Bitcoin Just Hit $104K — And If You’re Not Hiring Like It Matters, You’re Already Behind

Bitcoin Just Hit $104K — And If You’re Not Hiring Like It Matters, You’re Already Behind

Date: 12 May 2025

Intro:
Bitcoin broke past $104,000. Feels like 2021 again, right? Except this time, it’s different. Way different.
We’re not just watching candles anymore. We’re watching companies sprint. Capital’s flowing. Protocols are building. And everyone is hiring.

But here’s the catch: most hiring managers are still using a 2022 playbook in a 2025 market.

The Talent Market Moves Like the Charts — Fast and Brutal
In the same way Bitcoin jumped from $93K to $104K seemingly overnight, top-tier candidates are vanishing just as fast.

That smart contract engineer with L2 experience? Gone in 3 days.
That CMO who grew a community from 0 to 500K without paid ads? Gone in 48 hours.
That DeFi PM who thinks like a founder? Has 4 offers and no time for slow processes.

You don’t wait for clarity in a bull market. You move. Or you miss.

Your Hiring Funnel Needs an Upgrade
The number one issue we see right now?
Outdated hiring processes that belong in a bear market.

3 rounds of interviews across 2 weeks.
No clear comp transparency until the end.
Still treating token vesting like a “bonus” instead of a dealbreaker.

You’re not vetting for compliance. You’re building a rocket. Hire like it.

Recruitment Managers, Read This Twice
Speed wins. But speed without clarity = chaos.

Here’s what actually works in this market:

Clear JD with token and salary details upfront.
A streamlined, founder-involved process (2 interviews max).
Decision made within 3 days.
Offer that includes upside, not just salary.

If you're still “taking your time” or waiting for consensus among 5 stakeholders — good luck. Your competitor already closed.

Yes, It’s Hard to Hire in Web3. That’s the Point.
We get it.
You’re hiring in an industry where:

Every candidate is a builder, founder, or already on five DAOs.
Salaries are volatile. Tokens even more so.
The “perfect fit” wants 80% remote, 20% Dubai, and equity in three side projects.

But that’s the game.
You don’t win Web3 by playing it safe. You win by playing it smart.

What Winning Companies Are Doing Right Now:
We’re seeing real talent flow to teams that:

Share vision and roadmap during interviews.
Make offers fast, without bureaucracy.
Understand that Web3 candidates want ownership, not just titles.
Treat hiring like fundraising — high stakes, high speed, high reward.

Final Thoughts:
Bitcoin at $104K isn’t just a number. It’s a signal.

It means talent is moving.
Capital is deploying.
And every team that wants to scale better have a hiring process that can keep up.

You want to build the next $1B protocol, wallet, L2, or DePIN project? Great.
But first — go hire like it.

P.S. If you’re a hiring manager struggling to attract or close top-tier Web3 talent, we’ve seen this movie before — and we know how it ends. Skip the pain and bring in pros.

Or if you’re a candidate trying to break into crypto or plan your next move strategically — book a paid consultation with Neil Dundon HERE

Looking for a job? Reach out to us HERE

Looking to hire in the crypto industry? Reach out to us HERE

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