𝕁𝕆𝔼ℂℝ𝕐ℙ𝕋💙

WHO IS A WEB3 MANAGER, AND WHY AM I BUILDING A CAREER AROUND IT? For as long as I can remember, I have always found myself managing one thing or another. Whether professionally, in business or even in church, whenever I am entrusted with an administrative responsibility, I often find myself taking ownership of the management process. Over time, I realised that management was more than something I naturally gravitated towards. It was a skill I was developing, refining and becoming increasingly confident in. Professionally, I am a model and talent manager. Over the last 10 years, I have successfully managed more than 3,000 talents in Web2. That experience has given me a practical understanding of talent identification, team coordination, people management, communication, relationship building and accountability. More importantly, it has taught me that managing people is not simply about assigning responsibilities; it is about understanding their abilities, putting those abilities to good use and ensuring that expectations translate into results. When I transitioned into Web3, I quickly realised that management was not entirely unfamiliar territory. As I became more acquainted with the ecosystem, I started encountering roles such as Project Manager, KOL Manager and Community Manager. I understood the individual responsibilities associated with these positions, but I also began to see an opportunity to bring different aspects of talent and project management together. That was how I began defining my position as a Web3 Manager. So, what exactly is a Web3 Manager? A Web3 Manager connects projects with the right people, skills and resources required to achieve their objectives. Think of it as managing a network of skilled professionals and helping projects identify, access and work with the right talent for their needs. This could include content writers, content creators, KOLs, community managers, project managers, developers, designers and other professionals whose skills are relevant to the project’s objectives. However, being a Web3 Manager goes beyond knowing people or having access to a large network of professionals. You must understand the people you recommend. You must have assessed their capabilities, reviewed their portfolios, examined their previous work and established that they have the competence to deliver what they promise. Your recommendations carry your reputation. Consequently, you cannot afford to connect projects with people whose abilities you cannot confidently vouch for. There is also an important aspect of this role that I consider non-negotiable: accountability. A Web3 Manager should not simply introduce a project to a professional, collect a commission and disappear. You should be able to coordinate the engagement, establish clear expectations, monitor progress, facilitate communication and follow through until the agreed deliverables have been completed. When a project pays for a service, there should be someone who understands what was agreed, what is expected and whether the work has been delivered accordingly. Ultimately, a Web3 Manager serves as a bridge between projects and talent. You understand the needs of a project, identify the right professionals, facilitate collaboration and provide the coordination required to ensure that everyone delivers their responsibilities. It requires more than connections. It requires sound judgement, experience, communication, organisation, professional relationships and above all, the ability to manage people. I am particularly excited about this direction because I am not approaching it as someone starting entirely from scratch. I am bringing a decade of talent management experience into an ecosystem where skilled professionals, strong networks and effective execution are essential.