When you’re looking to fill a Web3 or crypto vacancy, it’s important that you have the right team behind you. In the world of employment, the terms ‘recruitment’ and ‘talent acquisition’ are often used interchangeably, however they are not the same, and understanding the nuances of each is essential for hiring in dynamic industries such as Web3 and crypto.

In this article, we will explore talent acquisition vs recruitment, discussing what each term means, answering the question ‘what’s the difference between recruitment and talent acquisition?’, and help you gain an understanding of when to use these different services.

What is recruitment?

Recruitment is the process of hiring individuals to fill current vacancies. It is a short-term, reactive strategy that focuses on filling roles quickly, without disrupting business operations. The recruitment process is transactional, it is only activated when the specific need arises, and its end goal is to match candidates to vacant positions as quickly as possible.

What is talent acquisition?

Talent acquisition is similar to recruitment in that it finds potential employees, so you’re forgiven for using the terms synonymously. However, that’s where the similarities end. Where recruitment is a reactive process that focuses on quickly filling open vacancies, talent acquisition is a long-term strategic headhunting process. 

Talent acquisition focuses much more on long-term planning, and includes a host of different services, such as employer branding, pipeline building and understanding broader industry trends in order to build a pool of talented candidates and find the right match for complex roles. Talent consultants use a more flexible, relationship-driven approach to gain an in-depth understanding of the businesses that they recruit for and find qualified candidates that suit the company culture.

Key differences between recruitment and talent acquisition

Now you know the definitions of recruitment and talent acquisitions, let’s explore the key differences in talent acquisition vs recruitment:

Objective

The main objective of recruitment is the immediate need to fill vacant positions within an organisation. The focus is on ensuring these roles are filled as quickly and efficiently as possible to maintain business operations and prevent disruptions. This approach is often reactive, responding to specific gaps in the workforce caused by turnover, resignations, or a sudden increase in workload.

On the other hand, the objective of talent acquisition is to proactively build a sustainable workforce that aligns with the businesses goals. Talent acquisition doesn’t solely focus on filling positions that are open currently, but instead aims to ensure that the organisation is well-equipped to meet both current and future demands.

Scope

Recruitment focuses on the specific tasks required to fill an open position, such as creating job postings, reviewing applications, conducting interviews, and completing the onboarding process once a candidate is selected. 

Talent acquisition, however, incorporates a much broader scope that extends beyond hiring for current roles. It involves strategies like employer branding, which enhances the organisation’s reputation as a desirable place to work, and talent sourcing, which identifies high-potential candidates even before a vacancy exists. Additionally, talent acquisition incorporates industry analysis to understand trends, skill shortages, and emerging opportunities, enabling a more informed and strategic approach to workforce planning.

Approach

Recruitment is a reactive approach, triggered by the need to quickly address an immediate gap in the workforce. This short-term focus prioritises speed and efficiency, with the main goal being to find a suitable candidate to fill the vacancy as quickly as possible. 

Comparatively, talent acquisition is a proactive and strategic process. It relies on building relationships with potential candidates over time, even when no immediate position is available in order to make sure that the right talent is available when needed.

Why does the difference matter in Web3 and Crypto?

The Web3 and Crypto sectors face unique challenges that set them apart from more traditional industries. The rapid pace of innovation means that the technology is constantly evolving, creating a high demand for professionals who can keep up with or even lead in these changes. As well as this, Web3, Crypto and Blockchain are very specialised industries, requiring candidates to have niche skill sets and experience. Because of the scarcity of experienced candidates and the growing competition within the industry, finding appropriate candidates can be difficult and requires businesses to be strategic in their hiring processes to ensure they can secure the right talent.

In this highly specialised, fast-moving environment, a talent acquisition approach is important to stay ahead. By adopting a talent acquisition approach, businesses can continuously identify and engage with top talent, even before vacancies arise, enabling them to act quickly and proactively when new hires are needed.

As well as this, a talent acquisition approach helps businesses in these sectors be more adaptable. As the Web3 and Crypto spaces evolve, having a deep understanding of the market and a network of skilled professionals will help companies pivot and adapt to new trends, technologies, and demands.

When to use recruitment vs. talent acquisition

Despite the advantages of talent acquisition, there are still times when a recruitment-focused approach is more appropriate. While a talent acquisition approach is favoured when planning for long-term growth, some industries – especially start ups or smaller businesses with less revenue – don’t require the services of a full talent acquisition agency.

For example, when there is an urgent need to fill roles, such as during company scaling or following a surprising resignation, a recruitment-driven process is a more appropriate choice for businesses. Recruitment can address these short-term needs quickly and efficiently, ensuring roles are filled as soon as possible to prevent disruptions and maintain business operations.

How Plexus supports both approaches

Plexus are proud to offer the best of both worlds. We are experts in the world of Web3, with the largest crypto recruitment team in the world, meaning we are well-equipped to find you candidates that meet your requirements and fit in with your company values. 

We offer two different candidate sourcing solutions, bridging the gap between recruitment and talent acquisition. Our Contingent Model, for example, is our more recruitment-based approach. It focuses on filling current vacancies, and clients only pay once the recruit has joined the team.

Our Retained Model, however, is more of a talent acquisition strategy. Clients invest in an upfront fee and gain exclusive access to our elite delivery team that focus on securing talent that will help companies expand, and building a targeted strategy to aid long-term growth.

Get in touch with us to learn more about our services and discover how we can help you!

Every few years, the same question plagues the crypto industry: Is Bitcoin dead? Sceptics use dwindling hype, regulatory concerns and huge price falls as evidence to prove that the first cryptocurrency has reached the end of its life. However, bitcoin has a history of bouncing back every time, proving critics wrong. 

In this article, we will explain what bitcoin is, define what we actually mean by ‘dead’ in the cryptocurrency environment, and explore the current performance of bitcoin against opinions from critics and supporters to present an answer to the question ‘is bitcoin dead?’. Let’s dive into the debate to uncover the truth.

What is bitcoin?

Bitcoin is a type of decentralised digital currency that operates on a peer-to-peer network, enabling secure and trustless transactions without the need for a central government or bank. It is built on blockchain technology, a distributed ledger that records all transactions in cryptographically secured blocks, linked together in a chronological chain. 

Transactions are validated through a consensus mechanism called proof-of-work (PoW), where miners solve complex cryptographic puzzles to add new blocks to the chain.

What does ‘dead’ mean in cryptocurrency?

In cryptocurrency, the term ‘dead’ is used to describe a digital asset that has either lost its value, use, or support. However, the definition can vary depending on the context. Let’s explore some common interpretations of what it means for a cryptocurrency to be ‘dead’:

• Value decline: A cryptocurrency is considered dead if its market price has dropped significantly (to almost zero) and doesn’t show any signs of recovery.
• Abandoned development: If the development team stops working on updates and improvements, the cryptocurrency is often considered to be dead.
• Lack of use: A coin can be considered dead if it’s no longer used for transactions or has been replaced by more advanced technologies.
• Regulatory concerns: If regulations make a cryptocurrency illegal or impractical to use, this usually leads to a drop in trading and use. When this happens, many critics believe the asset to be dead.
• Network failure: Technical issues, such as a 51% attack or a lack of miners to maintain the network, can leave a cryptocurrency non-functional.

