Spencer Hsu Real Estate Team @ eXp Realty
Remote (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 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 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 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 Like90 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 & 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 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 ProcessWe're thorough because this role is critical. Here's what to expect:
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 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, 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.
