Work

Quite often, entrepreneurs underestimate the importance of clearly delineating the roles of a CMO, marketer, digital marketer, or SMM specialist in their business, creating a situation where executors are given responsibility for the strategist’s duties or vice versa. This leads to systemic problems: at a minimum, marketing begins to work fragmentedly, strategic goals remain goals, and budgets are wasted.

In Web3, classic Web2 hiring methods often simply don’t work. According to the Electric Capital Developer Report 2024, over 65% of active Web3 engineers have never had experience in large corporations, and over 70% demonstrate their skills openly — through GitHub, hackathons, or DAOs. In this ecosystem, experience is not hidden behind NDAs; it lives in commits, contributions, and open repositories. Over 80% of Web3 teams work remotely or asynchronously, and the average time to accept an offer here is 4–6 days, compared to 2–3 weeks in Web2. It’s not just numbers — it’s a different pace and culture. Teams that continue to operate according to old principles with multi-level interviews, long feedback, and checking every CV item lose candidates before the final stage. In Web3, those who know how to evaluate not formalities, but code, culture, and speed win. Because it’s not “where you worked” that matters, but what you’ve created and how you think. Below, I’ll break down the six most common mistakes recruiters make when trying to hire Web3 engineers the “old way” — and what you should do differently.

«I’ve been working remotely for five years, and this experience destroyed my psyche. I stopped wearing makeup, I stopped buying clothes, I gained 15 kg, I lost all contact with friends and acquaintances. It became much more difficult to leave the house. At some point, my whole life came down to work and walking the dog,» wrote Alla Belina, a client manager in IT, on LinkedIn. There are almost 100 comments under her post — IT people share their own experiences and impressions of what they heard. They also advise the girl to consult a specialist to rule out depression.

Everyone has long known how building a company through the system of individual entrepreneurs (hereinafter referred to as «FOP») works, but I want to highlight why, in my opinion, this model still prevails, using the example of a comparison with the state alternative in the form of «Diya.City».

In honor of Halloween, recruiters and HR professionals have shared their scariest interview stories on LinkedIn. Some of them are hilarious and hilarious.

Hello! It’s #vsrativakansii again. Autumn is in full swing, candidates are still complaining about the difficult job search, recruiters can’t find worthy candidates. In short, the labor market lives its own life despite the cold, shelling and blackouts. Today we’re talking about strange vacancies and a little bit about shitty candidates. In the issue — an anti-zoomer vacancy, a search for a vibecoder to replace 10 developers, an unsuccessful hack through a test and a vacancy with a reservation at a casino for $12,000. Also read about inadequate candidates and Kim Jong-un.

Marketer Serhiy Inak has posted a job opening on LinkedIn for Head of Media Buying, User Acquisition at AMMAGAMMA with a salary of $15,000 and the possibility of booking. Interestingly, this is a company with a mission to «prove that casinos can be different.» The position is being actively discussed by the community.

Recruiter Yulia Sitnikova shared her experience of selecting candidates on LinkedIn, among whom she found a significant number of Koreans.