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Dispositions

Dispositions 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
The buyer side, statewide. Cash buyer sourcing and vetting, buyer relationships, and getting every signed contract assigned.
Does not own
Seller negotiation, underwriting, offer terms, and closing coordination.
Works with
Acquisitions managers in every market, transaction coordination, and the founders.
Success looks like
Contracts get assigned inside their window, to buyers who actually close, without a scramble each time.

About the role

  • Covent runs its own real estate deals in house. This role owns the buyer side of all of them.
  • When a contract gets signed, somebody has to already have a buyer for it. The work starts well before that contract exists: statewide outreach to cash buyers, verifying they can actually close, and building relationships that hold up when you need one on short notice.
  • Those relationships live on the phone and on our messaging line, not in a CRM field. You are the person on the other end of them.
  • Your objective: every signed contract has a buyer, and finding them is not a fire drill.

What this looks like

  • A contract gets signed Tuesday with a short assignment window. You already know which buyers take that zip code at that price, because you built the list before you needed it.
  • A buyer tells you they are all cash and ready to go. You find out what they have actually closed and how fast, before a deal depends on the answer.
  • An assignment is not moving and the window is closing. You say so early enough that acquisitions can renegotiate or walk, instead of it surfacing on the last day.

Where this role stops

  • This is statewide, not one market. Acquisitions managers each work a market. You work across all of them.
  • You do not set price or terms. If a deal only works at a different number, it goes back to acquisitions.
  • The buyer list is yours to build and yours to keep honest. A buyer who does not close costs more than one we never had.
  • 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 sold or assigned real estate contracts to cash buyers, or built an investor buyer list from nothing.
  • You are comfortable cold on the phone. This starts as an outbound job and stays one.
  • You can tell a real cash buyer from someone who says they are one, and you know which questions get you there.
  • Strong spoken English. You are on calls with US investors every day.
  • 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.
Apply now

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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