# Bài viết Liên quan Recruitment

Trung tâm Tin tức HTX cung cấp những bài viết mới nhất và phân tích chuyên sâu về "Recruitment", bao gồm xu hướng thị trường, cập nhật dự án, phát triển công nghệ và chính sách quản lý trong ngành tiền kỹ thuật số.

Don't Just Look at Credentials, Use Crypto Principles to Find Web3 Talent

Crypto's core ethos champions transparency, verifiability, and trustless systems—yet hiring practices often remain traditional, over-relying on credentials like degrees or prestigious employers. This approach risks overlooking talented builders who prove themselves through action, not pedigree. The crypto space inherently produces verifiable work: public code repositories, on-chain deployments, open-source contributions, and participation in hackathons or DAOs. These outputs serve as direct evidence of skill, bypassing the need for institutional validation. Unlike resumes, which are merely claims, on-chain activity and code commits are permanent, publicly auditable records of capability. However, as AI tools and incentive structures evolve, some contributions may prioritize quantity over quality. It’s crucial to evaluate depth, consistency, and impact—not just activity. A "verify-first" hiring model shifts focus toward tangible proof: prioritize code quality, deployed systems, and contribution history early in the process. Engage talent where they already build—in open-source communities, at hackathons, and within protocol discussions. Credentials still matter, but they should complement—not replace—verifiable work. In a sector built on "don’t trust, verify," hiring should reflect that same principle: trust becomes the outcome, not the prerequisite.

marsbit02/27 10:21

Don't Just Look at Credentials, Use Crypto Principles to Find Web3 Talent

marsbit02/27 10:21

Reflections from the Co-founder of Bitlayer: After Helping 600 People Find Jobs in 15 Years, I Decided to Stop Doing Recruitment

After 15 years of helping over 600 people find jobs, Bitlayer co-founder Kevin He reflects on his journey from being a passionate recruiter to pivoting toward a new vision: AI-powered "digital co-founders." He initially launched COCO AI in mid-2025 to optimize recruitment using AI, but soon realized traditional hiring was becoming less relevant. Companies were hiring less, and skill gaps persisted despite matching tools. A turning point came when his team built zylos, an AI system that handled tasks like social media, coding, and data processing—enabling one person to do the work of a team. This, combined with the rise of digital employees (like Claude Code and the success of Manus, acquired by Meta), shifted his perspective. He now believes the future lies in empowering individuals with organizational-level capabilities through AI, rather than optimizing job matching. COCO 2.0 is now focused on building “digital co-founders”—AI agents that help people start and run businesses alone, without needing to hire or be hired. The essay ends with an open question: In an era where AI augments individual potential, can one person become a company?

marsbit01/28 04:03

Reflections from the Co-founder of Bitlayer: After Helping 600 People Find Jobs in 15 Years, I Decided to Stop Doing Recruitment

marsbit01/28 04:03

Hiring Plummets by 80%, Is the Crypto Talent Market Saturated?

The cryptocurrency job market in early 2026 has seen a significant slowdown, with an 80% year-on-year decline in new job postings during the first two weeks of January compared to the same period in 2025. Only 85–90 new roles were detected across major crypto-focused job platforms, excluding direct corporate pages. Despite this sharp drop, the market isn't entirely saturated. Most openings (60%) are technical or engineering roles, with a strong preference for experienced professionals—65% of positions target mid-to-senior level candidates, often requiring 5+ years of experience (7+ for management roles). Key hiring is concentrated in infrastructure, stablecoins, and fintech/payment startups, with growth-stage companies (Series A and beyond) leading recruitment efforts. A notable shift is the rising competition for talent between ecosystems, particularly Solana’s growing challenge to Ethereum’s long-standing dominance. In 2024, Solana attracted a larger share of new developers (22%) than Ethereum (16%) for the first time since 2016, fueled by increased funding and ecosystem growth. The author suggests that 2026 will favor projects with strong fundamentals, real users, and sustainable revenue models, as the industry moves away from speculative token launches and focuses on tangible value creation.

比推01/19 05:13

Hiring Plummets by 80%, Is the Crypto Talent Market Saturated?

比推01/19 05:13

Encrypted Recruitment Cools: Why is the Solana Ecosystem Defying the Trend in the 'Talent War'?

The crypto recruitment market experienced a significant slowdown in early 2026, with new job postings dropping by approximately 80% compared to January 2025. Only 85-90 new positions were listed in the first two weeks of the year, with 60% being technical/engineering roles and 40% in business development. Companies are prioritizing experienced hires, with 65% of roles targeting senior-level professionals. Despite the overall cooling, growth-stage companies (Series A and beyond) remain active in hiring. Notably, the Solana ecosystem is challenging Ethereum’s historical dominance in talent acquisition, attracting over 22% of new crypto developers in 2024 compared to Ethereum’s 16%. Solana-based projects raised $211 million in Q3 2025, a 70% year-over-year increase, fueling further expansion. Looking ahead, the industry is expected to prioritize projects with strong fundamentals, real users, and revenue generation. The long-term outlook remains optimistic despite current market challenges.

比推01/16 15:13

Encrypted Recruitment Cools: Why is the Solana Ecosystem Defying the Trend in the 'Talent War'?

比推01/16 15:13

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