In terms of bitcoin, ‘dead’ often refers to price crashes or negative press, but its widespread use and resilient network continue to challenge these claims.

The bullish perspective

Bitcoin’s supporters are passionately challenging claims that bitcoin is dead, arguing instead that over the last few years it has solidified its role as ‘digital gold’. Bitcoins capped supply of 21 million coins mirrors the scarcity and limited availability of precious metals like gold, giving it appeal as a hedge in uncertain economic climates. 

Beyond its status as a digital asset, Bitcoin is becoming increasingly integrated into decentralised finance (DeFi), where it can be used as a guarantee for loans or other financial transactions within DeFi platforms, or to provide liquidity to DeFi pools, earning rewards in return.

On top of this, bitcoin is also becoming a useful tool for sending money across borders. When compared to traditional banks or money transfer services, bitcoin allows faster transactions with lower fees, making it useful for those who live in countries with limited access to banking.

Adoption trends further fuel optimism. For example, El Salvador has adopted Bitcoin as legal tender, demonstrating its potential for mainstream use. Additionally, bitcoin’s recent integration into US politics through growing political donations; rival proposals for its role in the financial system; Trump headlining a BTC conference, and initiatives such as a proposed Bitcoin Strategic Reserve and the rise of crypto political betting platforms like Polymarket all show bitcoin’s ability to remain relevant and prove that it doesn’t seem to be heading anywhere anytime soon.

The bearish viewpoint

However, critics of bitcoin argue vehemently to the contrary, suggesting that Bitcoin faces significant challenges that could prevent its long-term survival. One of the primary concerns is its high energy consumption, with bitcoin estimated to use 127 terawatt-hours a year, contributing to environmental issues. 

As well as the sustainability concerns, heightened government regulations and competition from more advanced blockchain technologies, such as Solana, pose a huge threat to Bitcoin’s authority. 

Finally, leaders of major financial institutions are extremely vocal with their criticisms, such as CEO of JP Morgan, Jamie Dimon, who slammed bitcoin as ‘worthless and a tool for criminals’. This public disapproval has led to widespread doubts about bitcoin’s ability to maintain value and scepticism about its long-term success.

Where is bitcoin at currently?

Currently though, bitcoin is proving the sceptics wrong. As of 11am on Monday 16th December 2024, the price of bitcoin has increased by 7.29% in the last 7 days and by 153.22% in the last year! This upward momentum follows a period of volatility earlier in 2024, probably due to the increased usage and political engagement we discussed earlier. 

Bitcoin’s price has recently just surpassed $100,000, and is currently at over $104,000. It is also ranking top of the Cryptocurrency rankings, in front of Ethereum at #2 and Tether at #3. This success is driven by increasing interest, particularly after the U.S. presidential results and the bitcoin halving 2024 event that occurred in April this year. On top of this, since President-elect Donald Trump suggested he plans to create a U.S. bitcoin strategic reserve, Bitcoin’s price has surged even more, even reaching $106,000 earlier on 16th December!

What was the bitcoin halving 2024 event?

The bitcoin halving 2024 event took place on the 19th of April this year, and reduced the reward that miners receive by adding new blocks to the blockchain from 6.25BTC to 3.125BTC. This reward decrease reduces the creation of new bitcoin. 

These bitcoin halving events take place after every 210,000 blocks are mined (approximately every four years), and are designed to control inflation and ensure that the total supply of bitcoin reaches its 21 million cap point. Historically, halvings have led to increased prices due to reduced supply and heightened interest.

This particular halving was significant because it took place during a period of economic recovery and growing institutional interest in Bitcoin, contributing to an increase in Bitcoin’s market value.

The history of bitcoin’s performance

Bitcoin has experienced several significant crashes since its creation in 2009. However, since then, every crash has been followed by periods of recovery that have helped to solidify its reputation as a volatile but resilient asset. Perhaps one of the worst crashes was in 2017-18, when bitcoin’s price fell from almost $20,000 to $3,000. Once again, though, bitcoin was able to regain momentum and reach new heights in 2020, fueled by the uncertainty caused by the pandemic. 

More recently, the market saw another downturn in 2022, when it lost over 60% of its value, but it bounced back in 2024, reaching this new $104,000 peak. This history of huge fluctuations highlights bitcoin’s ability to recover, even after huge crashes, and suggests that this trend may continue in the future.

So, is bitcoin dead?

While critics continue to argue that bitcoin is on its way out, its ability to bounce back after periods of such huge decline, as well as its current peak in market value means that it is clear (to us anyway) that bitcoin is not ‘dead.’ It does, however, remain highly volatile, with its fate relying on certain factors such as wider adoption, regulatory clarity and the evolving cryptocurrency market. 

If you’re interested in working within the cryptocurrency space, or you’re looking for a talented bitcoin expert to join your team, contact Plexus today. We help professionals to navigate the ever evolving industry of web3, blockchain and crypto!

The internet has evolved massively since the days of clunky websites and dial-up emails. Now, we’re standing at the edge of a new era—Web3. But what is it, really? And why’s everyone talking about it?

In this article, we’ll answer questions such as ‘what is Web3 technology?’ and ‘what is Web3 in crypto?’, explore the differences between Web1, Web2 and Web3, and discuss the key concepts, benefits, and challenges of Web3.

Web1 vs. Web2 vs. Web3: What’s the difference?

Web1, 2 and 3 mark the three different iterations of the internet. The differences between them showcase the development that the World Wide Web has gone through to reach what we know today. Let’s explore the definitions of each to gain a better understanding: 

What is Web1?

Web1 is the earliest version of the internet, created in the early 1990s. It heavily consisted of static web pages with minimal interaction, interconnected with hyperlinks. This lack of user engagement and UGC has led to it often being referred to as the “read-only web”.

There were no social media platforms, video streaming services, or dynamic content – most sites were informational, and businesses used them primarily for sharing brochures or contact details.

Despite these limitations, Web1 laid the groundwork for the internet’s evolution by connecting users across the world. As technology improved, the need for a more interactive and engaging web gave rise to Web2, marking the transition to the internet we know today.

What is Web2?

According to NordVPN, Web2 is the ‘current version of the web’, characterised by interactive, dynamic elements, the rise of social media platforms and online shopping sites. It emerged in the mid-2000s and created a dramatic shift in how people used the internet. Key features of Web2 include:

• User-Generated Content (UGC): Websites became interactive spaces where users could contribute content, such as blogs, reviews, and social media posts.
• E-commerce: Online shopping platforms like Amazon and eBay revolutionised how people buy and sell products.
• Mobile web: The rise of smartphones made Web2 accessible anywhere, leading to the creation of mobile apps and responsive websites.

