►
Description
This session covers hiring best practices, including :
- Hiring best practices for startup companies
- Employer Branding and why it’s important
- Recruiting Strategies in the Blockchain sector
- Contract vs Permanent Hiring
- When it’s time to use a recruiting service vs. hire an internal recruiting department
- How much of your budget should you expect to spend on talent acquisition costs?
http://www.nicherecruiting.com/
https://www.linkedin.com/in/johnnicherecruiting
A
All
right,
hello,
everyone
listen
to
recording,
welcome.
This
is
our
10th
commuter
compute
over
data
working
group
session
and
we're
joined
by
John
Elliott
from
Niche
Consulting.
Today,
we've
had
a
lot
of
conversations
in
the
past
around
best
practices
for
hiring
and
recruiting
of
all
the
different
projects
in
the
compute
over
data
working
group.
Most
of
us
do
not
have
a
background
in
hiring
and
recruiting
I.
Also,
don't
myself
a
lot
of
conversations
back
in
September
about
how
do
we
bring
on
a
team
quickly?
A
So
this
is
a
great
compliment
for
us
in
terms
of
just
skill
sets
and
it's
interesting
because
now
we're
in
a
bear
market,
so
there's
dynamics
that
we
have
to
deal
with
about
getting
folks
in
the
bear
market
and
then
bear
Market
still
lasts
forever.
So
you
know
hiring
will
continue
in
a
different
path
once
we
get
back
into
the
next
bull
market,
so
John,
if
you
are
ready,
I'll
hand
it
over
to
you
and
let
you
take
us
through
through
some
content.
B
Yeah
for
sure,
so
just
to
give
everybody
some
some
feedback
on
to
who
I
am
I've,
been
recruiting
for
over
13
years
now,
I
started
my
own
specialized
recruiting
firm
a
little
over
six
and
a
half
years
ago
to
help
startups
scale
and
hire
talent,
because
hiring
for
small
companies
is
very,
very
different
from
hiring
for
a
large
company.
You
know
you
don't
have
the
same
employer
brand.
B
B
My
passion
is
helping
smaller
companies,
scale,
I,
think
it's
more
fun
and
exciting,
and
so
yeah
I
want
to
share
with
you
guys
kind
of
best
practices
and
Things
To
Expect
While
hiring
things
to
consider,
and
then
you
know
at
the
end
I'm
more
than
happy
to
do
a
q
a
if
anyone
has
questions
but
to
kick
it
off,
wanted
to
talk
over
hiring
best
practices
for
web
3
companies.
That
I've
noticed
you
know.
One
big
thing
is
is
always
you
know,
defining
the
job
requirement,
governments
and
responsibilities.
B
Clearly,
in
your
job
description
too
often
I've
worked
with
some
startup
companies,
where
it's
kind
of
a
moving
Target.
They
create
a
job
description,
but
then
the
candidate
interviews
and
finds
out.
Oh
there's,
all
these
other
duties,
or
this
isn't
exactly
what
they
marketed
out
to
the
market,
and
so
that
can
create
challenges
there.
You
know
it's
important
to
have
a
clear
understanding
of
the
skills
and
experience
required
for
the
job
and
to
communicate
this
to
potential
candidates.
B
It'll
help
attract
the
right
candidates
and
ensure
that
they
have
a
clear
understanding
of
what's
expected
of
them,
and
then
you
know
another
huge
part
of
that.
Job
description
is
to
sell
your
brand,
to
tell
your
story
and
to
grab
the
reader,
so
don't
just
quickly
slap
together,
a
job
description
and
think
that
that's
going
to
get
you
know
some.
You
know
Rockstar
engineering,
candidate,
interested
they
get
tons
of
job
descriptions
sent
to
them
a
day
or,
if
they're
actively
looking,
you
know,
they're
looking
through
tons
of
different
companies
days.
B
You
know
you
really
need
to
do
your
best
to
use
creative
writing
to
make
your
job
post
stand
out
from
the
rest.
So
you
know:
is
your
company
changing
the
world
if
they
are
then
tell
the
reader?
How
you're
doing
that?
You
know?
Let
them
know
how
excited
you
are
about
the
company
Mission
and
why
employees
love
working
there.
