CryptoRecruit ’s Post

Follow these 5 people if you are looking for a job in web3: 1. Phoebe Pong (Global Talent Acquisition at Crypto.com - 1k+ active vacancies) 2. Alena Afanaseva (CEO at BeInCrypto - often gives talks on employment in web3) 3. Claire Jencks (Director of Content at Serotonin - offers strong web3 career advice) 4. Samantha Mullett (Co-founder at Lost Boys - web3 career coaching, course advice, career develpoment etc.) 5. Owen Watkins (best web3 recruiter you'll ever meet) If this is useful I'll post more! #web3jobs #web3community #blockchainjobs

I worked closely with a candidate over last couple of weeks who shall remain nameless. We had some great discussions about what could be the next (& best) career move for him, and what was important in his next venture. This candidate was a dream to work with throughout. Ultimately, he was not the perfect candidate for the job, but his commitment to the process and willingness to discuss things in depth meant that we both thoroughly enjoyed our interactions, and were able to outline clearly defined expectations from the outset. This will undoubtedly lead to us working together again. Our discussions were confidential & treated with the necessary discretion - He was happy for me to share his feedback though: From our very first interaction, it was evident that Alex is not just another recruiter. He proactively reached out to me with an opportunity that, initially, I hadn't considered. His in-depth understanding of the role, the company, and how my skills and experience aligned was nothing short of impressive. This proactive and informed approach is a testament to Alex's dedication and keen understanding of the industry.   Our initial interview was thorough and enlightening. Alex effectively communicated the nuances of the role and the company culture, setting clear expectations. This level of clarity and preparation ensured that when I progressed to the interview with the company, I was well-prepared, confident, and aligned with the company's values and objectives.   Throughout the process, Alex's communication was impeccable. He provided timely updates, constructive feedback, and valuable insights that truly made a difference. It was clear that Alex was committed to ensuring a seamless fit for both the candidate and the company.   More than his technical expertise, it was Alex's genuine passion, commitment, and belief in finding the right match that stood out. In an industry where transactions often take precedence, Alex's approach was refreshingly human-centric, feeling more like guidance from a trusted advisor than a mere recruitment process. If you're interested in discussing your next career move, chat about market conditions or anything else in between, feel free to give me a call or drop me an email! ⬇ 📞 +44 7999 241 090 / +1(708) 634-5724 📧 alex@source-control.io #hiring #devopsjobs #sre #trading #blockchainjobs

Are you looking for a job in Web3 ❓ Soon the explosion of job related to the crypto industry will rise again and in case you are still looking for a new job may this timeless report on how to nail your crypto interview by thecryptorecruiters.io help you. #web3jobs #interviewpreparation #bullmarket

What really goes into the recruiting process? It's all just paper shuffling and resume hawking right? Well, let's look at some stats from a recently completed search: Contacted - 112 * Engaged - 33 Recruited - 11 Assessed - 8 ** Interviewed by client - 2 Successfully hired - one happy candidate 🤝 * up to 11 points of contact per person - six emails, five phonecalls, Twitter/Linkedin/Telegram to fill gaps as required ** 2-3hr performance-based interview with me, plus ancillary screening and scoring Time to fill (agreement signed to offer accepted) - 69 days It's an incredible amount of work. Now, is every hiring process this exhaustive? No - and it doesn't need to be. But if you're going for a low volume, high leverage hiring strategy - like most discerning post-seed teams - this is broadly what it should look like. Forecast out the second- and third-order effects of raising your hiring average from, say, the 60th to the 80th percentile. You'll invariably find them to be dramatic, most especially at the earliest stages of your project's lifecycle. It's more than worth the extra discipline and effort. #recruiting #blockchain #crypto #web3

A few quick tips from Oliver Laycock, our Blockchain Associate Consultant, about the job market during the summer. Navigating the summer job market: Insights from a Tech Recruiter 🌟 Despite the stereotype of a summer slowdown, the job market remains active over the summer. However, there are some things to consider when exploring jobs during this season. 1) Expect a slower hiring pace: Factors like vacations and reduced staffing can result in longer hiring processes. Stay proactive and communicate your availability to recruiters/hiring managers to help schedule interviews efficiently. 2)Take advantage of networking events: Attend relevant meetups and events happening during the summer. Building connections at these events can benefit your immediate job search and future career prospects. 3) Stay proactive and informed: Continue searching for job openings, regularly check websites, and set up job alerts. Stay updated on funding announcements and other industry news relevant to your sector. 4) Wear sun cream: Perhaps not relevant, but as a redhead, I feel like it's my duty to warn people! Good luck in your search for summer employment! If you require assistance with your job or talent hunt, feel free to email us 📩 info@digitechsearch.com or call us at ☎️ 0203 854 8000 #tech#summer#jobsearch

