It can be difficult to master basic cryptographic skills, but it does not have to be

It can be difficult to master basic cryptographic skills, but it does not have to be – Mail Bonus

ADVERTISEMENT

Building a career or building a team in distributed finance (DeFi) and cryptography is based on finding talent, skills and the right attitude anywhere, in anyone. While this is no different from other industries, what makes us unique is the necessary specialized skills as well as finding a good culture that fits into an international and distant environment.

Despite recent market turmoil, cryptocurrencies continue to build and grow. Increased energy and legitimacy in the industry over the years, many have wanted to switch from Web2 to Web3. This requires recruiters to see through hundreds of applicants each month, but how do you find the right people who are interested in industry ethics and excited to build effective technology? Here are some recruitment tips that can help and some things to avoid.

Prepare for attitudes

No matter the industry, the right attitude can go a long way. Working in cryptocurrency and DeFi is often international, distant, fast and unconventional. Its nature is decentralized, so the work environment tends to be the same.

We tend to hire people who are sweet, team-oriented, independent, energetic, innovative and deal with mistakes and challenges in the right way. But how do you identify these practices and attitudes of someone in the recruitment process?

There are several ways to do this. Ask them what they think. What do they think is important in terms of culture, teamwork and the attitudes of others?

To run on these answers, it can help to ask the applicant the same question in several different ways and then recommend sincerity. If they continue to return to material or statements that feel genuine, then they probably are. If they have not figured out what values ​​and cultural elements they are looking for in the next section, it could be a red flag.

It is also useful to dig into how candidates are going to succeed in a distant and international environment. (Our team has people in almost a dozen different countries around the world.) How have they managed with diverse time zones? What is their attitude towards being flexible for the work / life goals of other teammates? We have found that successful telecommuting requires people with attitudes that embrace flexibility and understand how to manage themselves through asynchronous communication.

Connected: How to get a job in metaverse and Web3

Maintain a deeply in-depth interview process

We have been told many times that our interview process is one of the most considered and thorough recruitment processes that applicants have experienced. It is common for a candidate to talk to up to four current team members during the interview process. It is not meant to be tragic; it is meant to be exploratory, transparent and helpful – on both sides.

This process is in design. A few conversations, training scenarios, exercises and touch points that involve some current team members create more opportunities to get to know each other. The more you talk, the more you can identify strengths, weaknesses, motivations and attitudes. Formal education has not yet reached cryptocurrency, so it is challenging to evaluate education and work experience in the same way as you can in some traditional industries. This process needs to give people an equal opportunity to show their talents, culture and talents.

Our experience in building a remote, international team has proven that hiring requires transparency and respect. The process is a two-way street. You are choosing each other. If the candidate ends up choosing another role because your process is too extensive or long, then so be it.

Connected: Bear market: Some cryptocurrencies cut jobs while others strive for sustainable growth

It is important to maintain these intentional, strategic and thorough processes consistently. Hiring the wrong person costs more than hiring the right person, slowly.

Do not rule out despair

Although the industry feels like it is in a constant flow and growth can happen suddenly and quickly, resist the urge to hire just for the sake of growth. It is tempting to lower the recruitment level when it is difficult to find talent, but the results become apparent when you keep expectations high.

ADVERTISEMENT

As mentioned earlier, a thorough interview and recruitment process will pay off along the way by ensuring the right people for the right reasons. It is better to have a vacancy than to have the wrong person in the position for a short time.

Engage in diversity (in all its forms)

Crypto and DeFi are recovering from a diversity perspective, but it still has a long way to go, especially in roles based on science, technology, engineering and mathematics. Every visit to a crypto or DeFi event or conference shows that participation is heavily weighted for white men. This is being held back by our organizations, communities and industry.

The teams that are more diverse are stronger. Teams with more women, more people of color, more people of different geographical or national backgrounds and sexuality or sexuality will achieve more innovation, understanding, productivity and longevity. A diverse team will cultivate a diverse ecosystem of ideas and achievements.

This requires the development of strong cultures and policies that are inclusive, supportive, professional and open-minded and do not tolerate prejudice or discrimination in both organizational and community behavior.

The benefit of having a business removed is that you can hire anyone, anywhere. So, take advantage of it but be sensitive to how your team and industry may feel and be experienced by others with their own unique experiences.

Connected: New industry, new rules: Build metaverse without bias

To achieve this, start with policies and philosophies that are engaging and meaningful. Then you need to think outside the box to find diverse candidate groups. For example, search for women led by decentralized independent organizations, hackathons or Twitter communities, and become a champion where you can for under-represented groups in the industry. If you do not find them, help build them.

Do not hesitate to contact people who do not know cryptography

Crypto and DeFi are obviously very complex industries that require specialized skills. But that does not mean that organizations should limit themselves to newcomers who already know or work in cryptography.

It is full of highly qualified Web2 people who engage in cryptocurrency as their hobby. Look for meaningful participants, beginners and those who are ready to learn. That’s what this industry is about. With the right attitude and ethics, you can learn blockchain and cryptocurrency. Seek to embrace things like paired programming, internal learning cycles, and frequent performance appraisals to continually develop skills.

While the first weeks and months can and will be overwhelming for non-cryptographic newcomers, people with the right attitudes and goals will learn, especially if guided and guided by a welcoming, understanding, and strategic team. Patience is a virtue. (Communicating with people who are not encrypted will also foster diversity.)

The industry has grown so fast in the last five years that the criteria for the talent group must expand, otherwise we will run out of options, especially in the bear market we are in now.

This article does not include investment advice or advice. Every investment and trading business involves risk and readers should do their own research when making a decision.

The views, thoughts and opinions expressed herein are those of the authors only and do not necessarily reflect or represent the views and opinions of the Cointelegraph.

Melissa Quinn is the operations manager of Risk Labs, the organization and the team behind Uma, Across and Outcome.Finance. Melissa comes from a background in human resources and went over to the operational side of cryptocurrency and DeFi in 2017. Since then, she has helped build and lead teams through various market cycles. Melissa joined Risk Labs in late 2020 and has guided the team as it tripled in size in a short space of time without compromising culture, values, diversity and collaboration.

ADVERTISEMENT