TechChainTalent

Build Your Career in Crypto

Creators of

[TechChainTalent @TechChainTalent]

All about convivence here...
Join our telegram talent community: https://t.co/gTJqQSnokC
This is how you find the perfect and up to date jobs

[TechChainTalent @TechChainTalent]

We're hiring!!!

Seven roles across crypto, Web3, and DeFi infrastructure.

Head of Data, Remote, $150k
Product Engineer, Remote, $160k
Head of Security, Remote, $150k -$200k
Product Manager, New York, $250k
Head of Security, New York, $250k -$300k
Fullstack Engineer, Europe, $80k -$130k
Head of BD, London or Berlin, $150k -$200k

If you're a builder who's been waiting for the right move, this might be it.

Deciml is a job matching platform built specifically for crypto by the founders of @TechChainTalent

No keyword bingo.

No applying into the void.

Real salary data, skill-based matching, and companies who've already reviewed your profile before you apply.

Apply via https://t.co/3CDuwxSlYy today.

[TechChainTalent @TechChainTalent]

We're hosting an evening in London on 26 June.

Small room. Curated list. Founders, operators and VCs who are actually building in crypto.

Structured introductions. No pitch decks. No panels. No business cards you'll never look at again.

Spots are limited and registration requires approval.

https://t.co/It3LfARWX1

[TechChainTalent @TechChainTalent]

We're Hiring: Head of BD (London or Berlin)

Not a sales role dressed up with a different title.

Genuine partnership building. Long game. The kind of relationships that compound over years.

Drop us a DM

[TechChainTalent @TechChainTalent]

Every bear market, the same thing happens.

Companies cut aggressively. The good people leave first they have options.

Bull market returns. Same companies are desperate to hire. Surprised the talent pool is thin.

It's not thin. You burnt it.

[TechChainTalent @TechChainTalent]

GM CT

The companies that handled the bear market hiring well:

Kept their best people.
Built the pipeline anyway.
Moved fast when the market shifted.

The companies that didn't:

Cut aggressively.
Stopped engaging candidates.
Are now 6 months behind on headcount.

Market cycles punish short-term hiring thinking.

[TechChainTalent @TechChainTalent]

The biggest waste in crypto hiring:

Talented candidates applying for roles they're not matched to.
Hiring managers screening CVs that have nothing to do with the spec.

Deciml's matching layer eliminates both sides of that waste.

https://t.co/SRnPcjvVrS

[TechChainTalent @TechChainTalent]

Crypto security hiring is in a different category.

The talent is rare. The stakes are existential. One mis-hire in a security role doesn't just cost money, it costs the protocol.

Most companies treat it like any other engineering hire.

That's a mistake.

[TechChainTalent @TechChainTalent]

The crypto companies with the strongest cultures are the ones that were intentional about hiring from the start.

Every early hire shapes everything that comes after.

Get the first 10 right and the next 100 are easier.

Get them wrong and you spend years fixing it.

[0xBawar @0xBawar]

The best crypto founders I work with don't come to me with a job description.

They come with a problem.

That's where the right hire starts.

https://t.co/70ox5c6Pd5

Here to assist on your hiring needs👆

[TechChainTalent @TechChainTalent]

Hiring a head of security is one of the most consequential decisions a protocol can make.

Get it right: fewer incidents, faster audits, better developer practices.

Get it wrong: it can cost you everything.

[JJJchain @JJJchain]

Now hiring 🔥

Senior Backend Engineer
$220K – 275K | NYC

High-growth team. Real ownership. No bureaucracy.

DM me to apply!

[TechChainTalent @TechChainTalent]

Hire slow, fire fast is bad advice in crypto.

In a market where talent moves fast and the best people have multiple offers. Slow is how you lose.

Hire with conviction. Onboard with structure. Give people a real reason to stay.

That's the model that works.

[TechChainTalent @TechChainTalent]

A hiring framework that actually works in crypto:

1. Know the three things the person needs to be able to do in their first 90 days

2. Build the process around testing exactly those things

3. Name a salary range before you start

4. Move within a week of the final round

[TechChainTalent @TechChainTalent]

@Novemhv @0xBawar Always doing the best we can

[TechChainTalent @TechChainTalent]

@0xBawar 👏👏👏

[0xBawar @0xBawar]

11 hires
5 countries
100% retention

A role that had been open for 2 years closed in 8 weeks.

Want to know how we @TechChainTalent did it? 👇

https://t.co/4bJxCTJNLb

[TechChainTalent @TechChainTalent]

Most crypto job platforms match on keywords.

"Solidity" on your CV? Here are 400 Solidity roles.

Deciml matches on actual skill depth, ecosystem experience, and team fit.

Not keyword bingo.

https://t.co/SRnPcjvVrS

[TechChainTalent @TechChainTalent]

Salary transparency is a hiring strategy.

Not a gesture.

Companies that post real ranges get more relevant applications, shorter time-to-offer and fewer blown-up negotiations.

The maths is simple. The execution is apparently hard.

[JJJchain @JJJchain]

Happy Monday CT

Here's some new roles:

Senior Fullstack Engineer - $140K-170K
Senior Backend Engineer - $160K-240K
Senior AL/ML Engineer - $180K-225K

Based in NYC?

DM me or Apply via: https://t.co/qj6zLcNYR4

[TechChainTalent @TechChainTalent]

Hiring in crypto in 2026 comes down to three things:

1. Can you verify what someone's actually built?
2. Can you move fast enough when you find the right person?
3. Can you offer comp that reflects the market?

Most companies can't do all three.

The ones that can win.