# Web3 Talent: Profiling, Recruitment, and DAO Dynamics | Griff Green, Benoit Kulesza, Amanda Keleher

- Speakers: [Griff Green](https://streameth.org/speakers/griff-green)
- Channel: [Ethereum Denver](https://streameth.org/ethereum-denver)
- Date: 2024-10-09
- Duration: 48:30
- Topics: blockchain, web3, ethereum, Entertainment
- Watch: https://streameth.org/watch/yt-00LTcpT9T8c
- YouTube: https://www.youtube.com/watch?v=00LTcpT9T8c

## Description

An extensive panel discussion on the future of work in the Web3 industry. This conversation will feature in-depth analysis of ideal talent profiles and advanced recruitment techniques. Join us as we explore the Web3 job market and discuss real experiences from professionals engaged in decentralized autonomous organizations (DAOs).

## Transcript

test test test yeah I I don't know I always mik would you guys be down to yeah yeah just so it matches I don't know it bugs me when I see this you know I agre by yeah perfect thanks thanks all right let's get this rolling hope everyone is having a amazing eth Denver it's great to be back here last year was my first year and uh it's been a lot of action a lot of amazing Innovations a lot of companies growing rapidly in the space right now introducing myself my name is Remington Rodney I lead Partnerships at proof of talent we are a web recruiting agency we've been building and helping teams grow with the top talent in the space for 5 years now and today we've got a legendary panel with some incredible people in the ecosystem and we're going to be diving into everything web3 Talent profiling recruiting and DOW related so without further Ado I'd love for each of you guys to introduce yourselves and we'll get things kicked off yeah I'm Griff green I'm a prolific nonprofit founder in the space giveth common stack dap node uh General magic currently we have a team between like kind of the amorphous products and and companies that that we organize together which kind of collectively call the giveth Galaxy uh we're about 60 people and of course we're hiring uh so recru t.g. if you're interested yeah hi everybody I'm Beno kesa I'm the founder of the web Talent Fair it's an event happening every year in Paris uh during the atcc Paris uh so it's an event where we um connect talents and people who are Builders and uh looking for for uh awesome talents in the web Street space and from that event we have uh launched like very recently good hiive good hiive is a collaborative recruitment platform for it Talent of the web 3 with an awesome uh Way new way of working since all the commission that is collected from the client side is given back to the community in exchange of their uh excellent and collaborative services such as participating to the recruitment process and monitoring process so I'm very happy to be there uh especially among those those guys and um yeah nice hi I'm Amanda kaher I'm the chief people officer at consensus so we're a leading uh web3 blockchain software company so you might know some of our products weet in terms of metamask linear uh in fura and um we are about 850 people now spread across 40 countries and um hopefully you'll learn a bit more about us as we we go into this talk awesome thank you guys so much and yeah each of you guys have very diverse backgrounds and work within different company sizes different sectors within the ecosystem which is really exciting can add to a lot of wealth of knowledge within this conversation prior to to jumping into I guess the the recruitment side I'd love for you guys to share more about your journey into web 3 right some people here might not be full-time in the space you know everyone came from a different industry before we got here so yeah um if you want to kick it off Griff sure sure I was a chemical engineer by training but somehow I ended up with like the first blockchain degree ever which was a masters in digital currencies in 2016 but like that really didn't matter for me I was uh my first project was the DOW back in the day and uh actually a week after the Dow was hacked I went and collected my diploma so you know didn't really matter but uh yeah and I've just been uh floating around in the public good space really trying to figure out how we can build something better than governments I got in this space because I hate hate the banks and I hate the governments however I'm not like a violent overflow overthrow kind of guy I'm more of like a transitionary like how do we how do we peacefully evolve products that are better than the banks and better than governments so that just we can slowly be better and that's that's what excites me in the space that's what all my products are focused on all the all the things that I do are are kind of in that direction yeah actually grief one was one of the guy I have followed was the first uh in the in the beginning of my web stre Journey uh to begin with I was uh working in um in in finance so in a regular company I was an exec in uh doing some uh MMA uh but after a while I wanted to to create something to be entrepreneur so I joined the U uh a project on the sharing economy side and on that project we were thinking how to share the value that we were creating with the rest of the community to earn the preference of the community and to to uh get more value coming in thanks to this reward mechanism that we would create for the community at that time we were um thinking about Equity how to to share Equity with the community but it was very difficult in terms of regulation in terms of pive value for for the community and that's at that time around 2015 2016 that I started to uh be aware of what was the we three and how we could use take advantage of the smart contracts uh to uh create some new methodology new process to spread the value among the community so after a while I started this project like um uh Gathering Talent uh creating a community of talent and uh we believe that this is uh the main pain of the ecosystem is to find the right talent and to bring more Talent into the ecosystem so that we