In the ever-evolving world of Web3, job seekers are increasingly asking a fundamental question: does the traditional resume still matter? Or, as blockchain disrupts industries, is it rewriting the rules of recruitment too?
To unpack this, CCN spoke with blockchain recruitment expert Owen Healy, who has placed over 120 professionals across 33 countries into top Web3 roles. Known for blending hard-earned wisdom with sharp wit, Healy shares what really matters in crypto hiring and how to stand out.
Resumes Still Matter—But They’re Not Enough
“Absolutely, don’t let anyone tell you otherwise,” Healy begins when asked if resumes are still relevant in Web3. “That said, projects hiring in Web3 want to see more than just a resume. They want proof of work.”
It’s no longer just about listing experience—it’s about showing it.
A Solidity dev?
The CTO wants your GitHub.
A social media manager? Show your viral threads.
“Make sure your resume says that you can hit the ground running,” Healy emphasizes.
Yet in this tight-knit industry, a good referral can outweigh a perfect CV.
The overwhelming majority of roles in Web3 are filled by existing contacts or internal referrals. A good word from somebody already involved or connected to a project will go a long way.
You’ll Want To See This
Can You Get Hired as 0xAlice?
Anonymity, a hallmark of crypto culture, brings a double-edged sword when it comes to hiring.
“Generally, no—most projects associate zero identity with zero accountability,” Healy explains.
However, exceptions exist. He recalls a friend who, reluctant to be seen as “the crypto guy” in a corporate job, built a pseudonymous reputation on X and landed a full-time gig.
“Having anonymous social media can help people break into Web3.” Over time, his friend transitioned from pseudonymous posts to a doxxed full-time contributor.
What Really Counts: Proof of Work, Presence, and Personality
In crypto hiring, traditional credentials are giving way to more dynamic signals. “To use the old Tesco phrase, ‘Every Little Helps,’” says Healy. Whether it’s GitHub commits, DAO activity, or a savvy X presence, visibility and credibility matter.
“For devs, frequent contributions to prominent repos will always arouse interest. You want your GitHub to highlight that you can a) ship good code and b) think independently.”
For marketers and devrels, social proof is king: “Having an active and engaged personal X account is a huge advantage. Projects want people who are not only visible but also widely respected.”
Soft Skills with a Web3 Twist
The decentralized nature of Web3 doesn’t diminish the importance of soft skills, but it redefines them.
“In Web3, the term ‘team player’ carries extra weight,” Healy says. “Web3 employees are usually incentivized via vesting schedules, so projects want team members to assume a high level of passion and responsibility.”
He underscores the value of entrepreneurial drive and adaptability. “No two days are the same—plans change, setbacks arise. Most projects find it assuring that you’re used to fighting fires.”
Forget Standard Interviews—Here’s What Actually Happens
If you’re preparing for structured interviews and psychometric tests, think again.
“In Web3, interviews are more usually informal,” Healy explains. Instead, expect conversations with team members who want to know your story, not just your stats.
Most candidates will complete a take-home task, though Healy is vocal about fairness: “Any take-home assignment more than 3 hours long should be compensated.” Encouragingly, he notes more projects are catching on.
Some dev-led projects skip tests entirely, favoring technical conversations to assess fit. But beware of projects using interviews for free ideation: “Web3 jobseekers are very conscious of this, so it’s always best to have a clear process and communicate it in advance.”
Degrees Optional, Passion Required
Is education still a box to check?
“In most cases, it’s credential-agnostic,” Healy notes that many successful Web3 professionals entered the space through curiosity, not academia. “People connect, start helping each other out and suddenly, they find themselves doing things they’ve never done before.”
He celebrates the open-access ethos of Web3: “There’s so many free resources out there to help people get started.”
The Future: Trustless Hiring?
What does Healy see shaping the next phase of Web3 hiring?
He points to verifiable credentials and privacy-preserving identity solutions. “So much of what candidates tell us is based on trust. Yes, we can identify red flags and smell BS, but what if we didn’t have to?”
He believes cryptographic identity tools will help ensure that portfolios and personas can be verified without compromising privacy.
“LinkedIn and GitHub are relatively easy to spoof. That needs to change.” Healy emphasizes.
Want In? Start Here
So, what’s the best advice for a newcomer?
Healy keeps it simple: “Always Be Connecting. Be your own headhunter.” Skip job boards. Instead, reach out to founders, decision makers, and industry leaders directly.
“Focus on building street cred in a specific ecosystem. Early-stage projects love to hire people who’ve shown interest in them already.”
And get experience—any experience. “Do some pro-bono work, even if it’s just for an hour or two each week.” For those crypto-curious, he recommends starting with the free 12-week program from the University of Nicosia.
Web3 hiring isn’t about ticking boxes. It’s about showing up, standing out, and connecting smartly.
“Proof of work matters more than pedigree, and passion still beats polish in this frontier industry. Let your code, your tweets, your commits, and your creativity speak for you.” Healy concludes.
Was this Article helpful?
