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Build Your Own Recruiting Engine — No Headhunters Required
The MVP All-Star Game Plan helps mortgage leaders grow their loan-officer teams by creating a recruiting system inside their own company — guided by MVP Executives every step of the way. Stop paying per-hire fees to external recruiters. Stop outsourcing your most critical growth function. Instead, build structure, process, and support that scale with your business.
This isn't a training course you complete and forget. It's a done-with-you implementation system that transforms how you attract, engage, and hire top loan officers. You'll own the process, control the culture fit, and develop recruiting capability that compounds over time. The result? Predictable hiring outcomes without the recurring costs of traditional headhunters.
What the Program Encompasses
Every version of the All-Star Game Plan includes the same foundational system designed to give you complete recruiting independence. This is a done-with-you recruiting system — not a passive class or generic training program.
You'll work directly with Paul Ganem and the MVP Executives team to build, launch, and refine your in-house recruiting operation. Everything is customized to your market, your company culture, and your growth goals.
Full CRM Setup and Automation
Your recruiting pipeline configured with proven workflows, automated follow-ups, and tracking systems that ensure no candidate falls through the cracks.
Market-Specific Recruiting Data
Targeted contact lists of qualified loan officers in your geographic footprint, giving you immediate access to the right candidates.
Proven Message Templates
Battle-tested scripts, email sequences, and objection-handling frameworks that have generated millions in recruiting results across the mortgage industry.
Weekly Working Sessions
Live strategy calls where you review activity, troubleshoot challenges, refine messaging, and plan your next moves with expert guidance.
Guided Implementation and Accountability
Structured milestones, progress tracking, and consistent support that keeps you moving forward even when internal priorities compete for attention.
Why It Works
Building an in-house recruiting capability isn't just about saving money — though you'll save plenty. It's about creating sustainable competitive advantage through ownership, alignment, and compounding expertise. When you control recruiting, you control your company's growth trajectory.
Eliminate Per-Hire Fees
Build a recruiting model that saves $20,000+ per hire. With traditional headhunter fees at 20-25% of first-year compensation, every hire you make in-house adds directly to your bottom line. Scale that across multiple hires per year and the ROI becomes undeniable.
Stay in Control
Keep recruiting aligned with your company culture and goals. You decide who fits, when to hire, and how to position your opportunity. No more competing with external recruiters who present your company alongside your competitors. Your story, your timeline, your standards.
Build Long-Term Capability
Develop recruiting muscle that keeps producing long after the program ends. The systems, skills, and processes you build become permanent assets. Your team learns to recruit consistently, making hiring a function you execute rather than a crisis you manage.
How It's Structured
The program runs for 16 weeks and blends live guidance with CRM-driven execution. Each week combines strategic planning, activity review, and hands-on implementation inside your specific market footprint. You're never left wondering what to do next or how to handle a recruiting challenge.
This timeline is designed to take you from setup through consistent recruiting activity, giving you enough time to test messaging, refine your approach, and see real hiring results before the program concludes.
01
Setup Phase (Weeks 1-3)
CRM configuration, contact data integration, and initial messaging framework development. You'll establish the technical foundation and clarify your recruiting value proposition.
02
Outreach Launch (Weeks 4-8)
Begin systematic candidate outreach with guided support. Test messaging, handle initial objections, and start building your recruiting pipeline with active candidates.
03
Refinement Phase (Weeks 9-12)
Analyze results, optimize messaging, and improve conversion rates. This is where you move from activity to effectiveness, learning what resonates in your market.
04
Growth & Scale (Weeks 13-16)
Increase recruiting velocity, close candidates, and prepare for independent execution. By this phase, recruiting becomes a repeatable process you own completely.
Choose Your Plan
Every plan includes the core All-Star Game Plan system — CRM setup, recruiting data, proven templates, and weekly working sessions with Paul Ganem. The difference is in the level of hands-on support and collaborative execution that fits your team's capacity and growth timeline.
Plan Summaries
Each plan is designed for different organizational needs and internal capacity. Whether you're a hands-on manager ready to execute independently, a regional leader building recruiting infrastructure, or an executive who needs collaborative support to maintain daily momentum, there's a path that fits your situation.
🟩 Core Plan
Focus on foundational structure and consistency.
Perfect for independent managers who have time to execute recruiting activities themselves and want an affordable, structured system. You'll get all the essential tools, templates, and guidance needed to build your recruiting engine with one weekly working session to keep you on track.
This plan works best when you can dedicate 3-5 hours per week to recruiting outreach and follow-up. You own the execution, we provide the structure and accountability.
🟨 Pro Plan
Focus on strategy, messaging, and scalable execution.
Ideal for regional leaders or small-company owners who are building their recruiting department from scratch and need more frequent strategic guidance. With twice-weekly working sessions, you'll accelerate implementation, refine messaging faster, and build more sophisticated recruiting capabilities.
This plan suits leaders who want to develop recruiting as a core competency and have multiple stakeholders involved in the hiring process. The additional session time ensures everyone stays aligned and momentum never stalls.
🟥 All-Star Team Plan
Includes a dedicated dialer and collaborative support to keep recruiting activity moving every day.
Designed for leaders who need hands-on support to accelerate results and maintain daily recruiting momentum. Your dedicated dialer handles consistent outreach while working closely with you and Paul Ganem in collaborative sessions. This plan removes execution barriers entirely, ideal when internal bandwidth is limited but growth goals are aggressive.
Often chosen by the same types of managers and leaders as Pro or Core, but who recognize that adding a dedicated dialer will multiply results while they focus on closing conversations and making hiring decisions.
Own Your Recruiting Future
The MVP All-Star Game Plan gives you the structure, tools, and guided implementation to build an in-house recruiting engine that lasts. You'll stop paying per-hire fees, start controlling your growth timeline, and develop recruiting capability that compounds with every hire.
This is how mortgage companies build sustainable competitive advantage. Not through temporary recruiting sprints or expensive headhunter relationships, but through owned systems that produce predictable results year after year.

Build once. Use repeatedly. Save continuously.
Whether you choose Core, Pro, or All-Star Team, you're investing in permanent capability. The recruiting system you build in these 16 weeks becomes a strategic asset that drives growth long after the program concludes. Your team will know how to attract top talent, your CRM will run recruiting workflows automatically, and you'll have the confidence to scale hiring whenever your business demands it.