2025 Web3 Job Market Report: 10,000 Candidates Compete for 28 Positions, How Can You Stand Out?

2. Decline of Educational Advantages and Experience Paradox

In addition, the educational advantages that are effective in the traditional job market do not fully apply in the Web3 field; even a master's degree from a top 20 QS university may not secure an internship opportunity. The core of this contradiction lies in: recruiters need talents who can "hit the ground running," but newcomers generally lack verifiable "hands-on experience."

According to BlockBeats' employer-oriented research, the Web3 industry's expectations of newcomers do not prioritize "educational background" but rather emphasize practical experience and knowledge. Among the surveyed employers, nearly 68.97% hope that newcomers have a deep industry understanding or practical project experience, meaning that being knowledgeable is often more competitive than attending a prestigious school. Secondly, 51.72% of employers value English proficiency, reflecting the industry's international communication environment; while only 44.83% of employers have expectations regarding educational backgrounds, far from the majority.

This data further confirms the Web3 industry's strict requirement for newcomers to prioritize "experience." However, in practice, this seems to fall into a paradox: how can inexperienced newcomers gain "experience" in this industry?

Faced with this dilemma, many newcomers have turned their attention to "job placement intermediaries." Starting in the second half of 2023, a large number of Web3 training institutions have emerged in the market, with "job guarantee," "career transition with 0 foundation," and "simulated project experience" as selling points, attempting to bridge the gap between the "experience threshold" and the "entry path" into the industry.

It is understood that the fees for these training institutions range from 15,000 to 30,000 RMB. Essentially, they allow job seekers to exchange money for a "professional identity." However, this model quickly exposed issues in reality:

· Severely outdated course content. Many training institutions are still stuck in the DeFi boom of 2021, with educational content failing to keep up with the industry's pace, having long been disconnected from current market trends and practical needs. CoinGecko data shows that there are already over 20,000 active Web3 projects spread across over 20 subfields, with hotspots updating weekly. The traditional systematic learning path is difficult to adapt to;

· The "project experience" has elements of falsification. Multiple students have provided feedback that the so-called hands-on projects are actually just teachers discussing basic operations like AMAs and community management in the group. In the end, they fabricate project experience through synthetic images or "resume padding";

· The so-called "job placement guarantee" often degrades into "selling internships." Some institutions' promised employment services are essentially just mass sending of resumes on the students' behalf, and the so-called "good news" often only results in obtaining an unpaid or low-paid internship opportunity.

*AMA: Short for "Ask Me Anything," in the Web3 context, it is a form of activity where project members engage in open Q&A with the community through channels like Twitter Spaces. It can be understood as a live audio Q&A session, except it's audio-only.

Interestingly, the audience for this type of training is not low in terms of education: individuals from top-tier universities in China like "985 Project" schools, holders of master's degrees from the National University of Singapore, and those with investment banking backgrounds are all part of it. They often lack the knowledge of how to explore a career path in this opaque and feedback-lacking industry.

「They just want to transition to a new field, but they really don't know how to do it. They are unwilling to explore that uncertainty themselves, unwilling to spend time and effort. They think, I'll just spend some money, and you give me a certain path forward.」 said one job seeker observer.

Part 2: Which Positions are Easier for Newbies to Break Into

Before discussing how to enter Web3, we must first understand: What positions is the market truly lacking? And which positions are most open to newcomers?

According to BlockBeats' employer-oriented research, Operations and Business Development (BD) are the most concentrated recruitment positions currently, with 86.21% of surveyed employers stating they are currently recruiting or have sought newcomers in this field; followed by technical positions, accounting for 51.72%; research positions come third at 48.28%.

1. Non-Technical Positions: Operations and BD

Among all non-technical positions, Operations and BD are generally considered as the "most essential of essentials." Regardless of how niche the Web3 project is, or how streamlined the team size is, these two types of positions are needed to connect with the market, integrate resources, and drive growth. As headhunter Kevin said: "Positions that can bring direct output are the most scarce."

Because of this, these positions have become the initial stepping stone for many newcomers. According to BlockBeats' survey of job seekers, 46.88% of people tend towards BD/marketing and other "external growth" directions, while another 40.63% prefer community operations and content creation, the "user engagement" type of positions. This indicates that in the non-technical path, "growth" and "community" are still the most favored job tracks.

