When I started recruiting at Foundation.app (and rodeo.club) a year and a half ago, I had to quickly learn the intricacies of hiring in crypto for the first time. Being in the trenches, I uncovered both the unique challenges and the high-impact strategies that can make all the difference in this rapidly evolving market. From avoiding common missteps that drain time and resources to implementing tools that streamline your process, these strategies will help you attract top talent and build your team. Here are the five high-impact strategies I’ve learned that every Web3 founder can leverage to set themselves and their company up for success in 2025 and beyond.

1. Master the Art of Candidate Experience

Foster Trust Through the Interview Experience:

In Web3, reputation is everything—and that goes both ways. Even though we’re currently in an employer market, that won’t last forever, especially with niche talent. In the coming years, as the market shifts, candidates will remember how they were treated during the interview process. A negative experience can quickly turn into a burned bridge, and word travels fast in Web3 circles. Treating candidates with respect and providing an excellent interview experience ensures that your company builds a positive reputation in the talent pool.

Set Clear Interview Processes from the Start:

Before you even start interviewing, align with your team on the interview process. Interviews should be structured and consistent, and it’s important to create processes that build rapport and trust with candidates. Always conduct interviews with video on or in person. This not only protects your company from potential malicious actors but also helps establish a human connection—something that even in the decentralized Web3 space, candidates still crave. A genuine exchange fosters trust, which is essential in this space.

Show Empathy and Kindness:

While you may have a hundred things on your plate, taking the time to offer feedback or respond to candidate emails can make all the difference. One simple interaction, done with kindness, can leave a lasting positive impression. Being considerate of candidates’ time and showing humanity during your process builds goodwill and strengthens your company’s reputation, both now and in the future.

2. Invest in Building Trust within the Web3 Community

Build Long-Term Relationships with Talent:

In Web3, talent can be highly specialized, and the pool is small. Many candidates may not be actively looking to change roles, but that doesn’t mean they’re off your radar. By establishing relationships with talent early—long before you actually need to hire—you’re planting seeds for future opportunities. When these individuals are ready for a move, they’ll remember who they vibed with and who took the time to connect authentically. Even if they’re not a fit right now, nurturing these relationships can lead to strong candidates when the time comes.

Sell Your Vision:

Talent in Web3 wants to know why they should join your team, and who they will be working for. As a founder or hiring manager, it’s crucial to sell your opportunity not just in direct engagements with candidates, but more broadly in the ecosystem. Stand out from the noise of the space by vocalizing your mission and the unique value you’re offering. Share your vision publicly through blog posts, interviews, and social media, so when candidates hear about your company, they already know who you are, what you stand for, and why your opportunity is compelling. The more visible you are, the more attractive your company becomes to top talent.

Be Present in the Community:

Engagement goes beyond just hiring—it’s about building trust through presence. You don’t have to be a Web3 “superstar” or blockchain expert to make an impact. The key is to engage authentically as a true user of the ecosystem. Participate in discussions, explore new products, and share your experiences. When potential candidates see that you're out there using the products they care about and genuinely engaging with the community, it signals that you are a part of their world and believe in the space. This builds trust and rapport, creating a foundation for future hiring conversations.

3. Leverage Tools and Platforms for Scalable Recruiting

Web3 Job Boards and Communities:

Use platforms like Interested.fyi to connect with candidates actively exploring Web3 opportunities. Interested.fyi is on-chain and offers tools like Farcaster Frames, which make it easy for Web3 talent to apply—how cool is that?! For fast and reliable hiring, Squad.xyz helps you find vetted talent in hours, not months, and is trusted by Web3 companies backed by VCs like a16z, Coinbase Ventures, and others.

Let Your ATS Work for You:

Choosing the right ATS is key to streamlining your hiring process. If you're a new startup, consider using an AI-powered ATS like Parallel, which matches talent to your roles and reduces sourcing time. For those using traditional ATS's (I am partial to Greenhouse), optimize your system by adding thoughtful, specific questions to your job applications. Questions like “Why are you excited about joining our company?” or “What’s one thing about our mission that resonates with you?” will quickly help you spot candidates who are genuinely aligned with your company’s mission and values.

4. Deepen Your Familiarity of the Web3 Ecosystem

Stay Current:

Regularly read white papers, follow protocol updates, and keep up with VC investment trends to understand what potential hires are working on. Keeping up with the latest developments ensures you're aware of what’s relevant in the space and helps you identify top talent aligned with evolving trends.

Try Out Products:

Don’t just stay in your lane. Explore other Web3 products and platforms—play around with them, understand how they work, and see what’s resonating with the community. Talent can move between DeFi, NFTs, and infrastructure, so the more you understand the wider Web3 landscape, the better you can identify transferable skills and assess compatibility.

Avoid the Noise:

While engaging with the community is key, it’s also crucial to discern when to tune out irrelevant chatter. The Web3 space is filled with a multitude of voices, and unfortunately, some of them are bad actors. Learn to follow the right influencers and voices that align with your goals. The best voices will lead you to the best talent.

5. Balance Niche Hiring with Long-Term Vision

Avoid Specialization:

While it’s tempting to hire for highly specialized skills, this can limit the flexibility your team needs to scale in a rapidly changing Web3 landscape. Instead, look for candidates who are versatile and have demonstrated an ability to adapt to different roles or areas. A strong generalist with a proven track record of successfully switching between tasks, technologies, or disciplines can add more value in the long run as your startup pivots and grows.

Hire for Growth:

Your team’s needs will evolve over time, and hiring with that future growth in mind is crucial. Look for candidates who not only fit your current requirements but also have the curiosity and ambition to grow into other areas of the business as the company scales. These hires should have a strong foundational skill set but also demonstrate an eagerness to take on new challenges, learn new skills, and help shape the direction of the company as it evolves.

In a Nutshell:

When I first started recruiting at Foundation, I had to quickly learn the ins and outs of hiring in Web3. It wasn’t easy, but through trial, error, and ultimately applying the right strategies, we were able to build a strong and authentic hiring engine. By focusing on long-term relationships, engaging with the community, prioritizing candidate experience, and using the right tools, we refined our process to recruit some of the best talent in Web3. If you're looking to optimize your own hiring process, these principles can help guide you along the way.