Hi Friends. In my quest to support those working in the world of Crypto by my considering product, I've been conducting interviews with various employers involved in crypto hiring and talents considering a career change at early-stage startups or small ventures.

Today, I'd like to share the insights from these interviews with you all, shedding light on the current challenges in the job market and the directions I should be taking to address them.

In the ever-evolving crypto job market, the dynamics between employers and candidates have shifted. With an oversupply in certain roles and a lack of demand for junior and middle positions, the hiring landscape is undergoing significant changes.

We recommend that employers look at the candidate's needs and candidates look at the employer's needs.

I appreciate the consultation by Alex@accoutless.eth for the analysis. I would like to express our gratitude to everyone who responded to my interviews, including.

I have a group and DB where I post job information for some of the people who met me, as well as information about jobs I have found via SNS If you are interested, please join us, There's also a job posting for an engineer that Alex is looking for.

https://www.linkedin.com/jobs/view/founding-engineer-at-pimlico-3706459015/?originalSubdomain=uk

I also used Dovetail to extract value from the user interviews. If you have never used Dovetail, please try it.

From our research, I found that employers, especially those from small projects and seed-level startups, prioritize the following:

• Trustworthiness: The importance of reliable networks and candidates.

• Eligibility: Ensuring candidates meet the basic requirements for the role.

• Qualification: A focus on the candidate's experience and skills.

• Speed: The efficiency of the hiring process, from sourcing to interviewing.

These values can be integrated into two main categories:

• Seamless: Combining trustworthiness and speed for a smooth hiring process.

• Ideal: Ensuring candidates are both qualified and eligible for the role.

• Lists their job openings on some job boards SNS and so on.

• Many applicants are unqualified and low diversity for the roles in combination with the effects of the declining popularity of the industry.

• At the same time, referred their friends to their company and offered as a referral hiring.

Despite the tools and platforms available, employers face several challenges:

• Time-consuming processes to find and vet candidates.

• The influx of unqualified applications.

• The limitations of relying solely on personal networks for referrals.

• Low-qualified talent supply of talents due to industry popularity

• Low Incentive to refer

• Refer by not friendship but qualified

• Lack of understanding of friend’s intention to change jobs

• Indifference from talent you want to hire

• Limitations of the network from which referrals can be requested

To address these challenges, the best practices are that:

• Build your brand on the social space to attract the best talent.

• Ask for referrals from acquaintances, community, and friends with attributes similar to those of the talents you are looking for.

• If you have a small team, let everyone use their connections to make a good lead by considering incentives.

• Even if there is a culture match in areas other than skills, such as interest and sincerity, if there is potential for a long-term relationship, let's talk first.

• Let's be persistent in communicating with qualified talents, and at some point, the right time will come.

• Candidates want transparent and clear feedback. I know you are busy, but be courteous and give feedback when needed or create that automatic system. It will help your brand.

From the candidate's perspective, especially those in the web3 space, the priorities are:

• Clarity: Understanding the hiring process and expectations.

• Accessibility: Being able to communicate effectively with potential employers.

• Simplicity: Easily finding relevant job opportunities.

• Speed: A swift application and response process.

These can be distilled into:

• Efficiency: Ensuring a quick and accessible job search.

• Transparency: Having a clear and simple hiring process.

• Update the resume and portfolio to make themselves more appealing.

• Applying to numerous jobs through job boards and Twitter.

• Attempts to reach out to the product team of companies for which he's interested in working.

• Enjoy contributing to the community while at the same time seeking employment opportunities.

Candidates often grapple with:

• Highlighting relevant skills and experiences.

• A lack of feedback from potential employers.

• Navigating a saturated job market.

• Lack of skills and experience

• The inability to see room for a candidate’s growth in the application process

• Busy people in charge of recruitment

• The inability of the person in charge of hiring to afford to meet with uncertain talent

• Lack of incentive to be polite to unqualified talent.

To address these challenges, the best practices are that:

• Read the requirements and stop applying for nothing like spamming. At least try to rewrite it with GPT.

• Cherish networking opportunities, such as conferences and in-person web-based dialogues.

• Continue to contribute to the community and content in your area of interest to prove your work.

• As a bear, consider starting your own project instead of just being hired. You can also work on the side.

• Avoid the competition by looking for niche jobs where your experience and attributes can be utilized. Companies have a hard time finding niches, too.

The key to successful matching lies in striking a balance that caters to the needs of both employers and job seekers. Employers should be able to swiftly identify their ideal candidates, while candidates should be empowered to conduct their job search efficiently and with the transparency that today's era demands.

To achieve this, there's a need for the crypto market to thrive, to meticulously bridge isolated networks, and to foster supportive communities.

By understanding the challenges faced by both employers and job seekers, I'm exploring the potential for solutions that can truly make a difference.

For instance, consider unlocking the power of Web3 referrals with AI and tokens. By leveraging AI and tokenized rewards, I might be able to revolutionize the hiring process, making it more efficient, transparent, and rewarding for all involved.

If you're keen to delve deeper or wish to be a part of this revolution, please register on my concept page's waiting list. I'd be delighted to discuss interviews, tests, feedback, and more.

Additionally, I've previously compiled a list of services useful for Web3 employment and job hunting. I also have a link to a video by a16z discussing strategies for crypto adoption that you might find helpful. I'll leave the links for your reference.

https://mirror.xyz/itarutomy.eth/l0XMxY0hh8EAPnzVV2BhcnPrEoEago3BXBjXHEbk5js

Hi Friends. In my quest to support those working in the world of Crypto by my considering product, I've been conducting interviews with various employers involved in crypto hiring and talents considering a career change at early-stage startups or small ventures.