But job popularity does not guarantee stable development. Newcomers should be cautious, as Operations and BD positions generally exhibit the characteristic of "easy entry, difficult retention."

Snow originally worked in administration at a state-owned enterprise. In mid-2023, she decided to go "all in on Web3." She joined a startup project in RWA (Real World Asset on-chain), handling operations and community management, "having to handle everything from content, activities, to the community" every day. Although she quickly got the hang of it, three months later, she was still informed of a "team restructuring and non-renewal of contract."

「I didn't make a mistake, I just got optimized,」 she said calmly, 「Later, I found out that they actually found someone who could create content and drive growth.」 It was the first time she realized: some positions, although in high demand, also had a high turnover rate.

Snow's experience is not an isolated case but a microcosm of the Web3 job market. Non-technical positions, although relatively easy to get into, require a high level of overall ability. Roles such as Operations and Business Development not only demand traditional marketing skills but also require a deep understanding of blockchain technology, familiarity with various DeFi protocols, mastery of the unique dynamics of community management, as well as sharp market instincts and strong resource integration capabilities.

2. Technical Positions: Accumulate On-chain Experience

In comparison, technical positions exhibit a structural contradiction of "hot at both ends, cold in the middle."

On the one hand, there is a long-term scarcity of high-end technical roles: cryptographic experts, ZK engineers, security architects, on-chain auditors, and other positions that heavily rely on a doctoral-level education or years of on-chain development experience, with most talents already immersed in entrepreneurship or infrastructure development. As one practitioner put it: 「Those who truly understand on-chain logic have all gone into startups.」

On the other hand, entry-level "Web2 transition" technical positions (such as front-end development, wallet integration, etc.) have long been a battleground. These positions do not require much on-chain experience, attracting a large number of traditional internet engineers to transition, leading to increasingly fierce competition.

For newcomers, the most core challenge is: how to find their entry point between these two extremes?

In fact, many Web3 projects still have a certain demand for developers who 「have existing development capabilities and understand on-chain interaction logic,」 especially in daily development tasks such as contract interaction and oracle calls. This kind of "multifaceted" talent is not extremely rare but a stable supply is not yet sufficient. To reach this level, the most critical accumulation is practical on-chain experience. For example, learning basic contract languages, reading documentation of open-source projects, and participating in real project collaborations.

Therefore, for newcomers hoping to enter the Web3 technical field, rather than building up qualifications in peripheral positions, it is better to seek on-chain practical opportunities early on. By accumulating a 「feel for the chain」 through avenues like Hackathons, open-source projects, collaborative development, etc., one can carve out a space of their own between overcrowding and high-end exclusivity.

（3）The Right Way to Successfully Enter the Circle

1. Dare to Start: Starting first is more important than having experience

Many newcomers to Web3 often find themselves in a common dilemma: not knowing how to get involved.

They worry about their lack of experience, are hesitant to take the initiative, and can only rely on a traditional path—submitting resumes, waiting for interviews, and being "hired in."

However, this mindset may be fundamentally wrong. In fact, when we truly step into the recruitment scene, we discover a significant contrast: many project teams show unexpected patience and favor towards "potential newcomers."

The BlockBeats survey of employers similarly shows that, compared to experience, employers value rapid learning and self-driven ability more. In a recruitment priority scoring, "rapid learning and self-driven ability" scored 3.41, higher than the understanding of "Web3 basic concepts" at 2.14 and "English proficiency" at 1.79, while "having some industry experience" ranks last at only 1.41.

Behind this is a practical and efficient logic of employment: on the one hand, Web3 projects are generally small in scale and fast-paced, with little extra capacity for training from scratch; on the other hand, they are willing to find "teachable talent" through a "low-cost trial and error" approach, much like scratching a potential lottery ticket.

As a project leader bluntly put it: "We are not against bringing in newcomers, but they have to show me their enthusiasm. You have to take a few steps on your own first, so I know you are serious."

This point is not limited to project teams and also holds true for exchanges' campus recruitment. In 2025, Bitget received over ten thousand resumes, ultimately hiring 28 fresh graduates, nearly half of whom had no systematic Web3 background. What they all had in common was not a mature resume but a signal of being "trustworthy and worth nurturing."

