@cryptorecruit
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Specialist global recruiters for the Crypto | Blockchain | Web3 space. Hiring recruiters now! #blockchain developers, #executives, Sales and #marketing etc
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Joined September 2017
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Open roles on the CryptoRecruit desk this week. Nine live. Eight in Dubai, one remote for our own team. Treasury, finance, product, fraud, engineering and design. List below.
Dubai, all eight: Treasury Lead (Manager to Head of Treasury level). CFO or Senior Finance Manager. Product Manager, Business. Fraud Manager. Senior AI Developer. Full Stack Node Engineer. Mobile Developer. Senior Product Designer.
Every crypto offer letter has a line for the token allocation. Most candidates read the number of tokens. Almost nobody asks the four questions that decide what that line is actually worth.
Three. Is there a token yet. Pre launch, the grant is a promise plus a launch date that will move. Four. What happens when you leave. Vested but unclaimed tokens under a good leaver clause, a bad leaver clause, or nothing in the contract at all.
30 September: the FCA opens its crypto authorisation window and ASIC's no-action relief ends. Same day. UK registered firms get no automatic conversion, so every applicant needs senior managers who can carry FSMA accountability. That bench is thin. Are you hiring for it yet?
A candidate resigns. Twenty minutes later the counteroffer shows up. More cash, a title bump, a promise about the roadmap. It works less often than hiring managers think, and it should not decide anything either way.
People rarely quit over the number on a payslip. It is usually scope, a manager, or watching a smaller team ship faster. A raise does not touch any of that. The same reasons are still there six months later, just better paid.
Specs still ask for 7 years of production DeFi experience. Uniswap launched in November 2018. Most of the talent pool learned the job in the 2020 cycle. A years filter that tight does not find a senior engineer. It removes the four year person who shipped through two drawdowns.
BitMEX closed its exchange on 23 September after 11 years. The engineers, risk and market ops people behind the original perpetual swap are now on the market. That derivatives pool will not stay open long.
Are you hiring from it, or watching someone else do it?
Every crypto firm that raises a Series B eventually announces the same thing. Return to office, three days a week, sometimes five. It reads as maturity. It is actually the fastest way to lose the people who built the thing.
RTO makes sense when the job is coordination heavy and junior. It works against you when the job is scarce and senior. On our security and infra searches this year, an RTO clause has cost more strong finalists than comp ever has.