How to Hire Top Web3 Talent: A Guide for Web3 Companies
Web3 is one of the fastest-growing industries, and every day new features and development updates are being made in blockchain, NFTs, and DeFi. Many brands and industries are also transitioning their businesses to Web3. The future of Web3 is optimistic, and we will witness a whole new digital ecosystem built in the metaverse.
But there’s one painful problem every Web3 project and brand is facing - finding the right Web3 talent to bring their dream into reality. Forbes documented that Citigroup reportedly employs 30,000 developers, but there are only several thousand active monthly blockchain developers globally! Notice the gap?
Let’s find out how your tech startup can find the right Web3 talent who is actually dedicated to solving complex problems and can effortlessly transition your product into Web3!
Quick Tip (and a shameless plug): If your company needs Web3 talent asap, you can check out the talent-matching platform at Go 3.0 to hire pre-vetted Web3 talent quickly and effortlessly. Okay, back to some important tips for you to hire good Web3 talent.
Identify Your Web3 Talent Requirements
This is a crucial step. You can filter out the best talent from the crowd by outlining your requirements and priorities. Additionally, by asking detailed questions about those criteria, you may determine whether a certain candidate is a suitable fit for your Web3 project or not.
Here’s a brief template for you:
1. Define your Web3 project scope
Establish the goals and scope of your Web3 project. Is it focused on smart contracts, NFTs, blockchain integration, or decentralized finance (DeFi)?
Determine which Web3 frameworks and technologies are most compatible with the objectives of your project. Ethereum, Polkadot, IPFS, Solidity, and Web3.js are some examples.
2. Evaluate required technical skills
Select the programming languages and resources that are appropriate for your Web3 project. Examples include Truffle, TypeScript, Rust, and JavaScript.
Consider knowledge of smart contracts, blockchain protocols, the development of decentralized applications (dApps), and cryptography.
3. Assess specialized expertise
Analyze your needs in particular fields, such as token economics, game theory, decentralized governance, or decentralized identity (DID) solutions.
Examine the demand for expertise in domains involving Web3, such as cross-chain interoperability, Web3 user experience (UX), or decentralized exchanges (DEXs).
At Go 3.0 we provide a library of Web3 assessments and skill tests to help businesses accelerate internal recruitment without having to go through their own custom-designed tests and assessments. Read more on Web3 assessments by Go 3.0.
4. Consider industry experience
Find out if your project demands knowledge particular to your industry. For instance, if you're developing a Web3 solution for the healthcare industry, you might give preference to applicants who have knowledge of health tech or medical data and privacy.
5. Cultural fit and team dynamics
Analyze the traits and principles that your startup or business values. Look for people who like a fast-paced, inventive, and cooperative atmosphere.
These are the basic yet essential requirements you must list before hiring. However, the list goes on, and it depends on your project goals, industry focus, and unique challenges you aim to tackle.
Craft a Compelling Job Description
Once you’ve noted down your requirements, it’s time to craft a compelling job description that attracts the right Web3 talent and ignites curiosity. Here’s how you can draft a job description that stands out:
Write a clear and concise job title:
A clear and concise job title includes industry, role, or position so the right candidate can quickly notice your job post in a sea of other posts on a job board. See the example below:
Highlight the key responsibilities and qualifications:
This part must be in listicle format, and the majority of points must be included as non-negotiables. Be precise about the aspects of Web3 they will work on, such as dApp deployment or smart contract development.
Let’s see an example of how Flashbots a well-curated list of ‘responsibilities’ and ‘qualifications’ sections for Web3 talent hunting looks like:
Along with links to your website and social media accounts, you may also include your company's goal statement. Candidates may use this to learn more about your business and to create a cover letter that reflects your organization's vision.
Attract Top Web3 Talent
Attracting top Web3 talent in this fiercely competitive industry is crucial for the success of your company. Let's explore a few examples of companies or brands that have been effective in attracting top Web3 talent:
ConsenSys has seen remarkable success in attracting talent, with over 1000 employees globally working on various Web3 projects and a strong presence in the Ethereum ecosystem. How has ConsenSys achieved this much recognition? The answer lies in its mission - driving change through blockchain technology. As a result, they have built a diverse team of experts passionate about building a more inclusive and transparent future.
Building a community is the most impactful way of attracting talented Web3 developers. Ethereum Foundation actively takes part in the Web3 community and organizes events like Devcon. They have drawn elite talent from all around the world by fostering collaboration, knowledge-sharing, and networking opportunities. They have become a popular choice for blockchain developers and researchers in the Web3 field.
