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

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 arenaflex 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) arenaflex 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 arenaflex 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 (arenaflex, 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 est Apply tot his job Apply tot his job Apply tot his job

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