Why Web3 Jobs Are Dying—And How to Win When 10,000 Candidates Fight for 28 Open Roles

The Myth of the ‘Ideal Candidate’

I used to think Web3 wanted PhDs in cryptography or ex-Goldman Sachs quants. I was wrong. Last quarter, Bitget received over 10,000 resumes. Hired 28 people. Less than 5% had prior crypto experience.

Experience Isn’t the Gatekeeper—Initiative Is

The real filter? Not your school. Not your internship. It’s whether you’ve shown up—and kept showing up. A Stanford grad applied to a DeFi project by posting thoughtful threads on Twitter for three months before she ever sent a resume. Got hired on day one.

The Hidden Job Market: Ops & BD Over Tech

78% of open roles are non-technical: Community Ops, BD, Content Creation. You don’t need Solidity—you need to know how a DAO votes. One intern turned her Discord moderation into a growth case study that got her promoted in six weeks.

You Can’t Apply Your Way In—You Have to Be Seen

Web3 has no HR portal. It has coffee chats at ETHBerlin Meetups and DMs after AMA sessions. I once met a founder who hired someone because she asked him one smart question during Q&A—and then emailed him a one-pager recap the next day. The rule? Make yourself memorable before you ask for a job.

Platforms Aren’t Paths—They’re Launchpads

Choose between chaotic projects (high risk, high learn) or centralized exchanges (structured training). Neither matters if you don’t ship something first: A blog post. A community thread. A hacked contract. Your first output isn’t your resume—it’s your proof of being real.

The Real Edge? Becoming Unforgettable

In Web3, you aren’t hired because you’re qualified. You’re hired because someone can’t forget you. The best candidates aren’t the most experienced—they’re the ones who made others feel smarter after talking to them.