Specialist global recruiters for the Crypto | Blockchain | Web3 space. Hiring recruiters now! #blockchain developers, #executives, Sales and #marketing etc
Global
Joined September 2017
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Polymarket cut staff this week, mostly contractors, across marketing, CX and engineering. It also said new hires are coming. After Kalshi took the volume lead, that is a reshuffle, not a retreat.
Hiring managers, are you rebuilding a team like this or hiring from it?
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Hot take: on senior crypto hires the backchannel decides more than the interview loop. Six rounds, then one call to someone who worked with the candidate two jobs ago, and the offer is made or dropped in ten minutes. Most teams run that call badly.
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What goes wrong: they call a mutual friend, ask "are they good?" and get a vibe. Or they ring the current employer without asking, and the candidate's search is no longer private. One of those wastes the call. The other can cost someone their job.
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Remote is not a location. For a senior crypto hire the real constraint is overlap hours. A Lisbon engineer on a New York protocol team with two hours of overlap is not remote, they are on a night shift. Write the overlap into the job ad before the salary.
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Fix for hiring managers: state core hours in the ad, in one named time zone. Decide whether the incident rota means weekend pages. Say which meetings are live and which are async. Candidates self select. The shortlist gets smaller and better.
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Takenos raised a $7M seed extension for stablecoin accounts and payroll in six LatAm countries, and is targeting 15+ in 2027.
Nine launches in a year, each needing a local lead who knows the banking rails and the regulator.
Launching markets in 2027? Is that lead hired yet?
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Hot take: a lot of senior crypto hires that go wrong were lost in the first 30 days, not picked wrong in the loop. No access on day one, no named owner for the first project, a manager on the road. The hire spends a month asking for permissions and starts updating their CV.
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Through last week, six straight weeks of net outflows from Ethereum funds, about $2 billion in total. Prices are soft. The hiring mix is not. Tiger Research's H1 2026 sample of 2,932 crypto postings: engineering 34.1%, compliance and legal 10.4%, the second largest function.
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Exchanges are sharper. Compliance and legal is 16% of exchange postings, 145 of 904. Business development is under 7%. In a soft market firms stop hiring to grow and keep hiring for what keeps the licence valid and the product shipping. Regulators do not read ETH charts.
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Alta raised $47.5M in a Series A led by Index Ventures for a compliance-first L1 built for banks. 25 staff across SF and Melbourne. The scarce hire there is an engineer who ships protocol code and survives a bank risk review. Hiring that profile? Where are you finding them?
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The runner-up from your last senior search is the fastest hire you are not making. They passed your loop, they know the team, and they wanted the job. Most teams send a rejection template and never speak to them again.
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Hot take: a 48 hour offer deadline does not create urgency, it creates doubt. Strong candidates read it as the team expecting them to find something better. Give a week and spend it answering their questions. A yes you had to force often becomes a notice period inside a year.
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Binance named Justin Yek as CFO days after a reported $6.3B hack. After an incident like this, exchange hiring briefs tend to reorder overnight: security, incident response and finance controls jump the queue. Are you hiring for this or watching it?
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Search pattern we see often: the brief says Social Media Manager, the client needs a Growth Marketer. Same budget line, completely different candidate, and it usually surfaces inside the first week. A composite, so you can recognise it.
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That is a different person. Paid acquisition, app store optimisation, referral campaigns, KOL deals with a clear cost per acquisition, plus sitting with Product and Compliance to fix the onboarding drop off. A shortlist built for the first brief mostly will not fit.
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