Scaling Blockchain Services for NodeTerminal with speed and quality
NodeTerminal needed to scale its go-to-market and leadership team to support ecosystem growth and partnerships. OnHires built a structured multiregional hiring program across BD, partnerships, marketing, and operations—combining role calibration, targeted market mapping, and weekly hiring ops. The result: 5 hires delivered with 57% faster time-to-hire and stronger hiring signals across distributed stakeholders.
Client:
NodeTerminal
Industry:
Blockchain
Country:
CEE, Western Europe, Asia, North America
Service:
Executive Search
Background
NodeTerminal operates in Blockchain Services and builds a node launchpad and Node-as-a-Service platform that simplifies buying, deploying, and managing node assets.They engaged OnHires to scale critical go-to-market and leadership capabilities to support ecosystem growth, partnership expansion, and operational execution.We owned the hiring process end-to-end—from calibration and sourcing to interviews, offer management, and onboarding coordination—while aligning distributed stakeholders on clear success signals per role.
Challenges
Hiring senior go-to-market talent with blockchain domain exposure is highly competitive, especially when several roles are open in parallel. NodeTerminal also had distributed decision-making across regions, which created risk of inconsistent interview signals and slower final decisions.The program required a repeatable process with fast feedback loops, clear scorecards, and strong candidate experience—without sacrificing quality.
Scarcity of blockchain-experienced go-to-market talent
Competitive offers and fast-moving hiring cycles
Multiple parallel openings across functions
Distributed stakeholders and inconsistent evaluation signals
Need for a repeatable process with clear role scorecards
Solution
We built role-specific pipelines and a structured hiring operating system: calibrated scorecards, standardized interviews, and weekly hiring ops. This ensured fast feedback loops, consistent evaluation across regions, and a predictable path from sourcing to signed offers.
Market mapping + targeted sourcing playbooks per role
Calibrated scorecards aligned with leadership expectations
Structured interview stages with consistent signal capture
Weekly hiring ops: pipeline reviews, blockers removal, fast feedback
Offer management, compensation alignment, onboarding coordination
Results
The program delivered measurable speed improvements while increasing decision quality. NodeTerminal closed 5 priority roles across BD, partnerships, marketing, and operations with 57% faster time-to-hire and stronger early-stage screening signals.
57% faster time-to-hire
5 hires delivered across GTM and operations
Improved first-round pass rates via upfront calibration
Reduced late-stage drop-offs with standardized scorecards
Faster stakeholder alignment through weekly hiring ops
More consistent candidate experience across regions
Standardized scorecards and role calibration reduced misalignment between interview stages. Hiring managers reported clearer decision-making and fewer “re-open” loops at final stages.
Improved stakeholder alignment across regions
Higher quality shortlists from targeted sourcing
Fewer late-stage rejections
Faster decisions through structured debriefs
Improved stakeholder alignment across regions
Weekly hiring operations minimized idle time between stages and kept momentum high across multiple roles. As a result, NodeTerminal maintained consistent throughput and predictable closures even with distributed decision-making.
“OnHires brought structure and speed to our hiring during a critical growth phase. Role calibration and weekly hiring ops helped us close key GTM and leadership positions faster—without sacrificing quality.”
Founder & Talent Manager
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