In this episode of "The Degen Psyche," I sit down with Harrison Wright, a seasoned blockchain recruiter, to delve into his journey into the crypto industry and the nuances of recruiting in Web3 versus traditional industries. Harrison shares his insights on the importance of understanding a candidate's goals and aligning them with the right opportunities, likening recruiting to marketing and emphasizing the need to solve a candidate's problems.

We also explore the challenges of retention in the crypto industry and the critical, often failing role of HR departments in addressing these issues. Our conversation covers the significance of operations and people management, highlighting the necessity for a C-level executive to oversee HR functions and drawing a distinction between traditional HR and the modern startup world.

Harrison provides valuable advice for those looking to break into the crypto industry, stressing the importance of content creation, direct outreach, and targeting specific teams. He recommends proactive steps like reaching out via LinkedIn DMs or cold calling, and staying engaged with select companies or communities to increase the chances of breaking into the field. Throughout our discussion, Harrison underscores the importance of putting oneself in a position to get lucky and consistently taking action to achieve career goals.
Kickstart your career in Web3 with this episode!

Takeaways

Recruiting in Web3 is similar to traditional industries, with the main difference being the need for specialization and understanding the unique aspects of the crypto space.
Effective recruiting involves understanding a candidate's goals and aligning them with the right opportunities, rather than simply pitching a job.
Retention is a challenge in the crypto industry, and aligning a candidate's long-term goals with the company's vision can help improve retention rates.
HR departments play a crucial role in understanding and addressing the challenges of retention in the crypto industry. HR in the crypto industry is evolving and requires a C-level head to oversee operations and people management.
Reorganizations during market cycles can be challenging, and it is important to plan ahead and avoid reactive decision-making.
Content creation and direct outreach are effective strategies for individuals looking to enter the crypto industry.
Targeting specific teams and demonstrating a unique value proposition can increase the chances of success in job seeking. Take proactive steps to break into the industry, such as reaching out through LinkedIn DMs or cold calling.
Stay engaged with a select group of companies or communities over time to increase your chances of breaking in.
Put yourself in a position to get lucky by consistently taking action and staying involved.
Authenticity is important in interviews, but also focus on conveying the information that needs to be conveyed in a compressed timeframe.


Chapters
00:00 The Journey into Crypto Recruiting

08:38 Challenges of HR in Web3

28:09 The Evolution of HR and Operations in Organizations

30:31 Navigating Market Cycles in the Crypto Industry

39:52 Challenges of Hiring and Scaling in the Crypto Industry

46:43 The Competitive Nature of Job Seeking in the Industry

53:32 Navigating the Job Seeking Process in Web3

56:06 The Role of Authenticity and Follow-Through in Job Seeking

57:14 Fostering a Positive Company Culture in Web3

01:17:05 Improving the Interview Process for Fit and Capability Assessment

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