加密貨幣職業：2024 年 5 個見解

在競爭激烈的就業市場中，依賴個人網絡和聯繫比以往任何時候都更重要。 The Crypto Recruiters 執行長 Emily Landon 概述了加密貨幣就業市場正在發生的事情，以及您如何在 2024 年為自己或您的公司定位。

Despite a recently concluded bear market in crypto, Web3 is becoming more mainstream and the demand for roles in crypto and blockchain companies is on the rise.

儘管最近結束了加密貨幣的熊市，但 Web3 正在變得更加主流，對加密貨幣和區塊鏈公司職位的需求正在上升。

In fact, a recently posted job on LinkedIn for a Crypto Product Marketing Manager received more than 500 applicants in just five days.

事實上，最近在 LinkedIn 上發布的加密貨幣產品行銷經理職位在短短五天內就收到了 500 多名申請者。

To put this in perspective, a typical job posting for a mid-level role in Web2 might receive 50 to 100 applicants over the course of a month.

客觀地說，Web2 中中級職位的典型招聘資訊在一個月內可能會收到 50 到 100 名申請者。

However, while demand is growing, there seems to be a lack of good product and marketing talent in the crypto space.

然而，儘管需求不斷增長，但加密貨幣領域似乎缺乏良好的產品和行銷人才。

The challenge with these roles in a young industry is the lack of quality candidates that have put in the time and proven their worth.

在一個年輕的行業中，這些職位面臨的挑戰是缺乏投入時間並證明其價值的優質候選人。

There are many young and hungry people in the space that are “doers,” but how can we prove they will get the job done when they can’t get to the next level in the first place?

這個領域有很多年輕而飢餓的人都是“實干家”，但是當他們一開始就無法進入下一個階段時，我們如何證明他們能夠完成工作呢？

There also may be a gap in technical skills as we have a lot of product and marketing professionals dipping in from other industries, as companies prefer experience to technical knowledge.

技術技能也可能存在差距，因為我們有很多來自其他行業的產品和行銷專業人員，而公司更喜歡經驗而不是技術知識。

Internal recruitment teams and founding teams are struggling to find people that are reputable and trustworthy to execute on the responsibilities of their role.

內部招募團隊和創始團隊正在努力尋找信譽良好且值得信賴的人來履行其職責。

Perhaps there are contests that can be held to prove innovation capabilities and strategy for product and marketing, but how can one prove they will execute long term without a track record? Hence, the vicious cycle and why executives are cherry picking from other industries.

也許可以舉辦一些競賽來證明產品和行銷的創新能力和策略，但如何證明他們能夠在沒有業績記錄的情況下長期執行？因此，惡性循環以及高階主管從其他產業中挑選的原因。