Although Web2 revolutionised the way we interact with websites, it also allowed a few tech giants to monopolise the web, owning the majority of the websites, controlling the spread of information and collecting user data to exploit for monetary gain. The centralised servers that store user data also cause security concerns, as hackers only need to breach one system to gain access to huge amounts of data. These issues have paved the way for the development of Web3.

What is Web3?

Web3 is the next generation of the internet. It is a decentralised web that allows users to have more control over their data and was built out of concerns about privacy and security that come with Web2. The primary function of Web3 is to take control away from a single governing body to distribute it across multiple participants.

This decentralisation creates a more democratic internet, where users can interact with platforms and services without relying on centralised authorities that often dictate terms and conditions. This shift not only enhances user privacy but also significantly reduces the risk of data breaches and misuse of personal information that has become prevalent in the Web2 landscape.

What are the core concepts of Web3?

Web3 is characterised by a number of key technologies and principles. Let’s explore the core concepts of Web3:

• Decentralisation: The main concept of Web3 is an internet that is owned by a network of participants, rather than a single centralised authority. This allows users to gain more control over their data and interactions.
• Blockchain technology: Blockchain technology is a database that stores data in blocks that are linked together in a chain. It enables transparent record-keeping and allows secure transactions between parties without the need for an intermediary, enhancing privacy.
• Smart contracts: Smart contracts are self-executing contracts with the terms of the agreement directly written into code on a blockchain. They automatically execute the agreed-upon actions, without relying on third-parties. 
• Cryptocurrencies: Cryptocurrencies are digital currencies that enable transactions within decentralised networks. 
• Non-Fungible Tokens (NFTs): Unique digital assets that represent ownership of specific items or content, such as art, music, or virtual real estate. 
• Interoperability: Interoperability is the ability for different platforms to communicate and work together, enabling browsers to use their assets across multiple services. 
• Tokenisation: The process of converting assets into digital tokens on a blockchain, which can represent ownership or value. 

These core concepts work together to create a more user-centric landscape, setting the stage for the next evolution of the internet.

What are the benefits of Web3?

As we’ve already mentioned, the aim of Web3 is to create an online environment where creators own their data and have more of a say on how it is used and distributed. It has a number of different benefits, including:

• Users have control over their data, reducing reliance on tech giants.
• Blockchain-based systems are open and verifiable, reducing fraud.
• Web3 enables new business models, such as Decentralised Finance.
• Decentralised systems offer enhanced security and privacy protections.

What are the drawbacks of Web3?

Despite the advantages of Web3, there are a number of concerns around the full implementation of the technology. Let’s run through some of the main criticisms of Web3:

• Scalability: Many blockchain networks struggle to handle large volumes of transactions simultaneously. As user demand increases, network congestion can lead to slower transaction times and higher fees.
• User experience: Using decentralised applications and managing cryptocurrencies can be daunting for non-technical users, limiting widespread adoption.
• Regulatory challenges: Governments are still trying to decide how to regulate cryptocurrencies and decentralised platforms, leading to uncertainty.
• Security risks: While blockchain technology is secure, Apps and smart contracts can still be vulnerable to bugs and exploits. 
• Environmental concerns: With growing concern for the planet, the substantial ecological impact of mining and maintaining these networks is causing scepticism. 

How Plexus RS Can help

Web3 can be a challenging sector to navigate, especially if you aren’t fully clued up on it. If you want to hire some web3 talent, but don’t know where to start, we are here to help! On the hunt for a specialised Web3 recruitment agency to connect you with top talent? Looking for a job within the Web3, crypto or blockchain space? Contact Plexus RS today! 

With the dramatic rise of cryptocurrency in the early 2010s, the emergence of the Web3 space took the tech world by storm, and 90% of top internet apps were expected to be Web3 enabled by 2025. Since then, though, the hype has started to die down a bit. But what does this mean for Web3?

In this article, we will explain what Web3 is, explore the current state of Web3 and the potential challenges it faces, and ultimately answer the question ‘is Web3 dead?’

What is Web3?

Web3 is the third generation of the internet. It is a decentralised web that allows users to have more control over their data. It was built on the principles of privacy and security, and takes control away from a single governing body to distribute it across multiple participants in the network.

Key features of Web3 include smart contracts – self-executing agreements coded directly into the blockchain, tokenization through cryptocurrencies and non-fungible tokens (NFTs), and interoperability among various platforms. 

Let’s explore some of the main benefits of Web3:

• User ownership: Individuals have full control over their data and digital assets, reducing reliance on centralised platforms.
• Decentralisation: Power and control are distributed across a network, minimising single points of failure and enhancing security.
• Enhanced privacy: Users can interact without exposing personal information, as many Web3 applications are designed to prioritise privacy and data protection.
• Reduced intermediaries: By enabling direct peer-to-peer transactions, Web3 reduces the need for intermediaries, which can lower costs and increase efficiency.

Overall, Web3 aims to create a more open, user-centric internet, fostering collaboration and increasing transparency and trust.

What are Web1 and Web2?

To gain a real understanding of Web3, you need to know what came before it. Web1 was the first iteration of the internet, created in 1983. The main function of Web1 was to provide information, so it primarily featured basic web pages that displayed information but offered minimal interaction. Websites were often hosted by individual companies, which led to a centralised system where most of the content was controlled by a few organisations.

The evolution into Web2 happened in the early 2000s, and it is closer to the internet we know and love today. It is often referred to as the ‘social web’ or dynamic web’, as it brought about the creation of user-generated content on platforms such as social media sites, blogs and forums. Websites started to become more dynamic, incorporating features that allowed users to interact with content, and offer more personalised experiences with algorithms that recommend content based on user behaviour.

What is the current state of Web3?

The fate of Web3 has become a topic of debate recently. Sceptics argue that Web3 is dead due to the interest in blockchain technology fading and the growing sense of disappointment with cryptocurrencies. 

However, others argue a more optimistic point of view. Large brands jumped on the Web3 bandwagon in the early 2020s. For example, in 2021, a digital Gucci bag was sold on the gaming platform, Roblox, for $715 more than the value of its physical counterpart, in 2022 Google signed a deal with crypto-trading platform, Coinbase, to allow customers to pay for cloud services using certain cryptocurrencies, and commercial titans such as Mastercard, Nike and Deloitte were building on blockchain throughout 2023.

Challenges faced within the Web3 space

Despite the number of large-scale businesses jumping on the Web3 trend, there are still a few challenges within the Web3 space. For example, regulatory uncertainty poses a significant hurdle, as governments around the world are still developing regulations for key components of Web3. Coupled with concerns about the complexity of many Web3 applications and the growing scepticism around security can lead potential users to question the practicality and sustainability of such platforms.

The future of Web3

Despite the challenges faced in the Web3 landscape, its future remains promising, particularly in several key areas. Decentralised finance (DeFi), for example, seeks to disrupt traditional financial systems by offering services like lending, borrowing, and trading without intermediaries. DeFi platforms are already attracting substantial investment and user interest, providing innovative financial solutions that empower individuals globally.

The integration of non-fungible tokens (NFTs) within the gaming space would allow players to truly own in-game assets, building a new economy where gamers can trade and sell their digital items across multiple platforms, improving engagement and creating new revenue models for investors. 

