Joining us as a mortgage or protection adviser
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What we'll cover
A bit about us
What we offer
Why Quilter Financial Planning?
Our mortgage proposition
Proposition
Services
Support
Recruitment services
Tools
Our lenders
Key providers
Protection panel
Protection solutions
Our product features
Our services and support
Toolkits and guidance
Marketing your business
Supporting you
Developing your business
Mortgage and protection events
Mortgage and protection support team
Technology platforms
Developing a wealth business
Testomonials
Quilter is a leading provider of financial advice, investments and wealth management. We have a market-leading mortgage and protection proposition which supports our advisers and their clients as their financial requirements evolve throughout their lives.
We offer support from like-minded individuals who specialise in mortgages and protection. Each are experts in their field whose sole objective is to help you achieve your goals. As well as support, we have also developed toolkits, advice guidance and a great suite of collateral to support you with your mortgage business.
Actions you and your colleague will need to take
> Remind your team member to log their request for parental leave into Workday. > Confirm when, how and who they are happy for you to inform colleagues of their news. > Have regular check-ins to understand how they are feeling and if they need any additional support (if applicable) managing their workload. > Health & Safety will be notified of a pregnancy through Workday, however if they are experiencing any issues with their workstation prior to being contacted advise them to contact the Health & Safety Team on QCORPHealthSafety@quilter.com > Colleagues are entitled to time off for antenatal, adoption and IVF appointments, ask the employee to keep you informed of when these are and to also log them into Workday.
Helping your team member prepare for leave
> Review and familiarise yourself with the HR Parental Leave Policy pages on the intranet. > Confirm the dates the employee is intending on taking leave and any annual leave. > Discuss with the employee how they would prefer to keep in touch, how often and through what communication medium. > Understand the employee's work responsibilities and how you will redistribute their work. Consider the timelines in which the employee will go on leave to ensure you have time to conduct a handover and any required training. > Book a performance review.
What happens during leave
> Keeping in Touch (“KIT”)/(“SPLIT”) days – are a helpful way for colleages to keep connected with the team. > Continue to informally catch up with your team member to ensure they continue to feel connected to the business and the team and also remember to notify them of any key business updates and job opportunities within the team. > If your team member changes their mind regarding their return to work date, they must give 8 weeks notice (which you can waive at your discretion). You will also have to update Workday.
Preparations to return
> Speak to your team member and found out if they wish to take up the ‘Phased Return to Work’ option available or apply for flexible working. > Remind them about their accrued holidays and their options. > Discuss with the employee any IT requirements they may need prior to starting back at work (including accessing their systems, resetting their login and any IT equipment). Contact IT at least 4 weeks in advance of the employees return to work. > Discuss the ‘Back to Work Plan’ i.e. what they will be working on when they return, any training requirements etc. > Organise a re-induction plan > Organise a ‘buddy’ to support the employee to integrate back into work. You can also suggest “Find a Mentor” in Workday to connect to a mentor.
Helping your team member settle back into the workplace
> Ensure that the re-induction programme is ready. > Inform them of any new team members and encourage them to set up introduction meetings. > Encourage them to complete their online compliance training. > Organise regular catch ups with your employee to ensure they are fully supported. > Update them with any Quilter, local business and team news, as well as any changes they need to be aware of to their working practices. > Add employee onto any relevant email groups and regular meetings. > Give your team member an opportunity to discuss their career goals and personal development. Also agree new objectives. > Provide a supportive culture to all working parents and try to be as flexible and accommodating to requests of leave as possible.
Quilter Financial Planning has the size, financial strength, and people with the expertise to help your business achieve more.
3,000
Around 3,000 advisers have already chosen Quilter Financial Planning as the place to develop and grow.
*As of 30 June 2024 Source: Quilter plc | Quilter
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You can find out more about us at quilter.com
Whether you are a sole trader, a local firm, or a larger firm with regional bases across the UK, we offer you the choice you need to structure your business as you see fit.
