→ Provide stability for your family and your team

Somewhere along the way, people started treating profit like a dirty word.
But real leaders know this:
💡 Profit funds purpose.
💡 Stability fuels generosity.
💡 Freedom makes impact sustainable.

Because if money alone was the answer, every high earner would be fulfilled.
But they’re not.
Because purpose gives money direction.
And money gives purpose legs.

You need both.

At the end of the day, money isn’t proof of worth.
It’s a tool — one that lets you serve, build, and lead without limits.

🔥 So here’s the question:
Are you chasing income, or building freedom?

Post Inspired by Cristina Grancea
—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

The Market Has Changed. Candidates Need to Catch Up.

For years, people coasted.
Salaries went up.
Opportunities fell into laps.
Recruiters chased them.

That world is gone.

Today, companies aren’t hiring for potential.
They’re hiring for proven results.
For people with direct, related experience who can add value immediately.

This isn’t unfair.
It’s reality.

Founders can’t afford 6-month learning curves.
They need leaders who can step in, own the role, and outperform the team around them.

That’s the reset.
Not fewer jobs.
Not impossible standards.
Just higher expectations.

—

I help companies find those leaders.
The ones who don’t just fill the seat — they raise the bar for everyone else.

𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Fire the Rockstar?

Every leader faces this dilemma:
What do you do with a toxic top performer?

They hit targets.
They close deals.
They deliver results no one else can.

But they also:
Destroy culture.
Drive good people away.
Make the room colder every time they walk in.

Here’s the truth:
One “rockstar” can cost you ten quiet performers who make the team actually work.

🔥 Numbers aren’t worth it if trust is broken.

So here’s the real question:
Do you fire the superstar to protect culture?
Or let culture die slowly in exchange for results?

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Burnout = Betrayal

People don’t burn out because of hard work.
They burn out because of broken promises.

• The raise that never came
• The promotion “next year” that vanished
• The leader who said “we’ve got your back” — then disappeared when it mattered

That’s not stress.
That’s betrayal.

🔥 Burnout is what happens when trust dies.

And the sad part?
Leaders blame “the market.”
When in reality, it was their own dishonesty.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
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𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Companies Don’t Pay for Lifestyles

Too many candidates confuse value with bills.

“I need a raise — my mortgage went up.”
“My kids’ tuition is crushing me.”
“Groceries are more expensive.”

Here’s the truth:
Companies don’t pay for lifestyles.
They pay for impact.

Raise requests based on expenses fall flat.
Raises based on measurable results get approved.

If you want more money?
Bring more value.
Cut costs.
Drive growth.
Outsmart the competition.

Because the market doesn’t care about your budget.
It cares about your output.

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

Ever hire a star… only to watch them check out within months?

Great interview. Smooth onboarding.
❌ Then gone.

Not because the hire was weak.
But because the environment was.

People don’t quit jobs.
They quit cultures that:
➟ Glorify burnout as “growth”
➟ Preach values but ignore integrity
➟ Demand loyalty at the expense of health

The fix isn’t pizza Fridays or gym stipends.
It’s leadership.

Leaders who…

❌ Don’t confuse obedience with trust
✅ Do create space for honest pushback

❌ Don’t reward sacrifice as proof of loyalty
✅ Do respect boundaries and model balance

❌ Don’t pretend to have every answer
✅ Do ask questions that open the room

Perks don’t keep talent.
Trust and culture do.

🔥 So before you blame “talent shortages,” ask yourself:
What is it about your leadership that makes people disengage?

—
𝐃𝐨 𝐲𝐨𝐮 𝐥𝐢𝐤𝐞 𝐭𝐡𝐢𝐬 𝐩𝐨𝐬𝐭?
If you want to see more
𝐂𝐥𝐢𝐜𝐤 𝐭𝐡𝐞 🔔 𝐨𝐧 𝐦𝐲 𝐩𝐫𝐨𝐟𝐢𝐥𝐞!
𝐂𝐨𝐧𝐧𝐞𝐜𝐭

FM Home Loans, LLC 

Branch Manager

Loan Officer

FM Capital

Loan Officer at FM Capital and FM Home Loans

As an experienced Loan Officer with a family background in the industry spanning over 35 years, I bring a wealth of knowledge and expertise to my role at FM Home Loans. Specializing in residential, commercial, and hard money loans, I am dedicated to helping clients achieve their financial goals by providing personalized and professional service.

With a strong work ethic and a commitment to delivering exceptional results, I take pride in building long-lasting relationships with my clients and ensuring that their needs are met throughout every step of the loan process. Whether you are a first-time homebuyer or a seasoned investor, I am here to guide you through the complexities of the mortgage industry and help you make informed decisions that align with your financial objectives.

If you are looking for a reliable and trustworthy mortgage lender who puts your needs first, please don't hesitate to get in touch. I would be honored to assist you with your financing needs and help you achieve your dreams of homeownership or real estate investment success.

