Web3 Job Market Report 2025: 10,000 Competing for 28 Positions—How Can You Win?
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Web3 Job Market Report 2025: 10,000 Competing for 28 Positions—How Can You Win?
200+ practitioner interviews revealing the industry's "entry codes" and "hiring pitfalls".
Navigating Web3 tides with focused insightsIf you've browsed job forums, listened to Web3 podcasts, or attended a "blockchain + career" sharing session, you've likely encountered these buzzwords: "industry growth phase, attractive income, remote work, flat management, young team."
Web3 has become a "new frontier" in young people's career imagination. Over the past two years, an increasing number of graduates have begun trying to "get on-chain." It's not just those with technical or financial backgrounds—people from marketing, operations, design, content, and product roles are also packing their resumes and applying to this seemingly flexible and avant-garde industry.
Yet beneath the hype, opportunities coexist with misconceptions. On one side, projects cry out for talent; on the other, newcomers complain they "can't break in." Behind what appears to be an open door lies a recruitment logic still under construction.
To clarify this issue, in June 2025, BlockBeats partnered with Bitget to launch an in-depth interview and survey initiative targeting the crypto community. We collected data from both job seekers and employers across dimensions such as career choices, hiring paths, and role preferences, receiving 71 valid responses. We also conducted interviews with students, practitioners, HR professionals, well-known recruiters, and leaders of job platforms.
Through cross-validation of quantitative and qualitative data, this article examines the past two years of Web3 job hunting from dual perspectives—the employer and the applicant—to answer: Who is rushing in? Who is hiring? And who stays? More pragmatically: Can someone with zero experience truly break through in this "decentralized" professional jungle?
1. From Experimentation to Influx: What Has Changed in Web3 Job Hunting Over the Past Two Years?
Over the past two years, the Web3 job market has quietly shifted—from “open to all” to “selective hiring.” Once seen as a frontier experimental ground, this industry is now becoming a realistic choice for more and more high-achieving graduates.
Today, Web3 is no longer the exclusive domain of geeks and speculators. Elite talent is actively joining the space.
(1) From Niche Circles to “985 + Ivy League”: Who Is Entering Web3?
"Is this position still hiring?"
Kitty has grown used to this question. As head of a Web3 recruitment platform, she receives numerous applications from university students every week. Peking University, Tsinghua University, Fudan University, top U.S. undergrad and master’s degrees, competition accolades, investment banking internships… The quality of these resumes is worlds apart from the days when “anyone willing to join could get hired.”
As a deep observer of Web3 recruitment, Kitty clearly senses a transformation in the applicant pool. While early participants were mostly tech-obsessed geeks or sharp-sensed speculators, today’s applicants resemble top students drawn by the concept of “the next era.”
According to BlockBeats' research, among respondents seeking Web3 jobs, nearly eight in ten (80.5%) come from 985/211 or regular first-tier universities—36.6% from 985/211 institutions and 43.9% from regular first-tier universities. Overseas-educated candidates account for 7.3%, while those from vocational colleges or other institutions make up only 12.2%. Notably, nearly 78.05% of respondents said they would consider Web3 as their first job. This indicates that Web3 is transitioning from a “niche circle” to a “mainstream option,” attracting a growing number of highly educated talents.
In terms of academic background, these highly educated job seekers are not lacking options. According to BlockBeats’ survey, 46.34% of respondents majored in computer science or information technology, while 21.95% came from finance or business backgrounds. They could have pursued safer traditional careers and possess the competitiveness to enter big tech firms, securities companies, or banks.
(2) A More Realistic Choice: Why Are Newcomers Coming to Web3?
Why are these “elites,” who could follow more stable paths, choosing a more volatile, less-defined sector? This isn’t blind speculation—it’s a rational shift driven by real-world pressures. To understand their decisions, we must examine the state of the so-called “traditional path” they were expected to take.
Batty is a 2025 graduate with a bachelor’s and master’s degree from a 985 university, investment banking internship experience, and passed CFA Level III. By the “standard path,” she expected at least a decent, stable job. But after the 2024 fall recruitment season ended, she received only one offer—from a bank back-office role—paying less than ¥10,000 net per month.