Nic Hopkins, Director, Real Life Advice
FTSE250
£113.8
bn*
Quilter manages over £113.8bn* of assets
London and Johannesburg stock exchange
“We’re allowed to run our business and grow our business the way we want to."
Our mortgage proposition covers the whole of the market, with 95+ lenders offering a wide choice of mortgages in the market.
Our advisers have access to a wide range of exclusive and semi-exclusive deals including; - Whole of market mortgage offering - Leading protection commission and procuration rates - Second charges and commercial - Terms of business for high net worth mortgage lenders - Free and fully integrated mortgage sourcing via XPLAN sourcing - General insurance – LV, Unisure or Paymentshield (sole tie) - Long term care service - Equity release proposition
Available to all our advisers, we provide a wide range of tools for you to use including: - Quilter Financial Planning mortgage criteria tool - Knowledge bank and eligibility tool - What are the chances tool (WATC) - exclusive to Quilter Financial Planning - Non-standard GI options
Free recruitment service
Our role is to help your business to develop and grow with our free recruitment service. If you’re looking to recruit advisers into your business we can help. We’ll do the work to make sure you get the people you need, whether that’s via our Quilter Academy , from within the network or from the wider marketplace. The free recruitment service includes: - A full consultation with the recruitment team - Creation of an online advert, bespoke for your business - Sharing of the advert on social channels by recruitment directors - CV searching using the advanced CV searching tool
From a dedicated support team to ready-made marketing collateral, we offer a wide range of support just for you. - Partnership with key lenders - Master broker and conveyancing panel - Mortgage quarterly events - Mortgage support team - Ready-made marketing collateral - Face to face RM support - CPD support - Training for quality cases and building a sustainable business
Our mortgage and protection services include:
- Opportunity to progress into wealth through the Quilter Academy - VouchedFor - Access to AIR group and sourcing - Free access to Red Arc support line - Free and fully integrated protection sourcing via The Exchange - Reduced defaqto CIC tool licence costs
Because of our scale and power in the marketplace you have access to a wide range of exclusive and semi-exclusive deals. You’ll also be able to take advantage of additional income streams such as equity release, commercial, bridging, second charges, and overseas lending.
Find out what's included:
95+ key lenders offering a wide choice of mortgages in the market
Exclusive discounted deals
£19bn of lending secured in 2023 which represented over 74,000 completed mortgages
Here are just a few of the wide range of lenders we use:
Maintaining Contact
Agree with your team member what level of contact they would like with you during their parental leave. It is good practice to maintain “reasonable contact” with your team member whilst they are on leave. Explain to them that this contact will give you the opportunity to keep them informed about developments and changes at work and any internal vacancies, promotion opportunities that are specifically relevant to their team, giving them the opportunity to apply. It is equally good practice to invite them to social events. Even if your team member requests no contact during their parental leave, you have a duty to keep them informed about any major changes to their working environment, e.g. restructure. You should also establish how frequent your team member would like to be contacted and the channel of communication e.g. text, call, email. Remember – the key message is “I want to support you”.
Leave cover
It is essential that managers start to plan for a period of parental leave within their team in a timely way. Uncertainty over what will happen to their work when a colleague is on parental leave can be an unnecessary source of stress and anxiety, also being excluded from discussions and decisions around cover can make an employee feel vulnerable and isolated. Arrange and confirm leave cover as soon as possible and communicate your plans with your team member, including them in decisions wherever possible. Consider the timelines in which your team member will go on leave to ensure you have time to conduct a handover and any required training. Here are a few things to consider: • Replacement – are you providing a replacement team member to cover the parental leave? Or will you be able to re-allocate existing resource? Or will it be a combination of both? • Approvals – do you have approval to recruit a replacement? If not, what other options are available? Can the work be postponed? Can it be shared out amongst others? • Temporary Cover – when does the temporary cover need to be in place? How long will it realistically take to recruit a suitable person? • Handover Period – do you need, and can you afford to have a handover period? Will you have a handover prior to the parental leave and upon return? • Setting expectation – it is important to set expectations with other team members about how long the leave period will be and what will happen upon return. • Communication with internal and external stakeholders – if your team member is client facing, or has internal stakeholders outside your immediate team, agree how the redistribution of tasks or cover of service will be communicated with those clients and stakeholders. Ensure your team member is part of those conversations, but also has your support and back-up. It is important that you (not the team member) take the lead in reassuring clients or stakeholders that there are adequate measures in place, and that you are the point of contact where there are any concerns.