"We have always believed that potential weighs more than a resume." Bitget's HR emphasized that the team pays special attention to willingness to grow, self-driven attitude, and moldability during the screening process, which is also the reason why many "zero-experience" newcomers can smoothly enter.

This also means: you don't need a "job" to start taking action. Many truly successful entrants to the field did not start by submitting resumes but by actively participating and gaining experience:

· Want to do operations, you can start by selecting a project of interest, being active in their Discord community, proactively applying to be a MOD (Moderator, community manager), and gaining an understanding of industry pace through practice;

· To pursue a content-related role, you can find a Key Opinion Leader (KOL) or author you like, engage proactively, express your viewpoints, and even a high-quality comment could be a starting point;

· To pursue a technical role, you can start with languages like Solidity, Rust, etc., then try writing based on online tutorials, understand smart contracts through the documentation of open-source projects. Additionally, participate in industry Hackathons, team up with like-minded individuals, exchange ideas with projects of interest.

This is the reality of Web3's hiring mechanism: there is no predefined path, but plenty of room for "trial and error." Rather than waiting to be "ready," it's better to take the first step. Building trust through action will always be more practical than waiting for the perfect path.

In summary: Experience is important, but being "willing to take the first step" is even more crucial.

2. Be Visible: Network Actively

If the first section addresses the question of "whether to act," then this section aims to resolve the "where to act" question — the answer is: among people.

The Web3 industry has a characteristic that is fundamentally different from traditional industries: it lacks a formal job application system. There are no unified job boards, no standardized interview processes, and many projects don't even have HR departments. In this scenario, the industry is reverting to the most basic form of talent matching: referrals and personal connections.

"We don't post job openings." a project lead bluntly stated. "Whoever is reliable and capable, we bring them in for a trial. It mainly relies on referrals; with two or three recommendations, positions are quickly filled."

It might sound grassroots, but that's how many positions are filled. Especially for early-stage projects, with few team members and a fast pace, rather than spending time screening resumes, it's better to find someone "known," even if they are not perfect, they can start immediately.

For them, "reliability" and "trustworthiness" take precedence over "good educational background" and "extensive experience." It's not that background is disregarded, but there's no time to deduce from one's background whether "this person can handle tasks."

Therefore, the core logic of finding a job in Web3 is quite simple: you need to be visible to them. You should make others think of you when there is a need—this is the recruitment logic of this industry.

For students, the most reliable way to be "seen" is to join the university's Blockchain Association (hereinafter referred to as the Chain Association).

On one hand, Blockchain Student Associations (BSAs) help new members understand the basics of blockchain through open classes, internal lectures, and other means, allowing them to grasp how the industry operates. On the other hand, they continue to connect with alumni resources and collaborative projects, providing members with opportunities for internships, part-time jobs, or volunteer involvement.

In addition, many BSAs also hold public events for the industry, such as organizing AMAs, co-hosting offline Meetups, or participating in Hackathon preparations. These activities not only allow members to interact with project teams and professionals early on but also indirectly establish the BSA's "stamp of approval" in the industry.

"We don't specifically focus on recruitment, but project teams often come to us asking if we have any recommendations," said one BSA organizer. "So we have a group where we bring project teams and students together, and whoever is looking for talent can directly post job openings in the group, and students can engage with HR directly."

Some recruiting events within the industry also directly interface with BSAs. For example, Bitget's 2024-2025 overseas campus recruitment held offline roadshows at several target overseas universities.

For project teams, this mechanism significantly reduces screening costs; for students, it also provides a relatively safe testing ground. For many, their first experience with Web3 often starts with a BSA.

If your school doesn't have a BSA, there's no need to worry. Most association activities are open to all students and provide similar student subsidies. You can pay close attention to relevant information.

In addition to BSAs, actively participating in offline events is also an important way to build industry connections.

"We prefer to attend offline events to meet people face-to-face; it's really hard to remember someone online," admitted a project team member. "Using resumes or avatars to judge a person is too mystical. Trust is crucial in Web3, so it's essential to establish offline connections." Compared to traditional recruitment processes, this is more like fate-based recruitment. "Many people have met a few times at events, and then when there's an opening, they'll ask if you're interested in trying out."

This isn't a one-time interaction for a single offer; it's a process of multiple engagements and conversations to make the other party remember you, acknowledge you, and trust you.

