Headhunting a Crypto CTO: What to Know

How to Hire a CTO in Crypto: Insights from Crypto Headhunters

Hiring a Chief Technology Officer in crypto isn’t easy. Competition is fierce, and the people you want are usually already founders or sitting on serious equity.

To unpack what actually works when hiring senior technical leaders in Web3, I spoke with Aaron Harrison, Delivery Manager at Plexus, who’s spent years headhunting CTOs for DeFi, infrastructure, and Layer 2 projects.

Here’s what he’s learned about finding, engaging, and securing a great Crypto CTO.

Web3 CTOs are different

“The biggest difference between a Web3 CTO and a Web2 CTO? They’re still builders,” Aaron told me.

In Web2, CTOs often step back from the codebase and become pure people managers. In crypto, that’s not really an option.

“Most of these CTOs have come straight from being super hands-on. If a project has six engineers, you can bet the CTO is still coding, doing reviews, and architecting,” he said.

It makes sense. Most Web3 companies are smaller and earlier stage, which means their tech leaders need to be both strategic and technical. A good crypto CTO is part visionary, part engineer.

Why it’s so hard to hire a crypto CTO

“It’s always competitive,” Aaron said. “The best CTOs are usually co-founders. Why would they leave?”

That’s the reality. In Web3, many of the top tech leaders already have equity or tokens that tie them in long-term. So getting them to move takes more than just money.

Aaron explained that the right moment to approach someone is often when their current company has plateaued.

“If a project’s growth has stalled or their token’s fully vested, that’s when they might start looking for something new,” he said.

This is where the best recruiters earn their money. You need to know which projects are slowing down, which are thriving, and where the next opportunity lies for someone who wants a new challenge.

What actually motivates a CTO to move

“It’s the vision,” Aaron said. “CTOs don’t leave for a pay rise. They move when they believe in what the company’s building and want a stake in it.”

He’s seen it again and again. For top technical talent, money isn’t the driving factor. The work, the mission, and the potential upside are what matter.

“The role and responsibilities of a CTO don’t really change that much,” he said. “What changes is the vision of the business and the trajectory it’s on.”

If you’re hiring a CTO in crypto, you need to be able to tell a clear story about what you’re building and why it matters. The vague ‘we’re revolutionising finance’ spiel doesn’t cut it. They want substance.

The biggest challenge in the process

“They’re busy,” Aaron said, laughing. “CTOs at early-stage projects are some of the busiest people in the world.”

Because of that, Aaron sets what he calls “rules of engagement” early on.

“You can’t just call them all the time. I set expectations around when to talk, how to keep things private, and what works best for their schedule,” he said. “It keeps everything efficient and respectful.”

That kind of professionalism goes a long way in this industry. Crypto is small, and reputation matters.

Where great crypto CTOs come from

While some are pure Web3 natives, Aaron often looks at what he calls “Web 2.5” talent.

“We target people at companies like on-ramps or off-ramps, or fintechs with crypto offerings,” he explained. “They understand traditional systems but already have exposure to blockchain.”

This hybrid background often makes them ideal hires for projects that need to scale fast but still want solid engineering foundations.

The rise of the public-facing CTO

Another trend Aaron’s seeing is the rise of the “brand CTO”.

“In crypto, most people know the CTOs behind big projects,” he said. “They become the spokesperson for the business and the tech. Sometimes they’re even more recognised than the CEO.”

That means a great Web3 CTO today needs more than just technical depth. They need to be able to communicate – whether that’s on stage at a conference, in community AMAs, or when explaining the product to investors.

What makes Plexus good at CTO headhunting

So how does Plexus consistently place high-level technical leaders in one of the most competitive markets out there?

According to Aaron, it comes down to three things:

1. Relationships.
“We speak to CTOs every day. Whether they’re hiring or not, we’ve built strong, long-term relationships with most of the major players.”

2. Understanding the tech.
“We don’t just read a job description. We actually understand what these companies are building and can explain it properly.”

3. Selling the vision.
“For a CTO, it’s not just about the day-to-day. It’s about the bigger picture. The mission, the upside, the impact. We can bring that to life.”

Key takeaways for founders hiring in Web3

If you’re building a crypto company and looking for a CTO, here’s what to keep in mind:

✅ Hire someone who’s still close to the tech.
✅ Lead with your vision, not just the salary.
✅ Respect their time and keep communication structured.
✅ Be able to explain why your project actually matters.

At Plexus, we’ve been helping Web3 companies find the right technical leadership since 2017.

If you’re a founder looking for someone who can take your project from idea to impact, click here to book a call and explore your options.

We’re sourcing the very best in Web3 talent.