This fell far short of her expectations. So instead of accepting it immediately, she began frequently searching social media for keywords like “Web3 jobs” and “how to enter Web3 with zero experience,” seeking a “detour that might lead to the future.”
Her story isn’t unique. For many young people from finance backgrounds, Web3 is no longer just a concept—it has become a practical escape from “involution.”
Between 2022 and 2024, the traditional financial sector underwent profound adjustments. Jobs once considered “golden rice bowls” are losing their luster, with the industry facing job cuts, declining salaries, and intensified competition.
This trend is especially evident among new graduates. Leading securities firms, which once absorbed large numbers of graduates, opened only about 100 positions during the 2024 fall recruitment cycle. The total number of front-office IB roles available was around 500—far fewer than the hiring volume of a single institution in 2022. Companies like CITIC Securities and GF Securities reportedly laid off thousands. The myth of financial stability is crumbling.
While job openings shrink, entry barriers rise. “Top-tier education + elite school background + multiple internships” has become the baseline. Certifications like CFA, programming skills, macroeconomic insight, English writing, and investment research frameworks are increasingly treated as essential qualifications. Job seekers are forced into an intense “employment race” just to stand out.
An increasing number of students are caught in fierce job competition, but high investment doesn’t guarantee returns. According to Xinzhi data, starting salaries for frontline employees at major state-owned banks in Tier-1 cities in 2024 mostly ranged between ¥7,000 and ¥10,000, with year-end bonuses averaging only ¥20,000–30,000. In non-Tier-1 cities, base pay can drop as low as ¥5,000. “After deductions for social insurance and housing fund, plus rent and transportation, there’s almost nothing left,” said one graduate working at a state-owned bank.
Facing contraction in traditional finance, many finance graduates turned to Web2, hoping to find new opportunities in the internet industry. But this path isn’t easy either. After mass layoffs in 2022–2023, major tech firms significantly reduced hiring, making competition equally fierce. Moreover, switching from finance to internet requires bridging skill gaps and gaining industry understanding—making the transition no easier than staying put.
Since both finance and big tech paths are blocked, here comes the question: Why haven’t these young people chosen AI—an equally hot field that seems even more promising?
After all, AI is currently one of the hottest trends. One company launched a 3,500 RMB/day elite internship program; another’s TopSeed project attracted countless graduates from top Chinese and Ivy League schools with a daily rate of 2,000 RMB. On social media, “AI rising” has become a consensus—boarding this train seems to promise a certain future.
But reality isn’t so simple. Whether from technical or non-technical backgrounds, establishing oneself in AI is difficult.
For non-technical job seekers, AI presents an almost closed door. Without algorithmic foundations or engineering experience, available roles are limited to peripheral tasks like content operations, data labeling, or model management. These positions are not only highly competitive and offer limited growth potential—they’re also easily replaced by automation tools. Unlike Web3, where community, content, and operations can serve as breakout pathways.
Even for technically trained individuals, success isn’t guaranteed. Core roles are concentrated within top-tier tech giants and research institutions, often requiring PhDs or competitive programming experience. Many who do enter the field end up doing edge work like model fine-tuning, parameter adjustment, or bug fixing—with little creative room. Xiao A, who’s exploring Web3 opportunities, admitted: “Big tech companies are doing AI, but the work lacks innovation. Most of it is just fine-tuning, and you still have to work 996. It’s boring.”
During AI’s rapid development phase, before its job structure has fully spilled over, the field brims with imagination—but that doesn’t mean there’s space for ordinary people. It may be a “trend,” but not necessarily an “opportunity.”
(3) What Makes Web3 Attractive?
When traditional paths become congested or even blocked, some begin turning toward undefined new worlds. Web3 is one such alternative. Compared to traditional finance and big tech, several “atypical” features of Web3 are attracting more job seekers: high pay and remote work.
According to BlockBeats’ survey of Web3 job seekers, high salary potential and remote work opportunities are indeed key factors driving interest. 82.93% believe Web3 offers strong earning potential, while 73.17% value its abundant remote work options.
This stands in stark contrast to shrinking compensation in traditional industries. Web3 projects often deliver immediate, substantial returns. According to Web3 Career's salary statistics, as of June 2025, even entry-level roles typically offer annual salaries of no less than $50,000—approximately RMB 350,000 (based on an exchange rate of $1 ≈ RMB 7.15).
