Talent@Web3

337 posts

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Talent@Web3

Talent@Web3

@talentweb3_

Web3 Headhuntng Firm. TG Jobs Channel: https://t.co/PdXp8N9A4H

Singapore Katılım Nisan 2022
27 Takip Edilen194 Takipçiler
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Talent@Web3
Talent@Web3@talentweb3_·
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
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Talent@Web3
Talent@Web3@talentweb3_·
Top CEXes aren’t just hiring fast, they’re hiring with focus. Align hires with bottlenecks: infra, compliance, ops, or UX.
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Talent@Web3
Talent@Web3@talentweb3_·
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.
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Talent@Web3
Talent@Web3@talentweb3_·
Sales & BD roles tie directly to revenue. From P2P merchant onboarding to institutional partnerships, BD hires are growth levers.
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Talent@Web3
Talent@Web3@talentweb3_·
Product designers and UX researchers matter more than ever. Wallet usability and onboarding flows are competitive battlegrounds.
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Talent@Web3
Talent@Web3@talentweb3_·
Compliance & legal aren’t optional anymore. AML/KYC analysts, risk officers, and legal counsel are table stakes for cross-border expansion.
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Talent@Web3
Talent@Web3@talentweb3_·
AI is creeping into CEX hiring. Fraud detection, quant modeling, and chatbots are showing up in engineering role descriptions.
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Talent@Web3
Talent@Web3@talentweb3_·
Ops & support = global scale. Multilingual support (JP, KR, ES, FR, ZH, DE) is now a core requirement for retail growth.
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Talent@Web3
Talent@Web3@talentweb3_·
Product leads with Web3 UX fluency are gold. Exchanges don’t just want features; they want intuitive flows that reduce friction and drive adoption.
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Talent@Web3
Talent@Web3@talentweb3_·
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.
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Talent@Web3
Talent@Web3@talentweb3_·
Engineering excellence is the foundation, but DEXes that combine backend mastery with product + GTM talent will turn code into scale.
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Talent@Web3
Talent@Web3@talentweb3_·
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.
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Talent@Web3
Talent@Web3@talentweb3_·
Bullet’s stack shows priorities: Rust engineer + React front-end developer. Infra and user-facing design are both essential for scaling liquidity + UX.
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Talent@Web3
Talent@Web3@talentweb3_·
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.
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Talent@Web3
Talent@Web3@talentweb3_·
DevOps and infra roles are highly specialized. Kubernetes, GitOps, AWS, and multi-chain deployment strategies show up repeatedly in listings.
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Talent@Web3
Talent@Web3@talentweb3_·
Engineers at Perp DEXes need autonomy + cross-functional skills. You’re coding trading engines one day, collaborating with growth and design teams the next.
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Talent@Web3
Talent@Web3@talentweb3_·
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.
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Talent@Web3
Talent@Web3@talentweb3_·
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.
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Talent@Web3
Talent@Web3@talentweb3_·
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.
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Talent@Web3
Talent@Web3@talentweb3_·
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.
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Talent@Web3
Talent@Web3@talentweb3_·
Strategic takeaway: Founders must evolve from building products → building organizations. Hiring frameworks have to evolve in parallel.
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