Within regulatory circles, the Blockchain is known as a disruptive technology because of the major challenges raised by the phenomenon of tokenised sales that it has given rise to.
Within industry, the same etiquette applies as fields as diverse as gaming, banking, polling, green energy and others besides are now seeing their own traditional business models exposed to the kinds of revolutionary changes that we last saw with the dawn of internet technology.
Away from these technical and legislative standpoints, another field is now also seeing its own disruptive changes as blockchain-based companies now begin to shake up traditional hiring processes.
Hiring A More Informal Process?
Blockchain start-ups are tending to adopt more informal mechanisms when seeking out talent for their project. Telegram and Slack are becoming increasingly popular as points of first contact. Potential hires are themselves engaging with discussion channels to get a feel for a project’s vibe before making a decision to apply.
Start-ups such as Pillar have explicitly stated that they do not formally require a CV or university diploma. As they themselves admit, ‘How you get hired onto the Pillar team is not linear, the process is not typical, but it works. Everyone gets hired by volunteering first.’
They prefer for candidates to join their online community, turn up at their London offices, volunteer their skills for a day or two giving them the chance to demonstrate the skills they can bring to a project.
If they enhance the project, they are hired. Currently, Pillar are actively seeking personnel to fill roles in their developer and design teams as well as admin and accounting roles.
Organised 24 hour hackathons are also becoming increasingly popular as a recruiting mechanism. Software engineers are invited along to an informal gathering with other developers, a problem is then handed out which then has to be solved within a limited timeframe.
Those who demonstrate the ability to produce innovative solutions within a tight deadline quickly find themselves signing a contract.
Blockchain employers are, however, constrained by a major problem. As reported in ICO Examiner last week, there are complaints arising from within the sector about how some of the more successful ICO crowd-funds are monopolising the best development talent.
Marketing outfits operating within the blockchain space are also over-subscribed as the industry continues to struggle with finding skilled marketers with adequate knowledge of blockchain technologies and the cryptocurrency world more generally.