Marine

still seeing the same tired arguments: job seekers: “my twitter is my resume" “i don’t need linkedin” “why should i have a CV?” recruiters: “no resume, no call.” “if they don’t have a linkedin, pass” “none of these people are serious” reality check: - most CT degens aren’t on linkedin - most recruiters in crypto aren’t on CT (count how many of us are here, then count how many actually try the products) but y’all eventually need each other. meet in the middle ffs! we might get to a future where your onchain rep, twitter engagement, or public work is your full application. but we’re not there yet. and truth is? we may never fully get there this space is still the wild west. but just because we’re early and experimenting doesn’t mean you get to skip the basics. innovation isn’t a hall pass for unprofessionalism. i’ve tried to be flexible. i’ll look at your mirror or even linktree link. i’ll read your threads. but if you’re missing calls, flaking without notice, ghosting mid-process... you’re becoming “that student who got the whole class punished" and then wondering why the likes of you are not getting hired being different doesn’t mean being difficult decentralization ≠ no standards 🐍 mamba pissed off mused. you can rewrite the rules, but you still have to show up and execute 🎙️🫳

In crypto, you’re not hiring people for what they’ve done. You’re hiring them for what they’ll do when no one’s told them how to do it. That’s the game in crypto. Crypto startups move fast. Docs are outdated (if there was one to begin with). Roles evolve mid-sprint. If you're building in this space, the real question isn't: “Have I done this exact thing before?” It’s: “Can I figure it out when nothing is mapped out yet?” Because that’s the job (PERIOD).

soft skills, soft skills, soft skills, soft skills, soft skills another chat with a founder, and this by far is top priority when assessing candidates how you communicate, problem solving, adaptability, emotional intelligence and critical thinking, intuition, you name it