1/ H1 crypto hiring was wild.

Macro rocked the market, record jobs were pulled, and companies reacted faster & harder than at any point in 3 years.

👇 From market data + 1000s of convos: what candidates want & what downturns teach us (...because it ain’t always a bull market). 2/ Remember: Even in rough macro, crypto’s fundamentals are stronger than ever.

Those fundamentals were on full display at the start of the year.

Crypto moves fast, and industry compensation data is scarce.

Our first annual compensation report was developed to provide a comprehensive look at trends in the space.



🧵 Here are the top nine things you need to know: 👇 dccr23.dragonfly.xyz
1. US-based companies offer higher compensation than non-US-based companies: ~13% higher salaries, and ~30% higher equity and token packages.

Token compensation is an incredible tool, but I often see founders/candidates struggling and making simple strategic mistakes.

Here's what @robindavidji, CEO at @liquifi_finance, and I have learned through years of working w/ web2 + web3 teams.

medium.com/p/47621640a6ba

👇🧵 2/ Key Takeaways:

— Equity and tokens are different in important ways

— You need to set up early-stage token compensation differently

— Create a hiring plan with token budgets

— Lock in key mechanics (duration, vesting, lockups)

— Consider tax and compliance