Director of Operations - Remote | High-Growth Real Estate Team

Spencer Hsu Real Estate Team @ eXp Realty

Remote (SF Bay Area market focus)

About Us

We're a top 0.5% nationally ranked real estate team producing $80M+ annually in Silicon Valley's luxury market. Our founder, Spencer Hsu, is a recognized content creator (7K YouTube subscribers, 40K newsletter subscribers) and top producer serving high-net-worth tech clients in Palo Alto, Los Altos, Menlo Park, and surrounding areas.

We're at a major inflection point :

2025 : 70 transactions, $1.5M in revenue

2026 goal : 140 transactions, $3M+ in revenue

Current team : 4 agents who need leadership and accountability

What we need : An entrepreneurial operator to build the machine while our founder focuses on $2M+ listings and brand growth

This is a

fully remote role , but you must understand the Bay Area real estate market and be comfortable operating in Pacific Time Zone hours.

The Role : What You'll Actually Do

You're not inheriting a well-oiled machine. You're

building it from scratch . This role is 40% recruiting, 40% accountability / coaching, 20% systems / operations.

Recruiting (40% of your time) :

Source and recruit

14+ producing agents in 2026

(agents who can close 4-10 deals / year)

Maintain a pipeline of 15+ active recruiting conversations at all times

Close candidates on joining the team (negotiate splits - our blended average is 70% to agent / 30% to team)

Build and run a recruiting system that's repeatable and scalable

Success metric : 2 agents recruited in first 90 days, 14+ in first year

Agent Accountability & Performance (40% of your time) :

Conduct weekly 1-on-1s with every agent on the team (currently 4, growing to 18+)

Track lead follow-up, conversion rates, and pipeline health in CRM

Have direct conversations when agents aren't hitting goals (you're the accountability partner)

Create performance improvement plans and execute on them (including exiting poor performers)

Build a culture of high performance and mutual accountability

Success metric : Current 4 agents go from 15 total deals in 2025 to 50+ deals in 2026

Operations & Systems (20% of your time) :

Manage support staff : ISA, Transaction Coordinator, Virtual Assistant, Marketing Manager

Build and document processes : onboarding, lead routing, CRM workflows, team training

Create dashboards to track team performance (leads, appointments, deals, revenue)

Run monthly team meetings and training sessions

Identify bottlenecks and inefficiencies, then fix them

Success metric : All core processes documented by end of Q1 2026

What Success Looks Like

90 days :

2 producing agents recruited and onboarded

Weekly accountability system implemented (all agents participating)

15+ agents in active recruiting pipeline

Core operations manual documented

1 year :

14+ producing agents recruited (average 4-10 deals / year each)

Team revenue grows from $71K (2025) to $350K+ (2026)

Agent accountability system running smoothly with measurable production increases

You're operating autonomously - Spencer focuses on luxury deals, you run the team

Compensation & Benefits

Trial Period (First 90 days / Q1 2026) :

Independent contractor :

$18,750 total project fee

Paid twice monthly at $3,125 per payment (6 payments total)

Deliverables-based (recruiting goals, system implementation)

We assess fit, you assess if you want to be here

Full-Time (After 90 days) :

Base salary : $75,000 - $90,000 (based on experience)

Bonus : 5% of team revenue growth above $71,235 baseline

W2 employee, fully remote

Flexible schedule (but must be available during PT business hours)

Compensation examples :

Conservative scenario (Year 1) :

Team grows to $300K revenue (+$228K growth)

Your bonus : $11,400

Total comp : $86,400 - $101,400 (depending on base)

Target scenario (Year 1) :

Team grows to $450K revenue (+$378K growth)

Your bonus : $18,900

Total comp : $93,900 - $108,900 (depending on base)

Aggressive scenario (Year 1) :

Team grows to $600K revenue (+$528K growth)

Your bonus : $26,400

Total comp : $101,400 - $116,400 (depending on base)

What's NOT included :

No health insurance provided (you're responsible for your own)

No PTO policy (flexible schedule, take time when you need it, but the work has to get done)

No office / equipment stipend (remote work is on you)

Long-term upside :

Year 2+ : Transition to profit-share model (7.5% of team net profit) as team scales

Potential equity / ownership stake for the right person as we continue to grow

You're a Great Fit If :

Experience & Skills :

4+ years managing or recruiting quota-carrying salespeople (real estate, SaaS, solar, mortgage, insurance, etc.)

