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 Gigspire 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) Talvora 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 - yo

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