Joba Network

Web3 hiring isn’t Web2 hiring. The wrong hire can cost you more than just time—it can wreck your project, drain your treasury, or slow down your roadmap. Here are 5 unexpected hiring mistakes you should never make in Web3: ❌ 1. Trusting a Developer Without an Audit "I’ve built smart contracts before!" Cool. But are they secure? A single vulnerability can wipe out an entire protocol. If your dev hire doesn’t have: ✅ Smart contract audits ✅ Open-source commits ✅ Bug bounty experience …then you’re gambling with your project. Audit before you trust. ❌ 2. Hiring Web2 Minds for a Web3 Culture If your candidate asks, “Who’s my manager?” … 🚩🚩🚩 Web3 isn’t a traditional corporate structure. It’s decentralized, community-driven, and often chaotic. ✅ Can they work autonomously? ✅ Have they contributed to DAOs? ✅ Do they understand governance and token models? If they expect hierarchies, set hours, and top-down decision-making, they might struggle in Web3. ❌ 3. Ignoring Onchain Reputation & Proof of Work Resumes are nice, but onchain contributions are better. Check their: ✅ GitHub contributions ✅ DAO governance votes ✅ Smart contract deployments ✅ NFT or DeFi interactions If their wallet history is full of meme coin trading but no real work, 🚩🚩🚩 ❌ 4. Offering Fiat-Only Salaries (Seriously?!) If your job offer says, “We only pay in fiat,” don’t be surprised if Web3 talent ghosts you. Web3 workers want: ✅ Stablecoin payments (USDC, DAI) ✅ Token vesting options ✅ Streaming payments (Superfluid, Sablier) If you’re building the future, don’t pay like it’s the past. ❌ 5. Ignoring Legal & Tax Compliance DAOs aren’t a legal loophole. Without clear agreements, your hires (or contributors) could face tax issues, contract disputes, or worse—regulatory headaches. ✅ Set clear payment structures ✅ Use crypto-native contracts ✅ Understand tax implications for global hires "We’ll figure it out later" is NOT a legal strategy. 🚀 TL;DR - Hiring for Web3? Get It Right. ✅ Audit developers before trusting their code ✅ Hire Web3 thinkers, not just Web2 execs ✅ Check onchain proof of work ✅ Pay in crypto-native ways ✅ Don’t ignore compliance Web3 moves fast. The wrong hire can set you back months—or worse. 👉 What’s the biggest hiring mistake you’ve seen in Web3? Drop it in the comments! Need onchain-verified talent? Find them at Joba Network. 🚀

The future of work is powered by AI! Our latest video guides you on leveraging AI to maximize efficiency and career growth 📹 https://lnkd.in/gYRTchzy

AI is transforming the way we work, but are you ready to lead the change? The HBR Guide to AI Basics for Managers lays out 9 essential lessons to help leaders integrate AI effectively: ✅ Understand the Fundamentals – Know how AI and machine learning work before diving in. ✅ Automate the Right Processes – Focus on repetitive and rules-based tasks first. ✅ Build Strong AI Teams – Blend technical and business expertise for real impact. ✅ Choose Projects Wisely – Align AI initiatives with your biggest business needs. ✅ AI is a Co-Pilot, Not a Replacement – Use AI to support human judgment, not replace it. ✅ Tackle Ethics Early – Address bias and data privacy before problems arise. ✅ Iterate & Improve – AI models evolve with better data and continuous refinement. ✅ Foster a Learning Culture – Help employees at all levels understand AI’s potential. ✅ Scale with Purpose – Successful pilots need the right infrastructure to grow. AI isn’t just for tech teams—it’s a strategic advantage for businesses that know how to implement, govern, and scale it responsibly. How is your organization integrating AI into decision-making? Share your insights below! ⬇️ #ArtificialIntelligence #AIforBusiness #HBR #Leadership #DigitalTransformation

