The blockchain ecosystem has seen unprecedented growth with many companies now looking to hire Web3 developers with experience in cryptocurrency.
The web is undergoing dramatic changes. Of the latest changes is Web3, a new version of the internet, which is quickly expanding in size and popularity.
As it’s still a new idea, finding Web3 engineers is a tedious task. It’s mostly cryptocurrency and blockchain enthusiast developers who are mastering this new form of the web, which is destined to change the internet in ways we have yet to understand.
Before we talk about how to hire Web3 developers, let’s talk about Web3 itself.
Web3, unlike its predecessors, Web 1.0 and Web 2.0, is based on peer-to-peer (P2P) decentralized networks, such as blockchain.
Blockchain is a hallmark building block of cryptocurrency, and Web3 is a product of both. Web3 developers create apps that aren’t limited to a single cloud server but are instead distributed on a blockchain or decentralized P2P network that isn’t controlled by a central authority.
In simpler words, Web3 is similar to how most cryptocurrencies work based on the blueprint of Bitcoin.
How does this differ from the existing Web 2.0? While Web 2.0 is user-centric (most of the content is user-generated), Web3 has taken this approach to the next level by introducing more autonomy and keeping things more transparent and relatable. In Web3, computers are heavily involved in interpreting information on a human level.
Web3 has many additional attributes that distinguish it from Web 2.0 — it’s verifiable, self-governing, permissionless, distributed, stateless, and has built-in payment systems (cryptocurrency).
This lack of transparency and verification led to Web 2.0 containing too much content and information, most of which isn’t helpful for general users. Its security is also sub-par, which is why there are too many hackers today and a marked increase in identity theft and other cybercrimes.
Any application built on Web3 would be developed and owned by the users as they help create and maintain the app, earning their stake along the way. This is just how Bitcoin operates, as miners of the currency earn Bitcoins when they facilitate transactions through computing operations.
The apps on Web3 are called “dApps,” which is short for “decentralized applications.” You can expect to hear this term more often in the near future.
An effective Web3 developer is one who is familiar with the concept of Web3, is proficient in the relevant programming languages, and has the right tech stack to back their development work.
The tech stack, or developer stack, refers to the technology or tools the developer uses and excels at. A good example is the MEAN stack, which is comprised of MongoDB, Express.js, AngularJS/Angular, and Node.js.
For Web3, there’s a specific tech stack that the developer you’re hiring must use.
The Web3 SDKs, or libraries, are essential for building any dApp. These libraries support the interaction with a blockchain, such as Ethereum, and conduct transactions.
If you’ve ever dabbled with cryptocurrency, you probably already know what a crypto wallet is. It holds your cryptocurrency and can be either a digital or hardware wallet. For Web3 applications, a wallet is required to facilitate transactions.
Nodes make up the blockchain and retain a copy of it. These are also called Web3 providers for this reason, as the application’s connectivity with the blockchain hinges on these nodes. Without these nodes, dApp cannot communicate with the smart contracts.
The most commonly used provider is QuickNode, which provides a global network of nodes powered by speedy operations.
In the crypto world, smart contracts are pieces of code that live on the blockchain. Written in Solidity, these cannot be altered or mutated. This code runs when the conditions for it to run are met.
This automates the workflow when the participants of the blockchain confirm an outcome. These smart contracts (pioneered by Ethereum) also helped give Ethereum the edge over Bitcoin in terms of transaction speed.
The average yearly salaries for Web3 developers can vary greatly depending on what you’re hiring them for. Here’s an overview of the most popular Web3 expert roles and their salaries.
According to ZipRecruiter, the average yearly salary for a blockchain developer is $154,550 or $74 per hour. Note that this average is mostly drawn from larger companies. If you add smaller companies and startups into the mix, the average yearly salary drops to $80,000 per year.
Since the term “blockchain developer” is a broad descriptor, the associated salaries tend to vary. In general, there are two types of blockchain developers: blockchain software developers and core blockchain developers.
Despite their differences, both types of blockchain developers require a similar skill set. Here are the main blockchain developer hard skills you should look for when hiring a blockchain developer for your team:
Like the rest of the roles on this list, blockchain developers need the following soft skills:
The average base salary for a Solidity developer is $127,500 per year. Remote Solidity developers can earn up to an average of $145,000 per year, depending on which company they’re working for.
With Solidity, developers can craft applications with self-enforcing business logic in smart contracts, creating a non-repeatable record of transactions. Solidity also supports libraries, a complex user-defined type, and inheritance. Thus, it’s a good choice for creating contracts for crowdfunding, voting, multi-signature wallets, and blind auctions.
