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SOC 13-2072
This page covers O*NET 13-2072.00 Loan Officers: evaluating, authorizing, or recommending approval of commercial, real estate, or credit loans; meeting applicants to collect information and answer process questions; analyzing finances, credit, and collateral appraisals to assess lending feasibility; approving within authorized limits and submitting larger amounts to management; explaining loan types, credit options, and terms; preparing and checking agreements and updating credit and loan files; calculating repayment schedules, following up overdue accounts, and maintaining customer relationships. Work is mainly indoors with frequent computer and telephone use and close communication with customers and internal reviewers, emphasizing accuracy, compliance, and sales service. This page excludes related roles such as loan interviewers and clerks, credit analysts, and credit authorizers, checkers, and clerks.
Model impact index for three equally weighted representative core tasks; not a measured share of working time or a job-loss probability. floor((25+75+50)/3+0.5)=50; fermatmind-ai-impact-v1; 2026-10-18.
Loan officers turn borrowing needs into credit proposals ready for approval and delivery: meeting applicants to collect application information and answer process questions, analyzing finances, credit, and collateral appraisals to assess lending feasibility, approving loans within authorized limits or submitting them to management, explaining loan types, credit options, and terms, preparing and checking loan agreements, updating credit and loan files, calculating repayment schedules, following up overdue accounts, and maintaining customer relationships.
The following assessments concern work practices for loan officers; they do not predict hiring, qualifications, authorization, or contract outcomes.
Sample outputs and reflection: check whether applicant financial and credit information is verified, approval or submission follows authorized limits, and judgment rationale and escalation records are retained. Then consider whether you can balance sales targets and compliance requirements, patiently explain terms and handle customer objections, and accept responsibility for approvals and records.
Loan officers on this page means O*NET 13-2072.00: evaluating, authorizing, or recommending approval of commercial, real estate, or credit loans and explaining financial status and repayment methods to borrowers. They analyze applicant finances, credit, and collateral, approve loans within authorized limits or submit them to management, prepare and check agreements, update credit files, and follow up overdue accounts. Work is mainly indoors with frequent customer communication and sales service, subject to lending compliance. This page excludes related roles such as loan interviewers and clerks, credit analysts, and credit authorizers, checkers, and clerks.
Check first: applicant identity and loan purpose, repayment capacity and credit history, adequacy of collateral appraisals, whether the application is within authorized limits, cases requiring approval or credit review, and compliance records to retain.
Career direction comparison
The following compares loan officers with related roles by actual work objects, core deliverables, and responsibility boundaries; job titles do not make qualifications interchangeable.
| Career direction | Core work and output | Key differences | Best-fit choice |
|---|---|---|---|
| Loan Interviewers and Clerks | Loan interviewers and clerks mainly receive applications, collect and verify information, review documents and fees, and maintain records, generally without final approval authority. Loan officers assess qualifications and make or recommend credit approval decisions, bearing credit decision responsibility. | Receive applications, verify information, and review documents, generally without final approval authority. | Compare if you prefer intake and document processing. |
| Credit Analysts | Credit analysts use statistical and financial methods to assess credit risk and write conclusions supporting approval. Loan officers deal directly with customers and decide whether to approve within authorized limits or submit for approval, delivering credit decisions and customer relationships rather than risk-rating reports. |
AI impact on this career
Editorial suggestion: application-material organization, credit data checks, and document drafts may be controlled tool trials. The existence of credit scoring, underwriting, or CRM software does not establish generative AI functionality or adoption. Responsible personnel must verify repayment capacity, collateral, authorized limits, and terms against policy. AI Impact Score 50% is an editorial estimate. Model impact index for three equally weighted representative core tasks; not a measured share of working time or a job-loss probability. floor((25+75+50)/3+0.5)=50; fermatmind-ai-impact-v1; 2026-10-18.The three tasks, ratings and sources are listed in the FermatMind method source record on this page.
FermatMind AI Impact Score estimation method v1
FermatMind / 费马测试 · 2026-10-18
Editorial ratings use the existing occupational responsibilities and AI task analysis on this page. They are not adoption rates, measured effects, job-disappearance or personal-unemployment probabilities, or official scores from Stanford or another external institution. No measured time weights or future robot deployment are assumed.
