June 29, 2023

The stages of the recruitment process in Web3


In recent years, the Web3 industry has become increasingly attractive both for business owners and representatives of such professions as developers, programmers, or Web designers, all those specialists who deal with Web3 in their professional activities. The latter are attracted primarily by the size of salaries and career prospects. And yet, despite the growing demand for Web3 professionals, companies need help finding and selecting personnel that meet all their requirements.

And the recruiting process in the Web3 sphere has its specifics and differs from hiring ordinary IT specialists.

Based on the OnHires experience, the recruitment process in the Web3 industry can vary depending on the company. Still, a few key stages are common to most processes. Therefore, let us look at the main stages of hiring Web3 workers in more detail.

Job posting

Job posting and job boads in Web3

The first stage of the recruitment process is to create a job posting that accurately describes the role and the qualifications required. The job advertisement should be published on relevant job boards, social media platforms, and online communities to attract potential candidates.

There are several popular job boards that companies in the Web3 industry use to recruit top talent. Here are a few examples we would recommend you look at:

  • ConsenSys Job Board.

ConsenSys, a leading blockchain development studio, operates a job board that lists a variety of roles, from software engineers to marketers, for various projects within the company.

  • Ethlance.

Ethlance is a decentralized job market built on the Ethereum blockchain. It allows companies to post job listings and for candidates to apply for jobs using cryptocurrency.

  • is a job board listing jobs related to blockchain, cryptocurrency, and other Web3 technologies. It lists a variety of roles, including software development, marketing, and operations.

  • Wellfound (AngelList).

Wellfound is a platform for startups to find and hire talent. It includes a variety of roles, including software development, marketing, and operations.

LinkedIn is one of the most widely used job boards for professionals, and it can be a great place to find top talent in the Web3 industry.

  • Indeed.

Indeed is one of the largest job sites. It offers a great way to find a wide range of roles, including software development, marketing, and operations.

  • CryptoJobsList.

CryptoJobsList is a job board listing jobs related to blockchain, cryptocurrency, and other Web3 technologies.



Once the job posting is published, resumes and applications will start to come in. The next stage is to screen resumes to identify candidates who meet the qualifications required for the role.

Screening Web3 specialists is crucial for hiring the right candidate for the job. The following are some tips for effectively screening Web3 specialists based on the OnHires’ experience:

  • Evaluate their technical skills.

Web3 specialists should have substantial experience and unique skills of working with blockchain technology, cryptography, and decentralized systems.

  • Assess their experience.

Look for candidates who have experience working with Web3 technologies and understand the decentralized ecosystem. Consider their past projects and involvement in the Web3 community.

  • Evaluate their passion for the Web3 movement.

Web3 specialists should have a strong passion for the decentralized movement and be committed to building a more equitable and transparent future through blockchain technology.

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Initial interview

Initial interview

After screening resumes, the next stage is to conduct an initial interview with selected candidates. This can be done in person, over the phone, or via video conference. The goal of the initial interview is to get a better understanding of the candidate's qualifications and to assess their fit for the role.

And remember to look for a good fit with your company culture. Web3 specialists should align with your company's mission and values. Consider their personality, communication style, and collaboration skills during the interview process.

Technical interview

Technical interviews

A technical interview is usually conducted for technical roles, such as blockchain developers or smart contract auditors. Such a technical interview aims to identify the candidate's technical skills, level of his or her expertise, and knowledge of the necessary stack.

Web3 specialists should be able to think creatively and find solutions to complex technical problems. Consider asking the candidate to solve a technical problem in a case study format during the interview process.

The specifics of interviewing in the Web3 field

The specifics of interviewing in the Web3

Of all stages in the recruiting process, interviewing is perhaps one of the most important. During the interview, the recruiter finds confirmation or refutation of the information about the candidate they already previously have after the screening stage. And then, the recruiter determines how promising it is to lead this candidate further through the following steps of the recruiting selection.

Here are some important specifics of the interviewing process in the Web3 space:

  • Coding challenges.

Many companies in the Web3 industry use coding challenges as part of their interviewing process to assess the candidate's technical skills and experience in the relevant technologies. These challenges can include tasks such as building a smart contract or a decentralized application.

  • Behavioral interviews.

Behavioral interviews are used to assess the candidate's fit for the role and the company culture. These interviews typically focus on the candidate's previous experiences and how they handled specific situations.

  • Case studies.

Some companies in the Web3 industry use case studies as part of their interviewing process. These case studies are designed to assess the candidate's ability to apply their technical skills and knowledge to real-world scenarios.

  • Online interviews.

With the Web3 industry being highly decentralized, many companies conduct interviews online via video conferencing tools, allowing them to reach a wider pool of candidates, regardless of their location.

  • On-site visits.

For some positions, companies in the Web3 industry might require on-site visits, allowing them to assess the candidate's skills face-to-face and see how they interact with the team.

Reference checking

Reference checking

After the initial and technical interviews, the next stage is to check the references provided by the candidate. This is an important step to verify the candidate's qualifications and to get a sense of their work ethic and performance.

Speak with the candidate's past colleagues and supervisors to better understand their work ethic, communication skills, and technical abilities.

Many companies in the Web3 industry conduct background checks on potential hires to ensure the company's security. This can include criminal history, credit history, and education verification.

Job offer

Job offer

A job offer is extended if the candidate passes all the previous stages. The job offer should include details such as salary, benefits, and start date. It is usually done through an email or a call.


Onboarding for the Web3 specialists

Once the candidate accepts the job offer, the onboarding process starts.

Organizing an onboarding process in the Web3 industry is different than in other sectors due to the industry's highly specialized and rapidly evolving nature.

Here are some features of organizing the onboarding process in Web3:

  • Technical training.

New hires in the Web3 industry typically require extensive technical training to become proficient in the relevant technologies and tools. This training should cover the basics of blockchain and Web3 technologies, as well as more advanced topics such as smart contract development and cryptography.

  • Mentorship program.

A mentorship program can be beneficial for new hires in the Web3 industry. This allows them to learn from experienced professionals and get guidance and support as they navigate the industry's complex and rapidly evolving landscape.

  • Community engagement.

Many Web3 projects rely on the community to help with development, marketing, and other tasks. As a result, new hires need to engage with the community and learn how to collaborate with other community members.

  • Use of decentralized tools.

Many Web3 companies use decentralized tools for communication and collaboration, such as chat apps and project management platforms. New hires need to become familiar with these tools.

  • Security and privacy training.

Security and privacy are critical in the Web3 industry. New hires should receive training on how to protect the company's assets and information and comply with regulations.

  • Continuous learning and development.

The Web3 industry is highly dynamic and ever-evolving, and staying up-to-date with the latest technologies and trends is essential. As a result, companies should provide ongoing learning and development opportunities to help new hires stay current in their field.


Guide how to organize the recruitment stages in Web3

As we see from the above, recruiting Web3 specialists has features and challenges. But the final result is definitely worth the effort.

And to be sure of the final result, it is worth considering the option of cooperation with a professional recruiting agency, like OnHires, for example, which is familiar and ready for all the possible difficulties of hiring highly qualified and experienced specialists and will efficiently and professionally cope with them instead of you.