Hiring: Senior Blockchain Engineer Looking for a rollup engineer to help build a based L2 for a leading Ethereum infrastructure company. Own the smart contracts for decentralised sequencing, batch optimisation & validator rewards. Research-heavy role. Huge scope. Must have 4+ yrs blockchain dev, hands-on L2 experience (Arbitrum, OP, Taiko) and secure Solidity with Foundry fuzz testing. Remote (US & Europe) - $250k If you know someone, DM me. RTs appreciated

Hiring: Head of Communications Looking for a technical communicator to become the voice of a leading Ethereum infrastructure company. Own narrative, research, launches & talks. First comms hire. Direct founder access. Huge scope. Must be an exceptional writer + editor, comfortable working closely with engineers. Crypto a bonus, not a must. London - 5 days onsite - £150k If you know someone, DM me. RTs appreciated

Hiring: Head of Marketing - Crypto Looking for a crypto-native marketer to become the voice of a leading Ethereum infrastructure company. Deep into MEV, block building & validators. First marketing hire. Direct founder access. Huge scope. Must be an exceptional writer + hands-on IC. 📍 London - 5 days onsite 💰 £150k + equity If you know someone, DM me. RTs appreciated.🫡

Hiring in crypto can be weird. You're often betting on someone's judgment before you have any evidence of it. That's why the process matters. It's how you get the evidence.

For anyone who's built and shipped in crypto: What's the one thing you wish you'd known before your first job in the space?

Crypto moves fast externally. But internally, hiring decisions are still very human. That's why process matters. Not to slow things down but to make sure the right humans are making the right calls.

Sometimes it's not about scaling headcount. It's about finding the one person who changes the shape of the problem.

Crypto compresses timelines. You don't have years to slowly fix team misalignment. That's why early hiring discipline matters so much.

Most senior blockchain engineers already have a job. The real challenge is giving them a reason to leave it. Salary gets them to the table. Everything else closes the deal.

Hiring for hype rarely works. Hiring for judgment usually does. The market eventually exposes the difference. Every time.