B
Another
important
part
here
is
to
use
a
diverse
recruitment
process,
so
web3
companies
should
aim
to
create
a
diverse,
Global
and
inclusive
workplace.
This
can
be
achieved
through
a
diverse
recruitment
process
which
may
include
using
web3
job
boards
and
recruiters
that
cater
to
underrepresented
groups
actively
seek
out
candidates
from
a
variety
of
geographic
locations
as
well
as
experiences.
B
You
know
personally,
I've
found
that
engineers
and
places
like
Argentina,
for
example,
have
been
using
Bitcoin
for
years
and
are
more
knowledgeable
actually
on
blockchain
and
the
web
3
space
and
the
reason
why
is
they've
had
to
use
digital
assets
to
offset
the
inflation
there.
They've
they've
seen
the
change
they
can
make
for
their
families
there
by
investing
in
these
digital
assets
and
holding
them,
and
you
know
it
excites
them,
they
want
to
work
in
the
space.
So
people
from
countries
like
this,
where
they've
had
access
to
digital
assets.
B
For
you
know,
since
2015
16
17,
are
eager
to
work
in
the
industry
and
and
they're
already
very
familiar
with
the
underlying
principles
of
blockchain.
Another
big
thing
is
to
offer
competitive
compensation
and
benefits.
Web
companies
should
offer
competitive
compensation
and
benefit
packages
to
attract
Talent.
This
may
include
salary
bonuses,
Equity
perks,
such
as
flexible
working
Arrangements.
You
know
that's
one
of
the
biggest
things
that's
going
to
attract
top
talent
to
web3
many
people
these
days.
Don't
want
a
typical
nine
to
five.
B
You
know
they
want
a
situation
where
they
can
travel
spend
times
with
their
family
and
then
knock
out
code
whenever
it
makes
sense,
obviously
they
would
show
up
for
meetings
or
whatever
and
depending
on
the
role
these
things
may
change,
but
offering
flexible
work-life
balance
is
huge,
as
well
as
compensation
and
benefits.
Another
huge
thing
is
providing
proper
onboarding
with
too
many
startups.
I
see.
B
B
B
Another
thing
is
to
foster
a
positive
company
culture.
What
three
companies
should
aim
to
create
a
positive
and
supportive
culture
that
encourages
teamwork,
collaboration
Innovation?
This
can
help
attract
and
retain
your
top
talent.
It
can
also
contribute
to
a
more
productive
and
enjoyable
environment.
So
those
are
just
a
few
things.
Some
of
them
are
probably
common
sense,
but
still
it's
it's
good
to
have
them
top
of
mind.
B
I
I'd
like
to
touch
on
recruiting
strategies
for
web
3
companies
as
well.
You
know
one
of
the
most
important
things
here
in
this
day
and
age
is
obviously
leveraging
social
media.
Web3
companies
can
use
social
platforms
such
as
LinkedIn,
Twitter
and
Discord
to
advertise
job
openings
and
connect
with
potential
candidates.
B
It's
just
you
got
to
be
smart
about
it
and
and
know
you
know
which
communities
are
you're
engaging
with
with
including
you
know
how
you
engage
with
your
own
and
and
get
that
information
out
there.
But
it's
key
to
be
active
in
groups
and
not
be
afraid
to
comment
on
on
people's
posts
and
to
help
build
your
network
on
LinkedIn.
Specifically,
you
know
trying
to
build
a
company
following
on
your
page
on
LinkedIn
by
regularly
engaging
and
posting
content
is
only
going
to
help
you
over
time.
B
Most
job
Seekers
are
on
LinkedIn,
it's
the
number
one
platform,
even
for
people
in
the
web
3
space
and
it's
a
great
place
to
pull
people
that
are
from
web
2
companies
into
web
3,
because
there's
tons
of
people
who
work
at
Google
and
companies
like
that
who
are
very
interested
in
web3,
but
they
just
haven't
made
the
jump
yet
they
may
be.
They
may
know
a
lot
about
it
and,
in
their
spare
time,
be
spending
time
researching
and
doing
things
in
the
web
through
space,
but
they
just
haven't
had
a
job
pop-up.
