Director of Operations - Remote | High-Growth Real Estate Team (San Jose)

Spencer Hsu Real Estate Team @ eXp RealtyRemote (SF Bay Area market focus)About UsWe'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 growthThis is a fully remote role, but you must understand the Bay Area real estate market and be comfortable operating in Pacific Time Zone hours.TheRole: What You'll Actually DoYou'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 yearAgent 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 2026Operations & 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 2026What Success Looks Like90 days:• 2 producing agents recruited and onboarded• Weekly accountability system implemented (all agents participating)• 15+ agents in active recruiting pipeline• Core operations manual documented1 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 teamCompensation & BenefitsTrial 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 hereFull-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 growYou'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 playbooksWorking 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 actionCharacter & 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 coastYou'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 Process1.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 expectations3. 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 2026Timeline: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 ManageCurrent 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, campaignsAll 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 impactWhat 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/entrepreneurWho 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 est Apply tot his job