Guy

Most engineers think their CV is about listing experience. It’s not! CV’s real job is to earn you the conversation in under 10 seconds. This is one of the most detailed breakdowns we’ve published on how to write a CV for Web3 technical roles based on 400+ interviews we conducted in 2025. We breakdown: - how recruiters skim CVs after the ATS filter - how to write a professional summary that signals depth immediately - how to turn roles into quantified impact (TVL, % improvements, adoption) - how to present web3 skills so they’re easy to evaluate - how to showcase projects, open-source work, private audits, and hackathon wins properly - how formatting and structure quietly make or break your CV We’ve also included a free CV template (no login, no gating). If you’re applying for technical roles in Web3 (or knows someone who is) this should save weeks of iteration. Credit to @itsme_madara for doing the heavy interview lifting, spotting the patterns, and pulling this guide together.

We are hiring a Growth Lead. Hybrid | Singapore based | $105k- $125k + Equity - 2-3 years of experience in business development or growth role at a crypto protocol, exchange, or prime broker - Strong network across DeFi + trading infrastructure - Bonus: Knowledge of Hyperliquid and on-chain trading mechanics Apply now (link in comments) or refer a friend!

if you're a growth maverick and excited about Hyperliquid, this is a role for you 📈

Me while my openclaw applies to all the 1599 jobs in a job board

[Straight to the bin]

If you missed today’s X Space on Attacking Verifiers in ZK Protocols with Xifeng Jin, Sr. Staff Security Engineer / Audit Partner @CertiK Recording is here.

Starting Now x.com/i/spaces/1mxPa…

You know the company is legit when they explicitly say: no BS meetings. If you’re a Security Engineer based in Singapore (or open to relocating), my DMs are open.

We are hiring a Business Development Representative (Remote). - Outbound sales or BDR experience (SaaS, crypto, fintech preferred). - Knowledge of Web3 security, audits, or regional tools/channels. Apply now (link in comments) or refer a friend!

Hackathon wins can be strong. They show you can ship under pressure and your creativity. What to include: 1. Placement or award (1st/2nd/3rd, sponsor prize, meaningful prize pool) 2. Hackathon name + date 3. Project name + links (repo, demo, write-up) 4. 1–2 lines on what you built and your specific contribution 5. Any recognition from sponsors/community (judges, featured projects, grant follow-up) Tips: Don’t list every hackathon you attended. Only include wins or significant awards. Don’t include unfinished or irrelevant projects. Keep it professional. If you’re a senior engineer, prioritize work experience and real projects first. If space is tight, hackathons are optional.

Add a reminder - x.com/i/spaces/1mxPa…

Happening tomorrow at 9am EST. Reminder link in comments 🔗

@aviggiano @monad Congratulations! @monad is getting stacked day by day

I’m happy to share that I’ve joined the security team at @monad Monad Foundation! I’ve been really impressed by the team, their technical depth, and their ability to execute, and am excited to contribute to making the ecosystem more secure.

If you operate at the intersection of data/computer science and finance, this one's for you. This role owns the full lifecycle of implementing yield strategies and new collateral including research, due diligence, and risk management. Apply today 👇

Always works.

the formal verification diet

@0xhgrano @zellic_io Congrats!

I'm thrilled to join @zellic_io as a security researcher! Looking forward to collaborating, learning and making web3 more secure.

Most early stage web3 projects come up with JDs that are just lists of requirements. No narrative about where the company is going. No compelling reason why the role matters. Sometimes there isn’t even a doxxed founder behind it. Then they wonder why top engineers won’t take the call. The founders who can articulate a clear, specific vision not “we’re building the future of finance” but an actual plan that’s viable, scalable, and solving something nobody else thought about, those are the real ones. They can get candidates to accept lower comp voluntarily. Those candidates then pull in their networks. The talent problem starts solving itself. Your pitch deck is not your hiring narrative. Investors and candidates care about very different things. If you can’t explain in 60 seconds why a great engineer should leave a stable role to join you, the recruiter isn’t the bottleneck. The story is.

If you didn't noticed, we've added [⬅️Prev/Next➡️] buttons to the bottom of the blog post for easy navigation between tutorial posts.

Some of our best hires were totally unqualified on paper. They always had the same qualities: entrepreneurial, high agency, smart, mission aligned, and they got shit done. If you’re hiring, especially in early stages, seek out & bet on these people. Don’t over-index on resumes.

People avoid depth because of a real fear: “what if I go deep on the wrong thing?” That fear never fully goes away, because the market moves and no one can predict perfectly what will matter in 12–24 months. But spreading yourself thin doesn’t protect you from that uncertainty. It just guarantees you never build enough mastery to be trusted with real scope. Depth is what turns learning into leverage. It’s when you stop collecting concepts and start building judgment: tradeoffs, failure modes, edge cases, and the ability to ship without hand-holding. Pick a lane. Not forever, just long enough to get past the beginner plateau. Go deep enough that your work becomes proof: something people can evaluate, not just something you can talk about.