have created good Hive and uh once again good Hive the idea is to give back all the the value that is created to the community in order to gain theme their preference so this is the a kind of um uh achievement of the the initial Target that uh uh came from the sharing economy to uh to the actual things that we are doing Amanda okay well great backgrounds I'm trying to say think about what's interesting about mine for everyone um I have actually spent my entire career in the tech space and that was very very much by Design because very you know when I was getting my first job I was something in my head said to me that if you want to do something Innovative if you want to be Progressive no matter whether you want to be in a support role or or a technical role you're going to have to be in the tech um space so um I so that's what I did um what's interesting is when I went to a company called thought works and I was there for about 10 years and that was really at a time now I'm going to show my age um when uh agile was coming in so I was actually working uh in the company that Martin Fowler who was part of writing the AEL Manifesto we also had the emergence of the devop scene and what was exciting about that was from a human capital kind of perspective we had to like really figure out am I doing this right yeah figure out uh this new world that we were moving in in terms of skill sets that didn't exist in the marketplace and how we were going to get those in order to actually keep at PACE with the changes in technology and software development practices uh Etc so then that led to me being head hunted to work in the startup scene in New York uh for about 10 years which was extremely exciting in as well and throughout that Journey what I learned about myself and if we kind of get to it today I'll talk a lot about how having self-awareness and understanding who you are as a person I think is a really really important part of the future of work uh I realized that I'm extremely Mission driven and that the companies that I needed to work for didn't only have to just be in Tech but they had to be Mission driven and so as I made my uh last step four years ago uh it was sort of a no for me that that's what consensus was going to be I really wanted to be part of something that what they were building and what they were doing was contributing to make the world better place and that sounds a bit corny but it's true right um and so for me it's Tech and being very Mission driven uh is what's kind of driven my career to date amazing yeah I think the commonality between each of you guys right is the mission and I think if you're coming into this ecosystem you need to understand what that is for you uh what impact do you want to make obviously like Griff said with the banks unbanking giving giving giving resources to people that did not have that in the past you know and that that's a beautiful thing serving the different crypto communities with within Talent you know um I guess let's dive into the trends right now for for talent and recruitment the market is very different than how it was in Q3 and Q4 right now um things are looking very bullish um starting out with Amanda like what are some trends you're seeing at consensus right now for the talent and hiring ecosystem I mean I don't think it's it's exclusive to consensus but I think the thing that we need to all get a head around is that the total addressable Market of talent in web 3 is not that big and as we move back into this more exciting phase of of the marketplace we're going to be once again in a position where the demand for talent far exceeds the actual amount of Supply that we we have and so we're going to have to be extremely extremely comfortable with hiring folks from non web3 backgrounds and making sure that we have the practices and the ability to support that within um organizations I think that Dows if there's sort of an emerging Trend Dows were starting to pop up the the last time we were going through a hyper um hiring mode as a way that we were sort of seeing uh web 2 talent who are sort of intrigued about the space were going into Dows in which is quite a safe environment for them to kind of start to get their head around understand and then um companies were also hiring um out of you know people who had participated in Dows and so I think it is it is our responsibility like if I think about my number one responsibility is if we believe in this ecosystem we believe in what we're doing we got to bring more people in and so all of your practices and everything that you're doing have You' got to get your head around that because if we're not developing the talent we're fundamentally not developing our ecosystem yeah I want to Second her on this that like I've seen these Cycles so many times and it starts where like right now we're at the end of oh yeah there's lots of people with web 3 experience available you know this is like we just had in my opinion assuming the four-year cycle and if the Cycles are the same as they've been uh just on the hiring cycle that those were probably the last set of layoffs in the last you know the last few months so there's good people with web 3 experience out right now and I know my hiring team is like we got to lock down the leadership now you know because it's hard to onboard leaders from web 2 to web 3 directly is been my experience uh it's really nice to have someone in the leadership position with web 3 experience and so if you are hiring for leadership positions this is your moment you got two to three months left assuming the Cycles are the same uh and then and then it's they're gone the good people are gone and you have to really focus on converting web 2 good people to the web 3 space and having internal systems that can really train people uh you know giving your leadership the time and taking away some of their respons posibility so that they can train the web two people that you're bringing in you know there's a lot of there's a lot of techniques you can use but that's I think that trend