B
Yet
that's
in
line
with
their
you
know
experience
another
big
thing
which
every
small
company
does.
This
is
to
utilize.
Employee
referrals.
You
know
encouraging
current
employees
to
refer
Talent
can
be
an
effective
way
to
get
great
great
employees.
You
know
a
lot
of
companies
will
offer
some
sort
of
a
refer
furry
bonus.
So
you
know
if
you
refer
employee
in
you
get
a
you
know.
Two
thousand
dollar
bonus.
Three
thousand
dollar
bonus,
something
like
that
just
to
Spur,
more
referrals
internally.
B
Another
huge
thing
is
attending
industry
events,
so
always
have
someone
within
your
company.
That's
going
to
go
to
these
industry
events
to
help.
You
know
tell
people
about
your
company,
you
want
to
to
connect
with
potential
candidates
and
and
build
your
company
brand
at
these.
At
these
events,
like
you
know,
web3
ATL,
that
that
Wes
was
at
and
I
was
at
just
the
other
week.
B
Partnering
with
educational
institutions
is
another
huge
thing.
You
know,
Georgia
Tech
put
on
the
web,
3
ATL
thing
a
group
there,
which
is
404
Dow,
but
web3
companies
can
partner
with
educational
institutions
like
Georgia
Tech,
to
find
talented
candidates
and
Foster
a
pipeline
for
future
employees.
So
this
can
include
sponsoring
hackathons,
hosting
internships,
offering
job
shadowing
or
mentorship
opportunities.
B
B
You
know
the
company
and,
as
you
start
to
roll
out
Talent
acquisition
processes.
You
know
the
reason
why
employer
branding
is
so
important
is
for
attracting
top
talent.
You
know
a
strong
employer
brand,
let's
say
Google
Facebook,
you
know,
SpaceX
Tesla
can
help
a
company
attract
Talent.
You
know,
as
candidates
are
more
likely
to
apply
for
jobs
with
companies
they
know
of,
and
they
see
on
a
regular
basis,
startups,
don't
have
the
luxury
of
having
that
huge
marketing
budget
to
get
their
name
out
there
like
that
with.
B
Maybe
you
know
a
product
that
people
are
using
every
day.
However,
you
know,
starting
by
building
your
employer
brand
at
conferences
and
and
telling
your
story
on
a
regular
basis.
Using
social
media
is
huge
to
drive
internal
submittals
to
get
people
to
actually
submit
directly
to
your
company.
You
know
it's
also
important
it
for
retaining
employees.
So
a
positive
employer
brand
can
help
retain
your
employees
as
they're
more
likely
to
stay
with
a
company
that
has
a
great
reputation
in
the
market.
B
B
Improving
company
performance,
you
know
a
strong
employer
brand
can
help
improve
a
company's
performance,
as
employees
are
more
likely
to
be
motivated,
engaged
and
productive
when
they
work
for
a
company
that
others
perceive
as
reputable
and
that
values
as
employees.
Another
thing
about
employer
branding
is
it
can
enhance
your
company
reputation.
You
know
a
positive
employer
brand
can
enhance
the
company's
overall
reputation
as
it
can
attract
positive
media
attention
and
Customer
Loyalty.
So
it
can
benefit
the
brand
in
more
ways
than
just
Talent
acquisition.
It
can
actually
help.
B
You
know
drive
people
to
buy
your
products,
reducing
recruitment
costs,
so
the
main
reason
to
to
build
that
employer
brand
and
to
start
early
is
because
over
time
it's
going
to
drastically
reduce
recruitment
cost,
as
it
can
lead
to
higher
volume
of
qualified
candidates
supplying
which
reduces
the
need
for
costly,
recruiting
firms.
So,
overall
employer
branding's
important
because
it'll
help
the
company
attract
and
retain
top
talent
improve
company
performance,
as
well
as
reduce
recruitment
costs.
You
know
how
much
should
you
expect
to
spend
on
Town
acquisition
costs
as
a
startup?
B
You
know
this
is
something
that
it
it.
