Web3 Recruiting – What really matters

The internet is facing a fundamental change: Web3 and blockchain are transforming everything – how data is stored, applications are developed and digital interactions are organised. 

While large tech companies such as Google and Facebook have data sovereignty in Web 2.0, Web3 is characterised by decentralisation. This change has not only technical but also cultural implications for the world of work. Companies that want to be successful in Web3 must be prepared to integrate completely new technologies – and find the right talent for them.

The Web3 market is currently estimated to be worth USD 27.5 billion and is expected to reach USD 81.5 billion by 2030. With the onset of a crypto bear market and the bursting of the NFT bubble, there has been a dip in recent years – but the need for specialists in this area continues to grow due to constant development. So how do you identify the right experts in this dynamic environment?

In this article, you will get an overview of the most important challenges in recruiting Web3 professionals. You will also learn how to identify suitable talent and attract them to your company. One thing is certain: in a decentralised world, central minds are in demand.

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Skills shortage meets a fast-paced environment

Here too, the shortage of skilled labour is a key challenge that companies are facing today. The technology is still relatively young, and many of the most sought-after skills – from blockchain development to smart contracts and decentralised finance (DeFi) – have only become established in recent years. The rapid development in this area means that there are fewer experts who already have in-depth experience. These scarce resources are a serious problem, especially in times of high market volatility.

Companies operating in the Web3 world must be prepared to compete for these few specialists. Not only is technology constantly evolving, but the demands on professionals are also transforming. As Web3 has a decentralised structure, traditional recruitment methods are often no longer effective. Creative approaches are required. Many companies have already begun to focus more on alternative recruitment methods, such as actively approaching candidates in specialised Web3 communities or participating in Web3 hackathons to identify talent at an early stage. We have already reported previously on the points of contact between the German Web3 communities. International communities can be found here: Twitter, Telegram, Discord and Reddit.

Another problem: candidates themselves are also more cautious in an uncertain market situation. In volatile times and economic uncertainty, many highly qualified professionals are reluctant to move to smaller, less established companies. 

To meet these challenges, companies must remain agile and react quickly to transforming market conditions. This means both adapting their own recruitment processes and creating attractive offers that go beyond the usual salary. A good example of this are individual working conditions that rely on flexible working models and individual development opportunities to bring Web3 talent on board.

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Key skills for Web3 experts

But how do I recognise the right talent? Organisations that aspire to thrive in the decentralised world need to develop a deep understanding of what skills really matter to their business. Sort of "reverse engineering" their own business goals. Possible questions could be, for example: What will this person do in this role in their first week? What will they be doing in six months or a year? And will they need to build a team?

Of course, the technical foundation must be in place. But because it's such a young field, it's also about the mindset that enables innovation and adaptability. So what exactly should you look for in Web3 experts? In this section, we look at the most important skills that play a role in recruitment.

Technical skills: Blockchain, smart contracts and decentralisation

At the centre of Web3 is blockchain technology, which makes it possible to store data transparently and immutably. Web3 experts should therefore have a deep understanding of blockchain architectures and protocols. This may also include the ability to develop smart contracts – self-executing contracts as mini-programmes that sit on the blockchain and are automatically executed as soon as the conditions specified in them are met. This technology is particularly important in areas such as DeFi (decentralised finance) or NFTs (non-fungible tokens). 

According to a16zcrypto, smart contracts and the ability to design complex decentralised systems are among the most sought-after skills in the Web3 sector. Companies should therefore specifically look for developers who already have experience in programming smart contracts with languages such as Solidity (Ethereum) or Rust (Solana). A portfolio of previous blockchain projects often says more than a traditional CV.

Soft skills: adaptability and problem-solving skills

In addition to the technical requirements, the personality of the candidate plays a particularly important role. Not only in Web3 is it critical that professionals are adaptable and can quickly adapt to new technologies and market requirements. As always, Darwin sends his regards. The ability to solve problems creatively is becoming increasingly important. Because in the decentralised world, there are often no ready-made solutions or code snippets that you could copy out of Github beforehand – it's all about overcoming new problems and complex challenges.