Chinese mainland salary reference
Scope note: National Bureau of Statistics 2025 average annual finance wages were 211,164 yuan/year for urban non-private units and 140,451 yuan/year for urban private units; the national total for urban non-private units was 129,441 yuan/year. All are industry-scope figures, not this occupation's median or starting pay.
Category boundary: Ministry of Human Resources and Social Security enterprise remuneration surveys publish pay by occupation or position and can be used to look up related financial service roles. This page has not obtained an entry precisely matching O*NET 13-2072.00 and does not treat it as a national occupational median. Refer to the competent authority's publications.
Only average annual wages are published
Only average annual wages are published
U.S. salary reference
U.S. national 2025 OEWS median annual pay is 76,690 USD and median hourly pay is 36.87 USD, with the 10th—90th percentiles ranging from 39,430—153,180 USD. Separate employment projections show 283,000 employed in 2025 and 286,000 in 2035, 1% growth for 2025—2035, and 17,100 average annual openings, including growth and replacement demand.
| Percentile | Annual reference | Hourly equivalent | Explanation |
|---|---|---|---|
| 10th percentile | $39,430/year | $18.96/hour | 10th percentile boundary, not a personal pay quote. |
| Median (50%) | $76,690/year |
Fit Signals
To assess fit, first consider whether you can balance sales and compliance in customer communication, patiently analyze financial and credit data, independently make or submit approval decisions within authorization, and continue following lending policies and compliance requirements under performance pressure. RIASEC and similar tools can only suggest hypotheses; they cannot replace actual task experience.
Positive signals： Positive signals: willingness to communicate with customers and develop business, careful financial and credit analysis, clear awareness of authorization boundaries, and compliance with processes and accurate records under pressure.
Conditions requiring caution： Conditions requiring caution: unwillingness to bear sales and performance pressure, a tendency to skip verification in high-value transactions, difficulty explaining unfavorable conclusions to customers, or discomfort with item-by-item compliance confirmation.
Trial action： Trial action: use wholly fictional applications and financial information to practice repayment-capacity analysis, authorization judgments, and term explanations, and write escalation paths. Ask someone else to verify using the records.
Risks and Boundaries
Address risks through their triggers, consequences, controls, and escalation boundaries.
Editorial risk scenarios based on O*NET analysis, approval-limit, customer communication, and file tasks; not accident rates, a list of legal confidentiality duties, or every institution's workflow. Institutional policies, compliance, and authorization determine specific controls.
Typical scenario：When approving loans beyond limits without authorization.
Roles most affected：Approval and workflow coordination roles
Possible consequence：May exceed authority and alter approval responsibility boundaries.
How to reduce risk：Submit to management according to authorized limits; stop and escalate matters beyond scope.
Entry Path
In O*NET's education survey, 69% of respondents said new hires need a bachelor's degree, 13% selected some college without a degree, and 11% an associate degree. This is not workers' educational attainment distribution. Job Zone4 is an occupational preparation group, not a guarantee that everyone in this occupation needs a fixed duration of experience. BLS describes a bachelor's degree plus on-the-job training as typical, with related experience sometimes providing an alternative path.
Market Signals
U.S. O*NET/BLS: 283,000 employed in 2025, projected to reach 286,000 in 2035; 1% growth for 2025—2035 and 17,100 average annual openings from growth and replacement. These are not current recruitment samples or individual hiring probabilities.
U.S. national · O*NET 13-2072.00 (U.S. national)
O*NET's 2025 finance and insurance employment share is 83%. This describes employer settings, not industry wages, regional recruitment demand, or AI outcomes.
Employment size and growth
Employment size, growth rate, and job openings must be explained separately.
Does not establish：Cannot serve as an individual employment guarantee.
Loan officers on this page means O*NET 13-2072.00: evaluating, authorizing, or recommending commercial, real estate, or credit loans; meeting applicants, analyzing finances and credit, approving within authorized limits or submitting for approval, explaining terms, preparing loan agreements and updating files, and following up overdue accounts. Work is mainly indoors with frequent customer communication, often combining sales and compliance pressure. This is distinct from loan interviewers and clerks, credit analysts, and credit authorizers, checkers, and clerks.
