Want Web3 talent? If you’re like most hiring managers and founders I talk to, you probably think you know exactly what it takes to land the best people in this space. But here’s the thing — if you’re still doing the same old things you’ve always done, you might be pushing talent away without even realising it.
I’ve been deep in crypto recruitment for years, seeing firsthand what works and what falls flat. Sometimes, it’s the smallest mindset shifts that make the biggest difference. So, pull up a chair, and let’s chat about the mistakes I see companies making all the time — and how you can turn things around to actually attract those elusive Web3 rockstars.
Stop Treating Web3 Talent Like Your Typical Hire
Web3 talent isn’t your average tech hire. These folks aren’t just clocking in to do a job—they’re here because they’re passionate about decentralisation, innovation, and shaking up the status quo. If you treat them like a standard employee, you’re going to lose them fast.
I remember one company that came to me, frustrated. They were offering top-tier salaries but still couldn’t get serious candidates through the door. When we dug in, it turned out their job descriptions were copy-pasted from generic templates—full of jargon and buzzwords but no real sense of purpose or mission.
Web3 professionals want to know why they matter. What impact will their work have on the community or the ecosystem? They want to be part of something bigger, not just “another fintech startup”.
Real talk: Make your roles mission-driven. Highlight the project’s vision, the problems you’re solving, and how the candidate’s contribution moves the needle. Passion trumps paychecks in this industry more often than you’d think.
Stop Ignoring Community and Network Engagement
Want Web3 talent? Then stop expecting them to come knocking on your door just because you posted a job online. This is a community-driven space, and relationships matter more than traditional recruitment channels.
I’ve seen clients post roles on big job boards and then wait weeks for applications that don’t excite them. Meanwhile, the best talent is active on Twitter, Discord, GitHub, and Telegram—contributing to projects, sharing insights, and building reputations.
One of my favourite success stories is when a startup I was recruiting for started hosting informal “Ask Me Anything” sessions on Discord. They gave the community direct access to their founders and tech leads. The result? Suddenly, candidates came forward who were genuinely interested and informed about the project, rather than just sending generic CVs.
Takeaway: Build your presence in Web3 channels. Engage authentically in conversations. Sponsor hackathons or virtual meetups. When talent sees you in their ecosystem, they’re far more likely to trust you and want to join your mission.
Stop Relying Solely on Traditional Interviews
Web3 talent is often technically brilliant but also creative problem solvers who thrive in ambiguity. The usual two-round interview with a recruiter and a manager won’t cut it.
I’ve placed engineers who felt stifled after a dull, rigid interview process. They want to flex their skills, show how they think, and get a real feel for your team culture.
Try incorporating practical tasks or pairing candidates with engineers on your team for a collaborative session. It’s not just about “right” or “wrong” answers but how they approach challenges and communicate.
In fact, one DAO I worked with uses simulated “day-in-the-life” scenarios during interviews. Candidates work on actual problems the team is facing, with real-time feedback. It’s tough but fair — and it weeds out those who aren’t truly invested while spotlighting those who fit the team vibe.
Pro tip: Let candidates meet multiple team members, including potential peers. This not only gives them a clearer picture but also signals you value diverse input in hiring.
Stop Ignoring Flexibility and Remote Realities
If you want Web3 talent, remember this: many of these folks value flexibility and remote work above all else. Crypto recruitment is global, so limiting yourself to local hires or strict 9-to-5 schedules is a surefire way to miss out.
I’ve placed candidates living in places you’d never expect—from Bali to Berlin to Buenos Aires—who wanted to work on exciting projects but needed the freedom to do so on their own terms.
One fintech startup insisted on in-office presence, and guess what? Their pipeline dried up fast. After switching to a fully remote, asynchronous-friendly model, their candidate interest soared.
This isn’t just about where someone sits; it’s about recognising the culture and mindset of Web3 itself—open, decentralised, and boundaryless.
So ask yourself: Are you ready to hire across time zones? Can you provide tools and processes to support remote work? If not, you might be shutting the door on the very talent you crave.
Want Web3 talent? Then stop doing what’s not working and start thinking like a community insider. Be mission-driven, engage authentically, redesign your hiring process, and embrace the remote-first reality.
The Web3 talent pool is growing, but it’s also getting choosier. Those who treat recruitment as a transactional, checkbox exercise will keep hitting walls.
Remember, this space is about people who want to build the future — give them the space, respect, and challenge they deserve, and they’ll come running.