Professional growth and development are highly valued at Blockchain.com - a top site for blockchain explorers and cryptocurrency wallets. They provide Web3 talent with the chance to work on cutting-edge Web3 projects, engage in open-source projects, and participate in industry events. This attracts top talent eager to significantly influence the Web3 ecosystem. Blockchain.com has experienced exponential growth, now employing over 500 people worldwide. Millions of people benefit from the powerful products and services they have created due to their dedication to talent development.
Questions you should ask a Technical Web3 candidate
Once Web3 candidates have applied and been shortlisted, it’s now time for the interview process to assess their skills, experience, and fit for your Web3 company. Here are some possible interview questions to evaluate the proficiencies and talents of a Web3 developer:
Technical Proficiency:
What distinguishes a private blockchain from a public blockchain? How would you identify the one that is better suited for a certain Web3 project?
Have you used any particular Web3 frameworks or technologies, such as Ethereum, Polkadot, or IPFS? Can you give an overview of your background and any notable projects you have worked on?
What method would you use to design and develop a smart contract for a decentralized finance (DeFi) application? What security factors would you take into account?
Problem-solving and critical thinking:
Describe a difficult Web3-related problem you faced in a prior project. What steps did you take, and what results did you get?
How would you approach Web3 application scalability problems? What methods or options would you think about?
Can you explain how decentralized governance works in the context of Web3? What are some possible advantages and difficulties?
Collaboration and communication:
Have you previously worked in cross-functional teams for Web3 projects? How did you make sure that team members communicated and collaborated effectively?
How would you describe Web3 to a group of non-technical people? Can you give them an analogy or example to assist them in grasping its potential?
Adaptability and learning mindset:
How do you go about learning new Web3 frameworks or technologies? Can you give an example where you learned a new skill or concept quickly?
How do you stay adaptable and embrace change in a Web3 environment that is quickly changing? Can you give an example of a time when unforeseen circumstances required you to change course or your approach to a project?
You can also tailor these questions according to your Web3 project, your company’s goals, and hiring requirements. The aim is to gain insights into the candidate's expertise and assess their potential to contribute effectively to your Web3 team.
Once you find the right candidate with the most promising potential, it’s time to get them on board. But the journey doesn’t end here. If that specific applicant is significantly more competent, there's a chance they'll land a job with better benefits (let’s not forget how competitive the Web3 landscape really is). Before anything like this occurs, you must structure adequate benefits and compensation packages for your team.
Offer Competitive Compensation and Benefits to Retain Web3 Talent
Due to the increasing demand for Web3 developers, offering a competitive package can help you stand out from the crowd and attract the best candidates to your team. It shows that you appreciate the knowledge and skills these individuals provide to your Web3 project.
Have a look at this chart to see the variation in salary packages according to the roles:
Additional incentives that your Web3 company may offer:
Adopt flexible work schedules to accommodate the evolving needs of your Web3 talent.
Celebrate milestones, project triumphs, and individual accomplishments to foster a supportive workplace where employees feel appreciated and inspired to keep working with your company.
Give your Web3 experts a share in the accomplishment of your company's blockchain initiatives by giving them equity or token-based incentives.
Where Can You Hire a Web3 Developer?
It's time to explore the most effective ways for discovering your ideal Web3 candidate match. You have a variety of approaches (e.g. job boards, freelancing platforms, social networks) to get in touch with qualified Web3 developers in this vast and constantly changing Web3 ecosystem. But let's look at the top-notch platform for hiring Web3 developers:
Go 3.0: Web3 hiring made easy!
Go 3.0 has a curated pool of pre-vetted Web3 developers that are ready to get matched with your company! They have gone through a rigorous process and have all the technical proficiency, critical thinking capabilities, and collaborative personalities.
Here’s how Go 3.0 is making the candidate hiring process seamless, quick, and cost-effective for you:
Talk to an expert, get matched and kick off development: It's as easy as it sounds! Your time matters and Go 3.0 wants you to just focus on your ideas and product. Our talented Web3 developers will turn your idea into a reality! Book a call now and try it for yourself.
Exceptional value for money: Why take unnecessary risks hiring non-vetted talent when Go 3.0 exists? With our 14-day no-obligation trial, you can try out our developers for your project without any prior financial commitment.
Advanced payment structures: Go 3.0 streamlines the process of compensating your team by offering the flexibility to combine fiat and tokens. We let you customize incentive structures that exactly meet your goals. Additionally, our platform offers cutting-edge payment features that enable you to easily lead and motivate your team.
Ready to start your Web3 journey? Hire your dream Web3 team with Go 3.0.