Source: Web3 Career, June 2025 statistics
Above: Global salary ranges for non-technical (top) and technical (bottom) Web3 roles by experience level
Although salaries in Asia are relatively lower, English-proficient candidates can leverage "geographic arbitrage"—earning Western-market wages while living with lower costs in China.
Source: Web3 Career, June 2025 statistics
Above: Average annual salaries for non-technical (top) and technical (bottom) Web3 roles by region
More importantly, Web3 offers a less “involutionary” work environment compared to traditional tech giants. Several practitioners who moved from big tech to Web3 highlighted significantly reduced work intensity. A product manager who made the switch said: “I came to Web3 purely because the pay is higher and I was mentally exhausted from the pressure at my previous company.”
Sourced from crypto communities. In an era where “high-pressure overtime and age-35 anxiety” have become norms at Web2 giants, such working conditions seem almost utopian.
Additionally, remote work offered by Web3 has become a major draw for students.
According to Metarficial’s research report, 53.39% of Web3 jobs are fully remote, 25.08% use hybrid models, and only about 12.01% require long-term office attendance—significantly lower than in traditional finance and internet sectors.
BlockBeats’ employer survey confirms that remote collaboration has become the norm for most Web3 teams. In globally distributed, project-driven environments, remote work saves commuting time and gives young job seekers greater autonomy over their work rhythms and lifestyles.
Joseph, a campus hire working in data analytics at Bitget’s operations center, says remote work allows her—a classic introvert—to efficiently coordinate with departments from home, reducing commute stress and actually improving productivity and comfort. Ricardo, another Bitget campus hire, dislikes wasting time commuting, and Web3’s work rhythm fits his lifestyle perfectly—even if he occasionally needs to post a tweet after hours, it feels natural since he’s deeply involved in the on-chain ecosystem.
Beyond that, BlockBeats’ survey found that 82.93% of respondents view Web3 as innovative and technologically cutting-edge. They instinctively compare Web3 to the early mobile internet era. “They often make this analogy, saying Web3 today resembles the early mobile internet around 10 to 12 years ago,” recalled a recruiter.
To these students, Web3 remains a stage “not yet structured, not yet monopolized by giants.” Foundational technologies are maturing, infrastructure is improving, but truly scalable user-facing applications have yet to emerge—creating a massive window of opportunity.
It’s precisely this “imagined growth phase” that drives many Web2 professionals into the space. They widely believe: Now is the best time to “reset and rebuild a successful career path.”
2. Newcomer Breakthrough Guide: Despite Seeming “Hard to Enter,” Web3 Actually Needs Talent
Despite continuously attracting new entrants, the actual “landing rate” (successful entry) into Web3 remains discouragingly low. “Web3 isn’t friendly to newcomers”—this is the most direct feeling many job seekers have. Ironically, in contrast to job seekers struggling to get in, project teams are simultaneously complaining about “not finding suitable people.”
Blogger Web3 Hamburger Cat revealed that exchanges and project teams generally face recruitment difficulties, sometimes willing to pay 20% of annual salary as a headhunter fee. Given Web3’s already high salaries, this means recruitment costs can easily reach tens of thousands—or even exceed RMB 50,000. Yet even then, hiring cycles often drag on for months.
This reveals a paradox: On one hand, newcomers struggle to enter Web3; on the other, hiring managers can’t find the right talent. The root cause isn’t a lack of capability among applicants, but the absence of an effective talent system.
(1) Why Is Your Resume Going Nowhere?
1. Lack of Recruitment Infrastructure
“I don’t even know where to send my resume”—this is the first hurdle countless newcomers face when job hunting in Web3.
In the traditional internet era, mature platforms like LinkedIn and Boss Zhipin have established robust recruitment systems: standardized job postings, fixed interview processes, and clear application channels.
In contrast, Web3 lacks such foundational infrastructure. Although some dedicated job sites exist, most positions are scattered across X (formerly Twitter), Telegram groups, Notion pages, or Google Forms. Hiring procedures vary wildly between projects, evaluation criteria differ, and many teams don’t even have full-time HR staff—let alone systematic hiring mechanisms.