Web3 Jobs vs. Web2 Jobs The job market is evolving fast. Web3 is reshaping how professionals work, get paid, and prove their skills. Here’s what you need to know: 1️⃣ Remote & Decentralized Work 88% of Web3 developers work remotely, with 11% in hybrid setups. DAOs (Decentralized Autonomous Organizations) operate without a central office. Teams collaborate across time zones using blockchain-based tools. 2️⃣ Skill-Based, Not Degree-Based Web3 hiring prioritizes skills over formal education. Instead of resumes, onchain reputation and contributions build credibility. Professionals prove their expertise through open-source contributions, DAO involvement, and blockchain-based projects. 3️⃣ Payment in Crypto Many Web3 professionals receive salaries in cryptocurrency. Understanding wallets, stablecoins, and gas fees is essential. Unlike traditional payroll, crypto payments are fast, borderless, and direct. 4️⃣ Flexible & Fluid Roles Web3 jobs are gig-based, with project-based contributions and bounties. Smart contracts ensure secure and automated payments. Freelancers can earn from multiple projects instead of relying on a single employer. Fun Fact: The Average Web3 Salary is Higher The average Web3 developer salary is $149,000, ranging from $70,000 to $250,000 Smart contract developers are among the highest-paid tech professionals. Key Takeaway Web3 is more decentralized, skill-driven, and financially flexible than traditional careers. If you're exploring new opportunities, focus on onchain contributions, blockchain literacy, and adaptability. Are you ready to embrace the next era of work? 🚀

The study, authored by Harvard economists David Deming and Lawrence H. Summers, analyzes over a century of labor market data, focusing on technological disruptions. It identifies four key trends indicating AI's growing influence on the workforce: ➡️ End of Job Polarization: Change from a barbell-shaped job market to a single-sided distribution favoring high-paid, skilled workers. ➡️ Growth in STEM Jobs: Significant increase in science, technology, engineering, and math positions, reversing a prior dip in the 2010s. ➡️ Investment in AI and Technology: Companies increasingly hire technical talent and invest in frontier technologies like AI, reshaping job distribution. ➡️ Decline of Low-paid Service and Retail Jobs: Dramatic reduction in low-paid service jobs and retail roles as e-commerce adoption and AI integration expand. The study reveals historical periods of labor market stability and volatility, highlighting impactful technological transitions, such as the introduction of general-purpose technologies in the mid-20th century. Despite reduced occupational churn from 1990 to 2017, a notable increase in labor market changes began around 2019, reflecting AI's disruptive potential. AI adoption appears as a pivotal technological advancement, paralleling historical disruptors like electricity and computer-based manufacturing. Industry trends affect job markets, influencing job availability and employment practices, with a potential increase in productivity expectations for knowledge workers. The study cautions on AI's dual nature: empowering yet capable of displacing occupations, impacting sectors like finance, management, and journalism. Lawrence Summers emphasizes the importance of considering AI's broad implications on all professions, advocating for proactive adaptation in anticipation of continued technological evolution. https://lnkd.in/gScifbqQ

Late last year, we decided to try something different. I'm happy to announce we've just launched our first whitelabel job marketplace with Abstract Chain 🙌 You can simply use your Joba profile to log-in like a single-sign on and own your reputation. 👏 It's a smarter way to work and hire.

We’re excited to announce we’re creating a decentralized job marketplace for talent on Abstract Chain, the home of consumer crypto ✅ Verified talent with onchain profiles ✅ The new standard for hiring ✅ Get paid in crypto We're live now 🥳 ⤵️ https://lnkd.in/gdZnnRCB

Job growth, markets, and more – the January jobs report has stirred the economic pot! Tune in for more insights 🎧 https://lnkd.in/gJD4wrFY

New Episode on Spotify—and this time, we're talking about DeepSeek 🤖 What does this mean for freelancers, professionals, and the future of work? How can you use AI like DeepSeek to stay ahead of the curve? Full episode: https://lnkd.in/g8d_7zh7

5 Key Takeaways from the Federal Workforce Resignation Offer: ➡️ Offers may be unclear/misleading—employees should seek clarity. ➡️ Legal uncertainties exist; consult unions/legal experts before deciding. ➡️ Mass resignations could disrupt critical government services. ➡️ 5-10% resignations (100K–200K workers) may strain local labor markets. ➡️ Stay informed, know your rights, and avoid hasty decisions. Full video on YT: https://lnkd.in/gNb2xVem