In addition to traditional BSAs and offline events, the industry also has some platforms and projects actively building "connection bridges" to provide a more structured entry point for newcomers lacking connections, which you can actively follow. For example, Bitget's Blockchain4Youth charity program, through various means, provides systematic industry guidance for newcomers, including: establishing scholarships in partnership with the University of Zurich to support student deep involvement in Web3 research and project practices; and collaborating with the Web3 career platform Bondex (equivalent to the Linkedin of the Web3 industry) to launch the #Web3 Insider video series focusing on job descriptions and job search path planning, helping newcomers better understand industry requirements and potential entry paths.

In the current industry landscape lacking a dedicated recruiting infrastructure, focusing on such resources can provide a clearer entry path for newcomers without a network background.

It is worth noting that socializing does not equal networking, and proactive networking does not mean introverted individuals have no opportunity. In the Web3 field, the following approaches are equally effective:

· Small-Scale Deep Connections: Instead of meeting 20 people at an event, it's better to establish deep connections with 3-5 truly aligned individuals. Introverts are often better at one-on-one deep conversations, which is the best way to build trust relationships.

· High-Density Community Engagement: Focus on 2-3 high-quality small circles or communities, become an active contributor, which is more effective than broad networking. In a small circle, your professional capabilities are more easily seen and remembered.

· Content Substitution for Small Talk: By writing technical blogs, sharing project retrospectives, posting thought summaries, etc., let your professional skills proactively "find" the right people. Many introverted technical experts have built a strong personal brand through consistent content output.

In conclusion, when it comes to Web3 recruitment, it is often not about "who is applying" but about "who in my network can do this." This is a byproduct of the "lack of standardized recruitment mechanisms" but it is also truly about fate.

You don’t necessarily have to perform exceptionally well, but you must be trusted, or at least be "known."

In this logic, taking initiative, making yourself visible, and building trust relationships have become mandatory courses for Web3 job seekers. Whether you do this through chain clubs, offline events, or online content output, the key is to consistently appear in the industry's field of view and become the one who is "remembered."

3. Ability to Stay: Proactiveness and Communication Collaboration Skills

If "joining the circle" relies on being seen, then "staying" relies on being trusted. And what truly earns trust is not the qualifications on your resume, but whether you can demonstrate proactiveness and communication collaboration skills in your work.

According to BlockBeats' survey of employers, 96.55% of recruiters value "proactiveness/execution" the most, and 62.07% value "communication and writing skills." In other words, whether a newcomer can drive things forward on their own and explain complex issues clearly is more important than being a "crypto veteran." In actual projects, qualifications are no longer the decisive factor but whether one can quickly enter a "can deliver, can collaborate" working state, which is the standard for measuring retention value.

As a project founder bluntly put it: "I don't care how many meme projects you've been involved in; what matters is whether you can communicate clearly."

In decentralized and flat Web3 teams, the ability to express oneself is equivalent to the ability to acquire resources. Ricardo, a Bitget marketing intern, validated this through his experience: "My mentor told me when I joined that I could propose any ideas, as long as they were reasonable, and they would allocate resources to help me push them forward." This means that the premise of advancing an idea is your ability to persuade others accurately and clearly.

For Joseph, a data analyst at Bitget, effective communication can even become an accelerator for problem-solving. Once faced with a complex issue, he directly initiated a voice call with a colleague, who then brought in upstream collaborators layer by layer, ultimately leading to a 7-person meeting where "everyone was willing to work together to clarify things." This proactive connection and multi-party coordination ability are becoming the cornerstone of collaboration in a flat organization.

This ability also directly impacts the recruitment process. An interviewer revealed: "I ask some questions that you may not know the answer to, not to test your knowledge, but to see how you organize your language. If you are not structured, I will guide you to say first, second, third. If you still can't explain clearly, we probably won't continue the conversation." In his view, structured expression is not only a communication skill but also a manifestation of executive awareness—a person who can clearly break down a problem and push tasks forward coherently is often the one who can stay.

In the fast-paced world of Web3 projects, expressive ability, logic, and collaborative consciousness are no longer just added bonuses but rather "foundational skills." They determine whether a person can truly keep up with the industry's pace and whether they can continue to create value within a team.