“Recruitment in this industry has never been formal,” Kitty, head of a recruitment platform, bluntly stated. Compared to the mature hiring workflows and HR systems in Web2, most Web3 projects’ human resource setups are nothing short of “chaotic.”
She’s encountered situations where teams have no dedicated HR; interviewers double as recruiters, finance officers, and community managers; and some HR personnel outright reject all candidates with Web2 experience simply because the boss said, “We want Web3 natives.”
“Many resumes disappear not because HR ignores them intentionally, but due to systemic failure,” Kitty explained. This leaves job seekers and employers perpetually missing each other. This unstandardized recruitment ecology is a microcosm of Web3’s “wild west” growth.
2. The Failure of Academic Advantage and the Experience Paradox
Beyond infrastructure, elite degrees that hold weight in traditional markets don’t always translate in Web3—even graduates from QS Top 20 universities may struggle to land internships. The core contradiction lies here: Employers seek “ready-to-go” talent, while newcomers generally lack verifiable “hands-on experience.”
BlockBeats’ employer survey shows that Web3 hiring prioritizes practical ability and understanding over academic credentials. Among hiring managers surveyed, nearly 70% (68.97%) expect newcomers to have deep industry knowledge or real project experience—meaning “understanding the space” often outweighs “attending a good school.” Next, 51.72% value English proficiency, reflecting the industry’s international communication demands. Only 44.83% place importance on educational background—not the majority.
This data further confirms Web3’s strict “experience-first” demand. But in practice, this creates a paradox: How can newcomers gain “experience” in an industry that requires it to begin with?
Faced with this dilemma, many turn to “recruitment agencies.” Starting in late 2023, numerous Web3 training institutes emerged, advertising “guaranteed employment,” “zero-base career switch,” and “simulated project experience” to fill the gap between “experience barrier” and “entry path.”
These programs charge between RMB 15,000 and 30,000, essentially allowing job seekers to buy a “professional identity.” However, this model quickly exposed flaws:
· Severely outdated curriculum. Many training programs remain stuck in the 2021 DeFi boom era, failing to keep pace with current market trends and actual needs. CoinGecko data shows over 20,000 active Web3 projects across more than 20 subfields, with hot topics shifting weekly—traditional learning paths struggle to adapt;
· Fabricated “project experience.” Multiple trainees reported that so-called hands-on projects merely involve instructors running AMAs or basic community management in group chats. Final “project experiences” are often faked through image editing or “résumé packaging”;
· “Guaranteed employment” often turns into “selling internships.” Some promised job services amount to nothing more than mass-resume blasting, and “success stories” often refer only to unpaid or low-paid internships.
*AMA: Short for “Ask Me Anything,” in Web3 context refers to live audio Q&A sessions between project members and the community via platforms like Twitter Spaces.
Interestingly, attendees of these programs aren’t academically weak: 985 undergraduates, National University of Singapore master’s graduates, and investment banking professionals are all represented. They often aren’t lacking in ability—but rather clueless about navigating this opaque, feedback-poor industry.
“They just want to switch careers but genuinely don’t know how. They’re unwilling to dive in themselves, spending time and energy exploring uncertainty. They think: I’ll just pay some money, and you give me a guaranteed path,” said a career observer.
(2) Which Roles Are Easier for Newcomers to Break Into?
Before discussing how to enter Web3, we must first understand: What roles does the market actually need? And which ones are most accessible to newcomers?
According to BlockBeats’ employer survey, Operations and BD (Business Development) are the most in-demand roles, with 86.21% of hiring managers reporting they are currently recruiting or have previously sought talent in these areas. Technical roles follow at 51.72%, and research roles rank third at 48.28%.
1. Non-Technical Roles: Operations and BD
Among all non-technical positions, Operations and BD are widely seen as “essential needs.” Regardless of how niche a Web3 project’s focus or how lean its team, both roles are needed to interface with the market, integrate resources, and drive growth. As recruiter Kevin put it: “Roles that generate direct output are the scarcest.”
As such, these roles have become landing spots for many newcomers. According to BlockBeats’ survey of job seekers, 46.88% prefer BD/marketing (“external growth”), while another 40.63% favor community management and content creation (“user engagement”). This suggests that within non-technical paths, “growth” and “community” remain the most popular career directions.
