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Acquisitions

Acquisitions Manager

Egypt, Vietnam, Mexico, or Latin AmericaRemoteUS business hoursFull time

$1,500-$3,500 / mo USD base + commission on closed deals + equity + profit share

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Role at a glance

Owns
Negotiation through executed contract for one market. Offer terms, every seller and agent conversation from the first live call, and the deadlines attached to a signed deal.
Does not own
Sourcing, first outreach, follow-up sequences, underwriting, and final offer approval. Those sit elsewhere on purpose.
Works with
Underwriting, dispositions, transaction coordination, and the founders.
Success looks like
A higher share of triaged leads reach a signed contract, at prices below the number underwriting set, with nothing going stale in the queue.

About the role

  • Covent builds software for real estate wholesalers. We now run deals ourselves, in house, on our own tools. This role is the person who works them.
  • You own negotiation and contract. Our outreach system handles sourcing, first contact, and follow-up, so leads reach you already warm and already triaged. You start where the conversation gets real: agreeing on a price and getting it signed.
  • You are not prospecting from scratch. Leads arrive already sourced, contacted, and triaged, and you work the queue top down. You do not pick your own leads and you do not sit in an inbox.
  • Your objective is narrow on purpose: more of the deals that reach you get signed, at a price that works.

What this looks like

  • A motivated seller comes back $8k over the number that works. You already know the number and what it is based on, so you decide on the call whether to hold, split it, or walk. Then you say so.
  • A listing agent offers to present your offer to their seller. You get them terms they can actually present, same day, and you track the deadline instead of waiting to be reminded about it.
  • A deal does not work at the asking price. You say that on the first call instead of spending a week proving it, and you tell the agent exactly what would make it work.

Where this role stops

  • Every deal has a ceiling set by underwriting before you pick up the phone. You negotiate under it. You do not set it and you cannot move it.
  • Offers go out with founder approval. You build the case; you do not sign off on your own.
  • This is not a management role yet. You are the one doing the deals. A team comes after the motion works.
  • Transaction coordination is a separate seat and it is not filled. Until it is, some of that work lands on you. Better said now than discovered in month two.
  • You work US business hours, not your own. From Egypt that is roughly 5pm to 2am. From Vietnam it is an overnight shift. From Mexico or the rest of Latin America it is close to a normal day. Weigh that honestly before you apply, because it does not change once you are here.

Qualifications

  • You have negotiated real estate deals against US sellers or agents, in acquisitions, dispositions, or wholesaling.
  • You are comfortable being the person on the call when there is money on the table and somebody has to hold a number.
  • You can read an underwriting sheet and understand why the ceiling is the ceiling.
  • Strong spoken English. You are on calls with US agents and sellers every day.
  • You can work the schedule above, permanently. It is the hardest part of this job and we would rather you weigh it now.
  • You already work the way we do. You raise problems early, you say the honest thing when it costs you something, and you do not cut corners on how people get contacted. In this business that last one is not a nice-to-have; it is the difference between an operation that lasts and one that does not.
  • You are on the phone all day, every day. High call volume is the job, not a phase of it.
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Compensation

$1,500-$3,500 USD per month as base compensation, based on experience, plus commission on every deal you bring in that closes. Equity and profit-share potential on the same terms as every other role here, based on seniority, scope, and long-term fit. The commission rate and what it is calculated on are written into your offer, so you know the number before you accept, not after.

Benefits

  • Monthly team activities, optional monthly dinner invites, and annual retreats as the team grows.
  • Generous AI tooling budget for tools that improve your workflow.
  • Near-unlimited Codex access for engineering and product work, with optional Claude or other AI tools by role.
  • Profit-share potential plus equity grants or exit participation for long-term contributors.
  • Clear career ladders in progress, with direct founder feedback and fast ownership paths.
  • Direct access to founders, customers, and real product decisions.
  • High-agency environment with meaningful ownership and fast feedback.

Offer structure

  • Full-time engagement. We don't run part-time trials.
  • 90-day probationary period for mutual fit. Either party can end at any time; payroll for actual days worked.
  • After probation: equity grants, exit participation, or profit-share may unlock based on role, seniority, and long-term fit. 30-day notice on company-side termination.

About Covent

We pivoted, but we are a technology-first real estate company. Being tech first lets us subsidize our costs, so we can make more competitive offers.

It is a very hard business with very slim margins. If it is truly for homeowners, we have to be tech first and cut as many middlemen as possible.

The work matters. If the product is confusing, support gets harder. If the design is sloppy, trust drops. If the code is fragile, the team slows down. We hire people who own the outcome.

Where deals are made

How we work

  1. Question, delete, simplify, accelerate, automate

    We improve work in that order. Ask what problem we are solving, delete what does not help, simplify what remains, shorten the feedback loop, then automate.

  2. Tools are leverage

    We provide the tools, context, and access needed to do ambitious work. The point is not the tool; the point is solving the hardest problem and shipping the clearest system.

  3. Owners, not task completers

    Your job is not just your job description. If you see a better way, say it. If you see a problem, raise it. If you can fix it, fix it.

  4. Speed is learning faster

    Small loops beat big plans. Ask early, ship smaller, surface blockers fast, and communicate with facts: what changed, what is blocked, what is next, who owns it, and when it will be done.

Interview process

Applications are reviewed by founders. No external recruiters. Interviews run virtually. We aim to give a clear yes or no quickly.

  1. Application

    You submit your application. Founders read every one personally. No external recruiters.

    Apply now

  2. Initial interview

    If your application moves forward, we talk. What you have done, how you think about the work, and whether this is actually the role you want.

  3. Project

    A skills evaluation and nothing more. Scoped to what the job actually asks for, so it shows us whether you can do the work rather than testing you for its own sake.

  4. Offer

    Clear the project and you go forward for an offer. We decide quickly, and we tell you either way.

Questions? Email talent@getcovent.com.

Covent is an equal opportunity employer. We hire on merit and fit, not background.

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