is really important for everyone to follow in the if you're if you're in this space uh also I I kind of see uh I see a few Trends with the Dows I I've noticed that um Dows are really not the meme of dows is broken this idea of like a leadership list organization that you know you know you everyone just kind of does stuff right but a new meme is kind of forming of a of dows that are fostering leaders and giving leaders the tools they need to be leaders within Dows and so really focusing especially if you're in the Dow space on is this person a leader or an Executor you need both of course but you really need to like uh uh give people within Dows that leadership position and and those are the Dows that are successful the ones that can foster leaders and help them take on a crew do their thing with uh with the da being more of an accountability measure than a decisionmaking process yeah I um to go in your way um I can uh give a few figures from the last cycle so starting in 2020 to 2022 the number of jobs there has been multiplied by eight like in like two years uh so I hope the trend will follow the same path for this uh hopefully opening cycle which uh what is looking now for an opening cycle um and uh another thing about Dows yeah I was pretty I was a lot involved in Dow in the in the beginning of my learning curve um at that time my frustration was that the Dows were more about um governance like a decentralized governance more about the tools about uh some um uh learning things but there was not really like a value coming back to the to the members of the Dow the there was the the main use case where like either investment Dow or learning Dow and um so that's also what triggers our project which is to give back some real value to the to the to the members of the Dow through the commission that is paid that by the client which is a funnel back to the community to reward their participation and their um and um the the fact that they bring value to to the final clients and to the community as well yeah really really incredible point and you know even in the more immediate right now too like obviously proof of talent we're taking out a ton of new clients right now which is incredible we're seeing a ton of new non-technical roles which is another great signal that companies are reaching a level of maturity to bring these products to Market there they're finding pmf they want to get in the hands of other partners other businesses so really love the points that you guys made and I think you guys brought the brought up Dows as well and I want to dive into the future of work what does the future of work look like for the web3 industry um Griff you want to start on this one sure sure uh like I said before it's really about fostering leaders within Dows I feel like uh I feel like the future of work looks a lot like the startup scene entrepreneurs coming into ecosystems and economies and really making a name for themselves there you know having this freedom to work from anywhere uh you know be your own kind of entrepreneur inside of a micro economy or a micro economy compared to like normal economies nation state economies and and so right now you know like you were just saying there's a lot of this ex like uh people think you have to be really deep into Tech to come into the crypto space and it's just not true at all I I'm pretty sure most almost all crypto organizations that I know have I mean not all but any organization that has more than 30 people has a is over 50% not tech people you know it just the BD the the marketing these these other systems are really critical so it really takes a village and so don't be discouraged if you're not a tech person you know that that's that's going to be important as far as the future of work goes there are a lot of structures in place in like normal HR scenes that just don't jive with the The Vibes of a DA right like uh within within these leadership structures I do think that there is like the leader who's got to own their own team and be able to hire fire and have a lot of agency within the structure within the organization which generally is not how larger organizations are run uh so I I like to see this like small squads uh attacking things as as a potential Trend that seems to be having uh success with IND Dows uh but also there still needs to be a lot of internal communication uh and you know Forum posts are not going to do it so I know with gith we we have systems like buddy system where instead of having like uh of course you need these um what do you call like retrospectives and feedback Cycles to be built into your into your Dow but there's not always this clear hierarchical structure where you have like the leadership who then is you know you know the line a chain of command like that that's so clear so we do kind of a buddy system where peers are reviewing each other anytime and along with like 360 review Cycles where uh you know where anyone can give reviews to anybody else and we still have like a Mini Squad within our organization that is making sure everyone is playing those games right it's it's like a different kind of HR because if you just leave people to themselves they're not going to fill out the review form on the people they work with there's not right so you still have to always give people responsibilities and hats to make sure that the organizational structure will function you know these things don't just Sprout themselves up we can rethink it a little bit but the roles always need to be there I would say I'll pass it though yeah so still uh a bit of numbers as you said um in the space if you look at the job offers all across the uh the space there's only like 40% of the job offers who are for it positions uh all the rest is marketing um uh HR um well design um regulation uh compliance all all of that so there's a lot of different needs in the space space and um and um anybody can find is fit uh as long as they are passionate about web stre and they will find they will find some uh very interesting uh jobs because when