Choose a real task from this page for a small practice project or a conversation with someone in the field. Use the planning guides to set a date, an output and feedback questions before deciding whether to continue.
This is a wholly fictional credit assessment sample check, not a personality diagnosis, hiring conclusion, or qualification assessment.
Wholly fictional credit assessment sample: given a fictional loan application containing 1 fictional applicant's income, debt, and collateral summary, 1 set of credit and financial materials, 1 instance exceeding the authorized limit, and 1 instance of insufficient repayment capacity, write financial analysis, a feasibility judgment, approval or escalation paths, and records within 60 minutes. Do not use real customer, account, or employer data.
Complete workflow: meetings and application intake, material organization, financial and credit analysis, feasibility judgments and approval, term explanations, agreement checks, disbursement and file updates, and repayment follow-up. Do not proceed before judgment evidence and authorization are confirmed.
| Dimension | Primary track | Comparison track |
|---|---|---|
| Complete workflow | From meetings and intake to repayment follow-up | |
| Step One | Meet and collect application information | |
| Step Two | Organize credit and financial materials | |
| Step Three | Analyze repayment capacity and collateral | |
| Step Four | Approve within authorization or submit for approval | |
| Step Five | Explain terms and check agreements | |
| Step Six | Disburse, update files, and follow up |
Work inputs: loan applications and applicant financial information, credit records and collateral appraisals, authorized limits and lending policies, loan agreements and files, repayment schedules, overdue accounts, and customer relationships.
Verifiable outputs: analyzed loan applications and feasibility conclusions, approval or submission records within authorization, checked loan agreements and updated files, repayment schedules, overdue follow-up, and compliance records.
Complete workflow: meet to collect application information → organize credit and financial materials → analyze finances, credit, and collateral → assess feasibility and approve within authorized limits or submit for approval → explain terms to customers → prepare and check loan agreements → disburse and update files → follow up repayments and overdue accounts.
In the United States, the occupation typically requires a four-year bachelor's degree, with additional registration or practice requirements in some specialties. Certification is not licensing or lending or approval authorization. This page does not determine an individual's eligibility.
Loan Officers: Work Objects and AI Boundaries Editorial suggestion: application-material organization, credit data checks, and document drafts may be controlled tool trials. The existence of credit scoring, underwriting, or CRM software does not establish generative AI functionality or adoption. Responsible personnel must verify repayment capacity, collateral, authorized limits, and terms against policy.
| Use statistical and financial methods to assess credit risk and write analytical conclusions. |
| Compare if you prefer data analysis and risk modeling. |
| Credit Authorizers, Checkers, and Clerks | Credit authorizers, checkers, and clerks authorize credit within established limits and rules, check credit, and process applications, with a stronger focus on rule-based judgments. Loan officers bear more complete responsibility for customer development, financial analysis, and approvals. | Authorize credit, check creditworthiness, and process applications within established limits and rules. | Compare if you prefer rule-based authorization judgments. |
|---|
| Credit Counselors | Credit counselors provide budgeting and debt-management advice to indebted clients and usually do not issue loans. Loan officers focus on issuing or recommending loans, combining compliant approval with sales service. | Provide budgeting and debt-management advice to indebted clients and usually do not issue loans. | Compare if you prefer counseling and debt management. |
|---|
First use verifiable financial and credit analysis records, repayment-capacity calculations, and approval explanations to check work objects, methods, and boundaries, then assess your direction. Do not assign a single ranking based on income or personality.
Next, turn the comparison into small assessment exercises and observations of real workflows that you can stop.
Describe only the specific steps tools may assist; a demonstration does not establish organizational adoption.
Check data sources, model reliability, and review responsibilities; this page has no occupation-specific adoption rate.
