I remember the first time I got a call from a blockchain startup. It was one of those moments that made me think, “This is going to change everything.” Back then, the space was still a bit niche, but it was clear that blockchain was going to revolutionise industries. Fast forward a few years, and here we are—blockchain startups are not only booming, but they’re also in the midst of an intense talent war. Everyone wants a piece of the action. But here’s the thing: building a top-tier team isn’t as easy as it sounds.
If you’ve been following the blockchain space, you’ve probably noticed it’s more than just a buzzword these days. From decentralised finance (DeFi) to NFTs, and even Web3, blockchain startups are everywhere—and they’re growing faster than ever. But with all this growth comes fierce competition for the talent that will drive these companies forward.
So, what does that mean for founders, teams, and anyone in the recruitment game? Let me take you through a few insights from my years of experience working in blockchain recruitment and the lessons I’ve learned along the way.
Blockchain Startups Are Everywhere, But Good Talent Is Still Scarce
I can tell you from firsthand experience: There is no shortage of blockchain startups. They’re popping up all over the place, from established tech hubs like San Francisco to emerging markets across Asia and Europe. These startups have big ideas and even bigger ambitions.
But here’s the kicker—finding the right talent to bring these ideas to life? That’s where the problem lies. While many developers may have heard of blockchain, finding the ones who have real experience and can deliver on a startup’s vision? That’s a whole different ballgame.
The Skill Gap: Understanding Blockchain Isn’t Enough Anymore
When blockchain first started gaining traction, the focus was on educating people about the technology itself. Sure, understanding how blockchain works is still crucial, but the skills required now go far beyond that basic knowledge.
You don’t just need developers who know how to code in Solidity or Rust—you need people who are well-versed in building scalable, secure systems that can handle real-world traffic. Think about it: a blockchain app that works with five users isn’t going to cut it for a company hoping to scale globally. And that’s where the real talent is: people who can think big, execute flawlessly, and understand the nuances of blockchain’s unique challenges.
So, what’s the lesson here? Companies need to focus on hiring for depth as much as breadth. It’s no longer enough to hire someone with a few blockchain projects under their belt. You need to find people who have been through the ups and downs of scaling blockchain applications and understand how to avoid the pitfalls.
Take, for example, a client I worked with recently—a blockchain-based identity verification company. They wanted to expand their engineering team, but the problem was they were too focused on looking for junior-level candidates with “some blockchain experience.” What they didn’t realise was that they needed senior engineers who could architect systems that would stand the test of time. It took a few failed attempts, but once we refocused the search on experience in building scalable blockchain systems, they found the perfect fit.
Remote Work Is Now the Norm—But It Comes With Its Own Challenges
One of the silver linings of the pandemic was the widespread acceptance of remote work. And for blockchain startups, remote work is almost a must. After all, the talent pool isn’t limited by geography, right?
While remote work has opened up new opportunities for both startups and candidates, it’s not without its challenges. Blockchain companies often have to deal with time zone differences, communication hurdles, and—let’s face it—saying “good morning” to someone in another country can feel a bit strange at times.
From my experience, one of the best ways to manage this is by focusing on building a strong remote culture. For instance, companies that invest in team-building activities and regular check-ins often find that their teams are much more cohesive, even if they’re scattered across the globe. It’s all about making sure the remote team feels like a team, not just a group of individuals working in isolation.
The Importance of Brand and Vision in Attracting Top Talent
But here’s the thing: if you can position your blockchain startup as a visionary company, one that’s on the cutting edge of technology and creating something truly impactful, you’ll have a much easier time attracting the talent you need.
Take a company like Chainalysis, for example. They’re a blockchain analytics company that has positioned itself as a leader in compliance and transparency in the crypto world. Their mission is clear, and it resonates with people who are passionate about making blockchain technology safer and more accessible. As a result, they’ve managed to build a rock-solid team that’s excited about their work.
For smaller startups, this might seem daunting, but the key is to focus on the long-term vision. What problem are you solving? How will your work impact the world in the next five to ten years? If you can get your potential hires to see the bigger picture, you’re halfway there.
So, where does all this leave us? The blockchain startup space is booming, but so is the competition for talent. The good news is that there are still ways to win in this war for talent—whether it’s by proactively building relationships, focusing on depth of experience, embracing remote work, or cultivating a strong company brand and mission.