However, high demand doesn’t mean stable development. Newcomers should beware: Operations and BD roles often feature “easy entry, hard retention.”
Snow used to work in administration at a state-owned enterprise. In mid-2023, she decided to “go all-in on Web3.” She joined a startup focused on RWA (real-world asset tokenization), handling operations and community management—“every day I had to handle content, events, and community myself.” Though she picked things up quickly, three months later she was informed that her contract wouldn’t be renewed due to “team restructuring.”
“I didn’t make any mistakes—I was just optimized out,” she said calmly. “Later I learned they found someone else who could write content and drive growth.” That was her first realization: Some roles, despite high demand, also see high turnover.
Snow’s experience isn’t isolated—it’s a snapshot of the Web3 job market. While non-technical roles are relatively easier to enter, they demand extremely high comprehensive abilities. Operations and BD roles require not only traditional marketing skills but also deep blockchain understanding, familiarity with various DeFi protocols, mastery of unique community operation rules, sharp market intuition, and strong resource integration capabilities.
2. Technical Roles: Accumulating On-Chain Experience
In contrast, technical roles exhibit a structural imbalance: “hot at both ends, cold in the middle.”
On one hand, senior technical roles remain chronically undersupplied: Cryptography experts, ZK engineers, security architects, and on-chain auditors require PhD-level education or years of on-chain development experience. Most such talent has already gone into entrepreneurship or infrastructure building. As one practitioner said: “People who truly understand on-chain logic have already started their own ventures.”
On the other hand, entry-level “Web2-to-Web3” technical roles (like frontend development or wallet integration) have become fiercely contested. These roles require minimal on-chain experience, attracting a flood of traditional internet engineers, intensifying competition.
For newcomers, the core challenge is: How to find an entry point between these two extremes?
In fact, many Web3 projects still have some demand for developers who “possess coding skills and understand on-chain interaction logic.” Especially in contract interactions, oracle calls, and routine development, such “versatile” talent isn’t extremely scarce, though consistent supply remains insufficient. The key to entering this tier is accumulating real on-chain experience—learning basic contract languages, reading open-source project documentation, and participating in real collaborations.
Therefore, for newcomers aiming to enter via technical roles, rather than competing for peripheral positions, it’s better to seek on-chain practical opportunities early—through hackathons, open-source projects, or collaborative development—to build “on-chain feel” and carve out your own space between overcrowded entry roles and overly specialized senior roles.
(3) The Right Way to Successfully Enter the Space
1. Take the Leap: Starting Matters More Than “Having Experience”
Many newcomers entering Web3 face the same dilemma: They don’t know how to participate.
Fearing their lack of experience, they hesitate to act, pinning hopes on a traditional path—submitting resumes, waiting for interviews, getting “hired in.”
But this mindset may be fundamentally flawed. When we look closely at hiring realities, we find a surprising contrast: Many project teams show unexpected patience and goodwill toward “promising newcomers.”
BlockBeats’ employer survey confirms that compared to experience, employers value fast learning and self-motivation more. In a priority ranking of hiring criteria, “fast learning and self-drive” scored 3.41, higher than “understanding Web3 basics” (2.14) and “English proficiency” (1.79). “Having some industry experience” ranked last at only 1.41.
This reflects a pragmatic and efficient hiring logic: On one hand, Web3 projects are usually small and fast-paced, with little bandwidth to train from scratch; on the other, they’re willing to use “low-cost trial-and-error” to identify “teachable talent”—like scratching lottery tickets for hidden potential.
As one project leader frankly said: “We’re not against hiring newcomers, but you need to show us your drive. You need to take a few steps forward yourself, so we know you’re serious.”
This principle applies beyond project teams—it holds true in exchange campus recruitment too. In 2025, Bitget received over 10,000 resumes and ultimately hired 28 fresh graduates, nearly half of whom lacked systematic Web3 backgrounds. What they shared wasn’t polished resumes, but signals of being “trustworthy and worth developing.”
“We always believe potential outweighs track record,” emphasized Bitget HR. During screening, the team specifically looks for growth mindset, self-motivation, and moldability—precisely why many “zero-experience” newcomers succeed in joining.