Without occupation-level job outcome research, do not infer layoff timing, staffing changes, or hiring probabilities.
| Work area | Task | Current change | Human control point |
|---|---|---|---|
| Intake and information organization | Meet and organize application and financial information | Editorial suggestion: tools may assist application organization, preliminary credit screening, and document drafts. Current materials do not establish widespread adoption of these systems by lending institutions. | Check applicant financial and credit information. |
| Financial and credit analysis | Assess repayment capacity and collateral | May assist preliminary screening and calculations | Verify applicant finances and credit, and retain human judgments and approval records. |
| Approval and compliance | Approve within authorization or submit for approval | Does not provide automatic approval | Escalate through authorization and compliance channels. |
| Records and follow-up | Maintain files and follow up overdue accounts | May assist organization and reminders | The responsible person confirms conclusions. |
Occupational sources describe actual tasks and work objects—applications and financial information, credit and collateral appraisals, authorized limits, agreements, and files. Record tool capabilities, organizational adoption, and job outcomes separately; wage or employment data do not replace AI evidence.
Editorial task comparison: information organization, preliminary screening calculations, and drafts are candidates awaiting validation, without claiming they are easier to automate. Human responsibility remains for exceptions, repayment capacity, and authorization decisions. This round obtained no actual adoption effects or difficulty ranking across stages.
AI primarily changesCandidate for validation: information checks and preliminary screening calculations
Human responsibility remainsRepayment-capacity and compliance judgments
AI primarily changesCandidate for validation: drafts and file retrieval
Human responsibility remainsApproval and file checks
Human control points include checking applicant financial and credit information, determining compliance with authorization and lending policies, explaining terms accurately to customers, and taking responsibility for approval and compliance records.
Confirm applicant finances, credit, and authorization definitions.
Process only within job authority and lending policies.
Review repayment capacity, collateral, and approval conclusions.
Stop immediately when exceptions arise and report them.
May cause nonperforming loans or compliance issues.
Control: Check finances and credit and retain judgment records.
Changes approval responsibility boundaries.
Control: Submit for approval according to authorized limits.
May violate lending policies.
Control: Confirm each item through the compliance process.
Practice financial analysis and authorization judgments.
Keep approval and compliance records.
Establish authorized limits and compliance rules first.
Task exposure, adoption, and job outcomes measure different things and cannot establish a date for job elimination.
Source: O*NET 13-2072.00 Work ContextOriginal source ↗
Editorial candidates are application-material organization, preliminary screening calculations, and drafts. Technology mentions do not establish AI functionality, impact sequencing, or organizational adoption.
Source: Hot Technologies: 13-2072.00Original source ↗
Insufficient evidence: this round obtained no research on loan officer AI adoption rates, time savings, or causal job outcomes.
Source: O*NET 13-2072.00 (Detailed Profile)Original source ↗
First use wholly fictional applications and financial information for an offline assessment exercise. Record judgments and escalation paths; do not let unverified automated scores replace human judgment.
Insufficient evidence: not separately reported
Insufficient evidence: this round established no separate wage correspondence for this occupation. The following industry average annual wages are not occupational medians or starting pay.
| Role scope | Reference value | Explanation |
|---|---|---|
| Not separately measured | Appointment by employer and role | National Bureau of Statistics wage data are grouped by industry and registration type, not by educational level within this occupation. |
| Not separately measured | Appointment by employer and role | National Bureau of Statistics wage data are grouped by industry and registration type, not by educational level within this occupation. |
| Not separately measured | Appointment by employer and role | National Bureau of Statistics wage data are grouped by industry and registration type, not by educational level within this occupation. |
| Not separately measured | Appointment by employer and role | National Bureau of Statistics wage data are grouped by industry and registration type, not by educational level within this occupation. |
211,164 yuan/year
140,451 yuan/year
129,441 yuan/year
Insufficient evidence: no mainland China national occupational median wage with a corresponding statistical period and scope has been obtained for loan officers. This page displays labeled industry proxies only and does not fill the gap with proxy or U.S. figures.
| $36.87/hour |
| 2025 U.S. national median annual pay. |
| 90th percentile | $153,180/year | $73.65/hour | 90th percentile boundary, not a personal pay quote. |
|---|
Pay · 10th percentile：$39,430/year；O*NET 13-2072.00 National Wages (BLS OEWS Display)
Pay · 25th percentile：$52,730/year；O*NET 13-2072.00 National Wages (BLS OEWS Display)
Pay · Median：$76,690/year；O*NET 13-2072.00 National Wages (BLS OEWS Display)
Pay · 75th percentile：$104,080/year；O*NET 13-2072.00 National Wages (BLS OEWS Display)
Pay · 90th percentile：$153,180/year；O*NET 13-2072.00 National Wages (BLS OEWS Display)
USD/year; BLS 2025 OEWS national figures, excluding individual take-home income.
