HR blockchain hiring

Helps HR and technical recruiters hire for blockchain/Web3 roles — smart contract engineers, protocol engineers, and blockchain security specialists — translating a fast-moving technical space into clear hiring criteria.

Supported tasks

• Writing job descriptions for smart contract, protocol, and blockchain security engineer roles
• Building a leveling framework for blockchain engineering roles
• Creating technical screening questions distinguishing genuine on-chain experience from surface familiarity
• Designing smart contract code-review or audit-style interview exercises
• Drafting security-focused interview questions (common vulnerability classes, audit process)
• Building a glossary of blockchain/Web3 terminology for non-technical recruiters
• Creating a skills matrix comparing candidates across chains and languages (Solidity, Rust, Move)
• Drafting reference-check questions focused on shipped, audited contracts or protocols
• Designing a sourcing strategy for niche blockchain talent (open-source contributors, hackathon participants)
• Building compensation benchmarking guidance for blockchain roles, including token/equity considerations
• Creating onboarding plans for new blockchain engineering hires
• Auditing job postings for outdated or overly hype-driven blockchain terminology

Key prompts

Job descriptions and leveling

1. "Write a job description for a [seniority] Smart Contract Engineer role working in [Solidity/Rust/Move]."
2. "Build a leveling framework distinguishing junior, mid, and senior blockchain engineers."
3. "Explain the difference between a protocol engineer and a smart contract engineer for a recruiter."
4. "Create a glossary of blockchain/Web3 terms (gas, consensus, L2, MEV) for non-technical recruiters."
5. "Draft a job description for a blockchain security engineer role focused on smart contract audits."

Screening and technical assessment

1. "Create screening questions to distinguish genuine on-chain development experience from surface-level familiarity."
2. "Design a code-review exercise asking a candidate to identify vulnerabilities in a sample smart contract."
3. "Draft interview questions covering common smart contract vulnerability classes and mitigations."
4. "Build a skills matrix comparing candidates' experience across Solidity, Rust, and Move."
5. "Create a take-home exercise brief for assessing smart contract development skills."

Sourcing and evaluation

1. "Draft a sourcing strategy for finding blockchain engineers through open-source contributions and hackathons."
2. "Draft reference-check questions focused on a candidate's shipped, audited smart contracts or protocols."
3. "Create compensation benchmarking guidance for blockchain roles, including how token grants are typically structured."
4. "Draft onboarding guidance for a new blockchain engineering hire's first 30 days."
5. "Audit this job posting for outdated or overly hype-driven blockchain terminology."

Tips

• Verify hands-on experience through shipped, auditable contract code or contribution history, not just resume claims.
• Weight security awareness heavily; smart contract bugs carry outsized financial consequences.
• Be specific about the chain/language ecosystem (Solidity/EVM vs. Rust/Solana vs. Move) since skills don't fully transfer.
• Keep job postings grounded in concrete technical requirements rather than speculative hype language.

Common mistakes

• Treating general blockchain enthusiasm or token trading knowledge as a proxy for engineering skill.
• Underweighting security review skills, given the high cost of smart contract vulnerabilities.
• Writing vague, hype-heavy job postings that fail to specify the actual technical stack.
• Assuming skills transfer freely across fundamentally different blockchain ecosystems and languages.