This means: You don’t need a “job” to start acting. Many who successfully entered the space didn’t start by submitting resumes, but by proactively engaging and accumulating experience:
· Want to do operations? Pick a project you’re interested in, be active in their Discord server, volunteer to become a MOD (Moderator), and learn the industry rhythm through practice;
· Want to do content? Find a KOL or writer you admire, reach out, express your views—even a high-quality comment could be the beginning;
· Want to do tech? Start with Solidity or Rust, follow online tutorials to write code, study open-source project docs to understand their contracts. Participate in hackathons, team up with like-minded people to practice, then discuss ideas with projects you’re interested in.
This is the reality of Web3 hiring: There’s no fixed path, but ample room to “give it a try.” Instead of waiting until you’re “ready,” just start moving. Building trust through action is always more realistic than waiting for the perfect path.
In one sentence: Experience matters, but “willingness to take the first step” matters more.
2. Be Seen: Go Out and Network Proactively
If the first section addresses “whether to act,” this part answers “where to act”—and the answer is: Among people.
Web3 differs fundamentally from traditional industries: It has virtually no formal hiring system. No unified job boards, no standardized interview processes, and many projects don’t even have HR. Under such conditions, the industry reverts to the most primitive talent-matching method: Referrals and personal connections.
“We don’t post job ads,” said one project leader. “If someone reliable and capable comes along, we just bring them in for a trial. Mostly we rely on referrals—three or four people and the team is full.”
It sounds makeshift, but many hires actually happen this way. Especially for early-stage projects with small teams and fast pace, it’s more efficient to bring in someone “you know” than spend time sifting through resumes—even if they’re not perfect, they can start immediately.
For them, “reliable” and “trustworthy” take precedence over “good school” or “rich experience.” It’s not that background doesn’t matter—it’s that there’s no time to infer whether someone “can deliver under pressure” from their résumé.
Thus, the core logic of finding work in Web3 is simple: You need to appear in their line of sight. So when they have a need, they think of you—that’s how hiring works here.
For students, the most reliable way to “be seen” is joining a university blockchain association (commonly known as “Blockchain Club” or “Lianxie”).
On one hand, Blockchain Clubs help new members learn blockchain fundamentals and understand industry operations through public lectures and internal workshops. On the other, they connect alumni and partner projects, offering members internship, part-time, or volunteer opportunities.
Beyond that, many clubs host public events—organizing AMAs, co-hosting offline meetups, or helping prepare for hackathons. These activities allow members to engage with project teams and practitioners early, and gradually build the club’s “trust capital” within the industry.
“We’re not officially a recruitment agency, but project teams often ask us if we have recommendations,” said a club organizer. “So we created a group chat linking project teams and students. When someone needs help, they post the role directly, and students can message HR right away.”
Industry recruitment events also directly collaborate with Blockchain Clubs. For example, Bitget’s 2024–2025 overseas campus recruitment held offline info sessions at multiple target universities.
For project teams, this mechanism drastically reduces screening costs; for students, it provides a relatively safe testing ground. Many people’s first Web3 experience begins within such clubs.
If your school doesn’t have a Blockchain Club, don’t worry. Most club events are open to all students and often include subsidies—keep an eye out for announcements.
Beyond clubs, attending offline events is another crucial way to build industry connections.
“We’d rather see faces in person—online, it’s hard to remember anyone,” admitted one project member. “Judging someone by their resume or profile picture is too mystical. Trust is critical in Web3—you need to build real, offline connections.” Compared to traditional hiring, this is closer to “serendipity-based recruitment.” “Many people I’ve met a few times at events later got offers when a role opened up—‘Hey, wanna give it a try?’”
This isn’t a game of “one interaction = one offer,” but a process of repeated participation and dialogue—so others remember you, recognize you, and trust you.
Besides clubs and offline events, some platforms and initiatives are actively building “bridges” for newcomers lacking networks, offering more structured entry points worth watching. For instance, Bitget’s Blockchain4Youth public welfare initiative provides systematic industry guidance through multiple channels: partnering with the University of Zurich to establish scholarships supporting student research and project practice in Web3; collaborating with Bondex (a LinkedIn equivalent for Web3) to launch the #Web3 Insider video series, focusing on role introductions and career path mapping to help newcomers better understand industry demands and possible entry routes.
In an industry lacking recruitment infrastructure, paying attention to such resources can provide clearer entry paths for network-less beginners.