Today, I'd like to share the insights from these interviews with you all, shedding light on the current challenges in the job market and the directions I should be taking to address them.

In the ever-evolving crypto job market, the dynamics between employers and candidates have shifted. With an oversupply in certain roles and a lack of demand for junior and middle positions, the hiring landscape is undergoing significant changes.

We recommend that employers look at the candidate's needs and candidates look at the employer's needs.

I appreciate the consultation by Alex@accoutless.eth for the analysis. I would like to express our gratitude to everyone who responded to my interviews, including.

I have a group and DB where I post job information for some of the people who met me, as well as information about jobs I have found via SNS If you are interested, please join us, There's also a job posting for an engineer that Alex is looking for.

https://www.linkedin.com/jobs/view/founding-engineer-at-pimlico-3706459015/?originalSubdomain=uk

I also used Dovetail to extract value from the user interviews. If you have never used Dovetail, please try it.

From our research, I found that employers, especially those from small projects and seed-level startups, prioritize the following:

• Trustworthiness: The importance of reliable networks and candidates.

• Eligibility: Ensuring candidates meet the basic requirements for the role.

• Qualification: A focus on the candidate's experience and skills.

• Speed: The efficiency of the hiring process, from sourcing to interviewing.

These values can be integrated into two main categories:

• Seamless: Combining trustworthiness and speed for a smooth hiring process.

• Ideal: Ensuring candidates are both qualified and eligible for the role.

• Lists their job openings on some job boards SNS and so on.

• Many applicants are unqualified and low diversity for the roles in combination with the effects of the declining popularity of the industry.

• At the same time, referred their friends to their company and offered as a referral hiring.

Despite the tools and platforms available, employers face several challenges:

• Time-consuming processes to find and vet candidates.

• The influx of unqualified applications.

• The limitations of relying solely on personal networks for referrals.

• Low-qualified talent supply of talents due to industry popularity

• Low Incentive to refer

• Refer by not friendship but qualified

• Lack of understanding of friend’s intention to change jobs

• Indifference from talent you want to hire

• Limitations of the network from which referrals can be requested

To address these challenges, the best practices are that:

• Build your brand on the social space to attract the best talent.

• Ask for referrals from acquaintances, community, and friends with attributes similar to those of the talents you are looking for.

• If you have a small team, let everyone use their connections to make a good lead by considering incentives.

• Even if there is a culture match in areas other than skills, such as interest and sincerity, if there is potential for a long-term relationship, let's talk first.

• Let's be persistent in communicating with qualified talents, and at some point, the right time will come.

• Candidates want transparent and clear feedback. I know you are busy, but be courteous and give feedback when needed or create that automatic system. It will help your brand.

From the candidate's perspective, especially those in the web3 space, the priorities are:

• Clarity: Understanding the hiring process and expectations.

• Accessibility: Being able to communicate effectively with potential employers.

• Simplicity: Easily finding relevant job opportunities.

• Speed: A swift application and response process.

These can be distilled into:

• Efficiency: Ensuring a quick and accessible job search.

• Transparency: Having a clear and simple hiring process.

• Update the resume and portfolio to make themselves more appealing.

• Applying to numerous jobs through job boards and Twitter.

• Attempts to reach out to the product team of companies for which he's interested in working.

• Enjoy contributing to the community while at the same time seeking employment opportunities.

Candidates often grapple with:

• Highlighting relevant skills and experiences.

• A lack of feedback from potential employers.

• Navigating a saturated job market.

• Lack of skills and experience

• The inability to see room for a candidate’s growth in the application process

• Busy people in charge of recruitment

• The inability of the person in charge of hiring to afford to meet with uncertain talent

• Lack of incentive to be polite to unqualified talent.

To address these challenges, the best practices are that:

• Read the requirements and stop applying for nothing like spamming. At least try to rewrite it with GPT.

• Cherish networking opportunities, such as conferences and in-person web-based dialogues.

• Continue to contribute to the community and content in your area of interest to prove your work.

• As a bear, consider starting your own project instead of just being hired. You can also work on the side.

• Avoid the competition by looking for niche jobs where your experience and attributes can be utilized. Companies have a hard time finding niches, too.

The key to successful matching lies in striking a balance that caters to the needs of both employers and job seekers. Employers should be able to swiftly identify their ideal candidates, while candidates should be empowered to conduct their job search efficiently and with the transparency that today's era demands.

To achieve this, there's a need for the crypto market to thrive, to meticulously bridge isolated networks, and to foster supportive communities.

By understanding the challenges faced by both employers and job seekers, I'm exploring the potential for solutions that can truly make a difference.

For instance, consider unlocking the power of Web3 referrals with AI and tokens. By leveraging AI and tokenized rewards, I might be able to revolutionize the hiring process, making it more efficient, transparent, and rewarding for all involved.

If you're keen to delve deeper or wish to be a part of this revolution, please register on my concept page's waiting list. I'd be delighted to discuss interviews, tests, feedback, and more.

Additionally, I've previously compiled a list of services useful for Web3 employment and job hunting. I also have a link to a video by a16z discussing strategies for crypto adoption that you might find helpful. I'll leave the links for your reference.

https://mirror.xyz/itarutomy.eth/l0XMxY0hh8EAPnzVV2BhcnPrEoEago3BXBjXHEbk5js