Talent@Web3

We bring together Web3 talents through continuous learning, networking and job matching. We also empower companies to identify and acquire top-tier talent to supercharge their teams and drive growth in the ever-evolving Web3 landscape. Visit us at: talentweb3.co

Top CEXes aren’t just hiring fast, they’re hiring with focus. Align hires with bottlenecks: infra, compliance, ops, or UX.

Binance is tilting heavily toward legal talent, a signal of mounting regulatory pressure. Bybit + Bitget? Ops-heavy hiring. Over 50% of listings are tied to operations and user support.

Sales & BD roles tie directly to revenue. From P2P merchant onboarding to institutional partnerships, BD hires are growth levers.

Product designers and UX researchers matter more than ever. Wallet usability and onboarding flows are competitive battlegrounds.

Compliance & legal aren’t optional anymore. AML/KYC analysts, risk officers, and legal counsel are table stakes for cross-border expansion.

AI is creeping into CEX hiring. Fraud detection, quant modeling, and chatbots are showing up in engineering role descriptions.

Ops & support = global scale. Multilingual support (JP, KR, ES, FR, ZH, DE) is now a core requirement for retail growth.

Product leads with Web3 UX fluency are gold. Exchanges don’t just want features; they want intuitive flows that reduce friction and drive adoption.

Engineering dominates CEX hiring. Backend + blockchain engineers are the most sought-after across 1,600+ job listings; they build the trading engines and infrastructure that everything runs on.

Engineering excellence is the foundation, but DEXes that combine backend mastery with product + GTM talent will turn code into scale.

The gap? Go-to-market talent. Perp DEXes are rich in engineering DNA but thin in PMs, economists, and user researchers. Without them, infra ≠ adoption.

Bullet’s stack shows priorities: Rust engineer + React front-end developer. Infra and user-facing design are both essential for scaling liquidity + UX.

Jupiter Exchange highlights a new direction: hiring for product design and security leads, not just backend. Perp DEXes investing early in UX and security will win adoption.

DevOps and infra roles are highly specialized. Kubernetes, GitOps, AWS, and multi-chain deployment strategies show up repeatedly in listings.

Engineers at Perp DEXes need autonomy + cross-functional skills. You’re coding trading engines one day, collaborating with growth and design teams the next.

Speed matters. Job ads literally say: “ship seven days a week.” Perp DEX teams want engineers who execute under pressure and thrive in high-intensity builds.

Founders engineer first, hire later. From dYdX’s Antonio Juliano (ex-Coinbase/Uber) to Hyperliquid’s Jeffrey Yan (ex-HRT), most Perp DEXes are founder-engineered at their core.

Rust & TypeScript dominate the Web3 engineering stack. Perp DEX job listings consistently cite Rust (via Anchor) and TypeScript, alongside infra tools like Kafka, Redis, and Terraform.

Backend engineers = the backbone of Perp DEXes. Low-latency systems, trading infra, and smart contract security top the hiring list at Drift, dYdX, Hyperliquid, and beyond.

Strategic takeaway: Founders must evolve from building products → building organizations. Hiring frameworks have to evolve in parallel.