The processes involved in managing people’s identities online represents another important application of Web3. With increasing concerns over data privacy and security, decentralised identity solutions can give users more control over their personal information, allowing them to verify themselves across services without relying on centralised databases.

Looking ahead, several innovations could reignite interest in Web3. Layer 2 solutions, designed to improve scalability and reduce transaction costs, aim to make blockchain technologies more accessible and user-friendly. Additionally, advancements in interoperability protocols will create more seamless interactions between different blockchains. 

The role of recruitment in Web3

As the Web3 landscape evolves, the demand for specialised talent is growing, making recruitment an essential element for success. Currently, a variety of roles are in high demand, including blockchain developers, smart contract engineers, and decentralised application (dApp) developers. These professionals are vital for building and maintaining the innovative technologies that underpin Web3. Additionally, skills in user experience (UX) design and product management are becoming increasingly important, as creating user-friendly interfaces is critical for attracting and retaining users in a complex environment. 

A strong recruitment strategy is essential for shaping the future of Web3 companies. By prioritising diversity and inclusivity in hiring practices, companies can attract a broader range of perspectives and ideas. Focusing on skill development and continuous learning can help teams stay ahead of rapidly changing technologies. Effective recruitment can also streamline the onboarding process, ensuring that new hires are integrated smoothly into the company culture and operations.

How Plexus Can help

The Web3 space has been through a dramatic shift since its conception- from initial excitement, to a phase of disillusionment, to now what is seeming to be a renewed focus on practical applications. While challenges are still present, the potential for Web3 remains significant, so Web3 certainly isn’t dead!

If you’re looking for a specialised Web3 recruitment agency to connect you with top talent, or are a professional within the Web3, crypto or blockchain space looking for a job, contact Plexus RS today! 

Bitcoin Goes to Washington: The Birth of the ‘Crypto President’

Lately, Bitcoin seems to be making headlines for more than just market movements—it’s entering the political arena.

In the space of about three weeks, we’ve had:

• Political candidates propose rival ways to integrate BTC into the US financial system
• Trump headline the BTC conference
• A US Senator formally propose a Bitcoin Strategic Reserve
• Polymarket – crypto political betting market – crossed $1 billion in total transactions
• Political crypto donations on the rise

Bitcoin went to Washington, and it’s making an impression. Let’s explore what Bitcoin’s political phase means for the developing crypto economy.

Trump and the Bitcoin Conference

Every conversation seems to include Donald Trump, so let’s start there. During his headline speech in Nashville, Trump made several notable promises:

• Regulatory transparency and a push to make the US the “crypto capital of the world”
• A pledge to abandon efforts toward a US central bank digital currency (CBDC)
• Establishment of a strategic bitcoin reserve

These pledges are currently just talk, with no guarantee they will be realized even if Trump is re-elected. Nonetheless, the emphasis on Bitcoin is significant and extends beyond Trump. Robert F. Kennedy Jr., a third-party candidate, also discussed the concept of a Bitcoin reserve, proposing an executive order to purchase bitcoin daily until the Federal Reserve amassed 4 million bitcoins.

RFK and “Bitcoin Fort Knox”

Kennedy’s idea, likened to a “Bitcoin Fort Knox”, shows how the concept of a cryptocurrency reserve is gaining traction. This idea is drawing interest from Trump’s conservative supporters as well as Kennedy’s more libertarian base.

Democrats Push to be more BTC-friendly

The Democratic candidate for president, Vice President Kamala Harris, has been historically anti-crypto, similar to Trump in his earlier years. However, voices within her party are encouraging her to adopt a more pro-crypto stance. Democratic Representative Ro Khanna, who attended the Bitcoin conference, has been in discussions with Harris and is organizing further crypto-focused events.

While Harris will not attend these conferences directly, her decision to send representatives indicates a shift in her campaign’s approach to crypto. As Bitcoin’s popularity and cultural influence grow, all political factions are being compelled to address it more seriously.

The Increasing Appeal of a “Bitcoin Strategic Reserve”

Interest in a Bitcoin reserve is growing beyond the political class. While political factions view it as a means to attract voters, there is also a belief that such a reserve could have significant financial impacts. According to Lewis McLellan, editor of the OMFIF’s Digital Monetary Institute, acquiring 200,000 bitcoins a year over five years could significantly impact the price of Bitcoin by reducing its free-floating supply, thus attracting campaign finance donations from those with substantial bitcoin holdings.

Two Ways Washington Uses Bitcoin

Washington’s political class is already leveraging Bitcoin and crypto in two main ways: campaign donations and political betting. Trump’s campaign, which has raised over $4 million in crypto donations, was the first to accept such contributions. As crypto donations become more normalized, they could play a larger role in campaign financing.

Polymarket, a crypto-based political betting platform, has also gained traction, reaching over $1 billion in total transactions. This platform integrates crypto culture with politics, attracting significant participation and spawning competitors like Drift Labs.

Conclusion

The 2024 US election cycle highlights Bitcoin’s growing political influence. With politicians increasingly viewing crypto as a mainstream issue, this trend could lead to greater crypto adoption and integration into the financial system. Whether through campaign donations or strategic reserves, Bitcoin is becoming a more prominent feature of the political landscape.

Interested in joining a fast-paced and competitive market? Curious about opportunities in web3 and blockchain? Contact our recruiters today.

Plexus keeps a close eye on senior dev salaries, and over the past few years we’ve seen an interesting trend grow right in front of our eyes.

These are senior developer salaries for the Rust, Solidity, and Go (Golang) programming languages. Rust and Solidity salaries are steadily rising, while Golang senior salaries are moving slightly downward.

What’s it all mean? Plexus talked to Thomas Tyrie, one of our consultants, to get his take. Get an overview of where these trends are coming from, what it all means, and how it relates to the broader industry in the article below.

Origins and Use Cases

Before we jump in, it’s worth a quick look at what Rust, Solidity, and Golang are and how they are used in the blockchain and web3 world.

Go (Golang)

Origin and Purpose

Go, aka Golang, was released by Google in 2009. It was designed to be simple, efficient, and easy to read, primarily targeting system programming, large-scale software, and web development.

Key Features

• Simplicity– straightforward syntax that is easy to learn and read.
• Concurrency – built-in support for concurrent programming using goroutines, which are lightweight threads managed by the Go runtime.
• Performance – compiled to machine code, making it fast and efficient.
• Garbage Collection – automatic memory management to prevent memory leaks.
• Standard Library – extensive and robust standard library facilitates rapid development.

Rust

Origin and Purpose

Rust was developed by Mozilla and first released in 2010. It aims to provide safety and performance, making it suitable for system-level programming.

Key Features

• Memory Safety: Ensures memory safety without a garbage collector through a system of ownership with rules checked at compile time.
• Performance: As a compiled language, it provides performance comparable to C and C++.
• Concurrency: Offers safe concurrency without data races, which are common issues in concurrent programming.
• Zero-Cost Abstractions: Allows high-level abstractions without the overhead typically associated with them.
• Community and Ecosystem: Strong community support and growing ecosystem, especially in systems programming and web assembly.

