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“Halfway decent candidates (mainly across tech, marketing, product functions) with one to two years of experience in the space can have a few job offers lined up within weeks of beginning the job search, sometimes faster.”Įmployers need to act quickly, and allay concern about hiring someone who may not appear to be a perfect fit. It’s still a relatively new market with a limited talent pool, he said. “Only employers who can act fast, don’t need more than three rounds of interviews, week intervals in between, and can show decisiveness by presenting a fair job offer quickly will end up with the best talent on board.” “Demand for qualified candidates by far outpaces the availability,” Shlayen said in an email. “Hiring managers should be ready and willing to train on the rest and upskill.”Ĭompanies with a more deliberative approach to hiring may want to speed up the process, said Michael Shlayen, founder and chief executive officer at crypto executive-search firm Blockchain Headhunter. Since there won’t necessarily be many people with the exact skill sets needed for a particular role, firms may want to hire someone and train them in areas where they’re less knowledgeable, advises Thomas Vick, regional director for global talent solutions firm Robert Half.Ĭandidates will probably have the technical knowledge that companies want, but they might not have all the specifics, Vick wrote in an email. “If you look at early adopter firms, that’s how they got there.” “Go and find those people and give them the opportunity to turn a hobby into a profession,” he said. Rather than overpaying for someone with just six months of experience, invest in training for existing staff who have an interest in crypto, Richardson said.
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Here are some tips from recruiters about hiring in crypto:Ĭompanies may be better off trying to find good talent in their own ranks, rather than seeking someone outside, David Richardson, a partner at executive-search firm Heidrick & Struggles who co-leads the Crypto & Data Assets sector in the Americas, said in an interview. Everything from the characteristics of the eligible talent pool to compensation metrics often present a misalignment between the way companies have done things in the past and the way the industry is today. The changing scene is also bumping up against standard hiring procedures.