you enter the space you are making it growing and um you are participating to the growth of those IDE of decentralization uh which is in my mind uh what the future of work is uh looking like um the future of work will be decentralized it will bring more freedom to the workers it will help to spread the value across the in a very fair in a much more fairly way to the one who contributes to the creation of that very same value um I strongly believe that uh this decentralization will happen in more and more vertical of the economy uh the traditional structure like the company structure that we have known all over the 19th and 20th Century uh are still a good future but but definitely the new organization will be more and more decentralized and it will be more effective because people will be more um willing to to create values in the the value that they create will come back to them and um one more thing is that um we have today among employees workers all all across the the West at least there is a strong feeling of disengagement like um I don't know the statistic in in us but in Europe it's like 90% of the employees who say that they don't find a meaning in their job they are disengaging from their job and with this uh decentralization happening I think it it is bringing back a lot of um uh interest and value to people to create to create uh to work and to create value for for a larger goal uh in this case I think all of all of us we are we are looking forward to bring decentralization more and more to this world and um yeah and I just want to jve off that really quick because uh along with that decentralization and increas in agency there's like a responsibility on the individual to like set their own boundaries it's really easy when 90% of the rest of the world is disengaged you know like 80% of the crypto space is so engaged that they cross their own boundaries with their partners and their families trying to work all the time uh because remote culture and various things so having systems in place to make sure that people are setting their own boundaries and not burning out uh is like really critical yeah I think I think that's interesting going back to some of the things that you spoke about Griff the first time what um is really interesting is a lot of those practices you're employing uh are being pulled from uh what were originally software development practices right they actually they came out of the agile movement so that's where we first sort of started to see them and the reason that I'm saying that is I think that we need to be looking closely at a lot of the things that are going on in our ecosystem looking at Dows because they as historically we've seen in terms of us pulling out practices from software development and then standardizing them into the way that we operate as a company I think Dows are leading indicator for us in terms of what the future of work is going to be like and what people are going to want so just think about that because it is all pattern um and I think that that's what we're seeing now and that that will kind of show us I um I'm going to like really go out there like I firmly believe we are moving into an age of community and I think that the actual fundamental relationship between employer and employee is going to completely change and and that is going to it will impact How We Do compensation structures it will impact how we uh do Learning and Development I think organizations as they exist today over the next sort of like 3 5 10 years are going to look completely different and I think we need to look at the way Dows are operating the way that the people in um our space are working right now and use them as leading indicators of what is motivating them how how they want to be compensated the kind of work I actually think um you were talking a little bit like almost like squads right little like PODS of groups working together I'd even push it out even further where it's not even teams I actually see a world where everything is more project um oriented and so like here's a project we'll promote it and that and individuals will drop in and drop out based on their skill sets their preferences their strengths into multiple different projects that might be existing within a company so I actually think we'll move away from that kind of team concept and more into kind of like a a a project oriented so I'd encourage all of you to be thinking about like really pushing the boundaries in terms of your thinking about like what the future of work is going to look like cuz and it's going to change everything that we're doing I think I actually think HR teams will start to look and operate much more like what you see Dev and Community teams operating like um so Dev and Community teams are actually engaging with your external audience and then I think you'll have a similar kind of like team inside that is focused on the community within a company and building those kind of practices so yeah you know how you decided how you describe that structure is very much how we work in the giveth Galaxy where we have like our designer squads and our we call kind of call them uh uh they're kind of two different verticals there's the project vertical and then like the like your skill set vertical or I guess horizontal and so we have like the designers are kind of floating between projects the the developers are floating between projects but then you have that one product manager who's really focused on each project and tying everything together yeah pulling resources as they need and people within the Dow are kind of floating around yeah which be which is actually changing a mindset you're not thinking about it in the concept of teams thinking about it in terms of the overarching kind of project that or product that you're you're kind of building and just bringing groups of people together fluidly over time as different kind of needs arise in order to continue building that that product yeah yeah and the challenge there is the coopertition how do you make sure that like