Fractional Recruiter Sought for US House-Flipping Company

Department: General & Administrative

Location: Remote

Employment Type: PartTime

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. Were 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 isnt the right fit for either of us.

Who We Are: The Honest Version

Stony Creek Homes (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.

Were in a turnaround. Weve 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. Youll be sourcing across multiple regions and cultures, so you need to be comfortable reading people who dont share your accent, your idioms, or your assumptions.

Were telling you were in a turnaround because we want someone who runs toward that, not away from it. This is a build. Its messy, its fast, and the wins are real.

What Youll Actually Do

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

• Screen hard. Short, sloppy screens that dont 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 were looking for. Not meets the requirements on paper. Aligned.

• Work in Ashby to keep every candidate, note, and stage clean and current. If its not in the system, it didnt happen.

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

The Kind of Person This Needs

The best recruiters weve worked with arent resume-matchers. Theyre people-readers. Heres what actually matters to us:

• You read people. Body language, tone, hesitation, the pause before an answer. You notice when the story doesnt add up.

• You can smell it when someone isnt 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 were solving. Before you source a single candidate, youll 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 dont know yet, youll dig until you do.

• You have taste in people. Youd 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 dont need to be chased.

How Well Know Its 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. Thats 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 thats 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, were probably not for you - and thats okay.