We’re hiring a crypto-native technical recruiting lead to take ownership over our Protocols/Blockchain engineering teams. These teams build the financial infrastructure that lets institutions interact with hundreds of blockchain networks securely.
You’ll own the full recruiting lifecycle for these roles: sourcing, screening, closing, and everything in between. This is a hands-on leadership role where you’ll personally execute end-to-end while also serving as a mentor to other recruiters on the team, helping them sharpen their pipeline strategy and closing instincts.
We evaluate candidates across four key competencies: Technical Skills, Complexity and Impact of Work, Organizational Knowledge, and Communication and Influence. The sections below break down what we’re looking for in each:
Technical Skills
- Owns end-to-end recruiting for the most technically demanding engineering roles. Executes creative sourcing strategies for deeply technical, hard-to-find talent (distributed systems, blockchain, cryptography).
- Constructs robust pipelines with measurable metrics. Reverse-engineers pipeline math independently (screens, loops, offers needed to hit hiring goals). Iterates to improve efficiency and scales what works.
Complexity and Impact of Work:
- Independently owns hiring outcomes for high-stakes roles without hand-holding. Executes full-cycle recruiting with strong conversion metrics.
- Partners with engineering managers and technical leads to calibrate on bar, refine interview loops, and close competitive offers. Escalates appropriately on process changes, bar adjustments, and stakeholder commitments.
Organizational Knowledge:
- Works cross-functionally with engineers, EMs, and executives, flexing communication style based on audience. Builds credibility with skeptical hiring managers through technical calibration.
- Maintains tight feedback loop with leadership on progress, blockers, and learnings. Balances velocity with judgment on things that ripple across teams.
Communication and Influence:
- Takes feedback cleanly, gives it constructively. Adapts approach based on stakeholder needs and hiring manager input.
- Mentors junior recruiters on pipeline strategy, technical calibration, and closing under pressure. Extracts playbooks from successes and teaches others to replicate.
You may be a fit for this role if you have:
- 8+ years of full-cycle recruiting experience, with significant time spent in crypto, fintech, or adjacent infrastructure spaces where you understand the talent landscape and candidate motivations.
- Track record of hiring for deeply technical roles (blockchain, distributed systems, security, or similar) where candidates are competitive and closing requires more than just meeting compensation expectations.
- Demonstrated ability to close competitive candidates with numbers to prove it: you can cite offer acceptance rates, wins against competing offers, or walk through creative close strategies under pressure.
- Experience pitching equity in a way that inspires candidates to bet on upside rather than just comparing cash offers.
- History of mentoring other recruiters on pipeline strategy, technical calibration, and closing.
- Willingness to get in the weeds when stakes are high: you source, screen, and close alongside your team when it matters, while also knowing what to delegate and when to ask for help.
- Experience in an environment where you were measured on placements or hires, not arbitrary activity: agency recruiting, quota-carrying in-house roles, or a sales-adjacent background where filling roles is the desired outcome.
Although not a requirement, bonus points if:
- You’ve worked at a crypto-native company where you already know the talent pools, compensation dynamics, and how to sell the opportunity to engineers who have competing offers.
- You were emotionally moved by the soundtrack to Hamilton, which chronicles the founding of a new financial system. 🙂
