Web3 Recruitment Panorama: A Deep Dive into Technical and Market Aspects from IR to Solo Dev

3 AM Recruitment Revelations

Damn, just debugging a Solo Web3 Dev Wallet Auth implementation, and my third cup of coffee has already gone cold... Suddenly I realized there's a strange commonality between this and Investor Relations / Fundraising – Web3 recruitment – both involve the cursed problem of key management.

To be honest, the current Web3 recruitment market is like an unoptimized smart contract: high gas fees (Performance Marketer (Meta, Google, X) recruitment quotes through the roof), redundant features (Web3 content writer recruitment requires Solidity knowledge), and all sorts of inexplicable reverts (I wanted to slam my keyboard when I saw a junior position requiring 3 years of ZK experience).

When Tech Nerds Start Analyzing Recruitment Data

From a technical perspective, the recent job flow on MyJob.one resembles the opcode distribution of EVM:

• NFT Minting related positions decreased by 37%, but the quality factor increased 2.4x
• Stripe recruitment demand unexpectedly grew by 58%, mainly from Southeast Asian Web3 payment projects
• Business Development Manager recruitment average salary for the first time surpassed that of Rust engineers (I didn't expect that)

The Lisbon Social Media Paradox

Last week, I interviewed a candidate for a Web3 Social media manager - Lisbon based position, and this girl used Uniswap's trading pair volatility to explain TikTok's algorithm... I suddenly got it:

1. The essence of Web3 social media is liquidity mining (following = staking)
2. KOLs are DAO governance tokens
3. I suddenly thought about applying for a Portugal digital nomad visa

To be honest, the technical stack requirements for these positions are getting more mind-bending: you need to be able to write viral memes and understand DID protocols; you need to plan AMAs and analyze on-chain data. This is even harder than designing zk-circuits.

The Dark Forest of Developer Recruitment

Recently, while conducting technical interviews for three projects on Solo Web3 Dev Wallet Auth, I noticed an interesting phenomenon:

• 90% of candidates choose the wrong verification method between JWT and SIWE
• Less than 20% can clearly distinguish between MPC and smart contract wallets
• But everyone claims to be "proficient with WalletConnect" (that's hilarious)

This reminds me of the pitfalls I encountered when developing wallet plugins myself – sometimes, technical recruitment is like searching for OGs in a dark forest, and you never know if the next MEV will be a surprise or a disaster.

The Gas War of Market Positions

Seeing a project simultaneously open Performance Marketer (Meta, Google, X) recruitment and Investor Relations / Fundraising – Web3 recruitment with salary differences of 4 ETH... to be honest, this gas war strategy confuses me:

• Should acquiring traffic be more expensive than fundraising?
• Which KPI is more important, CAC or TVL?
• (Suddenly thinking) Isn't this exactly like the LP vs trader dispute in DeFi?

Recently, there's an interesting piece of data on MyJob.one: the retention rate for high-quality IR talent is 23% higher than for engineers, but the anxiety index is 47% higher. Indeed, the pressure of making money is greater than that of doing technology...

SaaS-ified Talent Demand

The surge in Stripe recruitment needs is quite interesting – now, Web3 projects are hiring payment talent not just to handle fiat transactions, but to build new financial primitives. Last week, I interviewed someone who switched from Plaid and when asked why they chose Web3, they said: "The innovation curve for traditional financial APIs has flattened." Damn, that answer deserves a perfect score on the interview committee.

This reveals a trend: positions like Solo Web3 Dev Wallet Auth, payment, compliance, etc., are becoming SaaS-ified. Companies don't want "those who can use Stripe," they want "those who can build their own Stripe." The demand documents are increasingly resembling tech specs – is this another form of job inflation?

The Smart Contract-Style Content Roles

The most competitive might be Web3 content writer recruitment: yesterday, I received a resume where the candidate submitted their Mirror articles as NFTs as their portfolio... I suddenly understand why content job descriptions now resemble smart contracts:

• "Familiar with Snort.social's nostr protocol" ≈ "Required a certain npm package before"
• "Planned an NFT campaign with over 10k mints" ≈ "Deployed a popular contract"
• (The craziest) "Experience with meme futures trading" WTF?!

The Special Gravity of Lisbon

Why are Web3 Social media manager - Lisbon based positions 30% more expensive than those in other regions? After 72 hours of obsessive research (which basically meant scrolling LinkedIn late at night), I discovered some sneaky tactics:

1. Tax incentives in Portugal attract North American KOLs to settle there
2. These KOLs need local teams to handle operations
3. (The key point) They convert social influence into equity!

This is basically a real-life version of SocialFi! No wonder the job requirements always include "familiar with Friend.tech mechanisms..."

The ZK Proof Challenge in Business Development

Finally, let's talk about the most esoteric Business Development Manager recruitment. Nowadays, interviewing for BD is like verifying a zk-proof:

• He claims to know 100 VC firms – needs trustless verification
• He boasts about closing deals worth millions – requires chain analysis to check on-chain records
• (The most absurd) One candidate brought an SBT resume to prove their network...

To be honest, this position is undergoing the most intense ZK transformation – all achievements require verifiable credentials. I suddenly want to create a chain-based BD credit score protocol (5 AM ideas are always this dangerous).

After The Merge in the Talent Market

I've written this article until dawn. Here's a final insight: Web3 recruitment is going through its own "The Merge."

• PoW layer: hardcore tech roles (Solo Web3 Dev Wallet Auth)
• PoS layer: relationship-driven roles (Investor Relations / Fundraising – Web3 recruitment)
• (The key) The current consensus mechanism is Hybrid Proof-of-Skill-and-Trust

Want to survive in this market? Suggest brushing MyJob.one as diligently as you check Etherscan. After all, your next offer might be hidden in the event log of some contract...