Book a Performance Review
Ensure that you book a Performance Review in with your team member prior to their leave starting. This is especially important if their leave is due to continue over the performance year-end. Ensure the Performance Review is completed a couple of weeks before the colleague is due to commence their leave so that there is time to record and respond, as well as not feeling rushed.
Confirm dates
Confirm the dates your team member is intending to commence leave (perhaps including annual leave). Team members can take holiday either before or after their parental leave commences. They’ll continue to accrue holiday during their leave and this holiday can be used to extend their leave. Remember that for a whole number of reasons these dates may change, often at short-notice. For pregnant staff in particular, any pregnancy related sickness absence that occurs 4 weeks prior to the Expected Week of Childbirth (EWC) triggers the start of the maternity leave.
Keep up-to-date
Review and familiarise yourself with the Parental Leave policies and keep checking in with your team member around how else you can support them.
Keeping In Touch (”KIT”) Days /Shared Parental Leave in Touch Days (“SPLIT”)
Colleagues are entitled to work up to 10 days on full pay during their period of Maternity/Adoption leave. These are called KIT days. Colleagues who are on Shared Parental Leave can take up to 20 SPLIT days in addition to any KIT days taken during maternity/adoption leave. SPLIT days work the same as KIT days. During KIT/SPLIT days colleagues can undertake their normal day to day duties or, for example, attend a conference, undertake training or attend a meeting.Colleagues will only get paid for the number of hours worked, for example if an employee attended a two hour meeting, they would only be paid for two hours and that would count as one KIT/SPLIT day. All KIT/SPLIT days must be approved by you as the manager.
Andy Mason Head of Strategic Partnerships and Housing Lloyds Banking Group
"It’s great to see a network so committed to supporting their advisers and ensuring they have an excellent mortgage and protection proposition"
As one of the UK's largest distributors of protection, with a research panel representative of the whole of the market, the Quilter Financial Planning protection proposition offers you access to a wide range of solutions to protect against loss of life, income, illness and general insurance.
We know that protection is the cornerstone of the advice you give to your clients. It’s the financial buffer that stops a critical illness or bereavement from also becoming a financial tragedy.
We provide value for advisers and clients through exclusive product features from our provider partners, as well as providing free tools our advisers can use to support the advice journey. This is unique to our protection panel advisers and is not available through our whole of market offering. Examples of unique features available through our select panel only are:
Enhanced funeral pay outs with selected providers Enhanced critical illness claim payments with selected providers Access to specialist business processing services to provide a better customer journey Access to a support service for panel clients only
We have a robust provider governance structure, including regular meetings to ensure we are driving the right outcomes through our protection proposition. Again this governance only applies to our select panel providers, and not to our whole of market offering. Supporting this, we also ensure we have regular training and support for our advisers to become experts on our panel providers products, ensuring they can continue to provide quality protection recommendations.
1
2
3
We work with market leading providers to get the best rates in the market
Formal flexible working
Some colleagues may return from their leave and request a formal change to their contract under the Flexible Working Policy. A formal change in contract is normally required where there is a permanent change to the place of work, the work pattern or the number of hours worked. Please refer to the Formal Flexible Working Policy on the HR pages on the intranet which will provide full details. Colleagues who wish to apply for a formal change in contract, should be encouraged to do so with sufficient notice, so that we can ensure that we are able to support the return to work in the best possible way.