you know the leaders aren't fighting for that great designer you know when they both have deadlines and stuff and making sure that everyone's you know talking to each other you like I I actually don't like mind the idea of like people fighting I think that really great conversations come out of constructive conflict and so um that actually also teaches leadership skills because if you've got to sit down with someone else and hash out why that one particular resource needs it to be with you rather than them uh it really pushes you so don't be afraid of that I would say like bring that on you want those conversations exactly conflict resolution and conflict management more importantly is the way is so critical for these structures to work you know you can't just be like firing people when they when people get angry with each other because it's a dowo how do you fire you know it's harder to fire people in the current in the future work so uh making sure that there's space and strategies for these conflicts and natural like competitive n the competitive nature of these systems for as long as there's space for people to talk you know and ideally also real life opportunities to meet so that they don't dehumanize each other other these things are so critical and that's what I was getting at is that I think everyone needs to be thinking about this as an age of community and I'll say the community we're no longer companies we're no longer trying to control people when you start to think about a group of people coming together around a shared Mission and that they're building something and that they're a community you'll start to think about all your practices and processes and things that you need to do that are relative to that rather than traditional company mindset Griff I want to get a quick question to you as well too like for some people in the audience Dows may be a very new con concept could be a novelty working in a dow full-time can you give us some examples of some of the top Dows in the ecosystem I mean the top Dows it's it's interesting the top Dows are generally l2s or like uh ecosystems with huge grant funding so like optimism arbitrum uh I consider ens a top Dow uh Unis swap you know these these uh these systems that are managing infrastructure and they have like a decentralized method of deciding who gets the you know this this pot of funds that was set aside at the issuance of the token to be like kind of creating Network effects for the community you know and that usually those decisions are kind of structured in a dow likee fashion and that I'd say that's the the most common pattern for Dows and so it's like a and just it's either an L2 or a huge D5 project like those are those are the biggest TOS but maybe you guys have other ideas what are the other big Dows um yeah you mentioned uh the big project uh the big dap who has been on the on the space uh you mentioned also optimism but of course uh I think ethereum Bitcoin is uh are the first hour in fact um and uh they appears to be very successful um so yeah Ian layer all these uh staking Protocols are also becoming Dows polka dot you know the but these are weird Dows you know these are the Dows where it's like you got to be a devops dude to participate in governance so I I think there's a lot of variety at there what I I'll just put a Different Twist on it and this is kind of coming back to a point I was making earlier there is so many options out there that really what's important is to think about what motivates you and what where what you maybe whether it's You're motivated by learning a particular skill set or you're motivated by the mission or like I think this is like really the opportunity to be thinking about what do you want and then I think you're going to find it you know yeah because it's not just big Dows right there's lots of small Dows out there and there's lots of companies too you know not everything needs to be a DA and a lot of things work better not as a DA you know a lot of things yeah I mean make making a pivot from there too um like I said Market is looking very green right now lots of opportunities for candidates coming into the space how can they best position themselves to land an opportunity in this market I'll start with Ben ma um so you mean um how a new buy a new be coming in the space uh would find some good could could be a newbie could be someone that was impacted with the layoffs I mean there's a ton of competition right now like how is someone going to differentiate themselves in this new bull market and and land an opportunity well um so if you're a new be we start with that point uh the best thing is to to join uh the event I think the it's a very best starting point is to meet the Community to to uh to get uh some um hands on what are the value uh that we are talking about in in this community and uh it's it and to feel the Vibes because uh when you you are in this kind of event you you there's some nonverbal communication you just feel it you just feel that the space is uh incredible there's a lot of incredible people and once you're there and and you're hooked uh then I I I strongly advise to uh to to go join a doubt discuss with some other folks um contribute to some um some um some stuff that will uh bring value to the space and that's how you're building your own uh skills and legitimacy for the space um yeah and then uh find a job because there's a lot of jobs there's a lot of needs this is actually the main pain point of the ecosystem is to find some uh uh talents uh who are passionate about what they're doing and uh the wall industry during the last cycle uh was a seeking for them for for those people who who who love to to create value in the space so yeah my advice is B picking think about where where is your intrinsic motivation I I see so many people in this space that are ruled by their passion and those are the successful people so don't just get a job you're like oh you know arbitrum is really big and I'm not into D5 but it looks like there's money there dude you're not