Fractional Recruiter Sought for US House-Flipping Company
WFA Digital Insight
Stony Creek Homes is in the middle of a rapid turnaround, scaling a real‑estate operation that spans acquisition, renovation, and resale. Unlike typical recruiter postings that promise a steady pipeline, this role demands a true talent‑hunter who can read a candidate’s cues in a single video call and instantly gauge fit. The company’s mix of U.S. and global hires means you’ll be evaluating people from varied cultures, so intuition and cultural sensitivity are essential. Success is measured by delivering a handful of candidates who feel unmistakably aligned, not by volume. If you thrive on daily, tangible progress and can dive deep into the nuances of deal acquisition, construction management, or marketing roles, this fractional gig could be your next high‑impact challenge.
Job Description
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.
- 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.
- 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 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.
- 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.
- 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.
How to Stand Out
- Prepare a quiet, well‑lit space for video calls; a stable internet connection is essential.
- Study Stony Creek Homes' business model (acquisition, renovation, resale) so you can speak fluently about role‑specific challenges.
- Highlight any experience reading body language or detecting inconsistencies in past interviews.
- Bring concrete examples of past shortlists where at least one candidate was hired after a single interview.
- Mention any familiarity with Ashby, Hubstaff, or similar ATS/time‑tracking tools in your application.
- Be ready to discuss how you adapt sourcing strategies for candidates from different cultural backgrounds.
- During interviews, demonstrate curiosity by asking detailed questions about the day‑to‑day tasks of the roles you’ll recruit for.
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