It’s a fair question. Because depending on where you look, Web3 seems either in freefall or booming with opportunity. One founder I spoke to last week is building a 30-person team from scratch. Another just slashed half their staff.
So, what gives?
After years in the crypto recruitment trenches, I’ve seen the highs, the lows, and the absolute chaos in between. In this post, I’m breaking down what’s really going on in the Web3 hiring landscape—what’s working, what’s not, and where it’s all heading.
Let’s dive in.
The Layoff Waves: Not Just Hype
First, let’s be real. Layoffs in Web3 are happening—and they’ve hit some big names. We’ve seen cuts at ConsenSys, Immutable, and even Coinbase trimming Web3-specific teams. It’s not just a bear market thing; it’s a recalibration. Teams that overhired in the 2021 bull run are now right-sizing based on actual traction (and runway).
From my seat in recruitment, I’ve seen talented candidates go from “mission-critical” to “redundant” almost overnight. And it’s brutal. But the common thread? These cuts aren’t always about talent. They’re about strategy shifts, treasury management, and in some cases, flat-out bad planning.
Still, the ripple effects are real. I’ve had senior engineers with multiple offers six months ago now struggling to find roles. Not because they’re less skilled—but because the market’s mood has shifted.
Lesson learned: If you’re in hiring, don’t just chase hype cycles. Build teams for durability, not just velocity.
The Quiet Boom Behind the Scenes
Here’s the plot twist: while some firms are cutting, others are hiring like mad. And I mean that literally—some of the most aggressive scaling plans I’ve seen are coming from smaller, lesser-known projects that are laser-focused and well-funded.
One client I work with—a mid-sized DeFi protocol based in Lisbon—just doubled its team in three months. They’re hiring backend devs, community leads, even legal counsel. Another stealth-mode ZK-rollup startup I’m supporting? They’ve got 18 open roles and VC backing from some of the biggest names in the game.
So while the big dogs are consolidating, the next wave is building. The talent market is not dead. It’s just shifting to different players.
Pro tip: If you’re job hunting, look beyond the headlines. Some of the best opportunities are with the ones you haven’t heard of—yet.
Talent is Levelling Up
From my experience, candidates who stand out today are:
- Ex-startup builders with real-world problem-solving chops
- Engineers fluent in Rust, Solidity, and zk-SNARKs
- Biz dev people who’ve survived a bear market and still close deals
And funnily enough, soft skills matter more now than ever. Emotional intelligence, async communication, conflict resolution—all huge pluses in globally distributed teams.
Heads up to jobseekers: Sharpen your story. Don’t just tell me what you’ve done; tell me what you learned doing it.
How Hiring Strategies Are Evolving
On the hiring side, companies are getting savvier. The spray-and-pray job post method? Not cutting it anymore. The best hiring managers I work with are doing three things:
- Building community early: Hosting Twitter Spaces, engaging in Discord, making themselves visible.
- Hiring for fit, not flash: They’re prioritising cultural alignment and mission buy-in over CV buzzwords.
- Using specialist recruiters (yes, shameless plug) who get the space and can sniff out red flags on both sides.
I’ve also noticed a big jump in demand for fractional and flexible hires. More projects want to bring on a growth lead or tech advisor part-time, with the option to go full-time if things click. It’s a win-win for both sides in an unpredictable market.
Note to founders: Think long-term when hiring. Someone who’s a “perfect fit” on paper might be a culture bomb in disguise.
So, Web3 Layoffs or Boom?
The truth is: it’s both. We’re in a transition phase. The tourists have left, the real builders are staying, and the next wave of innovation is quietly getting staffed up as we speak.
If you’re a jobseeker, now’s the time to be proactive, not passive. Audit your skills, update your pitch, and go hunting in less obvious places.
If you’re hiring, remember that this market rewards authenticity. Be clear about your mission, honest about your runway, and smart about how you grow.
And if you’re just watching from the sidelines, grab some popcorn—because the next few months are going to be wild.
