Let’s talk about job interviews today. Over the weekend, I attended a conference in London and had the opportunity to chat with some great people working in the Web3 industry here in the UK. I met a guy who was a co-founder of a startup that gave me my first job in Blockchain. He has since sold that business and transitioned into recruitment. We discussed current challenges in the job market, particularly for non-technical roles. He also mentioned the increasingly tough requirements for hiring, some of which border on questionable ethics. This conversation took me on a trip down memory lane, reflecting on my own experiences in the industry.
I remember my quest for my first job in Web3, which happened to coincide with a bull market. Companies were expanding rapidly and urgently needed new hires. It was not uncommon for employers to ask, “Can you start tomorrow?” after just one interview.
When I commenced my search for the next job, the bull market was coming to an end, but the bear market had not yet set in. Companies had slowed down their hiring processes, typically involving 2-3 rounds of interviews, including a general discussion and an assessment of your knowledge.
My third job search occurred during a severe crypto winter, a period when very few companies were hiring. Those that were hiring began to request an excessive amount of unpaid work as part of the interview process. I distinctly recall a company asking for two detailed marketing campaigns dedicated to their product launch, a general marketing strategy, an analysis of all their social media platforms and website, complete with timelines, budgets, and detailed execution plans. Unfortunately, I didn’t have much leverage to negotiate at the time, given the limited options available. They expressed great enthusiasm for my presentation and requested the materials to be sent, only to freeze their hiring afterward. Is it just me or is it not ethical to ask for so much free work? I can’t help but wonder if they might have been gathering insights from experienced marketers to pass on to their community manager, wasting the time of both candidates and recruiters.
In an industry that is still relatively young and fiercely competitive, there are no established rules, and some companies resort to questionable practices. I am confident that when the next bull market arrives, the dynamics will shift once again. Nevertheless, I hold hope that a more equitable hiring system will eventually emerge, one that does not leave candidates feeling exploited.