It
differs
based
on
each
company
and
and
what
your
growth
goals
are,
but
it
can
be
difficult
to
determine
exactly
how
much
your
budget
should
be
allocated
to
this,
but
it'll
depend
on
a
some
like
various
factors,
such
as
the
size
of
your
company,
the
industry
in
which
you're
operating
your
growth
goals
for
the
year,
strength
of
your
employer,
brand
and
and
the
current
job
market.
B
So
but,
generally
speaking,
a
company
should
budget
roughly
three
to
five
percent
of
their
yearly
budget
to
Talent
acquisition
costs,
which
is
using
a
recruiting,
firm
or
hiring
people
internally.
To
find
the
talent
you
know,
finding
and
hiring
Talent
is
critical
to
the
success
of
the
business
and
unfortunately
it's
not
you
know
a
cheap.
B
You
know
Endeavor,
it's
something
that
that
is
always
going
to
be
costly.
So,
however,
it's
it's
it's
very
important
to
strike
a
balance
and
not
overspend
on
Talent
and
at
the
expense
of
other
areas
of
your
business.
So
companies
should
carefully
evaluate
their
talent.
Acquisition
needs
at
the
beginning
of
the
year,
allocate
their
budget
accordingly
and
stick
to
it.
B
You're
looking
for.
So,
if
you
track
the
data-
and
you
can
tweak
the
talent
strategy
over
time,
then,
ideally,
you
can
optimize
year
after
year
and
decide
okay.
How
much
should
we
spend
on
recruiting
services
this
year?
Is
it
time
to
hire
an
internal
recruiter
and
build
Talent
Department
things
like
that,
and
another
thing
that's
huge
here
is-
is
just
learning
about
how
much
recruiting
tools
cost.
B
So
a
lot
of
people
have
no
idea
how
expensive
some
of
these
recruiting
tools
are
so
I
mean
if
you
only
have
one
or
two
hires
and
you're
trying
to
do
it.
Internally
and-
and
you
want
someone
to
go
out
there
and
be
your
recruiter
who's,
not
normally
a
recruiter,
then
you
know
you
can
try
doing
that
for
a
while
with
some
cheap
solutions,
but
eventually
to
get
the
right.
Talent
you're
gonna
have
to
spend
a
lot
of
money
on
recruiting
tools.
B
So
you
know
most
recruiting
firms
spend
ten
thousand
dollars
per
recruiter
just
on
software,
just
on
the
tools
they
use
to
Source
Talent
and
while
job
boards
used
to
be
a
viable
option
recruiting
in
like
the
mid-2000s
LinkedIn,
it
currently
has
a
monopoly
as
the
best
sourcing
application
for
Tech
and
engineering
companies
like
Dice
and
Career
Builder
used
to
have
a
pretty
big
foothold
on
the
space,
but
they
scared
away
most
great
engineering
candidates
because
they
sold
their
data
to
too
many
companies
and
recruiters.
So
now,
dice
actually
leverages
web
rolling
techniques
that
rely.
B
You
know
more
on
crawling
the
web
and
sourcing
data
from
LinkedIn,
even
you
know,
than
the
candidate
willingly
giving
them
their
data,
so
LinkedIn
recruiter,
Pro
cost
roughly
six
thousand
dollars
a
year
and
it's
only
available
for
yearly
contracts.
So
this
is
something
to
consider.
You
know
when
you
are
going
to
be
doing
some
internal
recruiting
yourself
and
then,
in
addition
to
this,
recruiters
use
other
platforms
for
candidate
engagement
and
candidate
tracking
as
well
for
a
small
company.
B
A
LinkedIn
recruiter
light
license,
may
allow
you
to
hire
maybe
one
to
three
employees
a
year,
but
if
you're
planning
to
hire
more
than
that,
then
you
really
need
some
sort
of
recruiting
solution,
because
you
know
using
a
part-time
recruiter
at
your
company.
Who
also
is
has
another
job,
just
probably
isn't
going
to
get
it
done
depending
on
you
know
where
you're
at
as
a
company
and
there's
a
few
reasons
why
you
might
choose
to
hire.
You
know
a
service
versus
hiring.