Lead with flexibility and trust
We know from colleague feedback that being offered more flexibility and trust makes colleagues feel more engaged, valued and productive - this is especially important for colleagues who are returning from a period of extended leave, and who may be learning how to blend their parental responsibilities alongside a return to a fulfilling and challenging career. Consider what flexibility you can offer informally (without contractual change) to a colleague returning from leave so that the transition does not feel so hard. Some suggestions: • Occasional or regular remote working from a different location (most likely home). • Temporary staggered hours – either occasional or regular flexible start and/or finish times.
Some collegues may wish to extend their period of leave, there are several options:
i) Quilter has an Unpaid Parental Leave policy which your team member may wish to use to extend their period of leave for a further 4 weeks. To find out more, please click here. ii) Employees should also be encouraged to use some of their accrued annual leave at the end of their Leave period as a way of extending their leave. This also means that colleagues returning from leave do not then have lots of annual leave which they have to try and take within that annual leave year.
Offer a phased return to work
Quilter offers a maximum of a six month paid phased return for the primary caregiver* returning from Maternity, Adoption or Shared Parental Leave to facilitate your transition/return while receiving the same basic salary and associated benefits that you had before the start of your leave. The table below shows the temporary number of hours per week reduction available to you based on your contracted hours at the point of your return from your leave. This may be the same contracted hours you were on before your leave started or if you had/have submitted a flexible working request prior to your return, the new contracted hours agreed with your manager. This six month’s arrangement is only available immediately following the end of your Maternity, Adoption or Shared Parental Leave and cannot be postponed, delayed, extended or taken at any other time - and it must be taken in a block of a maximum of six months. So if you decide to take one month’s holiday or are off sick immediately after your Maternity, Adoption or Shared Parental Leave, this phased return arrangement will be available to you for the five months following your holiday/sick leave. To ensure business continuity and the provision of high standards of service, your manager would discuss options available and has the sole discretion to determine when these hours can be taken. This would normally be at the beginning and end of your normal working day to facilitate dropping off to/collection from your childcare arrangements. Or, if practicable for the business, time off can be taken as an extended break or split shift, to allow you to arrange breastfeeding, for example. If you wish to submit a (further) flexible working request on less hours than your contracted hours or on a different working pattern, then you would need to submit a formal flexible working request in line with our flexible working policy.
Wherever possible the employee should return to the same role
When a colleague returns within 26 weeks (excluding annual leave) they are legally entitled to return to the same role under the same terms and conditions. Where a colleague returns after 26 weeks (excluding annual leave), in some circumstances it may not be reasonably practical for them to return to their previous role. This must be discussed with the HR team to ensure that we are able to offer the colleague an appropriate alternative role with no less favorable terms and conditions, and that this is communicated appropriately.
Advice is provided by expertly trained advisers and clients' needs are properly identified and can be matched with a solution that best meets their requirements. The result is that the client derives value from having their protection needs explored and prioritised and are then able to make a confident decision whilst also understanding any risks that remain unprotected and why.
Substantive hours per week
Temporary hours reduction - with no impact on pay for six months
5-10 11-17 18-24 25-31 32-35
1 hour 2 hour 3 hour 4 hour 5 hour
*Primary caregiver – is a term to describe the parent who has the main responsibility of the child and has the most parenting time with the child.
Discuss handover and work-stack
Start to discuss with your team member prior to their return some of the key-projects, tasks or work they may be involved in on their return. Also discuss what plans are in place in terms of handover and re-introduction of duties. Ensure that the colleague feels that you are pleased to have them back in the team, but also without feeling pressured or overwhelmed around the amount of work that they may be returning to. Understand if there is anything that the team member is feeling anxious about, and address. Also agree a joined-up approach around communicating the transition back into work with external clients or internal stakeholders.
By ensuring our advisers have access to a fully researched panel, we know they will have a much deeper understanding of products and solutions available to their clients and ensure they are receiving the best possible outcome.
Specialist panel
For mortgage advisers who wish to develop a wealth advice service, we offer a route to achieve the industry qualifications, and become authorised in this area.
Breastfeeding
Returning mothers may need to have a private space for expressing breast-milk on their return. This must be facilitated and supported. Ensure that the employee has clean, private, quiet facilities, such as the wellbeing rooms at both Quilter and Senator House. Email the request to helpdesk.quilter.so.uk@sodexo.com or tel: 0330 678 1510 to understand the facilities in your office location.
