SVP of Site Sourcing $400,000 USD/year Pay is set based on global value, not the local market.
Most roles = hourly rate x 40 hrs x 50 weeks
Not accepting applications on crossover.com at this time.
Description
You don’t manage real estate pipelines. You close them.
This role sits at the center of 2 Hour Learning’s national expansion. Every new campus starts with one outcome: a signed lease on the right site, at the right speed. You will own that outcome end to end. That means defining what a “viable” school site actually is, building systems that filter for it, and personally converting top candidates into executed deals across U.S. markets.
2 Hour Learning is building a nationwide network of private schools designed for speed, scale, and consistency. This role is how that happens. You will create a repeatable site sourcing engine that produces qualified deal flow, make weekly go/no-go decisions with conviction, and drive leases from LOI to signature in days. You are not waiting on approvals. You are the decision-maker.
This is not a broker management role. It is not a facilities or buildout role. It is not a strategy-only role. You will use AI to move faster than traditional real estate teams — filtering sites, analyzing risk, redlining leases, and activating brokers with precision. If you treat deals like a competitive sport and expect to win across multiple markets at once, you will find this role compelling.
What you will be doing
- Define and continuously refine site viability frameworks (zoning, permitting, demographics, regulatory risk) and encode them into AI-driven tools that filter and score opportunities at scale
- Make weekly go/no-go decisions on candidate sites using broker and IC inputs, with clear rationale tied to defined criteria
- Personally drive LOIs, term sheets, and lease negotiations through redlining to signed agreements, using AI to accelerate review and surface risks early
- Activate and manage broker and developer networks through high-context briefings that generate consistent, qualified deal flow
- Build a repeatable site sourcing and closing system that delivers 3+ viable sites per market per quarter
What you will NOT be doing
- Managing large teams or delegating deal ownership — you are the closer
- Waiting on slow approvals or navigating corporate bottlenecks to move deals forward
- Supporting construction, facilities management, or post-launch campus operations
- Chasing opportunistic one-off deals without a structured pipeline
- Acting as a passive coordinator between brokers, legal, and internal stakeholders
Key responsibilities
Own and execute a repeatable, high-velocity site sourcing and lease closing system that enables the rapid expansion of new school campuses across the U.S.
Candidate requirements
- 5+ years leading multi-site commercial real estate expansion or site sourcing efforts (office, retail, industrial, or similar — not multifamily, residential, or housing-related assets)
- Personally closed 25+ commercial real estate deals (leases and/or purchases) with full ownership of structure and execution
- Demonstrated ability to assess site viability, including zoning, permitting, and regulatory constraints
- Proven track record of owning outcomes end-to-end, not coordinating across parties
- Active use of AI tools (e.g., GPT, clause analysis, research workflows) to drive execution speed and decision quality
- Experience making fast, high-stakes decisions with incomplete information
- Based in the U.S. and willing to travel up to 25%
- Legally authorized to work in the U.S. without sponsorship
Nice to have
- Experience in franchise expansion or multi-location retail rollouts
- Built or significantly improved a repeatable site selection or expansion system
- Experience evaluating lease vs. purchase tradeoffs across multiple markets
- Experience managing high-volume broker or developer networks with performance accountability
Applying for a role? Here’s what to expect.
Crossover's skill assessment process combines innovative AI power with decades of human research, to take the guesswork, human bias, and pointless filters out of recruiting high-performing teams.
Chat-style screening interview.
Cognitive aptitude test.
Prove real-world job skills.
Interview with the hiring manager.
Pass proctored test.
Accept job offer.
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