Joining a Web3 project isn't just accepting a job offer - it's betting your career on a founder's vision and execution ability. While some might tell you to "just get your foot in the door," here's what I've learned after years in this space: talented builders still have leverage in choosing their teams. Good founders know they need exceptional talent to bring their vision to life, and more importantly - you need to ensure you're betting your career on the right leader.
Let me be clear: choosing the wrong founder in Web3 isn't just about a bad job experience - it can fundamentally shape your career trajectory. Without proper due diligence, you might find yourself trapped in circles with a founder who can't evolve their product with the market, or worse, in a toxic environment where your expertise isn't valued. I've watched talented engineers pour months into projects that stalled because founders couldn't adapt their vision. I've seen marketing leads burn out under founders who dismissed their strategic input, caring more about short-term hype than sustainable growth. And I've witnessed skilled operators struggle as founders resisted their efforts to implement basic business practices.
But here's the flip side - the right founder can transform your Web3 journey. They can become a mentor who helps you navigate the space, a collaborator who empowers you to own crucial parts of the business, and a leader who amplifies your impact. They'll value your expertise, champion your growth, and help you build a reputation that opens doors.
In Web3, these early career choices matter more than in traditional tech. The space is small, reputation travels fast, and the projects you associate with become part of your onchain resume. Your choice of founder isn't just about the next job - it's about who will shape your trajectory in this industry. Choose wisely!
A founder who knows their strengths and limitations is invaluable. They understand where they need support and how to build a team that complements their skills. Self-awareness is a leading indicator of a founder who will give their team the opportunity to lead in areas where they are weaker.
Look for:
Technical founders acknowledging business gaps or business founders admitting technical limitations
A clear vision for long-term sustainability over short-term gains
Founders with a steadfast vision are the ones who weather market storms; they have a true north star. They stick to their mission, proving their commitment through actions, not just words. This resilience is not only required, but inspiring.
Look for:
Consistency in mission despite bull and bear markets — they build through the noise.
Decisions driven by user and business needs, not market hype and how to make a quick buck
Effective founders manage resources wisely, fostering a strong and communicative team. They ensure the team's growth aligns with the project's long-term goals.
Look for:
Clear, market-realistic compensation structures
An environment that encourages open dialogue and transparency
Balancing speed with quality in development by optimizing team composition and structure
The interview process reveals more about a founder's priorities than you might think. Strong founders approach interviews as strategic discussions about mutual value creation - they want to understand your expertise, vision alignment, and potential impact on their mission. If a founder can't effectively evaluate your potential contribution or seems fixated on irrelevant factors, it often indicates deeper issues with their leadership approach.
Watch out for:
Questions about personal habits, politics, etc. instead of your professional skills
Lack of interest in assessing your core competencies or reasoning for wanting to build with them and their product
A founder who mismanages funds without a strategy for ROI or sustainability is a red flag. Are they over indexing on event sponsorships for user growth, or are they not paying at industry levels for their talent? Their approach should support the project's longevity, not just immediate gains.
Watch out for:
Rapid cash burn without clear metrics for success
Focus on short-term market trends over infrastructure
Lack of data informing compensation practices
Founders need to have a high level of confidence; it's required to inspire and lead teams/VCs/communities. However, an ego or someone who can't handle feedback or engage constructively with their community and team might hinder growth and collaboration.
Watch out for:
Defensive or dismissive responses to criticism or challenges
Lack of genuine community engagement or transparency in updates
Walk me through your revenue strategy and how our protocol ties to it.
How are you thinking about your strategy as we move between bull and bear markets?
What is your approach to collaboration and feedback?
What do you feel are your greatest strengths and opportunities for growth as a Leader?
What are your short and long term goals for someone like myself coming into this role?
When evaluating Web3 opportunities, remember that the best founders aren't just building for the next bull run - they're building sustainable protocols that generate real value. They welcome tough questions because they know building a strong team requires mutual due diligence.
Watch how founders build in public and engage with their community - the best ones share their journey openly, seek feedback actively, and iterate thoughtfully. This transparency isn't just about marketing; it's a window into their leadership style and team culture.
Don't let excitement about entering Web3 or FOMO from market conditions rush your decision. Take your time, ask the hard questions, and look for founders who demonstrate these green flags consistently throughout your interactions.
Your role in a Web3 project isn't just a job - it's a bet on a team's vision and execution capability. Choose wisely.
thebc12
Lots of networking at @ethdenver -- make it count! If you're job hunting (or just curious), knowing what to ask Founders, Hiring Managers, and Recruiters is key. I put together a quick guide to help you get real answers and figure out what’s actually a good fit. Check it out 👇 https://paragraph.xyz/@theonchainrecruiter/your-next-web3-adventure-a-founder-selection-guide-%F0%9F%8E%AF
While I won’t be at #ETHDenver2025 this year, thousands will be there to learn, network, and (hopefully) find the right team to build with. But before you bet your career on a Web3 founder, make sure they’re the right one. The best leaders amplify your impact—the wrong ones drain your time. I put together a guide to help you evaluate founders, ask the right questions, and make sure you're aligning with a team that shares your values and has a real strategy to build something lasting. Read it here 👇 The OnChain Recruiter #011 - https://paragraph.xyz/@theonchainrecruiter/your-next-web3-adventure-a-founder-selection-guide-%F0%9F%8E%AF
TL;DR - When evaluating Web3 founders, look for these ✅ flags: - Self-aware leaders who acknowledge their limitations and build complementary teams - Vision that remains consistent through market cycles—they build during bears, not just bulls - Transparent compensation structures based on market realities - Product decisions driven by user needs, not short-term token price pumps Run from founders who display these ❌ flags: - Interview processes focused on everything except your actual skills - Burning through runway with no clear path to sustainability -Defensive reactions when questioned about strategy or roadmap - Prioritizing conference appearances over actual product development - Token economics that benefit insiders but leave contributors holding the bag