Talent Team Lead, Product, Design, & Engineering

Were hiring a crypto-native technical recruiting lead to take ownership over our Protocols/Blockchain engineering teams. These teams build the financial infrastructure that lets institutions interact with hundreds of blockchain networks securely. Youll own the full recruiting lifecycle for these roles: sourcing, screening, closing, and everything in between. This is a hands‑on leadership role where youll personally execute end‑to‑end while also serving as a mentor to other recruiters on the team, helping them sharpen their pipeline strategy and closing instincts. We evaluate candidates across four key competencies: Technical Skills, Complexity and Impact of Work, Organizational Knowledge, and Communication and Influence. The sections below break down what were looking for in each:

Technical Skills

Owns end‑to‑end recruiting for the most technically demanding engineering roles. Executes creative sourcing strategies for deeply technical, hard‑to‑find talent (distributed systems, blockchain, cryptography).

Constructs robust pipelines with measurable metrics. Reverse‑engineers pipeline math independently (screens, loops, offers needed to hit hiring goals). Iterates to improve efficiency and scales what works.

Complexity and Impact of Work

Independently owns hiring outcomes for high‑stakes roles without hand‑holding. Executes full‑cycle recruiting with strong conversion metrics.

Partners with engineering managers and technical leads to calibrate on bar, refine interview loops, and close competitive offers. Escalates appropriately on process changes, bar adjustments, and stakeholder commitments.

Organizational Knowledge

Works cross‑functionally with engineers, EMs, and executives, flexing communication style based on audience. Builds credibility with skeptical hiring managers through technical calibration.

Maintains tight feedback loop with leadership on progress, blockers, and learnings. Balances velocity with judgment on things that ripple across teams.

Communication and Influence

Takes feedback cleanly, gives it constructively. Adapts approach based on stakeholder needs and hiring manager input.

Mentors junior recruiters on pipeline strategy, technical calibration, and closing under pressure. Extracts playbooks from successes and teaches others to replicate.

You may be a fit for this role if you have:

8+ years of full‑cycle recruiting experience, with significant time spent in crypto, fintech, or adjacent infrastructure spaces where you understand the talent landscape and candidate motivations.

Track record of hiring for deeply technical roles (blockchain, distributed systems, security, or similar) where candidates are competitive and closing requires more than just meeting compensation expectations.

Demonstrated ability to close competitive candidates with numbers to prove it: you can cite offer acceptance rates, wins against competing offers, or walk through creative close strategies under pressure.

Experience pitching equity in a way that inspires candidates to bet on upside rather than just comparing cash offers.

History of mentoring other recruiters on pipeline strategy, technical calibration, and closing.

Willingness to get in the weeds when stakes are high: you source, screen, and close alongside your team when it matters, while also knowing what to delegate and when to ask for help.

Experience in an environment where you were measured on placements or hires, not arbitrary activity: agency recruiting, quota‑carrying in‑house roles, or a sales‑adjacent background where filling roles is the desired outcome.

Although not a requirement, bonus points if

Youve worked at a crypto‑native company where you already know the talent pools, compensation dynamics, and how to sell the opportunity to engineers who have competing offers.

You were emotionally moved by the soundtrack to Hamilton, which chronicles the founding of a new financial system. :)

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

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