a16z Discusses Recruitment: Crypto-Native vs. Traditional Talent, Who Is More Worth Betting On?

Chainfeeds Guide:

People with crypto experience, or those with outstanding quick-learning abilities?

Source:

https://www.techflowpost.com/article/detail_28253.html

Author:

a16z

Opinion:

a16z: The rule of thumb is that crypto-native professionals have a crucial advantage: they can jump right into the work. High-risk projects are often time-sensitive, and every day counts. Sometimes, native crypto expertise is essential. This is especially true for positions involving blockchain technology and its application infrastructure, where even the most skilled professionals may face a steep learning curve. Smart contract development is a prime example. These self-executing protocols are coded directly on the blockchain and require precision as well as an understanding of decentralized logic, which is fundamentally different from traditional programming. A vulnerability in a smart contract can lead to catastrophic consequences, even losses of millions of dollars, so this is a high-risk area where understanding the rules is critical. Bringing talent into such a steep learning curve industry can be a challenge, as candidates may need time to adapt to the nuances of blockchain technology—decentralization versus centralization, increased openness, and so on—as well as the "spiritual culture" of the crypto industry, which includes everything from different cultural terminology to ways of thinking. However, non-crypto company talent can drive the development of the crypto industry in many areas, especially as companies begin to scale. For example, traditional professionals with backgrounds in software engineering or operations can bring diverse skills and a wealth of experience, often honed at large software companies. These professionals are often multi-taskers, able to navigate complex internal bureaucracies and obstacles to drive projects to completion. In the rapidly growing, multidisciplinary teams of the crypto industry, this operational flexibility becomes a powerful asset. Scaling experience is also crucial. Traditional candidates have often participated in the development of products used by millions of users and have solved the challenges that come with success: ensuring systems remain operational under extreme infrastructure loads, optimizing large-scale performance, and coping with unpredictable surges in demand. This experience is directly applicable to Web3 products, as these products are transitioning from niche crypto audiences to more mainstream markets. For example, candidates from fintech companies may have important relevant experience in payment technology or financial regulations, which could also play a role in your business. If you are developing infrastructure or consumer applications, there is a large pool of talent that has accumulated years of scaling experience in these areas. Consider the overlaps in this experience and assess how quickly they can master the specific technologies of the crypto industry to build your ideal team. More broadly, candidates with experience in design, user experience, scalability, security, and leadership can also accelerate innovation in the crypto industry, as these skills are often domain-specific and may even make them more suitable than those without such experience.