Personal Development
Consider your team member’s personal development. During their Performance Review discuss their personal development needs and career aspirations and be prepared to think creatively about their development. Would they benefit from mentoring or coaching activities or any other form of career development?
Be supportive and don’t make assumptions
It is fair to assume that for any colleague returning to work after a period of change that there will be moments of feeling unsure and anxious. Be supportive, but don’t make decisions on the colleague's behalf. Areas of support might be: meeting the colleague on their first day back, or at the end of their first day; supporting the communication with stakeholders and clients etc.
Organise a re-induction programme
To support the returning colleague in their return to work, allow time and don’t assume that your team member can “pick up where they left off”. This may include: • Introducing them to any new members of the team and setting up introduction meetings. • Providing updated policies. • Providing information about any major changes that have taken place whilst they have been away. • Give them the time to complete their online compliance training. • Remind them about “Find a Mentor” in Workday to connect to a mentor. Mentorloop – where they can sign up to connect to a mentor to support them with their return to work and their career development. • Agree new objectives – these may need to be modified to ease the team member back into the workplace. • Consider development needs – ensure that the returning team member is updated on new or amended systems. • Arrange regular review meetings – to ease the transition back to work it is useful to have regular reviews during the first few weeks to discuss how their return to work is progressing and managing any issues that arise.
What is included?
All fees – inclusive of PI, FCA/FSCS levies and all membership fees and costs All software licences provided by Iress – XPLAN Mortgage your POS, Compliance and CRM System, XPLAN Sourcing and The Exchange (all with full integration) Compliance Training courses Marketing support
Training and support
All training and support is funded by Quilter Financial Planning, we don’t charge our panel providers for any marketing or training activities.
Personal Indemnity Insurance (PI)
Unlike most other networks we have zero excess. Other networks' PI excesses range from £2,500 to £5,000+ per claim We also have free run-off cover built into our PI policy
Find out more about our Tools and Support here
Our Tools and Support
- LifeQuote and Red Arc – exclusive to Quilter Financial Planning - Quality assured and fully researched protection panel - Leading protection commission rates - Protection training and academy workshops - Quotehaven protection quote plug-in tool - PMI quote tool 4C
Discover the Quilter mortgage support desk
Our mortgage support team is here to enhance both your quality and income by championing our mortgage and protection offerings. Here's how we can support you:
Expert assistance: Our team helps with complex mortgage and protection cases, ensuring the best outcomes for your clients. Prompt responses: We strive to answer 95% of incoming calls promptly and accurately, making us your first point of contact. Complexity unravelled: We shed light on criteria, products, and packaging requirements, and explore alternative solutions for intricate cases. Concessions and comparisons: We create Defaqto CI reports with precision, meet tight deadlines, and provide ongoing support. Access to IT: We facilitate access and address your requests swiftly.
"The team are always on hand to provide support and advice when needed. With so many lenders available now, with a wide range of criteria, it can be challenging at times. With the team at hand, it makes our job that little more smoother". Eileen Moran CeMAP Mortgage and Protection Adviser, Barfield Financial Advisors Ltd
"Mortgage support team is an invaluable resource. They save us a massive amount of time. If we get a complicated case, Mortgage support is always our first port of call. They never make us feel like our questions are stupid, or we should already know the answer, and they always go above and beyond with the information they provide." Gemma McKee Mortgage Adviser and Director, Westmorland Mortgage Advice Centre
We strive to answer of incoming calls promptly and accurately.
95%
To ensure our advisers are equipped with the best support, we have created a range of documents and an online toolkit which includes everything from advice guides, user guides, checklists and more to help support you when advising on mortgages and protection.