Notably, networking doesn’t require extroversion. Proactive outreach doesn’t exclude introverts. In Web3, the following approaches are equally effective:
· Small-circle deep connections: Rather than meeting 20 people at an event, build deeper ties with 3–5 truly compatible individuals. Introverts often excel at one-on-one conversations—the ideal way to build trust.
· High-density community participation: Focus on 2–3 high-quality small circles or communities, becoming an active contributor. This beats broad, shallow networking. Within tight-knit groups, your expertise is more likely to be noticed and remembered.
· Content over small talk: Through technical blogs, project retrospectives, or thought summaries, let your expertise “find” the right people. Many introverted tech experts have built strong personal brands through consistent content output.
In short, Web3 hiring is often less about “who applied” and more about “who among the people I know can do this.” This is a byproduct of missing standardized hiring mechanisms—but also makes it more relational.
You don’t have to be outstanding—you just need to be trusted, or at least “someone they know.”
Under this logic, proactively stepping out, making yourself visible, and building trust becomes a prerequisite for Web3 job hunting. Whether through Blockchain Clubs, offline events, or online content, the key is to consistently stay in the industry’s line of sight—become the person they “think of.”
3. Stay: Initiative and Communication Skills
If “entering the space” depends on visibility, “staying” relies on trust. And true trust comes not from résumé credentials, but from demonstrating initiative and communication skills.
BlockBeats’ employer survey shows that 96.55% of hiring managers prioritize “initiative/executive ability,” and 62.07% value “communication and writing skills.” In other words, whether a newcomer can independently push things forward and clearly articulate complex issues matters more than being a “crypto veteran.” In real projects, credentials aren’t decisive—what counts is whether someone can quickly enter a “deliverable, collaborative” work mode, which determines retention value.
As one founder bluntly put it: “I don’t care how many meme projects you’ve played—I care whether you can explain things clearly.”
In decentralized, flat Web3 teams, communication ability equals resource access. Bitget’s campus hire Ricardo confirms this: “My mentor told me on day one: You can propose any idea—if it makes sense, we’ll give you resources to run with it.” This means pushing an idea forward starts with your ability to persuade others clearly and accurately.
For Joseph, another Bitget campus hire in data analytics, effective communication became a problem-solving accelerator. When stuck on a complex issue, he initiated a voice call with a colleague, who looped in upstream collaborators, eventually leading to a 7-person discussion. “Everyone was willing to figure things out together.” This proactive connection and multi-party coordination ability is becoming the collaboration foundation in flat organizations.
This skill also directly impacts hiring. One interviewer revealed: “I’ll ask questions you can’t answer—not to test knowledge, but to see how you organize your thoughts. If you’re disorganized, I’ll guide you: ‘Say point one, point two, point three.’ If you still can’t speak clearly, the conversation usually ends there.” To him, structured expression isn’t just communication—it reflects execution mindset. Someone who can break down problems clearly and advance tasks systematically is more likely to stay.
In fast-moving Web3 projects, expression, logic, and collaboration awareness are no longer “nice-to-have” traits—they’re “infrastructure-level skills.” They determine whether someone can keep pace with the industry and continue creating value within the team.
3. Choosing the Right Platform as a Career Starting Point
For aspiring newcomers, the first career decision isn’t “should I do operations or content?” but “which type of organization should I start with?” In an industry without standardized career paths, platform choice often determines growth speed, direction, and risk tolerance.
Unlike the traditional path of “submit resume → get hired → wait for promotion,” Web3 entry is often non-standardized, unequal, and somewhat chaotic and random. The real question newcomers face isn’t “which company to pick,” but “which entry method to choose.”
According to BlockBeats’ survey data, 75% of job seekers prefer centralized exchanges as their starting point, 56.25% opt to join project teams or startups, and another 56.25% choose research firms or venture capital platforms.
Facing these distinct entry paths, we conducted in-depth interviews and comparisons of the two most typical routes—exchanges and project teams—to reconstruct the real ecosystem and provide job seekers with a more practical career map.
Each path has pros and cons, suiting different backgrounds, skill sets, and preferences.
(1) Project Teams: Embrace “Generalist Work,” Approach the Core via Internships and Part-Time Roles
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