2025 employment, not current advertised jobs.
1% growth for 2025—2035; not causal AI evidence or a hiring probability.
Listed separately by O*NET/BLS industry scope; not the income of all workers.
| Industry | Industry value | How to interpret |
|---|---|---|
| Automobile dealers | $106,000/year | BLS OOH 2025 loan officer median wage by industry. |
| Management of companies and enterprises | $79,570/year | BLS OOH 2025 loan officer median wage by industry. |
| Credit intermediation and related activities | $76,070/year | BLS OOH 2025 loan officer median wage by industry. |
| Other unlisted industries | Insufficient evidence | This round obtained no other detailed industry wages; do not fill gaps with overall percentiles. |
Typically a bachelor's degree plus on-the-job training, with related experience sometimes accepted as an alternative. Residential mortgage activities require separate checks of state licensing or federal registration and institutional authorization.
Editorial suggestion: show financial analysis, customer communication, and processing records within authorization; do not claim comparative validity of experience versus coursework or a fixed duration.
Verify region, business, and compensation systems role by role; this round's national percentile table cannot separate their contributions.
Check through work samples instead of replacing judgment with labels.
The RIASEC interest code is CES (Conventional—Enterprising—Social), emphasizing procedural information processing, facilitating business transactions, and customer service. These labels describe activity preferences only and cannot determine competence, qualifications, or authorization.
Do not use it this way: These cannot establish hiring, qualifications, or performance.
Start a Career Interest TrialCheck through work samples instead of replacing judgment with labels.
Insufficient evidence: this round obtained no research on personality predictive validity for loan officers or comparisons between tools. Use personality tools for reflection only, and fictional financial and credit samples to examine analysis, customer communication, and authorization judgments.
Do not use it this way: These cannot establish hiring, qualifications, or performance.
Start a Career Interest TrialCheck through work samples instead of replacing judgment with labels.
Type tools such as MBTI and the Enneagram cannot determine competence or qualifications; use them for self-reflection only.
Do not use it this way: These cannot establish hiring, qualifications, or performance.
Start a Career Interest TrialCheck through work samples instead of replacing judgment with labels.
Continue checking against actual tasks, responsibility boundaries, and verifiable deliverables.
Do not use it this way: These cannot establish hiring, qualifications, or performance.
Start a Career Interest TrialCheck through work samples instead of replacing judgment with labels.
Continue checking against actual tasks, responsibility boundaries, and verifiable deliverables.
Do not use it this way: These cannot establish hiring, qualifications, or performance.
Start a Career Interest TrialCheck through work samples instead of replacing judgment with labels.
Continue checking against actual tasks, responsibility boundaries, and verifiable deliverables.
Do not use it this way: These cannot establish hiring, qualifications, or performance.
Start a Career Interest TrialFits better when: Willing to communicate with customers and develop business.
Watch for: Market within compliance boundaries.
Fits better when: Able to analyze financial and credit data patiently.
Watch for: Pause and obtain more evidence when support is insufficient.
Fits better when: Able to make independent judgments within authorized limits.
Watch for: Submit amounts above the limit to management.
Fits better when: Able to explain loan terms clearly to customers.
Watch for: Explain unfavorable conclusions accurately.
Fits better when: Willing to maintain records and an audit trail under compliance requirements.
Watch for: Do not exceed job authority.
Fits better when: Able to follow up repayments and overdue accounts according to policy.
Watch for: Collections must follow applicable rules.
Use this page's work sample to check your decision criteria.
Check analytical evidence and records against job procedures.
Honestly assess whether you verify each item according to policy.
Pause first, check finances and authorization, and escalate through the process.
Explain facts, policies, and available options separately.