going to last long don't don't bother think of figure out like examine the space What are you interested in what what change do you want to make in the world what you know what excites you about these space what some projects they always wanted to learn about pick like two or three and start contributing like like Ben say like make some make some impact there create some value without making being paid you know get a get a Vibe check do are these your people who are the leaders get a lay of the land you know Dows for better for worse are very political you know it like who are the leaders who are the decision makers make sure to make an impression with them uh you know find out like don't get stuck behind the the you know the walls right find out where you can really make an impact look at their issues make a poll request depending on where you're at in the ecosystem you know what value you can create uh what what do you really want to do like in Dows and and in this ecosystem in general even in just regular companies it's like what are you intrinsically motivated as far as like higher level topics and what do you want to do with your career you know you really in this space you know we're not so picky on what you've been doing you know if you're like yeah I'm a designer but you know I wanted to be a Dev so I'm going to do like a buddy of mine his name is Mitch uh he's probably one of the best smart contract Engineers we have I met him he was a chef with a high school education he he was at my burning man camp and he did a great job uh cooking you know yeah yeah we know like I see some thumbs up Mitch is the bomb he makes bomb food you know he's a professional chef he went to you know he started contributing and gith more as like a project manager and then he eventually he went to a Smart contract boot camp and now he's one of our lead smart contract Engineers where do you want to take your career make it you know this is a this is an ecosystem of agency so you got to take it you got to take it yourself I feel so hyped up now like what a pep talk um I I think the important thing here is that no matter what role you do you have highly highly transferable skills so what whatever you're doing today if you're in web 2 chances are that exact role exists within within web 3 I think my number one piece of advice um because we are going to be like we said earlier moving into a phase where we're going to be hiring more out of web 2 than we we are anywhere else is you have got to demonstrate a basic level understanding and passion around the ecosystem right if there's just like one thing you do that's what I would say do like your skills your capability ities whatever it all translates there's there's no problem there but be passionate about the ecosystem lead with curiosity you're not going to learn at all be kind to yourself it's really hard to kind of get your head around but pick one kind of like aspect of it learn it really well have curiosity and then just go and like apply for the roles but that that would be my number one advice but also what Griff said like actually like make sure you want to work at that company and do that actual role that you're applying for cuz that's really important reflection right coming into this space it's a wild wild west so like you guys each said take the time to truly reflect on what aspect of the ecosystem gets you excited okay you're going to wake up every single day excited to build towards this mission that we're all building towards as well of decentralization um so with that being said I know we've got um about nine minutes left in the the panel I wanted to just open up the opportunity for any questions um that you guys have we we have incredible leaders on the stage co-founders Executives for some of the top companies in the space so just want to give you guys that opportunity super super valuable advice you guys were giving I've been in the web 3 space for a while and it's just like so resonant and everybody here definitely is gaining a lot from this panel thank you um I think that there's probably at least from my experience and I know people that I've talked to it's like cutting through the noise of just feeling like you're throwing your resume into the abyss and hoping that like some sort of algorithm picks up you know the key wordss that are going to somebody's going to care about like what is your advice for cutting through other than which was great advice to just start contributing and start showing up and be there like whether it's in IR l or whether it's in the forums or whether it's in the Discord whatever it is in terms of the application of putting you know your resume out there your LinkedIn profile out there whatever it might be what are the mechanics that you think are most effective oh I'll jump in um yeah you're right I mean I think that these applicant tracking systems and unfortunately we need to use them because we do we do get a Lo a load um of reses particularly like uh right now but what I would say is so always do that like always like put your application in like that's really important you need to be like in that system um but going back to sort of the notion of community and Community also a big kind of basis of that is relationships and so I think any way that you can be establishing relationships within the wider ecosystem Community I think coming to events like this participating in hackathons um any way where you can be kind of like interacting and contributing within the community will allow you to then build either an online or an in real life kind of relationship and then you meet you know more people that can then compliment kind of like putting your um putting you know just putting your resume forward but I think the relationship bit which is really interesting because I think for a long time we moved away from that um and went more down the applicant tracking kind of thing I think that it's coming back and and building those relationships is really important I love memes personally I just love memes throw