Solidity developers are usually responsible for:
Besides having a deep knowledge of Solidity and blockchains, Solidity developers should also have the following hard skills:
According to Glassdoor, the average annual salary of a smart contract developer in San Francisco, CA, is $94,674 with an average additional cash compensation of $20,950.
As their name suggests, smart contract developers are responsible for developing smart contracts for blockchain platforms. They use various programming languages, such as Solidity and Vyper, to create smart contracts, which, as we covered above, are blockchain programs that automatically run when conditions are met.
Unlike blockchain software developers who create dApps as well as smart contracts, smart contract developers are only responsible for designing and building smart contracts architecture and related tasks. As such, they have fewer responsibilities and lower salaries.
Here’s what they’re typically responsible for:
Most companies require smart contract developers to have the following hard skills:
There’s a lot of variation in the salaries of Rust developers.
According to ZipRecruiter, the average Rust developer earns $91,709 per year or $44 per hour. However, in certain major cities, the average salary of Rust developers is higher. For instance, the annual average salary of a rust developer in San Francisco, CA, is $106,131 with an average additional cash compensation of $11,867.
Rust developers are responsible for coding and developing web browsers, blockchain platforms and projects, servers and systems software, and operating systems in the Rust programming language. They may also be responsible for testing, debugging, and ensuring the security and safety of the systems, software, and platforms they develop.
Additional duties may include:
Like Solidity, Rust is a popular language that has a wide range of Web3 applications. It’s particularly popular due to its use in the Solana blockchain, a potential competitor to Ethereum as the leading platform for dApps. As of March 2022, Solana is currently ranked ninth in market value on CoinMarketCap, making it the highest-ranked blockchain platform that uses Rust.
Most companies require Rust developers to have the following skills:
Many organisations also prefer to hire Rust programmers who have at least three to five years of Rust coding experience since it’s a difficult language to master.
According to the Rust Survey of 2019, most Rust programmers rated their expertise as 7 out of 10 or below, even though over 68% of them wrote Rust code weekly. Additionally, 22% of Rust users indicated that they didn’t feel productive while coding Rust and the steep learning curve was the second most common reason for not using Rust on some projects.
As such, it’s important to get a good idea of how familiar and comfortable your potential hire is at Rust. Give them a few test assignments and make sure that they know how to create, test, and debug the programs and apps you want them to create.
Whether you’re looking to hire Web3 developers for a long-term project or a small gig, knowing where you can find the best talent for this specific set of skills can substantially cut down your search time.
Web3, like cryptocurrency in its early days, is driving impressive innovation. It’s an excellent opportunity to be a part of the blockchain ecosystem and help formulate the future of the web.
Unless you live in a tech hub where you can find talent locally, it’s probably easiest to hire remote developers. Here are the best places to find these developers and Web3 engineers:
Even while talking about something as cutting edge as Web3, you may find the age-old approach of searching job boards to be quite convenient. However, you’ll want to choose a job board that’s known for harboring blockchain and crypto developers.
There are several recruitment websites that focus solely on crypto-related jobs. You can increase your chances of finding the right person by posting the position on more than one of these platforms.
LinkedIn is another online job board, but it’s also a social media platform. Many startups begin their talent scouting here.
Not only do you have the opportunity to post Web3 development jobs on LinkedIn, but you can also search for professionals with experience by viewing the profiles of prospective employees. Profiles present workers’ skills, experience, and education, and if you like someone, you can communicate with them directly on the website or app.
While LinkedIn is an excellent place to find a developer, it also provides a great platform for promoting your business, especially if you’re looking for financing. It offers opportunities to show off the talent you hire as well, to make your venture appear even more valuable.
Online talent marketplaces are another viable option when searching for Web3 developers. These usually have both remote workers and freelancers, so you’ll first need to figure out exactly the kind of worker you need.
Do you want a permanent member of the team? Do you want a contractual freelancer? These are serious considerations. For example, for long-haul collaboration, you’d likely want the developer to be an employee of the company.
There’s nothing wrong with going with a freelance developer, provided this kind of relationship meets your needs and you can find someone suitable. But if you’re looking to embed developers in your team and hire them permanently, Revelo is an excellent place to start. You’ll be connected with top-notch remote talent specializing in Web3 engineering or development, or whatever technology you need to grow your business.
One of the most significant benefits of using Revelo is that the developers are pre-screened, so the skills and experience they list on their profile are what you’ll get. Therefore, there’s no need to confirm their experience — you can just move along with the interviewing process.
You probably don’t want to spend endless hours reviewing resume after resume and conducting dozens of interviews. At the same time, you also don’t want to miss out on good talent by overlooking their applications.
