‘Step outside your comfort zone, that’s where growth really happens’

In our latest Women in Finance Interview, Tony Sanchez speaks to Natalie Horne – Senior Portfolio Manager, Development Finance at LendInvest Mortgages.

Natalie joined LendInvest as an office manager and worked her way through loan servicing and bridging finance before moving into the development finance team, where she now manages portfolios and works closely with brokers and clients from construction through to completion.

Natalie brings a relationship-led, hands-on approach to development finance, shaped by deep operational experience and a strong understanding of the full loan lifecycle.

Known for her commitment to collaboration, learning, and supporting others, she is passionate about inclusive leadership and creating environments where people can grow with confidence.

What brought you into financial services? 

I started my career in property finance over 10 years ago at LendInvest. Having joined as an office manager with the occasional assistance to the Loan Servicing Team, I quickly realised this was the industry for me.

I moved full-time into the Servicing department as a Loan Servicing Specialist, predominantly on the Bridging portfolio, before moving on to the Development Finance Team.

I very much enjoy the Development aspect, working with clients and brokers and seeing the construction from start to finish.

What do you think makes a successful leader? And in particular women leaders?

A successful leader is someone who listens to and supports their team.

In my opinion, when you genuinely look after your people, they are far more engaged and motivated, and in turn, they will support you and the wider business.

While property finance remains a predominantly male industry, we are making positive progress when it comes to female leadership.

Women often bring a different perspective to leadership, one that values collaboration, empathy, and inclusive decision-making.

These qualities help create strong, high-performing teams and more balanced outcomes, which ultimately benefit both people and performance.

What are the biggest barriers you have faced in your career in financial services?

Earlier in my career, one of the biggest challenges was confidence, both in trusting my own judgement and in being perceived as credible at a younger age.

As a woman, I’ve sometimes felt the need to prove myself more consistently or be more prepared to have my voice heard in the room.

Over time, experience, strong performance and supportive colleagues have helped me overcome that.

Learning to advocate for myself, seek feedback, and build strong relationships has been key to my growth.

If you could tell your younger self one thing you know about business now, what would it be? 

To trust yourself, you know more than you think you do.

Don’t be afraid to ask questions, however silly they may seem, as they say, there are no silly questions!

What’s your own personal mantra?

Step outside of your comfort zone.

However difficult this may be, it really does result in growth, confidence, and opportunities you could never reach by staying comfortable.

What do you think is key for finding a successful work-life balance?

Real balance isn’t 50/50 every day,  it’s being able to show up fully for work and for your life over time.

What advice do you have for women aiming for leadership positions?

Advocate for yourself the way you would for others.

Work on yourself, build relationships and remain confident that you can achieve the goals you set out to do.

What do you think is holding women back?

Support from within the business. Having senior staff who encourage female leadership is key.

Women aren’t held back by lack of talent, they can be held back by systems that haven’t fully caught up.

Do you think there is still a glass ceiling?

Yes, albeit it is getting better.

Whilst gender is not equal at the senior level, at LendInvest, we don’t shy away from this and encourage making our culture inclusive, be that race, sexual orientation or religion.

How do we encourage more women into financial services? 

Having more female-only networking events is a great way to celebrate the women in the industry, thus encouraging more women to join.

The gender pay gap is only second worst to the construction industry. What can organisations do to address this?

Organisations need to take a proactive and transparent approach to addressing the gender pay gap.

This starts with regularly reviewing pay structures and promotion pathways to ensure fairness and consistency across roles.

Creating clear progression opportunities, supporting flexible working, and ensuring women have equal access to leadership roles and high-impact projects are also critical.

Ultimately, meaningful change comes from sustained commitment at the leadership level and a willingness to measure progress and act on it.

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