If you’ve been applying to Web3 roles and hearing … nothing … you’re not alone.
Web3 hiring moves fast, job requirements shift constantly, and the “rules” most candidates bring from Web2 don’t always translate. That doesn’t mean you’re not qualified. It usually means you’re playing the wrong game.
In our latest SheCrypto conversation, Laura Suárez León and Kelly Ann Collins sat down with Kseniya Parfenyuk, Talent Acquisition Partner at TON Foundation, a global IT recruiter who has been specializing in Web3 and blockchain talent since 2021. Kseniya has recruited across agencies, outsourcing, and Web3 product teams ~ including work with P2P.org, 1inch Network, in addition to TON Foundation ~ and she shared exactly what candidates need to know right now.
Here’s what she wants you to understand before you hit “Apply.”
Web3 hiring is different ~ and it starts with pace
According to Kseniya, there are three big differences between hiring in Web3 vs. traditional tech:
1. The pace is insane
Web3 teams move fast, priorities change fast, and job requirements can evolve mid-hiring cycle. In Web2, you might see stable job descriptions for months. In Web3, expectations adjust constantly.
2. Skills shift constantly
New frameworks, SDKs, and tooling appear nonstop. Recruiters aren’t just looking for “experience,” they’re looking for people who can keep learning.
3. Seniority doesn’t mean what you think it means
This one matters: in Web2, “senior” might mean 5–7+ years doing the same thing. In Web3, entire languages and ecosystems can be newer than that.
Kseniya gave a perfect example: TACT, a newer programming language used in the TON ecosystem, simply didn’t exist 5–7 years ago ~ so hiring teams have to assess seniority differently.
Translation: Don’t disqualify yourself because you don’t have a decade in crypto. The space is young. What matters is how you learn, adapt, and build.
The most in-demand roles in Web3 right now
When asked what roles she sees hiring demand for most often, Kseniya broke it into two buckets:
Technical roles (always in demand)
* Software Engineers
* Systems Engineers
* Data Engineers
* Analytics Engineers
* Automation / AI Engineers (increasing demand)
Business-side roles
* Business Development
* Marketing
* DevRel (Developer Relations) ~ the bridge between technical + business teams
If you’re trying to break in: DevRel, marketing, BD, and ecosystem/community roles can be powerful entry points ~ especially if you can show proof of work.
What recruiters actually care about: attitude > “perfect” crypto knowledge
This is the part candidates need to hear louder:
Kseniya’s career began because someone hired her for her attitude ~ not her skills.
And today, she says it’s still true.
Yes, crypto literacy helps. But the difference-maker is often:
* adaptability
* coachability
* curiosity
* communication in global remote environments
* readiness for fast change
The hard part? Showing that in an interview.Her advice: don’t rely on generic answers. Let your real motivations and thinking show.
What a “great candidate” looks like for a Web3 foundation
Foundations sit in a unique middle ground: they move like startups, but they’re building real structure and long-term processes.
Kseniya described the best candidates as people who can be:
“Open-minded and excited about structuring the chaos.”
You don’t have to love bureaucracy ~ but you do need to be comfortable creating systems and processes inside fast-moving environments.
The biggest candidate mistakes (and how to fix them)
This section was painfully real.
Mistake 1: The 8-page CV
Kseniya said long, unstructured resumes are a deal-breaker. If she has 80 applications to review, she simply can’t read eight pages.
Fix: Keep your CV concise, skimmable, and structured with bullet points.
Mistake 2: Being weirdly formal
The “Dear Sir or Madam, I would be humbled …” style is too much for most Web3 teams.
Fix: Be professional, clear, and human.
Mistake 3: Being too informal (memes are not your strategy)
Yes, Web3 is culture-heavy ~ but it’s still a real job.
Fix: Match the tone of the company and role. Creative roles may allow more personality. Most roles still require a real CV and serious communication.
Mistake 4: Expecting one perfect application to change your life
Her view: volume matters. Applying to 5–10 roles and expecting the dream offer often leads to disappointment.
Fix: Treat applications like a pipeline. Track them. Iterate.
The myth Kseniya wants to kill forever
“Web3 is a gold mine.”
It’s not. Not immediately. And not for most people.
You won’t walk in and get a million-dollar offer “right away.” Companies have expenses, budgets, and real hiring constraints ~ especially in volatile markets.
The best approach is long-term: build skills, build proof of work, build relationships.
Safety first: how to avoid job scams in Web3
This was one of the most practical tips in the entire conversation.
Before you apply:
* Assume scams exist (because they do).
* Verify the job is real via the company’s official website/careers page.
* Apply through official links whenever possible.
* If you don’t hear back after some time, reach out to a recruiter on LinkedIn to confirm you’re in the system.
A surprising interview red flag: candidates using AI to answer live
Kseniya shared a growing issue: candidates using AI tools in interviews to generate answers in real time ~ then reading them off-screen.
She can tell.
The giveaway is often that answers become:
* too generic
* oddly “perfect”
* slightly irrelevant or vague
* disconnected from the candidate’s actual experience
Her advice: Don’t outsource your personality. Web3 hiring is still human. It’s about trust.
The #1 tool she recommends for building a Web3 career
LinkedIn.
Yes, really.
Kseniya has ~24,000 connections and still considers it one of the most powerful platforms for Web3 hiring and visibility — especially because many Web3 candidates don’t use it enough.
Her suggestion:
* build your network intentionally
* follow Web3 hiring leaders and ecosystem builders
* show consistent signals of interest and competence over time
Advice for women: stop questioning your worth
This moment hit.
Kseniya’s message to women who feel intimidated or “not qualified”:
* Stop underestimating yourself.
* Don’t question your capability.
* Support each other more.
She also pointed out that women’s participation in tech-heavy roles is still far too low ~ and it doesn’t have to stay that way.
The gap Web3 still needs to close: DEI can’t be an afterthought
Kseniya was direct: many Web3 companies still aren’t addressing discrimination (across gender, race, ethnicity, orientation, identity, chronic conditions, and more) with the seriousness it requires.
In her view, Web3 teams should invest in:
* training
* best-practice hiring systems
* proactive culture building
Inclusion isn’t a “later” project. It’s foundational.
Where to find TON Foundation roles
Kseniya shared the official “source of truth” for TON ecosystem jobs:
jobs.ton.org
And she’s open to connecting with candidates via LinkedIn.
Your Web3 job checklist (save this)
If you want the SheCrypto distilled version:
✅ Keep your CV short + structured✅ Show proof of work (even small)✅ Apply in volume + track your pipeline✅ Verify every job posting is legit✅ Build a visible presence (LinkedIn still matters)✅ Don’t hide behind AI in interviews✅ Lead with curiosity, adaptability, and real motivation✅ Women: stop waiting to feel “ready” ~ apply anyway
Now … watch the episode!
Save this. Share it with someone applying right now. And if you’re a founder hiring in Web3 ~ take notes.
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