Crypto firms face unique challenges when it comes to acquiring talent, but these steps can ensure they are bringing in and retaining the best employees writes Melissa_Aquinn.
Building a career or constructing a team in decentralized finance and crypto relies on finding talent, skills and the right attitude anywhere, in anyone. While this is no different than other industries, what makes ours unique are the much-needed, specialized skill sets combined with finding a good culture fit in an international and remote setting.. The increased energy and legitimacy in the industry over the years has many people wanting to make the switch from Web2 to Web3.
To drive at these responses, it can help to ask the candidate the same question in a few different ways and then measure for sincerity. If they keep coming back to topics or statements that feel genuine, then they probably are. If they haven’t thought of what values and cultural elements they look for in their next team, that could be a red flag.
Our experience building a remote, global team has proven that hiring requires transparency and respect. The process is a two-way street. You’re choosing each other. If the candidate ends up choosing another role because your process is too involved or lengthy, then so be it.It’s important to maintain these intentional, strategic and thorough processes consistently. Hiring the wrong person carries a larger cost than hiring the right person, slowly.
This requires developing strong cultures and policies that are inclusive, supportive, professional and open-minded and practice zero tolerance for prejudice or discrimination in both organizational and community behavior. There are plenty of highly skilled Web2 people involving themselves in crypto as their hobby. Search for meaningful contributors, self-starters and those willing to learn. That’s what this industry is all about. With the right attitude and ethos, blockchain and crypto knowledge can be learned. Seek to embrace things such as paired programming, internal learning sessions and frequent performance reviews to continually develop talent.
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