Cash
Every asset will have a cash value. All portfolios will hold some cash to provide diversification and accessible funds. Benefits > It is liquid > It is risk free and will earn interest when held in a bank or building society account which can be used to provide an income > It is suitable for short-term investment > It is suitable for emergency access and short-term easy access Drawbacks > It does not provide for any capital growth > It does not provide any protection against the impacts of inflation which can affect its buying power Money Market Instruments > In the form of Commercial Paper, Certificates of Deposit & Treasury Bills. > Short term, up to 12 months > A type of loan used by Governments and Businesses Benefits > Higher returns than traditional savings accounts > A safe place to invest and are liquid Drawbacks > It comes with risks, including default on the securities > Provide lower returns compared to ‘Investments’ > Providers have minimum initial balance requirements
Property
> A popular and effective investment > Potential growth in capital value and the provision of income through rent > Invested in the form of Residential and Commercial Residential > Seen more for those wishing to buy a home than as an investment. > People have been buying residential property as an investment alternative to equities, hoping to gain from rental income and capital growth. > Property is seen as less volatile than shares and is supported by the rental income. > The market has developed due to the availability of buy-to-let mortgages and a gradual reduction in the interest rates for loans Commercial > Returns for shops, factories, offices, etc tend to be between equities and bonds over most periods, and are not as volatile as equities. > Impractical for the small investor due to initial capital requirements and costs > Popular for inclusion in collective investment funds > Potential for capital growth and rental income. > Produces lower annualised returns than shares during periods when stock markets are strong, > Suffer less when markets are weak. > Part (most) of the overall return comes from rent, which is stable. Benefits > Potential for capital value growth > Potential for (increasing) income through rent > Relatively stable, less volatile, compared to shares Drawbacks > Vulnerable to economic conditions – recession can reduce the number of companies wanting to rent property > Rent, and so returns, are affected if there is a lack of tenants > Cost of purchase and maintenance and property management > Illiquid
Fixed Interest Securities (Bonds)
> A loan issued by Governments and Corporations > Term of 5 years or more > Fixed rate of interests for a term from 5 years to 50 years (typically) > COUPON = fixed rate of interest paid each year > PAR VALUE = the face value that will be repaid at the date of redemption > REDEMPTION DATE = the date that Government or Corporation will repay the ‘PAR’ value > Value determined by the financial strength of the issuer > Value fluctuates with interest rates. > Increase in value if interest rates are lower than the COUPON > Decrease in value if interest rates are higher than the COUPON GILTS – Gilt Edge Securities > Issued by Government in multiples of £100 > Issued when the Government needs to raise money (borrow) to support its spending activity for between 5 to 30 years > ssued through the Debt Management Office (DMO) > Traded on the Gilt market through Brokers or the DMO Corporate Bonds > Issued by Corporations (Companies) > Issued to finance long-term planning and projects at fixed rates of interest for between 5 and 30 years > Higher risk than Gilts as greater chance of a Company failing, or failing to pay the Coupon, of the PAR value at date of redemption > Higher interest rate than offered by Gilts Benefits > Fixed interest – fixed term > Return of capital at end of the term > Potential gain in value during the term, if interest rates are below the COUPON Drawbacks > Vulnerable to interest rate changes generally > Low return, due to low risk and the unlikely outcome of the issuer failing to make interest > payments or repaying capital at redemption date
Shares
> Issued by companies to raise money (not a loan) > Shareholders own a piece of the company and can influence how the company is run > They have no maturity date. The shareholders can sell whenever they wish > Profits are distributed to shareholder in the form of dividends > Shares are bought and sold on the secondary market - the stock market > ‘Equity’ is the difference between the value of the shares and the companies' debts > The value can fall and rise based on company performance, demand and external influences Benefits > Potential for growth in capital value > Potential for increasing income through distribution of profits in the way of dividends Drawbacks > Shares carry risks, can fall in value and give back less than the investor paid for them > Dividends may not be paid as a company can retain profits or may not make any profit > Are a long-term strategy > May not be liquid as cash, ability to sell is influenced by the demand and supply
Once you’ve taken advantage of our business development support, it’s time to put what you’ve learnt into practice and promote your business. Our Quilter Financial Planning Marketing Hub has been designed to make it easy for you to promote your business to clients.