NMLS 1886122

FM Home Loans – 2329 Nostrand Ave, 3rd Floor, Brooklyn, NY | 718-377-7900 | Licensed Mortgage Banker
NJ - Licensed Residential Mortgage Lender, New Jersey Department of Banking and Insurance | NY-
Licensed Mortgage Banker, NYS Department of Financial Services | Rates are Subject to change and may
not be available at the time of the commitment. All loans subjected to approved credit and income
requirements | NMLS ID # 2212

Yechiel Zeilingold

A new client was referred to me.
I call him and he doesn’t answer.
He text me “hey, I’m looking to buy a house. Can you please let me know how much a loan will cost?”

I said sure- let me know when you have a few minutes to speak so we can figure out what you’re looking for.

He responds. “I’d rather do it over text.”

Here’s the thing- two minute phone call will give me everything I need.

Texting:

Will this be a primary,secondary or investment?
How much do you have for a down payment?
What credit score do you have? 
What income do you have? 
How long are you planning on holding this property?
Do you have a cosigner?
When are you looking to buy?

This is just a start and I would probably have 50 other questions following…..

I like email and communicate over text/whatsapp all the time but at the end of the day an old-fashioned call is still the best way to understand someone quickly and without confusion.

Do you agree?

1-4 Unit Financing expert | From the Construction loan to Refinance | First time homebuyer program | Excellent Rates Unmatched Service | Loan Officer at FM Home Loans & FM Capital NMLS ID 1886122

About a year ago, someone called me for a mortgage- he told me what rate he was getting from a Broker, who was his friend- but he thought he could do better.

I told him off the bat switching is not a good idea, he was already in the middle of the process and I think relationships are worth more than a few basis points (not that you shouldn’t shop around, but dropping a friend after they worked on a transaction is a little different)

We were about a quarter percent cheaper, and I told him to go back to his friend and ask him if he could do any better. His friend was able to get halfway here and he was satisfied with that.

Since then this guy has sent me three strong referrals.

If I would’ve pushed for the deal, caused a fight, I doubt I would’ve gotten any referrals from him after.

What do you think?

Congratulations to this first time homebuyer.
He got the house, and a 15k grant to help with the down payment!

It was a pleasure working with Zev Wertzberger on this transaction.

Thank you so much to Ibis Espinal for handling this complex transaction smoothly.

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I recently quoted rates for a client.
Our rates were great and decided to lock. 2 hours later he sends me a text with a picture 
of someone’s WhatsApp status.

It was a broker advertising he had just closed a similar deal to ours and his rate.

Borrower says “ Why couldn’t we get this rate?”

Instead of getting defensive and saying something like-  “why don’t you get better credit like his client probably has”

I said let me check. Repriced exactly as this guy has it structured (he charged a lot more points upfront) switched from a cashout refinance to a purchase.

And voila, we were essentially the same rate. 

But even if we weren’t, and there was no good answer.

I’d explain that too. Transparency is the most important thing.

Sometimes your pitch is good, you’re doing all the right things. But if you’re trying to get a closing to happen and the guy you’re texting closed 3 weeks ago….

Anyway, that’s how sales is.

Good products sell themselves.
The job is just to find people that need them.

If someone’s not interested, it’s just the “wrong number”, don’t take it personally.

Just move onto the next.

Agree?

graphical user interface, text, application, chat or text message

I called the listing agent when this first time homeowner made a bid “If Yaakov Tannenbaum is representing the buyer I know we won’t have any issues” is what she told me.

The realtor also relayed that to the seller who  then accepted the offer- and this owner got a great deal.

Thanks to Leora Kaufman for leading this transaction with excellence.

Pleasure working with a seasoned investor on a cashout refinance of a cashflowing 3 unit property.

Dscr loan. 
Excellent rate.
Quick process.

Thank you to Leora Kaufman for running this transaction.

A client was referred to me, who is under contract on a condo in Florida.
While we were talking, they said they have a few rental properties in New Jersey, which we can’t take out loans on and equity is just sitting there.

I replied “ have you ever heard of a DSCR mortgage?

They said they’d tried it, but one of the owners of the LLC owning this property has bad credit- the lender denied their loan.

At FM- we only check one owners credit, and we only require one guarantor for the loan.

What started out as a primary purchase ended up being a primary purchase +3 investment refinances.

If you’re in sales- It never hurt to ask “What other properties are you involved with (or insert any other field you’re in)

Ps- We allow gift funds, go up to 80 LTV with interest only, and our rates are second to none.

Yesterday a client I closed a loan with about six months ago, calls me.
“ I want to refinance in the next few months, and I am restructuring business.
Can you please let me know which option is best to be able to get the mortgage”

I told him let’s go through the numbers together- on a very aggressive estimate (if rates keep falling) your monthly payment would go down a thousand dollars monthly.

Now, if you’re able to run your company in a way where you’re “showing” very little income and let’s say you can’t get a mortgage. How much would you save?

He makes a quick calculation and says probably 30-40k annually (in taxes).

I responded “I think you have your answer.”

What he doesn’t know is we’ll make it work either way- because that’s what we do.

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Yechiel Zeilingold

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The Battle

Joel Brody

Yechiel Zeilingold

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Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Joel Brody's LinkedIn Performance

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