Corrina Carter
CEO & Founder
Vision, brand, the long-term bet.
Tenure20 yrs
LicensedTX · FL · CA
Working at CMS · Est. 2005
We're not hiring.
We're building a team.
This is a culture page, not a careers page. No recruiter funnel. No ATS black hole. What we have: an operating system, six values we run the business on, and a team of operators building something real.
2 min · 48 hr reply
Operating below
The operation, running right now.
An illustrative look at the operating system behind every CMS file — processing, learnings, and career growth, running in one place.
→ Below: comparison · benefits · values
Illustrative · CMS Operating SystemDEMO
LOs running
47
Loans in processing
12
Avg CTC
21d
Recent activityLast update just now
What We Publish
vs. What Most Companies Hide.
Most companies sell you a culture pitch on the careers page. Then they hand you a different reality on day one. We'd rather you see the real thing now. Decide before you sign.
Most companies
Performance dashboards locked to leadership
"Competitive" comp (translation: undisclosed)
Quarterly all-hands access, at best
Tribal knowledge, gatekept by tenure
"Talk to your manager" career path
The work itself, behind a curtain until day one
CMS Mortgage
Performance dashboards open to the team
Comp bands published, criteria documented
Direct line to leadership, on the record
22+ playbooks, open to anyone on staff
Quarterly career conversations + named pathways
Ask any teammate for their honest take. We'll hand you their number.
You'll find out after you sign.
You can find out today.
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Seven things that come standard.
None of them cost you a dime.
Each one is an artifact of how we operate. Not perks. Not ping pong. The structural stuff that makes a real difference six months in.
→ 01 / Signature
Operator-led, not investor-led.
No outside capital pressuring us into quarterly performance theater. Decisions get made for the long game, by people who'll still be here in five years.
Years operating20
Outside investors0
Board members0
→ 02 / Receipt
Benefits in 60 days, not 90.
Health, dental, vision. Industry standard is 90.
Waiting period60 days
Industry standard90 days
Coverage startsDay 61
→ 03 / Note
Direct line to leadership.
Someone on the leadership team reads every careers submission personally. Day one, you have a direct line. No recruiter buffer.
→ 04 / Postcard
Remote-first.
Outcomes, not seat time. Most of the team works from home.
→ 05 / Dossier
Real ownership.
No dual-approval bureaucracy. If you can defend it, you can ship it.
→ 06 / Library
Documented systems.
22+ playbooks. No tribal knowledge. Open to anyone on staff.
→ 07 / Ledger
Quarterly career talks.
Real conversations every 90 days. Not annual reviews nobody preps for.
Open dashboards.
Performance data visible to the team. Wins and misses both, on the record.
Mistakes documented.
Failure stories in all-hands, not buried. Try, miss, learn out loud.
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Operating Principles · Est. 2005
G.R.O.W.T.H.
Six values we hire, fire, promote, and run the business on.
Genuine Integrity
Transparent dashboards everyone on the team can see. Wins and misses both, on the record. Zero tolerance for shading the truth, internally with each other or externally with clients. If you can't defend it on the record, we don't ship it.
Resilience
Bounce-back bonuses for comeback quarters. Failure stories celebrated in all-hands, not buried. We hire operators who take a hit and run it back: ops, processing, sales, leadership, all of it.
Own Your Path
You own your scope. No dual-approval bureaucracy, no "check with your manager" to ship a thing. Monthly personal scorecard reviews, not to micromanage you, but to make sure we're holding up our end of the deal.
Work as Family
Peer mentorship is the default, not a program you have to opt into. Team wins beat individual stats every time: in comp decisions, in promotions, in who we invite back next quarter. Nobody who wants to grow gets left behind.
Think Bigger
Quarterly vision sessions where everyone, not just leadership, pitches what's next. Growth bonuses tied to outcomes, not titles. Named leadership pathways from every seat in the company.
Hospitality First
Every teammate treats the next link in the chain like a client, even when the "client" is the teammate sitting next to you. Internal NPS tracked. Service excellence rewarded. We don't separate "customer-facing" from "real work."
DeShawn Smith · COO · CMS Mortgage Solutions
Adopted
2005
2005
The people on the other end.
When the page says "a real person reads every submission," this is who. See the full team at /team.
DeShawn Smith
Chief Operating Officer
Operations, systems, how we run.
Tenure15 yrs
LicensedTX · FL · GA
Amorette Hernandez
Growth Architect
Growth, recruiting, the next chapter.
Tenure12 yrs
LicensedTX · CA · AZ
Dora Gonzalez
Operations Explorer
Processing, the loan from app to close.
Tenure10 yrs
LicensedTX · FL
If you read this far, we should probably talk.
Licensed LO? Comp conversations live on /join. That page is built for the math.
Last updated Reviewed by Corrina Carter
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