You’ll find examples of ready-to-use marketing literature including:
Brochures Factsheets Adverts Client newsletters Compliance-approved collateral Online services such as websites and email campaigns
Your support teams
Quilter Financial Planning’s reputation for support and development is an enviable one. Whether it’s in the field, on the phone, or online, we give you all the help you need to move your business forward. We offer a fully comprehensive support and development package which provides you with the tools and support you need.
Propositions heads
Your success is our success so when you join Quilter Financial Planning you can expect the highest levels of support, whoever you’re dealing with.
Relationship managers
Field coaches
Regional support consultants
Adviser support team
Mortgage support team
Training team
Marketing
Field supervision team
Regional directors
Your support team
Zara Bray
Jackie Ashmore
Distribution Director Zara leads the strategy for the mortgage and protection proposition. She ensures they meet customer needs and deliver value, and provide focus on the delivery of its ambitious growth plans.
Vikki Jenson
Lee Barnes
Jon Natty
Robin Brennand
Head of Proposition Jackie leads the mortgage, equity release, and protection business at Quilter Financial Planning. Overseeing its management and development.
Regional Director Vikki is responsible for Recruitment. Her expertise includes compliance supervision, estate planning, sales management, training, business development, and recruitment.
Regional Director Lee is a Regional Director at Quilter Financial Planning. His expertise spans mortgages, protection, general insurance, equity release, second charge, bridging finance, and commercial lending.
Senior Relationship Manager Jon is a Senior Relationship Manager at Quilter Financial Planning. He is responsible for supporting advisers within the mortgage and protection network.
Senior Relationship Manager Robin has been Senior Relationship Manager since 2023. He is responsible for managing key account relationships at Quilter Financial Planning.
Your support team (continued)
Victoria Clark
Chris White
Telephone Business Manager Victoria is a Telephone Business Development Manager. She provides support to advisers within the mortgage and protection network at Quilter Financial Planning.
Telephone Relationship Manager Chris oversees the mortgage and protection business at Quilter Financial Planning, focusing on the lending journey. He is a Chartered Member of the CMI and holds a master’s degree in Business.
Michelle Cogswell
Transition Manager Michelle is the Transition Manager for the Mortgage and Protection network at Quilter Financial Planning. She has extensive experience in onboarding and supporting new firms and advisers, ensuring a smooth and customer-focused transition process.
Chris Dunlavey
Jordan McLean
Mortgage Support Adviser Chris is a Mortgage Support Adviser. Since 2018, Chris has been assisting brokers with criteria and placement queries for mortgage and protection products.
Mortgage Support Adviser Jordan has been a Mortgage Support Adviser at Quilter Financial Planning since 2020. He is a level 4 qualified mortgage and protection adviser and is currently studying for his diploma with the Quilter Academy.
Emily Teo
Mortgage Support Adviser Emily has been a Mortgage Support Adviser at Quilter Financial Planning since 2024. She is a fully qualified financial planning adviser, holding a Diploma in Financial Planning and a Certificate in Mortgage Advice and Practice from her time at HSBC Bank.
Whatever market you operate in, and wherever you want to take your business in the future, Quilter Financial Planning has the development tools and training events to help you.
Roundtables sessions
Market updates & challenges
Top tips to help your day-to-day business
Support from key mortgage lenders and protection
Best practice solutions
Our mortgage and protection events run exclusively for advisers at various times in the year and cover a wealth of material including;
When you join Quilter Financial Planning, you get immediate access to a technology solution that makes it easy to do business and gives you exceptional service and flexibility so you can run your business in the best way for you and your clients.
XPLAN & XPM
Our bespoke point-of-sale and back-office technology platforms for wealth (XPLAN) and mortgage (XPM) advisers. Developed specifically for Quilter Financial Planning, they help you get to know your clients better, do more business, stay compliant and improve your efficiency. Both systems are fully integrated with our sales processes and provide you with everything you need such as online factfinding, suitability report, integrated mortgage and protection sourcing.
