Fractional Recruiter Sought for US House-Flipping Company

READ THIS FIRST

This is a hard job with a high reward. We are not looking for someone to "manage a pipeline" and send us a weekly status update. We're looking for a hunter of people — someone who can look at a candidate on a video call and know, in their gut and from experience, whether this person is who they say they are.

If you collect a paycheck for filling a funnel, keep scrolling. If you get a genuine thrill from finding one exceptional human being that nobody else spotted, we should talk.

We expect daily progress. Not daily activity theater — progress. Real conversations, real candidates, real movement. If a week goes by and nothing got done, this isn't the right fit for either of us.

 

WHO WE ARE: THE HONEST VERSION

Stony Creek Homes (stonycreekhomes.com http://stonycreekhomes.com) is a real estate operator in the Washington D.C. metro area. We buy houses, renovate them, and sell them — the whole cycle, from off-market acquisition through construction to sale.

We're in a turnaround. We've done the hard work of fixing the business, and additional investor capital is expected in the coming weeks. When it lands, we scale — and that means a lot of hiring, fast, across the whole company:

• Marketing — the engine that keeps the deal pipeline full

• Deal acquisitions — the people who find and close off-market properties

• Construction & project management — the people who actually execute the renovations

Some of these roles are U.S.-based. Many are global. You'll be sourcing across multiple regions and cultures, so you need to be comfortable reading people who don't share your accent, your idioms, or your assumptions.

We're telling you we're in a turnaround because we want someone who runs toward that, not away from it. This is a build. It's messy, it's fast, and the wins are real.

 

WHAT YOU'LL ACTUALLY DO

• Source across global markets for the roles we prioritize week to week.

• Screen hard. Short, sloppy screens that don't follow the hiring guide are worthless to us. We want structured, thorough conversations that actually predict performance.

• Interview and evaluate for real fit — drive, cognitive ability, communication, and alignment with the specific role and our culture.

• Recommend a tight handful of candidates over a few weeks — and we expect one or two of them to be genuinely, obviously aligned with what we're looking for. Not "meets the requirements on paper." Aligned.

• Work in Ashby to keep every candidate, note, and stage clean and current. If it's not in the system, it didn't happen.

• Track your time in Hubstaff. Straightforward, transparent, no games.

 

THE KIND OF PERSON THIS NEEDS

The best recruiters we've worked with aren't resume-matchers. They're people-readers. Here's what actually matters to us:

• You read people. Body language, tone, hesitation, the pause before an answer. You notice when the story doesn't add up.

• You can smell it when someone isn't telling the truth. Inflated titles, borrowed accomplishments, rehearsed answers that fall apart under one real follow-up question. You catch it.

• You understand the problem we're solving. Before you source a single candidate, you'll know — intimately, in detail — what a deal acquisitions person actually does all day, why a construction PM has to be comfortable with remote work and technology, what "drive" looks like in a real hire versus a good interviewer. If you don't know yet, you'll dig until you do.

• You have taste in people. You'd rather send us two candidates who are right than twenty who are "fine." We measure you on the quality of who you find, not the volume.

• You deliver. Every day. You don't need to be chased.

 

HOW WE'LL KNOW IT'S WORKING

Over the first few weeks, you bring us a small, curated set of candidates for our priority roles — and one or two of them make us sit up and say "yes, this is exactly who we need." That's the signal. Do that consistently, and the 20 hours becomes more, the comp grows with it, and this becomes a long-term seat on a team that's building something real.

 

THE DEAL

• 1099 contractor, fractional, fully remote.

• 20 hours/week to start, with real room to expand based on results.

• We offer highly-competitive pay (relative to your job market) for the committed hours, plus a bonus structured around both your effort and your outcomes — so the people who actually deliver earn above market.

• Global candidates welcome to apply as recruiters — we care about how sharp you are with people, not where you sit.

If you read this whole ad and felt more energized than intimidated, apply. If it made you tired, we're probably not for you - and that's okay.