CryptoRecruit ’s Post

✉️Saw this on LinkedIn the other day and it couldn't be more true Do not let "100+ applicants applied" on a job post you like the look of stop you from applying! We are looking at 100s of profiles all day long waiting to find the perfect 1 or 2 profiles to be in there Chances are 95% of the applicants don't have the necessary skills or even basic requirements for the role If you do meet the requirements always apply, no matter how many applicants it says it has You might just be surprised.... #jobapplication #web3jobs #cryptojobs

Are you looking for a job in Web3 ❓ Soon the explosion of job related to the crypto industry will rise again and in case you are still looking for a new job may this timeless report on how to nail your crypto interview by thecryptorecruiters.io help you. #web3jobs #interviewpreparation #bullmarket

Do you need to sacrifice your hiring process in order to land the best people? There's a lot of noise on Linkedin about this topic right now. The logic goes a little something like this: the market is hot now and everyone's trying to hire the best people, so you better rush them through as fast as possible and make an offer before the other guy. It sounds reasonable enough. Doesn't hold up to scrutiny though. Here's why: 1. How do you know they're actually the best people if you don't assess them properly? Average hiring outcomes in Web3 are already abysmal - making them worse but faster isn't a win. 2. High performers respect rigor and being held to a high standard. They (rightly) view your selection process as a reflection of how your entire organization is run and respond accordingly. 3. Quality vs. speed is not an either/or choice. It's very possible to be exceptionally thorough while turning the entire process around in 2-3 weeks. And if you're losing people because 2-3 weeks isn't fast enough, you don't have an efficiency problem - you have a strategy problem. Over the last 12 months our interview to hire ratio is 2.16:1 and our offer acceptance rate is 100%. Yet I'm regularly told by candidates that our assessment process is the most rigorous they've ever undergone. Maybe those two things are related. Fill the funnel with quality and you will get quality outcomes. #recruiting #hiring #crypto #web3

Nobody accidentally posts a vacancy announcement. There are defined reasons for posting a position. Somebody retires, they die, they get promoted, they get demoted and the job is posted. To abolish a job honestly who happen before it was posted and the position would not be in WebCOINS and I know two more locations to look to see the position is still needed. They pulled it to harm (discriminate and as retaliation). They remove a whole plant from our plant complement is stead of give me the staffing complement. Yet, I know the plant removed still shows under our plant and it’s listed a “Children.” The term is use to denote it falls under a parent plant. What I do like is this. The people saying I am not qualified don’t cheat very good because they know less about these things then me. The person they are trying to say is not qualified.

For a long time, I thought LinkedIn was mainly for connecting with recruiters to find new job opportunities. However, as JobStash.xyz has gained traction and indexes thousands of live jobs in an industry I care about and that align with my interests, this perspective no longer aligns with my goals. Today, I will be mass disconnecting from HR/Talent sourcers I have connected with. This decision stems from my shift away from Web2 and a decreased interest in job offers. It's time for a fresh start without connections that do not add value to my feed. #FreshStart #NewBeginnings

I felt that something is inheritantly wrong with CVs and LinkedIn profiles but couldn't phrase it until I read the post of L.J. Brock from Coinbase about talent density. He says: "We don’t want to hire individuals who rest on their pedigree or boast association with elite institutions and corporations. We are focused on finding star individual performers and measure that by proven real-world impact." CV and LinkedIn are often a representation of pedigrees: work at fortune 500 company, or graduation from top league university. But the best candidates come from all over the place with one common thing that differentiates them - a proven record of making an impact - facing a challenge and overcoming it for a better good. It can be volunteering, it can be at work, it can be for your own neighbors. Show that on your CV and during your next interview. Post: https://lnkd.in/d84HSUsm #professionalhappiness

In this video, Delvin breaks down his top 3 resume tips: 1️⃣ Be clear and precise when describing your projects. 2️⃣ Include detailed info on your development work and coding. 3️⃣ Share examples like GitHub or Stack Overflow links to showcase your skills. These steps can help you stand out in a competitive job market! For more advice or job opportunities, reach out: 🔗 westwood-recruitment.co.uk 📧 Delvin@westwood-technology.co.uk 📞 0161 464 4386 #TechRecruitment #DigitalAssets #Blockchain #WestwoodTechnology #CareerJourney #ResumeTips #TechCareers #JobSearch

A few days ago, Eric Partaker shared an excellent list of 9 interview red flags to watch out for. While these points are universally valid, their relevance can vary in the unique context of the crypto and web3. Based on my 7+ years of recruitment experience in this field, some of these red flags are even more pronounced, while others are less applicable to our space. Below is my take: 1.“We’re like a family.” Well, crypto is indeed unique with its distinct bro-like companionship, often feeling more like a tribal subculture than just another tech niche. However, professional boundaries still need to be respected, and it’s crucial to be cautious if you hear this. 2. 5+ rounds of multi-hour interviews & assessments Absolutely unnecessary unless it’s a C-level position with a major company 3. Bait & switch In crypto roles can evolve rapidly. Still, you must ensure from the get-go that the job you’re interviewing for aligns with what was advertised to avoid being misled into a lesser role or pay. 4. Lack of clarity about expectations Due to the nascent state of many crypto projects, roles might not always be well-defined. However, if the company cannot provide a clear vision and goals for the position, it may be a sign of underlying chaos. 5. Future promises The volatile nature of crypto markets makes future promises even more precarious. Insist on concrete, written agreements for any promised promotions or pay raises. 6. Very wide salary range (e.g., 30k - 100k) or ‘Competitive’ While a broad range or the term ‘competitive’ can be a red flag in many industries indeed, I feel it's more acceptable in crypto due to the wide variance in roles and compensation. However, ensure there is clear discussion about your expected salary upfront to avoid future misunderstanding and waster time. 7. “We’re looking for someone to hit the ground running.” In crypto , expecting immediate results is common and accepted due to its fast-paced nature. However, make sure that the necessary tools and proper onboarding are provided to support you in achieving those results. 8. Benefits that aren’t really benefits In web3, unique perks like token allocations or participation in DAOs might be touted. Ensure these are truly beneficial and not just basic expectations in the industry. 9. Interview is very short In crypto, a quick and to-the-point interview can indicate competence, provided it is conducted professionally and covers all the important topics. However, if the interview is less than 20 minutes, it might be a red flag or a sign that the candidate simply did not meet expectations. And what you are thoughts on these? Share some stories of your recent interviews in crypto - I am pretty sure there are lot of worthy and exemplary ones! And of course, if you are exploring jobs in crypto - check out our latest #blockchainheadhunter roles via https://bit.ly/3jIlL77 Hiring? We can help you getting top calibre crypto native talent on board. Get in touch!

Discover the ins and outs of interviewing at Coinbase and learn about our unwavering commitment to exceptional talent. Explore our blog for valuable insights and take the first step towards joining our team today! #coinbasehiring #toptalent