B
But
on
the
other
hand,
the
flip
side
to
that
is
a
smaller
business
may
not
have
the
resources
or
the
need
for
that
internal
recruiting
department
and
may
find
that
using
a
recruiting
service
is
more
cost
effective.
Hiring
an
internal
recruiting
department
is
going
to
have
a
huge
upfront
cost
and
over
time
will
save
you
money,
but
using
a
recruiting
service
just
for
a
few
hires
a
year
is,
is
by
far
the
best
decision
there.
B
If
you
can't
fill
the
position
on
your
own
and
you're,
not
seeing
any
progress
just
with
job
postings
or
anything
like
that,
so
you
know
what
one
factor
that
that
can
drive
this
decision
is:
what
are
your
recruitment
needs
if
a
business
has
complex
or
specialized
recruitment
needs,
they're,
probably
going
to
need
a
Headhunter
you're
going
to
need
someone
specialized?
Another
huge
thing
is:
what's
your
budget,
you
know
the
cost
of
hiring
internal
recruiting
department,
as
I
said
before
can
be.
B
B
But
it's
important
to
know
when
it's
time
to
reach
out
to
a
recruiting
service
versus
you
know
kind
of
hope
and
pray
that
the
right
candidate
applies
and
so
and
and
speaking
on
to
that,
it's
also
important
to
know
what
type
of
employees
you
should
hire.
You
know
when
is
it
a
good
time
to
hire
a
contract
employee
versus
a
perm
employee,
and
once
again
it
goes
back
to
you
know.
What
are
your
needs?
Are
they
long
term?
Are
they
short
short
term?
B
What
is
the
budget,
as
we
just
saw
in
the
tech
space,
a
lot
of
companies
had
huge
layoffs
and
a
lot
of
these
employees
I
saw
were
hired
just
three
months
ago
six
months
ago,
and
they
were
already
laid
off
and
a
ton
of
contractors
were
let
go
as
as
well
at
some
of
these
companies
like
Twitter,
but
you
know
there's
a
few
reasons
why
you
would
choose
to
hire
contract
versus
permanent
and
it's
important
to
to
know
when
to
hire
a
contract
employee.
You
know
the
first
one.
B
One
is
if
it's
a
short-term
need.
You
know
if
a
company
has
a
specific
project
or
task
that
needs
to
be
completed
within
a
short
amount
of
time.
Three
months,
six
months,
it's
going
to
be
more
cost
effective
to
hire
a
contract
employee
to
work
on
that
project.
You
know
the
other
is
flexibility.
Contract
employment
can
provide
companies
with
flexible
or
flexibility
in
terms
of
the
duration
of
work
and
the
ability
to
scale
up
or
down
the
workforce
as
needed.
B
Another
thing
is:
cost
savings,
hiring
contract
employees
can
be
less
expensive
than
hiring
perm
employees,
as
the
company
is
not
responsible
for
for
benefits.
You
know
health
insurance,
retirement
plans
paid
time
off.
You
know,
on
the
other
hand,
there's
several
reasons
why
you
would
want
to
hire
perm
employees.
You
know
one
is
if
you're
trying
to
grow
a
head
count.
You
know
you
want
to
show
on
paper
that
your
company
is
actively
growing
you're
planning
on
you
know,
trying
to
get
a
new
funding
around.
You
want
to
show
that
you're
actively
growing
permanent
employees.
B
The
other
thing
is,
you
know:
if
it's
a
long-term
need,
then
that
would
be
a
permanent
employee.
You
know
another
huge
thing
is
company
culture.
Hiring
contractors
can
greatly
impact
your
company
culture.
Some
large
companies
are
40,
50
percent,
you
know
contractors
and
it
completely
changes
the
dynamic
and
culture
for
the
permanent
employees
that
are
there.
You
know
hiring
a
perm
employee
will
help
build
and
maintain
the
positive
company
culture
as
they're
more
likely
to
become
integrated
into
the
company
and
contribute
to
its
long-term
success
and
be
committed
to
Growing.
You
know
within
that
business.
B
The
other
thing
with
the
perm
employee
is
the
Loyalty
aspect.
Permanent
employees
will
be
more
loyal
to
the
company
and
have
greater
investment
in
its
success.
