HR & People Operations Lead

About Us

Three companies, one founder: Expert Listing, a Lagos proptech platform for verified property listings (buy, rent, lease, commercial, and joint venture) across Lagos, Abuja, Ibadan, Kano, and Port Harcourt; Ramos Real Estate (Ramos of Lagos Realty), a luxury residential and commercial brokerage with 6,000+ homes sold and 1,000+ clients since 2017, now also operating in Dubai; and Gravity Development, the group's property development arm.

Why This Role Exists

Across all three businesses, the CEO is still doing the hiring personally, and none of the three tracks staff productivity in any structured way. That costs founder time that should go into the business, and it means underperformance gets caught late, if at all. This role exists to take both problems off the CEOs' plates: one person who recruits well and builds the tracking structure so performance is visible without a CEO having to ask.

The Role

This is a senior, hands-on generalist role split across two responsibilities, shared across Expert Listing, Ramos Real Estate, and Gravity Development.

Recruiting:

• Own full-cycle hiring for open roles across all three businesses: writing job specs, sourcing, screening, interviewing, and closing candidates.

• Build a repeatable hiring process (structured interviews, scorecards, reference checks) so quality doesn't depend on who happens to be interviewing.

• Keep a live pipeline the CEOs can check in seconds, not a status meeting.

Performance Tracking:

• Design and run a lightweight system for tracking staff productivity and performance across all three companies, suited to each team's actual work (sales targets, project milestones, client response times, etc.).

• Set up short, regular review cycles (for example monthly 1:1s and a simple scorecard) that surface problems early.

• Report a standing summary to each CEO, built so they can glance at it rather than ask for it.

What Success Looks Like

30 days: You've mapped current hiring and performance practices across all three businesses, met the team leads, and have a first version of a shared hiring process live for at least one open role.

60 days: A performance-tracking structure is running in at least one of the three businesses, with the CEO receiving a regular, simple summary. At least one role has been filled using your new hiring process.

90 days: The hiring process and performance-tracking structure are running across all three businesses, each CEO is spending measurably less time on hiring admin, and you're operating with real autonomy.

What We're Looking For

• 4+ years in recruiting or HR/people operations, ideally supporting more than one business or a fast-moving founder-led company.

• A track record of building hiring processes from scratch, not just running an existing one.

• Comfort designing lightweight performance-tracking systems (KPIs, scorecards, review cadences) that non-HR managers will actually use.

• Strong independent judgment: this role reports straight to three CEOs, so you need to operate with real autonomy.

• Real estate, proptech, or another operationally intense industry background is a plus, not a requirement.

Logistics

Reports to: The CEOs of Expert Listing, Ramos Real Estate, and Gravity Development directly

Location: Remote

Employment type: Full-time

Start date: Immediate

The Challenge

Every applicant completes this before a final interview. It tests real recruiting ability and the judgment to design a system a busy CEO will actually use.

Part A, Recruiting sprint (72 hours). We'll give you one live, open role from one of the three businesses. Source and submit three real candidate profiles you believe are strong fits (names and contact details may be redacted for privacy), each with a short rationale and the channels or search approach you used.

Part B, Performance-tracking design (one page, no more). Design the first-30-days performance-tracking framework you'd roll out across three companies that currently track staff performance informally or not at all: a proptech platform, a real estate brokerage, and a property developer. Cover the 3-5 core metrics you'd track per role type, how often the CEOs would need to review it, the tool or template you'd use (low-cost or free preferred), and how you'd get buy-in from staff who aren't used to being tracked.

Part C, Short diagnostic (a few sentences). One of the three businesses has had a role open for two months despite 40+ applications. Where would you look first for what's going wrong, and what would you change?

We're evaluating judgment and process, not polish. A clear, well-reasoned one-pager beats a long one.

How to Apply

Send your CV and the completed Challenge (Parts A-C) to hello@expertlisting.ng. Applications are reviewed on a rolling basis; we aim to respond within 2 days.