You've personally recruited and closed 10+ hires in previous roles

You've managed underperformers and aren't afraid of difficult conversations

You understand high-ticket sales ($10K+ transactions) and consultative selling

You're a systems thinker who documents processes and builds playbooks

Working Style :

Entrepreneurial but execution-focused - you don't need to be the visionary, but you need to make the vision happen

Self-directed - Spencer is traveling internationally Jan-Feb 2026; you need to operate autonomously

Comfortable with ambiguity - there's no employee handbook or perfect process to follow; you build it

Results-driven - you're motivated by seeing the scoreboard move, not just checking boxes

High urgency - you operate with speed and bias toward action

Character & Values :

You can hold people accountable while being respectful and professional

You're coachable and open to feedback (Spencer has high standards)

You genuinely want to help agents succeed (this isn't just a paycheck)

You treat remote work like a privilege, not an excuse to coast

You're NOT a Fit If :

You need detailed instructions or constant guidance

You think "full-time" means 40 hours max

You avoid confrontation or accountability conversations

You've never recruited someone or closed a job offer

You need structure, office environment, or corporate benefits

You need health insurance provided by your employer

You want work-life balance over building something meaningful (at least in Year 1)

The Hiring Process

1. Application (You) :

Submit resume

Record a 90-second video answering : "Describe a time you had to hold someone accountable who wasn't hitting their numbers. What did you do, and what was the result?"

2. Phone Screen (20 min) :

Quick chat to assess basic fit, experience, and expectations

3. Video Interview (45-60 min) :

Deep dive on recruiting experience, accountability examples, and strategic thinking

We'll send you a homework assignment : "Review our YouTube channel and website. If you were our DOO, what would you do in your first 30 days?"

4. Final Interview (45 min) :

Meet Spencer, discuss compensation, align on expectations

Reference checks (we'll call 2 of your previous managers)

5. Decision :

If we're aligned, we start with the 90-day contract in January 2026

Timeline :

We're moving fast and reviewing applications on a rolling basis. If you're a strong candidate, we'll reach out within 1-2 business days.

About the Team You'll Manage

Current roster :

4 producing agents : Junior agent (4 deals / year) and mid-level agents (9-10 deals / year). They're capable but lack accountability and structure.

Inside Sales Agent : Part-time, handles lead qualification and nurturing

Transaction Coordinator : Part-time, processes deals and paperwork

Virtual Assistant : Handles admin, marketing support, database management

Marketing Manager : Oversees content creation, social media, campaigns

All team members are remote. You'll coordinate via email, Zoom, and CRM.

Why Join Us?

The upside is real :

Spencer's personal brand drives massive inbound lead flow (YouTube, newsletter, social media)

Bay Area luxury market = high commissions per deal ($15-30K+ per transaction)

eXp Realty infrastructure provides support without corporate bureaucracy

You're joining at the perfect inflection point - big enough to have resources, small enough for you to make massive impact

What you'll learn :

How to scale a real estate team from 4 to 18+ agents

Recruiting and talent acquisition in a competitive market

Building operational systems from scratch

Working with a top-producing agent / entrepreneur

Who you'll work with :

Spencer is direct, driven, and has high standards - but he's fair and wants you to win

He's not a micromanager; he wants you to own this and run with it

If you crush it, there's long-term upside (profit share, equity, building this into something bigger)

Questions?

"Do I need a real estate license?"

No. We care about recruiting and leadership experience, not real estate credentials.

"What if I don't know the Bay Area market?"

That's fine if you're a fast learner. We'll teach you the market; you bring the recruiting and operations expertise.

"Is this really remote, or will you expect me to move to the Bay Area?"

Truly remote. Occasional in-person for big events (maybe 2-3x / year), but day-to-day is 100% remote.

"What time zone do I need to work in?"

Pacific Time business hours (9am-6pm PT) for core collaboration. Some flexibility, but agents and team are on PT.

"Why no health insurance?"

We're a small, lean team. The salary range reflects this. If health insurance is a dealbreaker, this isn't the right fit.

"What's the work-from-home setup expectation?"

Reliable internet, professional Zoom background, and availability during business hours. You provide your own equipment.

Ready to build something? Apply now.

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