Assess adaptation to sales targets and compliance constraints.
Enable review through analysis and approval records.
Use wholly fictional application information to practice assessment and approval.
Evidence：O*NET 13-2072.00 (Detailed Profile)
Typical scenario：When approving loans despite inadequate repayment-capacity or collateral assessment.
Roles most affected：Analysis and approval roles
Possible consequence：May cause nonperforming loans or customer disputes.
How to reduce risk：Check finances, credit, and collateral and retain judgment records.
Evidence：O*NET 13-2072.00 Tasks
Typical scenario：When relaxing lending policy or compliance processes to meet performance targets.
Roles most affected：Customer development and approval roles
Possible consequence：May violate lending policies and compliance requirements.
How to reduce risk：Confirm each item through compliance processes; performance does not replace risk controls.
Evidence：O*NET 13-2072.00 Work Context
Typical scenario：When customer financial and credit data are accessed without authority or disclosed.
Roles most affected：All lending and clerical roles
Possible consequence：May cause privacy and compliance risks.
How to reduce risk：Access within authority, follow confidentiality requirements, and retain access records.
Evidence：O*NET 13-2072.00 Work Context
Typical scenario：When loan agreements and file information are incomplete or outdated.
Roles most affected：Agreement and file management roles
Possible consequence：May affect disbursement and subsequent account handling.
How to reduce risk：Check agreements and update files according to policy, transferring exceptions to the responsible person.
Evidence：O*NET 13-2072.00 Loan Officers (Summary)
Typical scenario：When credit scores or system prompts are used as approval evidence without verification.
Roles most affected：Analysis and approval coordination roles
Possible consequence：May cause judgments to conflict with customers' actual circumstances.
How to reduce risk：Verify finances and credit and retain human judgments and approval records.
Evidence：O*NET 13-2072.00 (Detailed Profile)
Typical scope：Entry stage: under supervision, practice meetings to collect information, organize credit and financial materials, and make preliminary feasibility judgments against policy, retaining the judgment process.
Readiness evidence：Evidence to show: use verifiable financial and credit analysis records, repayment-capacity calculations, and approval or escalation explanations to demonstrate policy-based execution and accuracy.
Credential boundary：Verify employer and training requirements.
Next moves：Next step: check the target employer's duties, authorized limits, required software such as underwriting and CRM tools, and compliance requirements, then verify analysis and approval skills in supervised real workflows.
Typical scope：Analyze and approve within authorized limits or submit for approval.
Readiness evidence：Keep analysis and approval records.
Credential boundary：Verify role and compliance requirements.
Next moves：Editorial target examples: apply for complex transactions, training, senior lending, credit analysis, or compliance roles. Expanded limits and team management require institutional reappointment and authorization; they do not follow automatically from experience.
Typical scope：Handle larger amounts or more complex transactions.
Readiness evidence：Keep complex case and review records.
Credential boundary：Verify institution and role requirements.
Next moves：Develop authorization and risk-control responsibility evidence.
Typical scope：Manage team approvals and customer relationships.
Readiness evidence：Keep team and process management records.
Credential boundary：Verify institution and role requirements.
Next moves：Develop management and compliance responsibility evidence.
Typical scope：Organize credit and financial materials under supervision.
Readiness evidence：Keep material organization and checking records.
Credential boundary：Verify employer requirements.
Next moves：Develop statistical and financial analysis knowledge.
Typical scope：Assess credit risk and write analytical conclusions.
Readiness evidence：Keep analytical methods and reports.
Credential boundary：Verify role and employer requirements.
Next moves：Develop evidence of modeling and data skills.
Typical scope：Handle complex risk judgments and model reviews.
Readiness evidence：Keep complex case and review records.
Credential boundary：Verify institution requirements.
Next moves：Develop risk policy and authorization knowledge.
Typical scope：Manage risk policies and team workflows.
Readiness evidence：Keep policy and process management records.
Credential boundary：Verify institution requirements.
Next moves：Develop management responsibility evidence.
Typical scope：Check compliance and file requirements using a checklist.
Readiness evidence：Keep checking and remediation records.
Credential boundary：Verify employer requirements.
