Let’s Roast.
It’s labeled “Loan Consultant.” It pays just above minimum wage. And yet… this might be one of the most respectful job postings we’ve seen. If you’re a job seeker (or someone writing job ads) this episode challenges what “entry-level” should actually look like.
Follow along with the full job ad here :
The Bigger Picture
How do you design entry-level roles that are honest about compensation while still signalling respect, growth, and structure? When transparency is high but pay is modest, what makes the difference between opportunity and exploitation?
At a Glance: The Job Profile
Job Title: Loan Consultant
Report-to Title: Unknown
Company Size: 1,001 - 5,000
Industry: Financial Services
What do they do?: Consumer lending (residential and commercial mortgages, consumer deposits and GICs, credit cards and rewards programs, retail financing and automobile financing, personal loans and digital lending).
Head Office Location: Toronto, ON, Canada
Job Location: St. John’s, NL, Canada
Geographical Operating Area: National (Canada)
Job Type: Permanent, Full-Time (Onsite)
For the Job Seekers
Did you come across a job ad like this? These questions might help you shed some light on what working there is really like:
Is this truly a sales role, and how aggressive are the targets?
What does the bonus structure realistically add to base pay each month?
Who will I report to, and what does that support structure look like?
What is the pathway beyond Loan Consultant… branch manager, regional sales, credit analyst?
How are overdue accounts handled, and how does that affect customer relationships?
For the Job-Seeker Seekers
Are you writing a job ad for a similar role? Consider these hidden issues that might impact the success of your recruitment campaign:
Ambiguous Reporting Structure. Outcome: Candidates feel uncertain about support and oversight. Fix: Clearly name the reporting line and team structure.
Light Bonus Transparency. Outcome: Top performers hesitate; serious candidates may self-select out. Fix: Provide sample earnings scenarios (average, high performer, etc.).
Limited Career Path Visibility. Outcome: Role feels transactional rather than developmental. Fix: Add 2–3 example internal career trajectories with timelines.
Copy-Paste Benefits Messaging (ex: Toronto perks in Newfoundland). Outcome: Signals lack of localization and attention to detail. Fix: Tailor benefits language to the specific geography.
The Verdict
Jennifer Houle: 7 / 10
It’s not very complicated. It’s not very complex. They gave a lot of information. They’ve posted all the information that they can. It was… uncomplicated, and that’s a strength for it.
Paul Austin-Menear: 8 / 10
Clear. Concise. To the point. A couple of points deducted for lack of attention to detail, but this was a decent job ad overall. Probably a terrible choice for the show, all things considered. Not much to roast here.
Roast the Post is a passion project of Jen Houle and Paul Austin-Menear. The show helps job-seekers and employers get dud job ads out of their lives. We use contributions made on Buy Me a Coffee to help pay for our production costs, and donate anything raised beyond our costs to charity.
