Web3 Recruiters and Staffing Specialists

Our candidate sourcing can be described in 3 words: Identify. Engage. Toolstack. Typically, the best job prospects are those who are passive. This indicates that they are not actively seeking employment. As a result, they are not surfing the Internet in search of online job postings. And because they are not viewing online job postings, we have developed a robust and 100% outbound recruiting strategy. We begin our sourcing strategy by creating a candidate persona. Once we have successfully created the candidate persona, we will then create a content strategy that will attract top talent in the Web3 space. Once we’ve developed our cadence we will use a number of sources to scour the web to get our message in front of the right candidates. Strategies include searching our database, sourcing for referrals, sourcing from specific organizations, LinkedIn, GitHub, on-chain analytics, Discord communities, governance forums like Snapshot and Tally, ETHGlobal hackathon alumni, Crypto Twitter, Farcaster plus many other specialized Web3 sites. We craft highly personalized messages that drive above industry reply rates. Our recruiting strategy is to begin conversations with passive candidates to learn about their future career interests, needs and wants then align those needs with future openings with a high-touch approach.

Currently our 1 year retention rate with our Web3 clients is running right at 95.84%.

The Web3 hiring environment moves fast so our team of Web3 recruiters are trained to work quickly and accurately. The time required to send qualified candidates to the Web3 hiring manager varies based on the position you are seeking to fill and the challenges we will face such as lower than market compensation, token vesting concerns, slow feedback, regulatory questions and other variables. We can deliver applicants on the day of contract signing, within a few days, or within a few weeks.

We’ve spent a great deal of time recruiting in the Web3 space and have had the distinct pleasure of collaborating with builders shaping financial systems, gaming economies and creator platforms from first principles. The Web3 community thinks deeply about coordination, ownership and incentives in ways that few other technology sectors do. Helping put thoughtful builders in front of these problems is some of the most interesting work we do.

We’ve spent a great deal of time in early-stage recruiting and have had the distinct pleasure of collaborating with a number of amazing VCs and founders. From our perspective, the Musks of the world represent the future of technology, and we are major believers and investors in technology because, of course, it is the future. The startup revolution is particularly exciting as we help companies build teams that are shaping the next generation of innovative products and services. However, recruiting for Seed and Series A/B early-stage firms presents a distinct set of obstacles.

Web3 recruiters specialize in a specific market sector. Every day, our Web3 recruiters contact a specialized set of crypto-native candidates working with Solidity, Rust, smart contracts, DeFi protocols, NFTs, DAOs and infrastructure. When starting a new search, our team has a pool of personally-known candidates to call immediately. The point is that specialized Web3 recruiters sprint out of the gate more effectively than staffing firms that go back to the drawing board for each search.

When employers receive a resume from a Web3 recruiting firm, there is a high probability that they are familiar with the individual. Our clients trust that we have thoroughly screened the candidate over a series of multiple conversations and that they will be worth the hiring manager’s time to interview.

Another benefit of using a specialized Web3 recruiting firm is you will experience less of a “resume broker” relationship and more of a “sector expert.” We spend countless hours every day conversing with crypto prospects and Web3 hiring managers, making us more “in the know” about the Web3 space. Web3 recruiters can provide insight into the landscape of employment, token compensation, vesting structures as well as the most recent candidate hiring and retention challenges in a volatile market.

Ultimately, Web3 recruiters have access to a concentrated pool of candidates, resulting in increased efficiency during the hiring process and the ability to establish long-lasting relationships with the industry’s top talent.

Though we have several different practice areas such as cloud staffing, cybersecurity staffing, data science staffing, devops staffing, digital marketing staffing, private equity staffing, government IT staffing and software development staffing, our Web3 recruiters are hyper focused on clients in the crypto and Web3 space. Our Web3 recruiting team has successfully worked with clients ranging from early-stage protocols to publicly traded crypto companies.

Whether you’re recruiting for a Senior Solidity Developer, Web3 Product Manager, Smart Contract Auditor or DeFi Protocol Engineer, our recruiting solutions have you covered. Our hires range from just about anything you can imagine that a company would need when hiring Web3 talent, including non-tech roles like Head of Web3, VP of Crypto, Tokenomics Specialist and many more, with a niche focus in Web3 staffing.

Our Web3 recruiters use a series of stages to make sure we minimize candidate fall out during the recruiting cycle. Our recruiters will perform an in depth conversation where they work to uncover the needs, wants and desires of the candidate’s next career move. We ask candidates specific skillset questions and where relevant we review on-chain activity, public GitHub contributions, audit reports they’ve authored and protocols they’ve shipped. If the team feels that there’s a fit then another person from our team will speak with the candidate. If the 2 nexus reps feel that there’s a good fit then we ask the candidate to complete a 4 question feedback form so we can better understand if the role is a good or great fit. Once we receive the candidate’s feedback we will perform a “Lockdown” conversation where we ask a series of questions around counteroffers, interview stages, target salary expectations, token allocations and much more. If this goes well then we will submit the candidate for client review.

First, it is incredibly difficult for Web3 hiring managers with little time to receive responses to job ads. Second, an increasing number of professionals do not respond to recruiters, particularly in the crypto field where pseudonymous reputations and warm intros are the norm. They prefer to hear directly from the founders or core contributors, which brings us to the third challenge: recruitment is a full-time, highly specialized profession for which Web3 hiring managers do not have time.

Our Web3 recruiting fee is 22% to 25% of the candidate’s first year base salary. We do our best to find a payment structure that works best for your team, including arrangements that account for token-based compensation components.

Our Web3 recruiters are paid by the companies for which they place candidates. Your Web3 recruiter does earn a commission if you are hired, but the commission is paid by the company that hires you. Our recruiting fee isn’t taken out of your salary and it doesn’t lower the salary that you would be offered. Another misconception is that if you are presented by a recruiter, and another candidate is not, that you would be at a disadvantage because you have a fee associated with you getting that role. In our experience companies are seeking the best person for the job and they are not concerned about a fee being paid at that point. In fact, candidates that work with recruiters actually tend to make more than those who job hunt alone.