They
may
work
you
know
longer
hours
and
and
commit
to
you
know
time
at
night
or
on
the
weekends
to
get
a
project
done.
Whereas
you
know
a
contract,
employee
is
only
going
to
be
doing
whatever
their
billable
hours,
allow
them
to,
and
yeah
I
think
that's
pretty
much
it
I'm
trying
to
see
if
there
was
anything
else
I
didn't
hit
on,
but
yeah
I.
B
A
Very
helpful
John.
Thank
you.
Thank
you
for
all
the
content.
There
I
think
I'm
definitely
learning
a
lot
one.
One
follow-up
question
for
you,
as
as
a
team
in
the
working
group,
is
thinking
about
budgeting
for
engineering
hires.
Is
there
any
current
best
practice
in
terms
of
how
much
the
cost
of
an
engineer
should
be
like?
Are
there
certain
websites
or
resources
that
people
should
go
to
to
start
budgeting,
whether
it's
smart
contract,
development
or
back-end.
B
Core
development,
it
really
depends
on
a
variety
of
things
like
the
location
is
huge
if
you're
trying
to
hire
in
the
US-
and
you
know
that
you
want
them
to
be
us
based.
Obviously,
if
they're
in
the
Bay
Area,
then
they're
going
to
be
far
more
expensive,
but
the
going
rate
from
what
I
see
is
anywhere
from
120k
to
you
know,
250k,
depending
on
location
and
where
they're
at
I
mean
obviously
experience
level
is
huge
as
well.
B
I
know,
that's
a
big
gap
there,
but
you
know
I
have
clients
that
come
to
me
and
say
hey.
This
is
our
budget
for
a
role
and
I
immediately
tell
them
okay?
Well,
then
we're
going
to
be
searching
in
Argentina
and
Poland,
because
I
know
that
in
those
places
that's
what
Engineers
go
for,
whereas
in
the
U.S
you
know
we
may
be
fifty
thousand
dollars
off
in
in
terms
of
base
salary.
B
But
if,
if
a
company
you
know
can
spend
higher
in
the
US,
then
you
know
for
a
blockchain
developer.
Let's
say
you
want
a
solidity
developer.
I
mean
on
average
you're
going
to
want
to
spend
at
least
150k
if
they're
here
in
the
US
and
they
have
a
few
years
under
their
belt
and
then
there's
also
the
Consultants
that
do
it
and
they're
gonna.
You
know
Bill
you
a
high
hourly
rate,
but
let's
say
you
need
a
solidity
engineer
for
just
a
quick
three-month
or
six
month
contract.
B
In
terms
of
like
I
mean
I
know,
you
mentioned
other
websites,
not
that
I
know
of
to
be
honest,
like
okay,
I,
literally
learned
just
from
being
in
the
market
every
day
and
talking
to
people,
but
there
are
websites
that
have,
but
but
they're
always
wrong
like
right,
like
there's
Glassdoor
and
there's
sites
like
that,
but
the
the
numbers
they
throw
out
there.
It's
kind
of
a
crap
shoot
honestly
because
it
depends
on
the
company
and
I,
see
numbers
that
are
way
off
so
I,
don't
think
it's
something
that
you
can
really
like.
B
Stick
to
by
using
utilizing
one
of
those
sites.
There
could
be
a
site
in
the
web,
3
space
I'm,
not
aware,
like
a
whereabout.
Yet
that
is
posting.
These
things.
I
know
that
comparably.
Does
that
but
I
I
just
don't
know
how
accurate
those
numbers
are.
It
takes
a
lot
of
data
from
the
web.
3
companies
inputting
it
before
we
can
get
some
some
clear
understanding
and,
to
be
honest,
I,
don't
know
if
every
company
wants
that
information
out
there.
B
A
B
The
web
3
space,
that's
the
other
thing,
is
it's
still
hiring
for
a
lot
of
positions
that
are.
You
know
web
2
as
well
like
mobile
engineer,
whatever
or
or
you
know,
front-end
Engineers,
you
know
so
those
guys
you
know
the
web
tube
salary
is
going
to
stay
the
same
across
web
3.