By choosing Quilter Financial Planning, you’ll benefit from:
Client Portal
To make sure your clients always have access to their latest financial information we provide access to an online client portal.
Your Learning Academy
This online tool supports your personal professional development by providing a wealth of learning material. The system’s integrated platform logs and maintains all learning undertaken for your own personal continuous professional development (CPD) record.
The Extranet
Our extranet is the central hub for all our adviser communications. It provides you with one place to find your key documents and guidance to operate.
Client Commpay
Commpay is the payments reconciliation system which is fully integrated with XPLAN to ensure you have a seamless experience. CommPay provides you with the ability to set up new business events, create and manage invoices, generate reports and much more.
Tailored newsletters
We provide regular email newsletters designed to keep you informed of the latest developments. Each newsletter can be tailored to your preference so you only receive the news you want.
Does growing a wealth business sound like something you want to explore?
Developing a financial planning proposition to co-exist with your mortgage and protection business means you develop new revenue streams and maximise the value from your existing client bank. This ensures your business is perfectly placed to prosper in the years ahead and ultimately, increase the value of your business later down the road when you come to exit. To help you build a wealth proposition Quilter Financial Planning give you access to the following benefits:
Get DipFA qualified for FREE 30 week part time programme Build a wealth arm to compliment your existing mortgage and protection business
To find out more about how to grow your business with Quilter Financial Planning contact the Mortgage and protection team
We’re here to support you
For any questions you may have, please contact our dedicated Regional Directors, who are on hand to provide you with the support you need.
Lee has over 30 years of financial services experience working for some of the largest financial services companies in the UK. Experience in: mortgage, protection, general insurance, equity release, second charge, bridging finance and commercial lending market experience.
020 7562 8161 07741 142906 lee.barnes@quilter.com
T. M. E.
Lee Barnes Regional Director
"I had the pleasure of working alongside Lee during my time as Head of Marketing at Tenet. Lee is a fantastic Sales Manager, and is very driven, both in achieving outstanding recruitment results, and in his approach to caring about the customers he looked after during the onboarding process." Jonathan Hydes, Acquisition Marketing Manager at Provident
Vikki's knowledge of the everchanging regulatory landscape provides valuable insight and guidance for any firm or adviser looking to take their business and career to the next level. 38 years of financial services experience working for some of the largest financial services companies in the UK. Experience in: all areas of the financial services sector, sales management, recruitment, training and supervision and estate planning.
Vikki Jenson FPC, CeMAP Regional Director
"Vikki Jenson has been massively instrumental in helping me from setting up my business to encouraging when I need it but also gives constructive feedback, mentorship, and opportunities for development. Vikki is approachable, always listens to any concerns I have, and I wouldn’t want anyone else to help me through the rollercoaster of owning and running my business." Helena Davies, HD Financial Services Ltd
07827 181902 vikki.jenson@quilter.com
T. E.
Testimonials
"Moving networks is huge amount of work and a big consideration for any firm, especially whilst trying to get on with the day to day business post pandemic. However, the mortgage and protection team made it as easy as possible and always in a cheery manner." Carolyn N Dunion Director, McKendry Dunion Financial
"I just wanted to thank you for getting Mortgage Steps Ltd on board with Quilter Financial Planning. The experience with Quilter Financial Planning has been brilliant in is assisting and guiding us through the whole on-boarding process." Michael Minter Managing Director, Mortgage Steps
"Whilst I was a small business in the wider Quilter Financial Planning business you assured me I was still an important client and this application was important to you. I am very pleased to have worked with you." Michelle Doherty Mortgage and Protection Advisor, Ebbisham Financial Solutions Ltd
"I am nearly coming to the end of my onboarding process with my company going live very soon. I just wanted to say a massive thank you! You have made the whole process really easy and streamlined from our first chat right the way through to this stage. You have always been at the end of the phone or email to answer all my questions and you have fully supported me. I feel very lucky that I have had your support and you have made everything so easy and straightforward." Emma Williams Managing Director, Emma Mortgages Ltd