III. Which Platform Should You Choose as the Starting Point for Your Career Development?

For newcomers eager to enter the Web3 space, the first step in career choice is not actually "Should I do operations or content," but rather "Which type of organization should I start with." In this industry where a standard career path has not yet been established, the choice of platform often determines the speed, direction, and even risk tolerance of growth.

Unlike the standard process in traditional industries of "submitting a resume, joining a company, and waiting for promotion," the entry into Web3 is often more non-standard, asymmetrical, and even somewhat chaotic and random. The real problem for newcomers is not "which company to choose," but "which type of entry method to choose."

According to Dooon BlockBeats' research data, 75% of job seekers consider centralized exchanges as their preferred starting point, 56.25% choose to join a project team or startup, and another 56.25% choose to engage in research institutions or venture capital platforms.

Facing these significantly different entry paths, we conducted in-depth interviews and comparisons of two of the most typical directions: exchanges and project teams, attempting to reconstruct their true ecosystems to provide job seekers with a more valuable career map.

These two paths each have their own advantages and disadvantages, and are also suitable for job seekers with different backgrounds, skill sets, and preferences.

(1) Project Team: Unafraid of "Doing Everything," Getting Closer to the Core through Internships and Part-time Jobs

Most Web3 project teams are early-stage startups with small organizations and short decision-making chains. Due to a lack of systematic training systems, these teams generally do not "hire" much, but are very willing to "employ" — as long as you can quickly get started, solve problems, and whether your role is part-time, remote, or an internship is not important.

This "trust through delivery" logic is quite common among Web3 project teams. For them, hiring the wrong person is extremely costly, and instead of "building from scratch," they prefer "low-cost trial and error" to discover teachable talents.

Lynn is a core member of a Web3 startup project, with only five full-time and three part-time team members, so small that they have even saved on office space. She says, "We actually don't hire much because it's hard for us to survive." However, even so, she still recruited some interns through recommendations from friends to handle operations or technical work, paying $500-1000 per month, working a few hours a day. This budget is higher than the intern salaries at a certain e-commerce company, and it's also remote and "easy-going," but she doesn't feel generous at all. She says with a smile, "I only look at the results. As long as it's deliverable to me, it's worth it."

The significance of this setup for project teams is that costs are controllable, the burden is light, and exits can be made at any time. If an intern performs excellently, the team is essentially "struck gold"; if it's not a good fit, a quick stop-loss can be implemented without incurring sunk costs. In a background where project lifecycles are generally short and cash flow is highly uncertain, such an arrangement not only avoids the risk of excessive manpower spending but also adds a margin of error.

Of course, for newcomers, this path is full of uncertainty: you may be the "doer of the most core things," or you may just be a "fill-in handyman." However, it cannot be denied that this is one of the few opportunities where you can be "directly seen."

More importantly, it is rare, a true window to be close to the founder, directly understand product and market decisions. You will be involved in actual business operations, understand the rhythm of community management, and may even be involved in the advancement of financing and ecosystem partnerships, gaining a growth density far beyond traditional internship experiences.

Of course, it's not suitable for everyone: no structured training program, no clear promotion path, everything is based on self-exploration. Today, you may be leading the growth strategy, but tomorrow you might be "optimized" due to a team reorganization. However, for newcomers who are willing to exchange hands-on experience for real-world experience, can accept volatility, and are not afraid to start from scratch, this is truly one of the paths in the Web3 industry where you can really "get into the front line."

(2) Trading Platforms Become "New Big-Tech Companies": Mechanized Cultivation and Stable Growth Path

If being a project team member is a high-risk, high-reward "free fight," then centralized trading platforms provide a more "standardized" entryway.

Compared to the project team's common practice of referrals and community recommendations, trading platforms' recruitment channels are more open and transparent, with a fixed process and clear steps, providing newcomers with a clearer entry path. Taking Bitget as an example, its campus recruitment and internship positions are regularly posted on the official website, LinkedIn, social media, and the internal network platforms of target universities. Allen, who had previously worked at a Web2 giant, saw a posting for an AI Product position at Bitget on LinkedIn and applied directly, receiving an interview invitation within days.

In addition to clear channels, the supply of positions is much more extensive than outsiders imagine. By the end of 2024, a leading trading platform simultaneously opened more than 500 positions in Shenzhen and Hong Kong, covering various functional modules such as product, operations, growth, risk control, and security. Another newly established trading platform also expanded its core team by nearly a hundred people in a short period. "If you don't reach this scale, you basically can't get things started," said a recruitment executive in the industry.