Solidity

Origin and Purpose

Solidity was developed by contributors to the Ethereum project and first appeared in 2014. It is specifically designed for writing smart contracts on blockchain platforms, particularly Ethereum.

Key Features

• Smart Contracts: Tailored for creating and deploying smart contracts on the Ethereum blockchain.
• Syntax: Similar to JavaScript, making it accessible for developers familiar with web development.
• Blockchain Interaction: Includes features for interacting with the Ethereum Virtual Machine (EVM), such as event logging and contract calls.
• Security: Emphasizes secure coding practices to prevent common vulnerabilities in smart contracts.
• Decentralization: Used in decentralized applications (DApps) and Decentralized Finance (DeFi) projects.

Three Reasons for Rust & Solidity

Why are Rust and Solidity senior salaries on the upswing? Thomas identifies three primary reasons.

Market maturity

First, the broader crypto market is both larger and more mature than it used to be. While the total market cap ($2.48 trillion at time of writing) hasn’t fully returned to the heights of 2021, the market is nevertheless vastly improved from recent lows.

And as the market grows, it matures. Thomas says, “As the web3 space expands and protocols mature, there’s a high demand for skilled senior engineers, driving up salaries significantly.”

Put simply, senior projects demand senior engineers. And a more mature market produces more engineers with the skillset to qualify as such. Rust and Solidity are both mature languages (over a decade for Solidity, the newer of the two) being used in increasingly sophisticated applications. 

Supply and Demand

Thomas identifies the second reason as straightforward supply-and-demand. 

The most sophisticated projects in web3 and crypto – often programmed in Rust and Solidity – are attracting “substantial capital backing,” as Thomas observes. That backing results in a demand for skilled programmers, “leading to attractive offers for top talent.” 

In essence, a mature market is putting demand-side pressure on the equation. Even a short-term rush of new engineers isn’t going to immediately impact the supply of the senior developers needed to produce the next round of high-level applications. 

Solana’s comeback

A rising tide lifts all boats. It’s no surprise that the crypto economy is on the rebound with Bitcoin in the lead. But it might be a little easier to miss some other major comebacks, such as Solana’s recent return:

And since Solana is primarily Rust-based, it’s easy to note the correlation between Solana’s rebound and the rise in Rust developer salaries.

On its own, that’s probably not enough to drive senior dev salaries higher; combined with broader market conditions and the overall demand, Solana’s performance has added to the competition for senior software engineers.

Why Golang Salaries are currently lower – And why they may rise

What about Golang?

Rust and Solidity senior devs are seeing higher salaries – but Golang senior engineers have slipped back a bit. 

That’s partly because Golang, unlike the others, is still largely a language of web2, not web3. Thus, there’s a larger pool of both senior and junior developers. Greater supply, not as much demand in the crypto and blockchain markets, equals slightly lower high-end rates. 

As Thomas states,

Golang’s slight salary plateau might be due to its widespread use in web2, resulting in a larger pool of developers and lower scarcity. Additionally, grassroots projects in ecosystems like COSMOS, with successful launches and migrations, are hiring more junior talent, influencing salary trends.

Is this the best Golang senior devs can hope for? Not exactly. Golang is steadily growing in the crypto space, and projects like COSMOS and Hyperledger Fabric certainly have room for growth. As those projects mature and expand their own ecosystems, they could push the demand for crypto-focused Golang senior devs higher.

Outlook: Positive on all fronts

We’re seeing new developer jobs for all three programming languages. Solidity and Rust are leading with the salary increase trend, but Golang continues to have steady job demand and developers with that language can command competitive salaries in the space as a whole. 

Solidity remains the most commonly used language for blockchain applications, particularly for Ethereum and Ethereum-compatible blockchains. Its usage is expected to grow with the continued expansion of the Ethereum ecosystem. Senior Solidity devs can tap into up to a decade of experience and a comparatively small pool of engineers to command salaries that are steadily growing.

Rust is gaining traction, especially for developing high-performance blockchain protocols and platforms like Polkadot and Solana. Its usage is also expected to grow as these platforms mature and new projects adopt Rust for its performance and safety benefits. Senior Rust developer salaries are following suit.

Golang continues to play a growing role in the web3 world, though it remains bigger in web2. It does have a role in various blockchain and crypto projects, particularly for building the underlying infrastructure and supporting tools. Its features make it a suitable choice for developing efficient, concurrent, and scalable blockchain systems. The broader pool of engineers and crossover between web2 and web3 projects means that – for now – senior Golang developers aren’t seeing the same salaries as Rust and Solidity devs. That could change, and quickly, as more Golang projects grow in the web3 space.

Are you a software engineer with experience in Solidity, Rust, or Golang? Interested to learn what opportunities are available for senior developers? Reach out to our recruitment team or view our job listings.

Bitcoin ETFs in January.

All-time highs for BTC in March.

The halving event.

Solana’s return.

A new memecoin frenzy.

We are so back.

And with the resurgence in the crypto economy, we’ve switched from an employer-driven market to a candidate-driven one.

For the first time in a couple of years, qualified candidates will likely have multiple job offers to choose from – if they want to.

Let’s dive into what a candidate-driven market means for employers and candidates.

More Crypto Jobs in More Sectors

For the first time in a while, crypto jobs are on the rebound. Startups, and startup investment money, is moving back into the space. Big exchanges, like Coinbase and Binance, are hiring. And even traditional financial institutions are looking to expand their crypto-centric teams, especially with the emergence of BTC ETFs to bridge the gap between crypto and tradfi.

In a nutshell, the market is back, with signs that a significant bull run might be looming. This has set the stage for a candidate-led jobs market, often tied to the bull market. In a bull market, there is considerably more VC investment, resulting in development teams moving aggressively to hit GTM deadlines set by their investors. Often they’ll have an ambitious roadmap, with pressure to scoop up the best talent they can find before their competitors get there first.

This results in candidates going off market much faster. Candidates will also carry higher salary expectations with multiple competitive offers, often including counter offers from current employers.

But we’re already seeing a problem; even while more and more positions open up, fewer high-end candidates are willing to make the transition to a new job.

Employee Stability, Memecoin Ability

One reason that employees stay put? The ongoing success of memecoins.

It’s easy to forget that most memecoins and altcoins are the work of particular projects. Those projects have dev teams, and those dev teams receive token packages. If those tokens go on a run – or if it looks like they could – those team members might not be willing to change jobs and risk missing out on a slowly-vesting but potentially lucrative token package.

And these days, memecoins are on a run. FLOKI is up 340% for the year; BONK has risen 3800% just since November 2023.

It certainly feels like new memecoins are going to the moon every day. Against that backdrop, why risk a good token package?

It’s not just memecoins, either. Many core tokens, from Solana to Ethereum, have risen significantly. That rising altcoin tide lifts the boats of many up-and-coming projects. If you’re an engineer or dev with a good token package and competitive pay, why risk what you have? As Shaun points out:

“At this point the best talent are being paid very well and have very good token allocations. A lot will not want to leave as over the next few months those tokens values will rise.”