To help you pick out the best from the rest, here are some examples of job postings and some guidelines for the interviews themselves.
If you find hiring daunting, don’t worry — hiring developers doesn’t require the formal interviews, group discussions, or IQ tests that many big corporations use. If you’re all for decentralization anyway, you might as well do things a little differently than more centralized corporations.
The first thing you need to nail is the job post itself. Whether you choose to go with a job board, LinkedIn, or a talent marketplace, you’ll need to define the position you’re offering.
This is important because, believe it or not, many recruiters and contractors end up using the wrong terms in their posts or adding too much detail. This can cause candidates to overlook the most important requirements of the position. In these cases, you’ll end up with irrelevant resumes and often too many of them to sift through.
When you’re looking to hire Web3 developers, the post should be direct. It should address that you’re looking for a blockchain developer who specialises in Web3 development and has the right tech stack to support it.
Ideally, you would want people with experience working with blockchain to apply. So, make a list of the relevant keywords to put in your post. Those keywords will also help the post rank better on search engines, so anyone who types those keywords will see your job posting.
To help you write an immaculate job post to hire Web3 programmer, here is an example:
“We are looking for a passionate and experienced Web3 developer to help us build our project XYZ.
Our ideal candidate is someone with experience developing blockchain-based applications, especially those for Web3 (dApps). They should be aware of and use the latest technologies in crypto, blockchain, and Web3 development. With collaborative energy and willingness to learn, the right candidate will readily communicate with and assist other team members on the project.
You can follow this layout or create your own based on this sample structure:
Begin by briefly introducing your company or the idea of the project without giving too much away, especially if you’ve come up with a new idea.
Then, talk about what the ideal candidate should have, including the desired skills and qualifications. Don’t be too general with these but try to be straightforward. Keep in mind that Web3 is relatively new, so asking for 5 or 10 years of specific experience may be unreasonable and limit who applies. This could cause you to miss out on exceptionally qualified candidates.
Consider adding a pay rate or range in the job posting. This transparency will ensure that neither you nor the candidates waste time with interviews or application materials if your expectations are drastically different.
Lastly, list the responsibilities that the developer will have. Include both technical and non-technical responsibilities that you’ll expect of a new hire.
Remember that a clearer job description will attract more relevant applicants.
Once you have shortlisted the candidates, you can begin setting up interviews. You already established during your initial review that they meet the requirements you defined in the job post. Now, it’s time to get to know them a bit better.
You’ll most likely be conducting the interview remotely via a web meeting tool, like Zoom.
It’s always a good idea to formulate your interview questions beforehand. You should write down your most significant concerns with hiring Web3 engineers and keep each candidate’s resume handy either in paper format or on your computer screen.
Ask them how they plan on working remotely, especially if they are located in a different region with a significant time zone difference. Discuss the communication tools and methods of your team and whether they have any experience with those.
Make sure to formulate these discussions and concerns into a set of questions and create a smooth flow. For example, consider dividing the interview into technical and non-technical sections. However, it’s not necessary to stick to your script. If you think of something during the interview, you can go ahead and ask and come back to your pre-written questions after.
Lastly, discuss their salary or pay expectations. Do they prefer to be paid hourly, annually, or by the project?
Here are some sample questions you can use in your interviews:
Don’t forget to keep the mood light and friendly!
No matter how well the interview went and how experienced the candidate claims to be, it all comes down to their skill.
To measure and confirm their level of knowledge and experience in Web3 development, you should conduct several small coding challenges. These can be presented to the candidates in written form or as video presentations to explain the purpose of the assignment. The task shouldn’t be longer than an hour unless you plan to pay them for their time.
If you’re hiring a developer to carry out different coding tasks, you should create different coding challenges, each dealing with a specific need of your project — for example, creating nodes, writing smart contracts, or developing the front end of a Web3 application.
Another popular approach to coding challenges is pair programming. In these tests, two developers work together on a problem, either in person or remotely. This is a great way to test their technical skills and their team and communication skills. The code wouldn’t be written by both of the developers, however. One would formulate the code or define the approach, while the other would actually write it. You can reverse the roles for a second test.
Here are some tips for developing coding challenges:
Hiring Web3 developers is not difficult if you search in the right places, conduct the interviews effectively, and design a solid coding test. Even if you believe a candidate is not seasoned, you can always train them. However, they should have the drive to learn more.
Revelo can solve your talent hunting issues by presenting some of the best developers from Latin America to become an integral part of your team and take your Web3 project to the next level. Contact Revelo and get matched with vetted developers within 3 days.