If
the
web
3
companies
want
to
land
them,
they're
going
to
have
to
at
least
be
close
to
what
they're
making
at
the
web
2
companies
but
for
the
most
part,
I
mean
solidity,
is
in
such
high
demand
right
now.
B
A
That
makes
sense
one
other
interesting
thing.
I'm
curious
to
get
your
take
on
is
in
the
web
3
space
there's
this
unique
phenomenon
of
anonymous
profiles,
yeah
and
some
of
the
folks
that
I
follow
that
are
like
top
security
researchers
that
are
finding
vulnerabilities
and
posting
those
they
very
much
value
their
personal
anonymity
for
a
variety
of
security
reasons
and
I'm.
Seeing
other
organizations,
and
also
even
VC,
firms,
hire
these
folks
in-house
as
researchers
and
everything
does
that
show
up
at
all
any
of
the
the
conversations.
B
You're
having
or
I
think
it's
awesome
I
want
to
see
more
of
it,
but
to
be
honest,
most
companies
are
still
so
old
school
that
it
it
it's
it's
hard
I
mean
only
a
web.
3
company
will
be
cool
with
that
and
be
like
yeah.
Okay,
we
don't
need
the
kyc.
You
know
we
don't
need
to
know
who
our
employee
or
I
guess
it
would
be.
Kye
know
who
our
employee
is.
You
know
and
we're
just
hire
Anonymous,
and
we
will
you
know
once
they
finish
a
project
we'll
send
money
to
this
wallet.
B
B
It
but
I
think
it's
awesome,
because
in
a
perfect
world,
I
would
love
to
see
companies
be
able
to
hire
an
anonymous
person
who
could
live
anywhere
in
the
world
and
be
paid
for
their
skill
set.
That's
how
it
should
be.
That's
that's
ultimate
freedom
in
my
mind's
eye,
but
I
see
the
same
thing
with
privacy
in
the
Bitcoin
space,
a
lot
of
people
in
that
sector
too,
like
especially
if
they're
Bitcoin
ogs
they
want
their
privacy.
They
don't
want
to
be
known.
You
know
they
wear
masks
when
they
do
interviews.
A
B
Get
targeted,
you
know
if
you,
if
people
know
you
are
and
they
think
you
have
a
lot
of
Bitcoin
or
a
lot
of
ethereum
or
whatever
you
know,
you're
asking
for
something
bad
to
happen.
You
know
if,
if
you're
well
off,
but
in
the
space
of
people
working
I,
hope
we
see
more
Anonymous,
you
know
employees
working
for
Dows
and
that
being
thing,
but
we're
still
just
waiting
on
a
lot
of
Regulation
as
to
how
that's
all
going
to
pan
out.
You
know,
I
think
some
countries
may
be
okay
with
it.
B
A
A
That
makes
sense
wow
now
this
is
this
is
this
is
super
interesting
I'll
just
pause?
If
anybody
else
in
the
call
has
any
other
questions
for
John,
and
if
not,
we
can.
We
can
ask
the
folks
to
listen
to
according
to
send
their
questions
to
the
slack
Channel
John.
What's
the
best
way,
if
folks
have
additional
questions
about
hiring
recruiting
for
them
to
get
in
touch
with
you,
yeah.
B
For
sure
they
can
link
link
up
with
me
on
LinkedIn.
My
name
is
John
Elliott,
my
company
is
called
Niche
or
you
can
just
send
me.
You
know
an
email
directly.
My
email
is
John,
Niche,
recruiting.com
and
I'm
sure
we'll
share
that
in
the
slack
Channel
as
well.
If
anyone
has
any
questions
or
want
to
reach
out
or
if
you're
looking
for
some
recruiting
help
and
support,
I'd
love
to
you
know,
talk
with
you
guys
and
help
any
way.
I
can.
A
Fantastic
John,
thank
you.
So
much
for
all
the
content
today,
I
think
it's
going
to
be
super
helpful
for
a
lot
of
us
there,
the
teams
that
are
starting
from
scratch
building
you
know,
building
their
first
engineering
hires
coming
soon
and
all
those
sorts
of
things.
So
we
appreciate
it
and
we'll
continue
the
conversation
in
the
slack
Channel,
perfect.