Remember, in a candidate-driven market, experienced candidates will be flooded with opportunities on a daily basis. Any interest on their part will likely lead to receiving offers within a week or two of a first call, with a correspondingly big token allocation and a healthy base salary.

And even a generous package might not be enough to bring them onboard; they’ll likely have buddies with their own projects offering founding equity. Or their current project might be willing to counter-offer more money to keep them on, rather than having to go to market for a replacement.

To stay competitive for the best talent, companies need something more than a good compensation package.

Not sure how your token package compares? Check out our own snapshot on token benchmarking .

Compelling Narratives > Competitive Pay

What would entice a candidate to switch jobs now? The most likely answer is a company that combines competitive pay with a compelling narrative.

What’s in a compelling narrative? A good narrative raises and answers a number of questions:

• What is the project attempting to do?
• Is there a clear roadmap?
• Can the candidate see themselves growing alongside the company?

Companies that can craft a recruiting narrative that answers those questions positively for the candidate stand a far better chance of landing their dream team.

Top-tier candidates can already afford to be picky, and that situation is only going to get worse for employers: Zeth points out that:

“April represented the end of the last quarter of value…This is the start of the talent squeeze so realistically it is only going to become more expensive to hire.”

Action Points

What does a candidate-led market mean for you? Here’s some actionable takeaways for both candidates and employers.

Candidates

• Don’t jump at the first new opportunity; there will be more!
• Look at the details beyond the pay package
• Consider how your professional growth and the company’s growth align

These points apply alike to experienced Web3 professionals and to candidates jumping from Web2 to Web3 for the first time. If you’re in the latter category, check out our guide to the perfect Web3 CV.

Employers

• Pitch the opportunity, not just the job
• Show a clear progression path for candidates
• Highlight chances for growth, upskilling, and earning potential
• Emphasise company culture
• Steamline interview processes to finish within 2-3 weeks
• Avoid long take-home assignments or 6-stage interviews

Candidate-driven markets are, by definition, major opportunities for both candidates and employers. If you’re seeking to add top-tier talent to position your project to take advantage of the bull market, contact the team at Plexus today!

In an industry that thrives on innovation and precision, the presence of fake developers is akin to finding a glitch in a meticulously coded program. Imagine hiring what seems to be a skilled developer, only to discover their expertise is as authentic as a photoshopped image on a resume.

Sadly, we’ve seen this very scenario before; up to 10% of the applications we receive are from fake devs. And when we posted something about it on LinkedIn recently following the Munchables hack, the responses quickly let us know that lots of others have also.

The consequences of fake devs? Delayed projects, squandered resources, and a tarnished reputation. 

Let’s dig a little deeper into fake devs, explore their implications, and discuss strategies to mitigate the risks – for real devs and the companies who want to hire them.

What is a “Fake Dev”?

A ‘Fake Dev’ is simply a person (or persons) acting under an assumed identity or fraudulent LinkedIn profile to secure jobs within the tech and blockchain space.

These people are essentially scammers: you think you’re hiring John Smith, Rust developer from a top-20 DeFi protocol, when the actual truth is much more sinister. 

Typically the fake dev (or fake devs) run this scheme on 100s or even 1000s of job applications per month. They secure multiple development contracts or permanent positions, deliver average or sub-par work, and aim to collect at least a month’s wages before being spotted and promptly fired.

It sounds fantastical – but imagine you did this and secured 5/100 positions per month. That’s 5 monthly salaries on a 5% return. And these aren’t cheap salaries, either – many are asking for salaries in the 10k per month range. Potentially, a fake dev could make upwards of 50k per month – not bad for a few weeks work!

Making the scam even worse, often these false actors run in ‘Dev Shops’ – sites with 10 or more developers in a room. Some will be working on projects they’ve already been hired for, some are scouting for hiring managers/recruiters to dupe; all in the same room, at the same time! 

In fact, the dev you chat to may not even be the dev who ends up working on your project. Dev shops also tend to work in a syndicate controlled by a centralised, higher power..

Why Do Fake Developers Exist?

There can be a myriad of reasons why people choose to operate in this fashion. From a relatively innocent just-trying-to-get-by to the more sinister options – we regularly hear stories of protocols and companies hiring what they think are legitimate developers but who are actually criminals, opening them up to various hacks and exploits.

The tech industry’s insatiable appetite for talent has inadvertently fueled this dilemma. With high stakes and even higher rewards, there are at least three potential motivations for fake developers:

• Increased wages: The mildest form of the fake dev is the applicant who invents positions in his previous work experience. It’s easy enough to add “Senior Developer at Startup X” to your resume, and invent a few connections to support your claim.
• Wage fraud: A more extreme form of fake dev is the applicant who fabricates all or part of a resume and then works multiple jobs, often at the same time, claiming any initial wages while doing very little work.
• Scams: Fake devs stealing wages is its own type of scam, but there’s also the potential for malicious actors to creep into a company as a fake dev. In the worst-case scenario, these fake devs can create backdoors or learn weaknesses that they can exploit later. 

What are the implications for the hiring team?

Whilst it may seem like a minor inconvenience at first – okay, we hired someone who wasn’t who we thought they were, but if they do the work, what does it matter? Unfortunately, it’s not that simple. Hiring a false actor can have severe ramifications for companies trying to run legitimate businesses.

If you hire someone you believe to be working in America, for example, but later find out they are based in China – this can cause issues and illegitimacy around taxes and financial reports that the company publishes. It also impacts how they pay their employees, as well as issues involving interactions with counterparties based in countries that are sanctioned (Russia, North Korea, Iran) which is obviously illegal.

More so, it’s not ideal to be duped into hiring a team of average-level developers when you were looking for one superstar. More often than not, despite completing some work remotely, these false actors are unlikely to show up to meetings, stand-ups, respond to emails, engage with other team members or contribute to the project in any way other than basic code. This does nothing to contribute to the success of the project itself and can create more problems than it solves.

To sum it all up:

• Project Failures: Fake developers can lead to critical errors and delays, jeopardizing entire projects.
• Financial Losses: The cost of hiring, training, and then rectifying the mistakes of fake developers can be astronomical, especially for startups and smaller companies.
• Distrust and Demoralisation: Often, genuine team members end up shouldering more of the burden in the wake of a fake dev’s hiring (or firing), damaging team cohesion.
• Operational and Reputational Damage: Being caught with fake devs is bad enough; being the target of a scam is even worse. The recent Munchables hack resulted in losses of roughly $63 million from a similar scam.

Identifying Fake Developers

So how do you spot a fake developer? In short, learn to look for warning signs, and then take the time to verify candidates. These are all preliminary steps, long before we get to the point of matching candidates to particular jobs. 

At Plexus, we tend to notice the same warning signs with fake devs: 

• Generated background on video calls that conceals actual location
• Poor communication skills combined with bad connectivity issues; as one recruiter states,

“I always make sure to get developers on a face-to-face Zoom or Google Meets interview. If they have their face super close to the camera and have a background filter to hide others, they’re likely fake and probably working in a Dev shop somewhere.”

