Topic: Blockchain Talent Wars: Recruiting Top Blockchain Technical Talent (Read 112 times)

Hi Everyone - in a effort to post some more stimulating topics in this thread, I'd like to contribute an article recently posted on Steemit by our team at Global CPQ www.globalcpq.com.  The original article can be found here:

https://steemit.com/blockchain/@lochto/blockchain-talent-wars-recruiting-top-blockchain-technical-talent-in-a-bare-market

The war for talent is heating up in the blockchain emerging tech space. Project teams are searching for fresh new technical talent, but are finding there are more imposters than experts out there. New projects with robust tech teams are popping up daily, and one has to wonder: where have all these experts been hiding?

ICO's are everywhere. Start-ups are advertising teams of 20-30 blockchain experts on their websites and white papers. In today's competitive blockchain talent market, countless experts are emerging from the shadows.

Don't get me wrong, I love new projects. I love blockchain technology, and I can't seem to get enough information about all the various use-cases and potential future applications of the technology. The fact that there is even an employment market for blockchain skilled individuals is fantastic. I'd love nothing more but to see this growth continue.

I myself am part of an exciting project team at Global CPQ www.globalcpq.com. Our vision is to bring Enterprise Blockchain CPQ Pricing Intelligence to Enterprise B2B E-Commerce. We are constantly looking to network with new talented and like-minded individuals. We are always recruiting, whether it be for help now or in the future. It's fairly easy to find someone to add to your team in an advisory role, but ultimately you'll need someone to roll up their sleeves and actually write some code.

Our project at Global CPQ www.globalcpq.com fits into a many different categories of technology. We have people working on blockchain technology and Smart Contracts from a Solidity coding perspective. We have people designing alternate off-chain Ethereum blockchain architectures. We also have people writing JavaScript, APEX Code, and Force.com development. We have UX/UI experts designing forward thinking web user-interfaces. We have fin-tech analysts designing the financial workflow and rules manager behind the presentation layer.

My point is that it's hard to claim that anyone is a true blockchain expert yet. We are all young Jedi's finding our way through the galaxy. Are we ahead of the curve already by being passionate, interested, and thirsty for knowledge in blockchain? Absolutely. Is it mind-blowing hearing from the true pioneers of the first ever decentralized payment systems? Yes, without question. But when we are talking about our enthusiastic but novice blockchain project teams, and what they actually bring to the table, I think it's important to be transparent. This world we hope to live in is about trustless decentralized systems. Let's be honest with each other along the way.

So what do you do when you need an actual expert? You can try searching on LinkedIn or Indeed. You'll find lots of enthusiasts with academic blockchain knowledge. Not a bad start, but it leaves you with limited options for real code-slingers. Twitter? You'll get mostly AirDrops and shill. No offense to those platforms, I'm a supporter of all of them, but it's just the way it is.

I've found Reddit to be a solid option for low-cost help, and general friendly advice. Bitcointalk is of course great too for bouncing ideas around and meeting new people.

Still, with all of these options, what we've found is the cold hard truth: it's all about the money. The only way to get real talent is to pay real money for it. I don't mean "real" as in "fiat vs. crypto". I mean real in the sense of true industry salaries for top technical talent in the corporate marketplace. With all of the money flowing into projects, the reality is that top talent demands top dollar.

This is a challenge for most every team in true start-up mode. It's a hard balance to find. No team has infinite resources. But whether you pay in the form of currency or future rewards, make sure you pay your people well. Let them know you appreciate their help regularly. Make sure you actively communicate with your team. Be honest and transparent, and seek feedback regularly. Reward your teams, and they will appreciate it. Retention and culture is even more important than finding them in the first place.

At Global CPQ, we focus our recruiting efforts on finding the right long-term hires. We are early stage, so our compensation plans tend to be rewards focused. We are actively seeking talented individuals interested in joining our team. If you are interested in joining our project, please contact us directly at [email protected] and we will follow up right away.