DAO Governance and Talent Revolution: New Paradigm in Recruitment from DAOhaus to WhaleDAO

Let Me Recall the 2008 Wall Street Revolution

Reviewing the past three market cycles, the rise of Decentralized Autonomous Organizations (DAOs) reminds me of the Wall Street after the 2008 financial crisis. Back then, talent from traditional financial institutions massively migrated to hedge funds and private equity, and now we're seeing a similar talent migration happening in the Web3 space. DAO governance is reshaping organizational structures, just as profoundly as quantitative trading changed the market structure back then.

Essentially, the current DAOhaus recruitment boom differs fundamentally from the ICO craze in 2017. That was driven by capital, while now it's governance-driven. Looking at the recruitment data on MyJob.one, we see that DAO-related job positions increased by 470% in 2023 compared to the previous year. This isn't a bubble, but a lasting organizational revolution.

MetaCartel and The LAO: Elite Clubs' Web3 Transformation

Strategically speaking, the recruitment of MetaCartel and The LAO represents the migration of elite capital from traditional finance to Web3 talent. This reminds me of 2012 when the best derivative traders in Wall Street began shifting to Bitcoin OTC markets.

• MetaCartel leans more towards early-stage project incubation, requiring skills in product thinking and community building
• The LAO maintains a more traditional venture capital rigor, focusing more on financial modeling and due diligence experience
• The common point is the demand for versatile talents—those who understand both DeFi protocols and traditional finance

WhaleDAO Phenomenon: Decentralized Experimentation by Institutional-Level Talent

The recruitment standards of WhaleDAO impress me greatly. They require candidates to simultaneously possess:

1. At least five years of experience in traditional asset management
2. Participation in at least two DAO governance proposals
3. Ability to write simple smart contracts using Solidity

This requirement was unimaginable three years ago. I remember that in 2019, a developer who understood the ERC-20 standard could command a $250,000 annual salary. Now the market has become more mature and also more ruthless.

Cycle Insight: Four Stages of the DAO Talent Market

Stage 1: Proof-of-Concept Phase (2016-2018)

This period was mainly focused on tech developers and small experimental projects.

Stage 2: Wild Growth Phase (2019-2021)

Treasury management became the focal point, with the emergence of the first professional DAO operators.

Stage 3: Governance Professionalization (2022-Present)

Traditional professional services like legal compliance and financial management entered the DAO space.

Stage 4: Institutionalization Phase (Projected 2024+)

True DAO professional manager classes will emerge, similar to MBA graduates in traditional corporations.

Strategic Advice: How to Prepare for Career Transition in the DAO Era

Based on my observations from MyJob.one, here are some suggestions:

• Skill Portfolio Investment: 30% technical understanding + 40% governance experience + 30% traditional professional expertise
• Reputation Building: Participate in at least one notable DAO's governance discussions and voting
• Risk Management: Maintain deep expertise in 1-2 traditional fields as a safety net

This reminds me of the advice I gave young traders in 2008: "Always maintain two ways to make money"—this remains relevant in the DAO era.

Value Judgment: DAO Positions with Long-Term Value

Based on 12 years of financial industry experience, these positions may hold long-term value:

1. DAO Governance Architects: Design voting mechanisms and power balancing systems
2. On-Chain Financial Analysts: Treasury management and cross-protocol cash flow optimization
3. Compliance Engineers: Ensure DAO activities comply with evolving regulatory requirements

Historical Lessons: Three Mistakes We've Made

In this emerging field, some lessons are worth sharing:

• Overemphasizing technology while neglecting governance design (lesson from 2019)
• Underestimating the importance of legal compliance (SEC probes in 2021)
• Assuming all DAO members have identical motivations (reemergence of principal-agent issues)

These mistakes remind me of similar errors made by early hedge funds. History doesn't repeat simply, but always rhymes.

Future Outlook: DAO Talent Map in 2030

Looking ahead seven years, I believe the following will emerge:

• Specialized DAO management consulting firms
• DAO executive search services
• On-chain reputation scoring systems
• Inter-Dao professional talent mobility markets

On MyJob.one, we're already preparing for this future. Just as we foresaw the rise of quantitative finance in 2009, this transformation will create entirely new career opportunities.