• Lack of awareness or knowledge about the location they claim to be from (e.g – a fake claiming to be from Stockholm being unfamiliar with the Royal Palace, or someone claiming to be in New York having no idea what Times Square is)
• Generic email address/usernames (e.g CryptoDev267)
• Insistence on freelance agreement, even if the hiring company is directly based in the same country as they claim they live in
• Incessant background noise (typically typing/talking from other devs in the room)
• Unknown or genuinely fake projects listed on CV that lead to dead links
• Inability to explain in detail what technologies they have worked with beyond some simple googling
• Asking for a standard salary; for some reason, fake devs always seem to want $10k per month  

Verification Steps

At Plexus, the verification process involves a number of steps

• Audio and visual checks
• Verification through our network
• Deep dives into technical platforms and social media
• Social verification 

We verify candidates the old-fashioned way first – talking to them by video and getting “eyes-on” to make sure that there’s a living, breathing person behind the PDF resume that popped into our inbox. 

After that, years of working in the space has given us numerous contacts all over the globe who we can talk to and ask questions. Do they know the candidate? Is there someone in our network who worked at one of the previous locations the dev listed in their resume? These are great ways to weed out fake devs.

Github, Telegram channels, Discord – following up on candidates’ work on those platforms can be a quick way to verify quality developers with a lengthy history in the space. There’s also a basic level of social verification that works, assessing a dev’s social and cultural background, social media profiles, and more.

Avoiding the Fake Developer Label

What about employees?

If you’re just starting out in the space, you might be concerned that you could accidentally look like a fake dev. You’re probably worried for nothing – true fake devs are in a category of their own.

But to avoid any confusion, here’s some steps to follow, per our own Lauryn Ifill, a delivery consultant here at Plexus:

1. Keep your CV clear and concise
2. Links to any projects you’ve worked on (dead links are always a red flag, especially in crypto where fake dead projects can be spoofed easily)
3. Github access (the more contributions the better)
4. Updated LinkedIn profile with active use
5. Interactions with people in the space – Crypto is a who’s-who most of the time, chances are if you interact with people in projects/communities you enjoy, people will recognise you as a contributing figure

Legal and Ethical Considerations

While embellishing skills might seem like a grey area, crossing into outright deception for personal gain veers into unethical and potentially legal territory. Companies must also reflect on their hiring practices to ensure they are not inadvertently encouraging this behaviour.

Developing Authenticity

There’s a persistent problem with bad actors in the crypto and web3 spaces, and fake devs are just one aspect of that problem. Fortunately, fake devs can be detected easily with appropriate due diligence. Plexus makes that due diligence part of our overall recruitment process, and we know what to look out for. That can be harder for smaller startups or new projects that don’t have extensive connections or resources. 

At Plexus, we are committed to in-depth screening of candidates we interact with in our network. All of our consultants are educated on what red flags to look out for when dealing with technical candidates across the globe, and generally, we’re pretty good at spotting a fraud.

It’s always a benefit to work with a trusted and legitimate talent or staffing partner or organisation who will easily spot and identify false actors before their CV makes it to your inbox. Without a recruitment partner, the responsibility to vet and screen these candidates falls on hiring teams, who may not be as accustomed to spotting fakes – especially whilst working to fill roles quickly. 

By implementing rigorous hiring practices and nurturing a culture of honesty, companies can protect their projects, people, and reputation, ensuring that the only thing fake in their environment is the placeholder data in their test databases.

If you’d like to avoid any confusion around hiring, drop us an enquiry and let us do the rest!

Introduction to a Web3 CV

Here at Plexus, we see CVs every day – good ones, bad ones, and ones that need improvement.

And that got me thinking – what goes into a good Web3 CV? So I decided to ask some of the team of crypto recruiters here at Plexus to send me over their ‘best ever CV’. They all came back with the same question – ‘format or experience?’ which made me realise it was uncommon to have both… However, I secured the bag and spent some time analysing these CVs to find all of the commonalities.

Right away, I realised that many employees miss vital parts of a good Web3 CV. They tend to emphasise either experience or good formatting, but not many CVs featured both.

That led us to another insight: in a young and growing field like Web3, candidates with a great resume tailored to the Web3 industry can really stand out.

A dedicated, specialised Web3 CV can be a breakthrough tool for workers who want to jump into the exciting field of Web3, DeFi, the blockchain, and the whole evolving crypto world.

In the right hands, a good Web3 Resume:

• marks a pivotal tool for job seekers within the blockchain and decentralised application sectors
• is not merely a resume, but a showcase of one’s journey through the evolving landscape of decentralisation
• sets you apart in a competitive job market, highlighting not only your skills but also your commitment to the ethos of Web3

So after combing through dozens of the best CVs, we’ve put together a guide to the basics of any good web3 or blockchain CV. Include these elements on your next CV, and you’ll be taking the first step towards a whole new world of employment potential.

Want to get ahead in Web3? Sit down with your CV and align it with these three core elements.

Match the Three Core Elements of a Web3 CV

When they first look at an applicant’s CV, our recruiters look for three things:

• Companies you’ve worked at before
• Length of time you worked there
• Experience that matches the desired role

It might seem obvious, but the companies you’ve worked at previously and the length of time you stayed there are still the biggest elements of your CV. This is especially true as your career progresses. It matters where you choose to work now, because it will impact your future recruiting potential.

To that end, when you’re formatting your CV, you need to keep the critical information (previous work experience) easily accessible. No crazy fonts or unusual formatting; recruiters still need to see, at a glance, where you’ve been and what you’ve done.

Matching projects to skillsets is the third core element, and one that you aren’t able to control as well as the first two. Be aware that different projects will require different skillsets.

As George, one of our recruiters, says,

“I’m not likely to send someone who has been a solo marketing lead at a startup to a company with a large marketing department or vice versa as the way they work is quite different.”

Demonstrate an Understanding of the Web3 Industry

Web3 is not just about technical prowess; it embodies a shift towards decentralisation, transparency, and community-driven development. Applicants must demonstrate a deep understanding of these principles, aligning their skills and experiences with the unique challenges and opportunities of the Web3 space.

On the practical level, at Plexus we look for similarities in the role and similarities in the type of company. For example, If we are hiring for a client running a DeFi protocol we will likely look to see if you have experience in the DeFi sector, unless they are open minded to candidates without Web3 experience.

Transferable Skills for Non-Technical Positions

Beyond technical skills, Web3 values community engagement, content creation, and strategic thinking. Highlight experiences that showcase your ability to foster community, drive engagement, or strategise in a decentralised environment. These skills are invaluable in roles from community management to marketing within Web3 companies.

Experience with Web3-Focused Projects

Direct involvement in Web3 projects, whether through development, marketing, or community initiatives, demonstrates real-world application of your skills. Detail your contributions to these projects, emphasising your role, achievements, and the impact on the project’s success.