Next moves：Develop lending compliance knowledge.
Typical scope：Check process compliance and drive remediation.
Readiness evidence：Keep inspection and remediation records.
Credential boundary：Verify applicable jurisdiction and institution requirements.
Next moves：Develop audit and regulatory knowledge.
Typical scope：Handle process quality and data management.
Readiness evidence：Keep quality and compliance records.
Credential boundary：Verify institution requirements.
Next moves：Develop management and process knowledge.
Typical scope：Manage team workflows and compliance.
Readiness evidence：Keep team and compliance management records.
Credential boundary：Verify institution requirements.
Next moves：Develop management responsibility evidence.
Confirm applicant finances, credit, and authorization definitions.
Analyze and approve according to lending policy and retain records.
Produce verifiable approval, file, and exception records.
Expand approval and training duties within authorization.
U.S. national · O*NET 13-2072.00 (U.S. national)
17,100/year (growth and replacement)
Average annual job openings
Includes replacement and new demand, not the number of jobs currently being advertised.
Does not establish：Cannot serve as an individual's hiring probability.
U.S. national · O*NET 13-2072.00 (U.S. national)
$76,690/year
Median annual pay
BLS 2025 OEWS national median; does not represent starting pay or take-home income.
Does not establish：Excludes individual take-home income.
These are capability relationships, not automatic promotions or credential waivers.
Transfers：Transferable skills: customer communication and business development, financial and credit analysis, policy- and authorization-based judgments, compliance records, and file maintenance.
Build next：Skills to add: target-role authorized limits and compliance requirements, underwriting and CRM software operation, or the qualifications and responsibility experience needed for credit analysis, team management, or compliance.
View career profileTransfers：Intake and information, credit, and compliance foundations.
Build next：Requires additional risk analysis methods and statistical tools.
View career profileTransfers：Information verification and document processing.
Build next：Requires additional authorization rules and credit-limit judgment.
View career profileTransfers：Customer communication and financial analysis.
Build next：Requires additional debt-management and counseling methods.
View career profileTransfers：Financial analysis and compliance foundations.
Build next：Requires additional investment and market analysis methods.
View career profileTransfers：Customer communication and financial planning foundations.
Build next：Requires additional financial planning knowledge and practice requirements.
View career profileLoan interviewers and clerks handle intake and document reviews; credit analysts handle risk analysis; credit authorizers and checkers authorize credit within rules; credit counselors provide debt-management advice; financial analysts focus on investment and market analysis. Loan officers focus on evaluating and authorizing or recommending loan approvals. Compare approval authority, customer relationships, and responsibility boundaries.
Observable signals include willingness to communicate with customers and develop business, careful financial and credit analysis, clear authorization boundaries, and compliance with processes and accurate records under pressure. O*NET interest code CES describes activity preferences only, not competence, qualifications, or authorization.
Credit scoring, underwriting, and CRM tools may assist information organization, preliminary credit screening, and draft generation, but loan officers and authorized personnel remain responsible for repayment-capacity judgments, approval within authorized limits or submission for approval, customer term explanations, and compliance. This page presents tool uses only as task hypotheses, not evidence of widespread adoption by lending institutions.
Human responsibilities include checking applicant financial and credit information, assessing repayment capacity and collateral adequacy, making or submitting approval decisions within authorization, explaining terms accurately to customers, and accurately recording approval and compliance processes.
The National Bureau of Statistics publishes average annual wages of urban employees by industry category without separately reporting this occupation, so a safely mapped national occupational median cannot be established. The page displays labeled industry proxies only: 2025 finance wages averaged 211,164 yuan/year in urban non-private units and 140,451 yuan/year in urban private units; all urban non-private units nationally averaged 129,441 yuan/year. None is this occupation's median or starting pay. The Ministry of Human Resources and Social Security enterprise remuneration survey is provided as a lookup entry point.
BLS 2025 OEWS, displayed through O*NET, reports median annual pay of 76,690 USD (about 36.87 USD/hour), with the 10th through 90th percentiles ranging from 39,430—153,180 USD. These are national statistics, not individual take-home income or starting pay. Compensation often includes sales commissions; actual income depends on performance, region, and business type.
