It's Now Taking 15% Longer to Hire in Web3...Why?

Author

Austin Heaton
August 07, 2024

In 2024 it is now taking 15% LONGER to hire for a Web3 role compared to last year.

Why is that? đŸ€”

In order to find out why it’s so hard to find and hire top talent in Web3 these days, we immediately went straight to the source and spoke with one of the industry’s most active recruiters.

Valériane Tritschler recently interviewed 100 Web3 professionals to see what needs to be fixed in the space.

Here’s what she found:

Biggest Problems

  • A lack of structure and compliance

  • A tech-oriented only approach in the industry

  • A lack of HR management: talent acquisition, team management, leadership

  • Limited integration of non-tech profiles

  • Challenges in promoting Web3 culture to new users and operators

How does she think these issues can be solved?

Let’s take a look at her thoughts below:

Solutions

Integrating non-tech profiles: Working on the challenges of integrating non-tech profiles into mostly tech teams, focusing on team management.

Hiring HR Business Partners (HRBP): Bringing in HRBPs to tackle human-related topics and compliance tasks.

Promoting Web3 culture: Promoting Web3 culture in a simple, educative, and authentic way to attract new users and operators.

Implementing better onboarding processes: Developing comprehensive onboarding programs to help new hires integrate quickly and effectively.

Communicating much better: Establishing clear and consistent communication channels to reduce ghosting and improve candidate experience.

Creating more educational materials: Developing resources to educate newcomers about Web3 technologies and culture, making the transition smoother and more engaging.

To go further, I wanted to highlight the different recruitment practices between Web2 and Web3 to better understand the challenges and opportunities in attracting and retaining talent in the Web3 space.

Main Differences Between Web2 and Web3

Work Environment

  • Web2: Often clearly defined roles with traditional hierarchies.

  • Web3: Roles can be more fluid, with a focus on decentralization and collaboration.

Sourcing

  • Web2: Job boards, LinkedIn, referrals.

  • Web3: GitHub profiles, Discord, Twitter, LinkedIn, peer-to-peer networks, community involvement.

Reviewing Applications

  • Web2: Standardized CVs, often through ATS (Applicant Tracking Systems).

  • Web3: Many job openings but no one is in charge, leading to ghosting and lack of follow-up.

Interviews

  • Web2: Structured interviews, often multiple rounds with various stakeholders.

  • Web3: Can include more informal chats, community-based assessments, and practical tests.

Onboarding

  • Web2: Formal onboarding processes, often with extensive documentation and training.

  • Web3: If it exists, it may include more decentralized and peer-driven onboarding, with a focus on self-learning and community support.

Payroll / Payment

  • Web2: Traditional payroll systems, often monthly payments via bank transfers, usually the role of a payroll accountant.

  • Web3: Crypto or hybrid payroll, potentially more frequent payments. Usually through a platform like Rise covering payroll, compliance, onboarding, and insurance for team members internationally.

“The Web3 space is full of potential, but to truly harness it, we need to address these challenges.

I truly believe the level of requirements Web3 has on technology and technicality must be the same on other departments of the sector.

By insuring payroll and compliance, and by implementing structured HR practices, promoting a balanced work culture, and integrating non-tech profiles, we can build a more inclusive and sustainable industry 📈”

For more insights like this make sure to connect with Valériane Tritschler on LinkedIn and subscribe to Web3 Operators below

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