Problem-Solving Skills and Adaptability

The Web3 sector thrives on innovation and rapid evolution. Showcasing your problem-solving skills and adaptability through examples of overcoming technical challenges or adapting to new technologies reinforces your value as a dynamic and resilient professional.

This can also extend to extra-career events or skills. This candidate included several short sections in a row to highlight a wide range of interests and achievements related to their career, if not directly part of it.

Technical Skills and Projects

For developers, a Web3 CV should list proficiency in languages and frameworks critical to blockchain and DApps, like Solidity for Ethereum or Rust for Solana. More importantly, showcasing actual projects or contributions to open-source initiatives provides tangible proof of your capabilities and dedication to Web3 technologies.

Identify a clear list of projects and outcomes. We’re not only looking for “worked at ___ as community developer” but also looking for both project and outcome.

Contrast that with the example below:

“Grew an active Telegram community at blank leading DeFi lending protocol from 500 users to 10,000 in six months.” 

Right away, we learn where you worked, the kind of project (DeFi lending protocol), the general role you held (social media marketing), and key deliverables (community growth and participation).

And don’t worry if you’ve covered the breadth of the Web3 ecosystem, moving from DAOs to DeFi and on to NFT projects. A wide range of experiences can be helpful, especially if you’ve got clear deliverables to match.

Embrace Simple Formatting

Here’s your typical reminder that the “usual stuff” is a great way to stand out. Don’t forget to format clearly and cleanly. Recruiters don’t want five-page CVs full of extra info. A survey of some of the best CVs we’ve seen at Plexus show that they share some common features which you can and should incorporate into your Web3 Resume:

Look

Black text on white background, length at most 2 pages.

A summary (optional) – at most this is one paragraph. Some examples are third person, some are written in first person, some are neutral. The tone is less important than the length (short) and the info (lots of it).

Work experience listed as follows:

• Job title, followed by company name, followed by date.
• If the company was smaller, put in brackets what the company did / the sector; for example: LoftIQ (A fintech startup marketplace lending analytics and financial products firm)
• Each job then has bullet points which list clear achievement and stats / outcomes rather than responsibilities

A skills section

Here’s a great example:

• Showcasing specific languages or software you have experience with
• Short education section towards the end of profile
• Included a section with any hackathons or projects they had been a part of – one short line for each. (Example: UW dubHacks 2021 Team, 2nd Place, and then a link to the project)
•  Include (as bullet points) any speaking panels or awards won

Remember, whatever you do, keep it simple. That doesn’t mean all CVs should look the same; there are ways to use different formats.

But whatever you do, don’t get carried away – keep the information easy-to-access.

Extra Insights

If you’ve made it this far, you might be wondering – what about my intro?

It’s true that a typical CV usually starts with some sort of high-level summary of your career to-date:

There’s certainly nothing wrong with this kind of summary – it does deliver a lot of information quickly.

But there’s also no set requirement for it; out of the seven of our favourite Web3 CVs, three omitted a summary entirely, and one included a single sentence.

Those who did include a summary kept it short; the example above is only three sentences long. CVs without a summary just jumped straight into the meat of the matter – technical skills and work experience.

This approach has the advantage of getting recruiters to core information quickly – no extra steps required.

Conclusion

Crafting a compelling Web3 CV is about more than listing skills and experiences; it’s about telling your story within the Web3 narrative. By effectively communicating your journey, skills, and dedication to decentralisation, you position yourself as a valuable asset to any Web3 enterprise.

Got your CV up to scratch? Why not check out our jobs in Web3 + Crypto and get applying! 

If there’s a constant factor in the crypto market, it’s turmoil and constant change. 2023 was no exception – if anything, it proved to be a particularly challenging and dramatic year.

At Plexus, we have the privilege of working with leading companies and top talent in the space, giving us an unusual perspective on the entire market. Here’s what we learned about crypto, web3, and the broader sector in 2023.

Market Insights

The Rise of a Candidate-Driven Job Market:

The job market is increasingly becoming candidate-driven, especially for those with specialised technical expertise in fields such as blockchain development, cryptography, and programming languages like Rust and Solidity. These candidates are now in a powerful position, often receiving multiple job offers and having a stronger negotiating stance for higher salaries.

Balanced Demand Across Varied Technical Skills:

While there is a high demand for specialised technical skills, there is also a growing appreciation and demand for roles that require a broader range of technical abilities. This equilibrium highlights the industry’s recognition of the importance of diverse skill sets, with positions in DevOps, frontend development, and design becoming as sought after as more niche roles.

Trend Towards Cautious Optimism and Steady Growth:

The industry is navigating a recovery phase with a focus on cautious optimism and aiming for steady, sustainable growth. Companies are striving to offer competitive salaries while maintaining sustainable business practices. At the same time, professionals are seeking positions that offer not only immediate advantages but also the potential for long-term stability and career development. This approach suggests a balanced path forward, mindful of past hurdles while optimistic about future opportunities.

A Move Towards Alliances, Not Just Products:

Product-focused roles decreased in 2023, while business development and sales roles boomed. This trend follows a market that largely consolidated in 2023, with less focus on new offerings and more on strategic alliances and building out web3 ecosystems. Skilled BD experts proved invaluable for companies looking to build a foundation for the future and seeking to clarify their spot in an evolving market.

Developers Doing More:

On the language and development, languages shifted again in 2023. Solidity remains the leader, especially for Ethereum-based projects. But farther down the list of popular languages, the situation gets more complicated. Languages like Rust and Go are growing, while there’s a dual focus on both niche specialist skills and developers that can work across different projects.

Candidate Insights:

What are today’s crypto candidates looking for? Increasingly, top talent in the space prioritises positions that:

• Encourage professional growth. A strong career path, autonomy within the position, and the opportunity for a leadership role down the line are all growing points of emphasis.
• Foster personal development. Top talent looks for positions that provide chances to learn new skills and develop career networks. Research and development opportunities are an added benefit.
• Emphasise collaboration, not competition. Job seekers prefer working in innovative and collaborative company cultures. They seek environments that promote creativity, risk-taking, and teamwork, indicating a preference for dynamic, forward-thinking workplaces.
• Value open communication. Candidates repeatedly express a preference for workplaces with open and transparent communication within a flat organisational structure. They value settings where their opinions are respected and considered, and where decision-making processes are transparent and inclusive.

The Outlook

The year 2023 was a pivotal moment for the industry. As we move into 2024, the trend shifts towards a candidate-driven market, with experienced professionals gaining more control over their career paths, leading companies to offer more competitive packages and attractive work environments.

The year ahead is anticipated to be one of strategic growth and diversification, especially in the crypto and Web3 sectors, with emerging areas like gaming, AI, and new blockchain technologies driving innovation and job creation. Key developments, such as the approval of the Bitcoin spot ETF and significant regulatory milestones, have boosted investor confidence and regulatory acceptance, contributing to industry growth and increased hiring.

Plexus views 2024 as a crucial year, full of promising opportunities and advancements. If you’d like to learn more details about salary trends, promising programming languages, and deeper market analysis, you can find the full report here.