Hiring in Web3 for Gro

1. Setup for web3 hiring - We created a Market mapping document, which outlined web3 competitors in the market to understand the wider blockchain sector. As a follow-up, we implemented a salary analysis structure that identified the industry averages for certain roles in the market. And finally, optimised the hiring processes by eliminating certain stages to make sure the candidates stayed engaged with the process and made it more streamline.
2. Educating the team - We lead regular knowledge-sharing sessions about hiring strategies for web3, blockchain, and shared insights to help the wider teams.
3. Smooth hiring processes - We implemented a new ATS which helped with collaboration with all people involved in interview processes and proved to be cost-effective. Next to that we sourced and implemented an internal tool called Karat, which supported with coordinating interviews and coding tasks, that ensured candidates and HM were aligned.
4. Staff retention during uncertainty in web3 space- We worked on restructuring the hiring roadmap to adapt when wider market movements influenced our recruitment drive. In collaboration with the operations team, we successfully retained 100% of staff during challenging times and maintained clear hiring objectives.
5. Cost-saving - During the 7 months that Gro partnered with acelr8, they saved 60% on their hiring costs by using our embedded service with a monthly flat rate, instead of working with a traditional agency that would charge a commission for every hire and not manage to get results beyond those hires.

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”Gro was an incredible project to be a part of; the biggest challenge was structuring an engineering interview process that tested for potential as much as quantitive experience. Not all candidates had built smart contracts in Solidity, so our main focus was providing a technical process that screened for capability beyond web2 languages.” - Jonathon Cooper, Talent Partner at Acelr8