Behind this intensive recruitment demand is the high-density operational structure that platform-type organizations need to bear: they must serve global users while dealing with complex technical operations, ecosystem development, and regulatory compliance. To ensure the efficient operation of this system, most trading platforms establish dedicated HR teams, construct clear job grading systems, and strengthen cross-departmental collaboration mechanisms. Compared to project teams with loose organization and limited resources, trading platforms have a more solid organizational foundation that is "welcoming to newcomers and accommodating to growth."

Bitget's campus recruitment is a microcosm of this structured mechanism. In 2025, its campus recruitment project received over ten thousand resumes in total, with only 28 fresh graduates finally accepted into various core business modules such as technology, product, regional growth, global branding, and global operations, covering almost the entire chain of the crypto business.

What is more new-joiner-friendly is that, compared to the "must be ready for battle right away" logic of many project teams, trading platforms provide a more tolerant growth space and a clearer support system. Among these newcomers, a considerable number had not directly worked in Web3-related roles before. Still, with clear communication skills, curiosity about the industry, and a willingness to learn, they still won opportunities for employment.

Upon joining the team, newcomers will receive onboarding training covering industry knowledge, job-specific skills, and cultural principles. Each person will be assigned a dedicated mentor, and HRBP will regularly track performance and development needs, supporting job rotation and interdepartmental trials. This mechanism not only helps newcomers quickly adapt to their roles but also ensures that they have a relatively clear development path in an uncertain industry.

In actual implementation, this mechanism has also demonstrated positive effects.

Hazel, a campus recruit in the Bitget Branding department, shared that when participating in Bitget's large-scale marketing project "Bitget Anti-Scam Month," the team provided an SOP framework and resource coordination support from creative planning to execution, allowing her to lead the entire campaign within three months. Another campus recruit, Joseph, also mentioned that during the data dashboard construction project, his mentor accompanied him throughout, addressing business challenges and providing hands-on guidance to break down problems and review processes. Within a few months of onboarding, he was able to independently support operational data needs.

Of course, the path of a trading platform is not without its drawbacks. Compared to a project team's "jack-of-all-trades" and "close interaction with the core," a trading platform has a more refined functional division and mature processes. This means that in certain positions, individual expression space and innovation flexibility may be limited. For newcomers eager to lead products and engage in frequent trial and error, their growth speed may be restricted.

Who is it suitable for? Those who wish to receive systematic training, need a stable cash flow, and plan to stay in the industry for the medium to long term. Especially job seekers who hope to start from understanding the industry as a whole and "slowly heat up growth" within a stable structure, the trading platform is a trusted starting point.

In conclusion, regarding how to enter Web3, there is actually no standard answer, only a more suitable entry point.

· If you are eager to learn quickly, get close to the industry core, and are willing to embrace uncertainty, perhaps a project team is your training ground;

· If you prefer a steady start, have systematic support, and have long-term plans, a trading platform may be more suitable as a first stop.

What truly matters is whether you can build trust through action and establish your position through output—the platform is just a path, and your growth still depends on yourself.

IV. Conclusion: It's Not About Finding a Web3 Job, But Finding a Way to Create Value

As we look back on the full picture of this in-depth research, a clear picture emerges: Web3 is not only an emerging industry but also an experimental ground redefining the very nature of "career." Here, traditional job search logic is being overturned, and new ways of creating value are emerging.

For everyone involved, the true meaning of seeking a Web3 job is not to find a "Web3 job," but to learn a new way of working, thinking, and living. At its core, it is a shift from "adapting to the world" to "creating the world."

In this process, you will discover:

The best job is not found, but created;

The best opportunity is not waited for, but made;

The best future is not planned, but the result of action.

Web3 is not the end but a beginning. It teaches us how to find certainty in uncertainty, identify opportunities in change, and establish order in chaos.

The river of history constantly reminds us: in the succession of eras, it is often not the embracers of change but those who cling to old ways and resist transformation that fade away.

The dividends of the era will eventually pass, but the ability to embrace change will become your timeless asset. Whatever the future holds for Web3, those who dare to act, continuously learn, and consistently create will always find their place in the next cycle.

Note: All individuals mentioned in the text are using pseudonyms

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