Comprehensive Analysis of Web3 Talent Recruitment: Key Roles Insights from Creators Lead to Course Operation

Structural Changes in the Web3 Recruitment Market

To be honest, while reviewing the MyJob.one backend data last week, I noticed an interesting phenomenon: the demand for Creators Lead recruitment increased by 47% suddenly in Q2. Hmm, this number left me a bit flabbergoggled, as such positions were still considered niche market last year...

Thinking it over, this might be related to NFT project teams starting to prioritize community operations. Just last week at the Web3 conference in Barcelona, a project founder told me: "What we're most lacking now isn't developers, but people who can tell our community's story well."

Salary Bands for Key Positions

Let's speak with data. Based on our platform's offer data from the past three months:

• QA Tester recruitment: Annual salary $65k-$90k, especially requiring talent who understand Solidity unit testing
• Content Creator recruitment: $75k-$120k, with differences mainly depending on multilingual capabilities
• CMO recruitment: Mostly $150k+ with equity, top DAO projects even offering up to $300k

Frankly, every time I organize these numbers, I can't help but think that the market is becoming increasingly generous with composite talents...

The Special Challenges of Project Lead Recruitment

Speaking of Project Lead recruitment, there's a case worth sharing. Last month, we helped a Layer2 company in Berlin find a responsible person. Initially, they only wanted candidates with technical backgrounds. But actually...

After conducting market analysis, we suggested adjusting to a dual standard of "technical understanding + business acumen." Do you know who got hired in the end? A former DeFi product manager with a computer science PhD background. This story tells me: Web3 leadership positions have long transcended traditional cognitive boundaries.

The Rise Logic of Emerging Positions

Recently, the demand for Course Operation recruitment has suddenly increased. What stage of industry development does this reflect? I've drawn a trend chart:

1. 2021: Infrastructure boom period - demand for engineers
2. 2022: Application exploration period - demand for product and operations roles
3. 2023: Knowledge popularization period - demand for education-related positions

This evolution trajectory, isn't it very similar to the development path of the early internet? Only Web3's progress has accelerated by at least three times...

The Hidden Barriers in Talent Matching

While handling Content Creator recruitment cases on MyJob.one, I noticed a subtle phenomenon: simply being able to write articles is no longer enough. Current requirements include:

• Understanding memecoin propagation mechanisms
• Differentiating between Twitter and Mirror audiences
• Even being able to analyze on-chain data...

To be honest, this reminds me of a candidate I interviewed yesterday. He came from traditional media, could recite crypto terminology, but froze when asked "how to verify a project's real user numbers using Dune Analytics." See, this is the new content creation threshold.

Technical Evolution of QA Positions

Regarding QA Tester recruitment, there's a technical detail worth noting. The current mainstream testing requirements have changed as follows:

This change actually speaks volumes - the industry is shifting from "usable" to "reliable." Just as I often tell candidates: writing test cases is now more valuable than writing code...

Practical Advice for Job Seekers

If you're looking at Project Lead recruitment opportunities, here are three pieces of advice:

1. Don't be intimidated by "5 years of Web3 experience" - this industry is still relatively young!
2. Prepare your on-chain footprint (Gitcoin donations, DAO contributions, etc.)
3. Learn to package your experience with ZK-Rollup thinking (simplify complex experiences)

Last week, a candidate impressed a top venture capital recruiter by showcasing her contributions to several small DAOs. Sometimes, authenticity matters more than perfection.

Employer Strategy Adjustments

When helping clients with CMO recruitment, I often suggest they:

• Incorporate tokenomics understanding into core JD requirements
• Set a 30-day on-chain trial period (to observe candidate engagement)
• Consider hybrid remote+in-office work models

Especially the last point - now 85% of top CMO candidates require at least 50% remote work. Hmm, this was once considered science fiction before the pandemic...

Future Outlook for Education Positions

Regarding Course Operation recruitment, I've discussed with several top education platform friends. They generally believe:

What does this mean? Course design, learning incentives, certificate NFTization... these细分 directions could all spawn new positions. To be honest, I'm closely watching the recruitment demand changes in this sector.

Innovation in the Creator Economy's Organizational Structure

Finally, let's discuss the underlying logic of Creators Lead recruitment. The traditional Creator Economy is undergoing three paradigm shifts:

1. Community building instead of platform commission-taking
2. From advertising to modern token incentive mechanisms
3. From algorithm recommendations to social graph construction

This explains why today's Creators Lead need to understand both social media operations and token reward mechanism design. Last week, a team in Lisbon even required candidates to write basic smart contracts - though I think this requirement might be a bit excessive...