加密货币职业：2024 年 5 个见解

在竞争激烈的就业市场中，依靠个人网络和联系比以往任何时候都更加重要。 The Crypto Recruiters 首席执行官 Emily Landon 概述了加密货币就业市场正在发生的事情，以及您如何在 2024 年为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.

尽管最近结束了加密货币的熊市，但 Web3 正在变得更加主流，并且对加密货币和区块链公司职位的需求正在上升。

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

事实上，最近在 LinkedIn 上发布的加密货币产品营销经理职位在短短五天内就收到了 500 多名申请者。

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.

客观地说，Web2 中中级职位的典型招聘信息在一个月内可能会收到 50 到 100 名申请者。

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

然而，尽管需求不断增长，但加密货币领域似乎缺乏良好的产品和营销人才。

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.

在一个年轻的行业中，这些职位面临的挑战是缺乏投入时间并证明其价值的优质候选人。

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?

这个领域有很多年轻而饥饿的人都是“实干家”，但是当他们一开始就无法进入下一个阶段时，我们如何证明他们能够完成工作呢？

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.

技术技能也可能存在差距，因为我们有很多来自其他行业的产品和营销专业人员，而公司更喜欢经验而不是技术知识。

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

内部招聘团队和创始团队正在努力寻找信誉良好且值得信赖的人来履行其职责。

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.

也许可以举办一些竞赛来证明产品和营销的创新能力和策略，但如何证明他们能够在没有业绩记录的情况下长期执行呢？因此，恶性循环以及高管们从其他行业中挑选的原因。