M

web3 talent hunter/seller

[M @Mirela_VA]

@st0icescu bro 🤣

[M @Mirela_VA]

With December here, many will have a performance review soon. Here is what you should be tracking for maximum impact

[rareminds @raremindsxbt]

Performance Reviews | Ownership > Activity

Most performance reviews fail for one simple reason:
Leaders reward looking busy instead of actually taking ownership.

You can’t manage by presence. You manage by how people show up when things break.

Think of performance as levels of ownership:
Some point out problems. Some investigate them. Some propose fixes.
Only a few take the wheel and keep the team moving.
Those people scale. Everyone else is still developing.

Measure Ownership, Not Effort
Forget vague categories like “communication” or “proactive.”
Ask one question:
When something breaks, do they bring me problems or outcomes?
That’s the signal!

Track:
- How often they operate at the top level;
- Whether they help others rise;
- How many issues never reach you because they already handled them.

Why Web3 Makes This Hard
Web3 teams are scattered across time zones, tools, and platforms.
You won’t see every task or every moment, and that’s fine.
What you can see clearly is how someone responds when something goes wrong.

How to Bring This Into Real Reviews
Use real moments, not abstractions:
“During the protocol delay, you showed solid effort, but you paused before full ownership. I’d like to see you step fully into that next level.”
Make your expectations feel clear, not harsh:
“On this team, strong performance means you solve the issue and keep everyone aligned, not carry it alone, but close the loop.”
Reward ownership publicly:
People follow what you celebrate.

Ownership → trust → scale.

People do their best work when they know exactly what “great” looks like.
Define it, model it, and the team will follow that.

[M @Mirela_VA]

@jamesrichardfry have some faith James - things are never as bad as they seem. there are plenty of amazing, talented people out there just waiting to prove themselves
don't take my word for it, let me show you - our pipeline is never short of creative, hungry people

[M @Mirela_VA]

Free knowledge

[rareminds @raremindsxbt]

Level up your game, for free

[M @Mirela_VA]

I often get asked why companies ghost candidates after interviews

Here are a few things happening behind the scenes:

Most of the time, the hiring manager wasn't even ready to post that job. They listed it because someone told them to start "building a pipeline". They might not even be sure what they want yet, looking just to “test the waters”.
So you interview, they like you but they're still figuring their stuff out, and boom, silence.

Then there's the volume problem.
Imagine getting literally a thousand applications (for big-name companies) every single week for ONE role. Even if they wanted to respond to everyone, it's almost impossible. They're drowning, and your application is just a drop somewhere in that ocean.

The final reason, the saddest, but also the most honest, is time. Sending a proper rejection isn’t just about hitting “send” on a template; it often means opening the door to follow-up questions or difficult conversations. That adds more to their plate, and for many, it feels uncomfortable. Ghosting, on the other hand, costs them nothing

It's a systemic issue. Some companies are getting better about this, but most just haven't prioritized it yet.

Anyway, if you're being ghosted right now, please know it's not about you; the system is broken, but we're pushing for better, one conversation at a time 🙏

[M @Mirela_VA]

Do you see what i have to deal with????
what do u even reply

[M @Mirela_VA]

@nizzyabi 3 people in some corner of the world will be jobless and Neo will look at you all judgmental as he walks out the door

[M @Mirela_VA]

I see you, and I hear you.

I wanted to share a few insights from the recruitment agency side that might help open some C-level eyes, or at least push this conversation forward.

We’ve been running our agency for seven years now, working with everything from big names to stealth crypto projects and everything in between. And you’re absolutely right, most clients chase logos, not skills.

In fact, we often get requests limited to candidates from specific companies. You might think, “That’s just headhunting.”
But it’s not.
True headhunting is laser-focused on skills, on finding people who fit the technical and cultural needs of the role. Targeting companies should only happen if those are the only places where that kind of talent exists.

Too often, however, we see C-levels fixated on brand names purely for reputation (somebody queue Taylor Swift).
The title or company name ends up carrying more weight than the person’s actual results, growth, or motivation.

Like @0xwillthetrill said, that doesn’t mean these people are bad hires, just that success in a well-funded project often comes down to timing, team, and even luck. Their achievements aren’t always transferable.

We always push and fight for candidates from lesser-known projects who have the right skills and mindset. But in about 85% of cases, those efforts fail because clients can’t look past the “famous” profiles.

Ironically, another barrier is cost. Candidates from smaller projects usually ask for half the salary, and instead of seeing that as humility or purpose-driven motivation, many execs assume “if they’re that cheap, they can’t be that good.”

Meanwhile, some “brand-name” candidates are asking $400k for roles that simply don’t justify it. It’s not about talent, it’s about clout.

So yes, recruiters get a lot of hate (and often deserve it), but I can say with confidence: many of us genuinely care about matching people for impact, not pedigree. Sometimes our hands are just tied.

P.S. If a recruiter doesn’t take time to understand you, your skills, your motivations, your craft, that’s 100% on them. They shouldn’t be in this job.

[willthetrill 🇺🇸/acc @0xwillthetrill]

https://t.co/fm4vRbXpTo

[M @Mirela_VA]

New cool toy for rareminds clients :)
just something to make the process more enjoyable and streamlined

[rareminds @raremindsxbt]

Rareminds clients will now have access to the ultimate hiring end-to-end platform:

- review talent with full context (skills + links)
- shortlist your favourites
- compare profiles with ease
- manage interviews + rejections
- switch between vacancies
- get notified as new candidates arrive
- update JDs in real-time

private, precise, one-of-a-kind.

[M @Mirela_VA]

Need some killer ML engineers? let's talk

[rareminds @raremindsxbt]

Monday brings a new list of amazing talent that is looking for their next challenge.

If you think your project is ready to level up, let’s talk!

[M @Mirela_VA]

@0xxDana i gave up and flew to Poland to do it

[M @Mirela_VA]

@madladshad i LOVE that this exists
all the past, present and future(???) Shad's
beautiful

[M @Mirela_VA]

@gigacorpxbt why you killed the Terminator though
guess he ain't comng back now,smh

[M @Mirela_VA]

@chowtato does nobody know how to take their shoes off NICELY and put them side by side or something??

[M @Mirela_VA]

What the hell

Now what?

[M @Mirela_VA]

What's happening with Telegram? sus

[M @Mirela_VA]

Tag your friends

[rareminds @raremindsxbt]

New day, new opportunity

[M @Mirela_VA]

10 profiles ready to go nwo - dm me if you want an intro

[rareminds @raremindsxbt]

Q4 is here, time to stop yapping and start shipping

Find below 10 profiles ready to jump in and take your project to the next level

[M @Mirela_VA]

@Rainmaker1973 another one who won't be signaling in traffic

[M @Mirela_VA]

The sad reality of adulthood
My friend just got a salary increase - great news, right?
WRONG - he now figured, he will actually get paid less each month because, due to his increase, he got moved in a new Tax bracket, so he needs to pay more taxes, which total to a less amount he had previous to the raise

…how is this even normal?

Should he ask for less money? Another raise? Under the table money?
What’s the solution here?