throw a meme in your resume make do something to make yourself stand out what makes show show off your passion you know everything else that we said here you know in your cover letter why do you want this job what makes you intrinsically motivated to like do a good job you know I can't tell you you know it just sucks but the reality of hiring is you get a lot of Duds and the Duds are there for the 9 to-5 Collective paycheck and extract what makes you not an extractor right that's that's what you got to prove to people uh getting through the first like um like always apply you have to apply no no matter what even in gith we're only 60 people in the Galaxy uh but you know it's kind of like this interesting at least from us internally it's like you have to apply but then you know the the HR crew the people reviewing the applications if you have the skills and you match the job description uh you know then you'll probably make it to the across the front lines but also the person at least the way we do it we usually have like a person who's kind of in charge of going to be that person's like onboarder uh who they're going to work with and so they also kind of get to look at things and if they if they're like oh yeah I've seen that guy's handle you know I've seen this guy you I've seen him float around like that's that's going to get you that's going to get you past that initial phase you know so uh I I also think social media is really important I I can't tell you how many people don't add their Twitter account like dude like I want to check out your Twitter you know like it's crypto you got to have a Twitter you know you got to be active in the space to stand out you know and if you don't have a Twitter account like I don't know where you stand on some of the the cool that's going on yeah I think um one of the most critical uh things to to get out in the space is to develop your own network uh because there is a lot of referral things happening in between uh uh professional in the network um and uh yeah participating in this kind of event um doing acon um putting uh on your resume some training uh some proof that you have gained some uh some skills about the the ecosystem plus the network work uh will uh almost certainly guarantee you a job in the space especially if we're coming back to the a bull a bull uh bull market now there's lots of interesting certification programs like the token engineering Academy you know you put that on there it looks good thank you guys for that a lot of great answers there I know we've got one more question yeah first off thank you for the shout out on optimism love optimism uh been there for while um closer um so I'm in an age where I get a lot of mentoring requests uh F like I'm the only degenerate among my friendship group and all their kids want to get into crypto is the I mean it was really great advice is it the same thing for a college student who doesn't have a career get into a project participate in the Dow and then you know make your move to try to get some kind of more formal employment or is it something different for a college age student I think it is different because it's hard to hire a college age student to be a leader you know it's good to have leadership experience so they have to come in I would say they come in as executors I'm sorry you are you specifically talking about someone who wants to move into the space or a college student applying just a repeater question advice for entry level college kids to get into web 3 right so first and foremost I'm going to give them a bit of advice which is make sure they most of us are virtual uh remote companies so first and foremost I would make sure I'm giving them advice around is that the kind of environment that you want to work in and I think that there is some skill sets that you need to be able to be comfortable with that good communication skills you know you're okay being on Zoom all of the time you know all of th those kind of things so just at the individual level and then I think that in terms of sort of how do they apply how do they make themselves attractive they've got to find their little niche of how they can be part of um the ecosystem in some way so whether that be participating in hackathons going into a dow being really prolific in putting opinions up on Twitter like figure out like what their like little niche is around the space and really kind of um optimize for that um in themselves because that's that's what will help them in terms of uh standing out and also people being aware of them I want to double down on hackathons no matter what you do even if you're not a developer get into hackathons yeah yeah and I'd like to add that um there are some Talent Fair like the web stre Talent Fair happening uh I know that there is a University of Michigan organizing um uh a big Talent fa this year for student uh so yeah let's join those fs and uh get involved as much as you can amazing am man and I love to give you the opportunity to share you know what you guys have going on at consensus as well with the the survey oh yeah so oh you can see it up on there so there is a global survey on web3 talent that we are partnering with uh an agent like a survey agency and a number of other um crypto companies I really really really encourage you to complete this survey I encourage you to promote this survey we need as many of folks in our ecosystem we've never really done anything like this in the world before and this is really part of being a a a good Community member and it's really going to be able to drive out some of those areas and things that we don't really know about web3 Talent right now in order to be able to put it into the hands of people that are going to be shaping the new policies or the the way that we work so please participate please promote it's really really really important and you can you can get the code up there on the screen awesome awesome thank you guys this this was incredible if we can give a round of applause to our panelists and for Remy thanks man all right