Do you need to sacrifice your hiring process in order to land the best people? There's a lot of noise on Linkedin about this topic right now. The logic goes a little something like this: the market is hot now and everyone's trying to hire the best people, so you better rush them through as fast as possible and make an offer before the other guy. It sounds reasonable enough. Doesn't hold up to scrutiny though. Here's why: 1. How do you know they're actually the best people if you don't assess them properly? Average hiring outcomes in Web3 are already abysmal - making them worse but faster isn't a win. 2. High performers respect rigor and being held to a high standard. They (rightly) view your selection process as a reflection of how your entire organization is run and respond accordingly. 3. Quality vs. speed is not an either/or choice. It's very possible to be exceptionally thorough while turning the entire process around in 2-3 weeks. And if you're losing people because 2-3 weeks isn't fast enough, you don't have an efficiency problem - you have a strategy problem. Over the last 12 months our interview to hire ratio is 2.16:1 and our offer acceptance rate is 100%. Yet I'm regularly told by candidates that our assessment process is the most rigorous they've ever undergone. Maybe those two things are related. Fill the funnel with quality and you will get quality outcomes. #recruiting #hiring #crypto #web3

I didn’t have the perfect resume when I started applying for jobs in financial services. But I was competing against folks with elite university degrees and deep family connections in the industry. As I forged my own path, grew as an investor, and started hiring, I realized that many people struggle with the same problems. Landing a high-paying role in an elite financial firm is a function of who you know and how well-networked you are. That doesn’t guarantee merit, but that’s how the Wall Street and financial industry has been hiring for the last 100 years. So, I built Meritas with my Co-Founder Gabriel to solve this problem. It’s a community where everyone can build a risk-free financial portfolio, showcase their skills, and apply to elite financial firms for high-paying roles solely based solely on their merit. You can find out more about the app at www.meritas.app Also, leave a comment below if you have any questions, I will be happy to answer them!   #finance #crypto #investmentbanking #investments

I felt that something is inheritantly wrong with CVs and LinkedIn profiles but couldn't phrase it until I read the post of L.J. Brock from Coinbase about talent density. He says: "We don’t want to hire individuals who rest on their pedigree or boast association with elite institutions and corporations. We are focused on finding star individual performers and measure that by proven real-world impact." CV and LinkedIn are often a representation of pedigrees: work at fortune 500 company, or graduation from top league university. But the best candidates come from all over the place with one common thing that differentiates them - a proven record of making an impact - facing a challenge and overcoming it for a better good. It can be volunteering, it can be at work, it can be for your own neighbors. Show that on your CV and during your next interview. Post: https://lnkd.in/d84HSUsm #professionalhappiness

🚀 Uncover Your Potential: Turning Post-Interview Assignments into Career Catapults! 🌟 Refusing a post-interview assignment can be risky, as it may appear like free labor exploitation, raising concerns akin to a towering Minneapolis snowbank in February. As an experienced talent scout, I suggest viewing it not as unpaid work but as a chance to showcase your skills. As a potential C-level hire, use this opportunity to demonstrate what you can offer. If you're a skilled coder eyeing a role in a blockchain startup and they offer a coding challenge, think of it as a no-lose opportunity to show your skills. These tasks aren't just hoops but a way to demonstrate your expertise. My experience in corporate talent matchmaking has taught me that hiring is a two-way process. While companies assess you, it's equally important for you to evaluate if the job suits your skills—you're also testing the waters. If you have a recruiter, utilize their insights. Their deep understanding of the hiring process can offer surprising perspectives and potentially lead to a significant career leap. What do you think? Would you take on the homework assignment after the interview or politely say no? I'm interested in hearing your instinctive reaction. #CareerCatapult #SkillsShowcase #TalentInsights 🚀

Discover the ins and outs of interviewing at Coinbase and learn about our unwavering commitment to exceptional talent. Explore our blog for valuable insights and take the first step towards joining our team today! #coinbasehiring #toptalent