In the United States, the occupation typically requires a four-year bachelor's degree (about 69% of respondents), belongs to Job Zone 4 (considerable preparation), and often requires several years of experience and on-the-job training. Some specialties have additional registration or practice requirements; check employer and local rules. Mainland China has no uniform occupational qualification precisely corresponding to this O*NET occupation; roles are mostly determined by employers and financial institutions.
Main risks include authorized limits and approval boundaries, repayment-capacity and credit judgment errors, sales pressure and compliance conflicts, customer information and financial data confidentiality, and loan agreement and file records. Controls include verifying financial and credit information, processing within authorization, accurate records, and stopping and escalating exceptions. Verify legal and authorization matters under the applicable jurisdiction.
O*NET, citing BLS data, shows about 301,400 employed in 2024, projected growth of about 2% for 2024—2034 (slower than average), about 306,500 employed in 2034, and about 20,300 average annual openings. Projections are occupational statistics, not individual hiring probabilities or recruitment samples.
If you can balance customer communication and compliance requirements, are willing to analyze financial and credit information, and accept approval responsibility, try a low-cost assessment and approval exercise using wholly fictional application information. Moving toward senior lending, credit analysis, team management, or compliance requires additional evidence of the relevant authority, qualifications, and responsibilities.
Evidence for China, the United States, and specific institutions is stated separately: wage, employment, qualification, safety, and AI conclusions must not be spliced across scopes. The Loan Officers page provides career evaluation and safety exercise information and does not replace local legal, financial, compliance, professional practice, or other professional advice. Any statement of insufficient evidence means only that safely corresponding data were not established after a bounded search; proxies or memory are not used to fabricate figures.
FermatMind research workflow
2025 wages; published 2026-05-15; accessed 2026-09-25
Average Annual Wages of Employees in Urban Units in 2025
Limitations：For 13-2072.00 and the U.S. market only; establishes no Chinese mapping or legal authorization.
Limitations：For 13-2072.00 and the U.S. market only; tasks and local authorization differ.
Limitations：Task samples do not mean every role performs every task; establish no Chinese mapping.
Limitations：U.S. work context does not replace Chinese regulations or employer procedures.
Limitations：Displays BLS OEWS wage data; percentiles are not starting pay. Retain the stated period, population, geography, and units.
Limitations：Projections are not hiring guarantees and do not include individual hiring probabilities.
Limitations：Recruitment mentions do not establish proficiency, adoption rates, or automation shares.
Limitations：Industry distribution signals employer settings, not growth or demand projections.
Limitations：The education distribution is not every employer's mandatory requirement; establishes no Chinese mapping.
Limitations：Industry averages are not occupational medians and exclude individually operated businesses and freelancers. No national wage distribution corresponding to the exact occupation has been established.
Limitations：Covers urban enterprises, excluding government agencies and public institutions. This page has not obtained an entry precisely matching this occupation and does not use it as a national median.
Limitations：This editorial scale is not evidence of adoption rates, layoffs, regulations, or licensing.
Limitations：Establishes no Chinese qualification mapping; verify actual status and jurisdiction separately
Limitations：Establishes no Chinese qualification mapping; verify actual status and jurisdiction separately
Limitations：Editorial ratings use the existing occupational responsibilities and AI task analysis on this page. They are not adoption rates, measured effects, job-disappearance or personal-unemployment probabilities, or official scores from Stanford or another external institution. No measured time weights or future robot deployment are assumed.
This round's O*NET13-2072.00: 2025 wage percentiles; 2025—2035 employment of 283000→286000/1%/17100 openings; 2025 finance and insurance employment share of 83%. The education figure of 69% refers to answers about new-hire education needs, not degrees already held. BLS OOH supports compensation differences and 2025 detailed industry wages; CFPB SAFE Act materials support U.S. residential mortgage licensing and registration boundaries. Neither is extrapolated to China. Original shared sources and facts are consumed by protected FAQ and hero content and were not changed. Cross-module conflicts involving old 2024—2034 figures, education, and other statements remain for independent review. Gaps remain in exact Chinese wages and entry requirements, actual AI adoption, and personality validity.