Bitget also emphasises that as a company, when selecting Web3 professionals, you should place particular emphasis on candidates who have an entrepreneurial mindset and are willing to take risks. In a volatile industry, flexibility and a willingness to take responsibility are invaluable.

Expertise in specific application areas

Depending on which area of Web3 you work in, different specialisms are required. Companies investing in DeFi should look for specialists who are familiar with the development of decentralised finance platforms and have a deep understanding of financial systems and their processes. Similarly, NFTs and the metaverse require experts who can develop creative digital assets, devise innovative uses and are familiar with the NFT scene. 

Organisations should carefully examine the areas in which their candidates have already worked – and whether this experience matches the planned projects. Expertise in a particular niche often tips the scales when it comes to successfully realising projects.

Open source contributions and community involvement

Another criterion when selecting Web3 experts is their involvement in the open source community. Many of the innovations in the field of Web3 are the result of developers working together in open source networks. Candidates who actively participate in open source projects not only demonstrate technical skills, but also a willingness to share their knowledge and work together with others on solutions. A well-maintained GitHub profile provides valuable insights into a potential employee's skills and working methods.

An example of this is involvement in key blockchain projects or protocols used by the wider Web3 community. Companies should also look to see if candidates have participated in hackathons or other competitions, which are often considered hotbeds of innovation in the Web3 world.

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How corporate culture affects the recruitment of Web3 talent

At alphacoders, we cannot emphasise the importance of corporate culture often enough. After all, technical expertise is only one side of the coin. Many companies still underestimate the importance of corporate culture – it is the strongest magnet for attracting and retaining talent in the long term. Web3 stands for decentralisation and self-determination. Professionals are specifically looking for working environments that correspond to these values. A rigid, hierarchical structure often does not fit in with the ideas of flexibility and innovation that are required in Web3.

Flexibility is key

One crucial aspect that companies need to offer is flexibility – both in terms of working hours and location. Web3 is decentralised by nature, and companies should follow the same philosophy when designing their working models. The ability to work remotely is highly attractive to attract top talent. According to Web3 consultants, offering flexible and hybrid working models is one of the main reasons why organisations are successful in attracting Web3 experts.

In addition, many Web3 talents want a high degree of creative freedom in their projects. They do not only want to be bound by strict guidelines, but also want to take responsibility and develop creative solutions themselves. Companies that promote such a culture find it much easier to attract innovative minds.

Culture of transparency and innovation

Transparency is another key element that must not be neglected in the decentralised world of the Web3. Open communication and flat hierarchies are valued. Professionals want to be involved in decision-making processes and have a direct influence on the direction of the projects they work on. A culture of openness and mutual trust can make all the difference.

Innovation also plays a central role. Experts in Web3 are looking for challenges and want to learn new things. Organisations that promote innovation in their structures and create room for experimentation are more likely to be perceived as attractive employers by the best talent. Organisations that integrate innovation into their corporate culture have the best chance of attracting highly qualified professionals.

Appreciation beyond salary

Of course, remuneration also plays a role. But for many Web3 experts, it's not only about the salary. They are looking for long-term prospects and participation opportunities. Equity, tokens or the prospect of working on important projects are often overlooked factors that decide whether to sign a contract. Companies should offer a comprehensive package that meets the special requirements of these professionals.

Culture as a competitive advantage

Corporate culture remains the key factor in attracting and retaining Web3 talent. Flexibility, transparency, innovation and attractive incentives beyond salary are the cornerstones on which companies should build in order to prevail in a competitive market. Companies that embed these aspects in their culture will find it easier to attract and retain the best professionals in the long term. And this applies to any industry or sector.

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Conclusion

Again: A decentralised world needs central minds – the main challenge when it comes to recruiting Web3 experts. The shortage of skilled labour that many companies are already experiencing will become even more acute in the coming years. In order to find and retain the best talent, companies must continue to develop themselves. Flexibility and a spirit of innovation are key factors here. 

Companies that manage to give their employees room for creativity and co-determination have a significant advantage in the competition for the brightest minds. Recruitment on the Web3 requires far more than traditional methods. It is a combination of technical vision, adaptability and a corporate culture that reflects the values of the decentralised world. Those who take these factors into account will have the best chance of attracting experienced and suitable employees. And also benefit from their innovative strength in the long term.