Talentverse’s Unique Values: Purity, Technology Empowerment, Global Delivery
In this exclusive interview, Talentverse founder James shares his practical experience in the Web3 talent acquisition field, discussing the unique demands and future trends of this rapidly changing industry, revealing why “purity,” “technology empowerment,” and “global delivery” have become the core values of Talentverse. This article is sourced from a piece written by the Mankun Brand Department and republished by wublockchain.
(Background Summary: Heurist Mesh: Building Web3 Native Composite Intelligence)
(Background Supplement: Interpretation of the Six Current States of the Web3 AI Track: Compared to AI Agents, Institutions Focus More on Infrastructure)
James: Introducing Talentverse
Lawyer Liu Xiaojing: The theme of this interview is what kind of talent the Web3 industry needs, and its future prospects—whether it is worth attracting excellent talent. Please first introduce Talentverse; what do you think are its unique values? Can you summarize it in a few keywords?
James: Of course. Three keywords come to mind:
- Purity: In the headhunting industry, companies are involved in various fields such as consumer goods, the internet, finance, real estate, etc. However, we are very pure; we can say we are a headhunting company focusing solely on the Web3 and blockchain industry, with all our consultants and business concentrated in this vertical field.
- Technology Empowerment: There are some so-called Web3 headhunting firms in the industry, but their operational methods and business processes lean towards traditional or operational models. In addition to having a sizable consulting team, we have also built our talent pool. Over the past few cycles, we have accumulated about 50,000 talents specializing in Web3 and blockchain, or interested in it, forming our own talent pool. At the same time, we actively explore and apply AI technologies, utilizing AI tools in both sourcing and communication, so we are a very technology-empowered organization. We also have a community of over 3,000 members, with exclusive channels on platforms like Xiaohongshu, WeChat, and Telegram.
- Global Delivery: Although we originated in China, thanks to many Chinese entrepreneurs going overseas or participating in global processes during the last and this cycles, we have also made global arrangements. Currently, our consulting team is distributed not only in mainland China but also in Japan, North America, Southeast Asia, and other regions. Over the past few years, the positions we have delivered encompass several major continents and markets, excluding Africa, with numerous successful cases.
James: My Background
Lawyer Liu Xiaojing: Thank you for your sharing. Hearing the words “purity,” “technology empowerment,” and “global delivery,” I feel that Mankun Law Firm and Talentverse have similarities, both deeply engaged in the Web3 vertical space. When did you enter the Web3 industry?
James: Let me briefly introduce my background. After graduating with a master’s degree in Shanghai in 2007, I worked for a well-known professional headhunting company for three years. From 2010 to 2020, I held roles as a recruitment leader or HRBP on the corporate side, witnessing some developmental trends in the domestic economy. Initially, I was responsible for technical operations and functional recruitment at a foreign bank for four years. Later, I joined an American clothing retail company, responsible for recruitment in Greater China, including headquarters and stores. In 2017, I transitioned to a private enterprise, where real estate and asset management were booming, joining a private company’s asset management and wealth management division. After that, I went to a listed private company, responsible for all recruitment and HR work for the overseas business unit. I later ventured into the internet industry for a while.
Now, let’s talk about Web3-related content. I entered this field in 2020. There is actually a story here, as the talent mobility in the internet and Web3 was already evident. I first met Ben from Bybit when Bybit was still relatively small in Shanghai. Ben’s vision and eloquence impressed me; we chatted several times through intermediaries but, for some reason, I didn’t join Bybit. However, we are on good terms now and often keep in touch. Later, I went to Binance, responsible for global recruitment for a while. To be honest, at that time, I had only heard of Web3 and blockchain, with a limited understanding and not the strong belief I have now. But I must thank the opportunities of the era, as from 2020, I officially engaged in human resources work in the Web3 and blockchain field.
Web3 Talent Requirements
Lawyer Liu Xiaojing: Your career experience is particularly rich. Although you have traversed many industries, the main line seems to be human resources, right?
James: Yes, that has not changed. No matter the industry, field, or country, the core competency or responsibility always revolves around recruitment and human resources.
Advice for New Graduates
Lawyer Liu Xiaojing: You mentioned “serendipity,” which makes me curious. Many young people graduating may not have a clear plan for their lives, nor do they know what industry or position suits them. What specific or personalized advice do you have for those about to graduate or just entering the workforce? Is Web3 an industry they should consider?
James: I have interviewed tens of thousands of people in my career, from executives with annual salaries in the millions to outstanding students. If I were to give students some advice, although we are discussing Web3 today, I believe there is a universal principle: always start from your interests and talents when choosing an industry that can accumulate long-term. The path and duration of career development are long; it must be in an area that you love and are willing to invest in. If you can also combine your talents in your position, whether in Web3 or other industries, the work and life atmosphere as well as growth will be optimal, yielding the highest return on investment.
Differences in Experience Across Industries
Lawyer Liu Xiaojing: Based on your experience transitioning from traditional industries to the internet, and now to Web3, what subjective differences have you felt before and after entering Web3?
James: Web3 is a dynamically changing industry; there are several significant differences currently.
First, Web3 is a high-risk industry with many opportunities and risks; it is a balance. In high-risk areas, opportunities are also great, attracting a large influx of new talent and capital.
Second, over the past decade, Web3 has grown from small to large, leading to many cross-border phenomena. For example, artists transforming into NFT creators; or economists and university professors turning theories into DeFi models; cross-border transitions are very common. From a human resources or organizational perspective, the diversity of Web3 organizations is something traditional enterprises find hard to match. In the past, factors like the domestic pandemic and the internationalization of Web3 have caused organizations to shift from centralization to decentralization, and later, as problems arose with decentralization, a hybrid model emerged. We have a client where everyone usually works remotely, but there are several days each month dedicated to centralized office work, a model that is not common in traditional Fortune 500 or industrial companies.
Additionally, Web3 acts as a value amplifier. If you are at the forefront of the narrative or at the peak of the cycle, it can significantly enhance personal or company value; however, at the bottom of the cycle, the value may shrink, even below its intrinsic worth. This is one of the key differences from traditional industries.
Risks and Realities in Web3
Lawyer Liu Xiaojing: You mentioned the coexistence of high risks and opportunities; does this mean that entering Web3 requires a strong mindset, as one might face several months with low or no income?
James: Yes, that has been our experience. For example, during the last cycle, when the FTX and Luna events occurred, the market could be described as “a sea of sorrow,” with many organizations laying off staff; let alone hiring, maintaining was difficult. In such a cyclical industry, during bear markets, there is inevitably an oversupply of talent and a decrease in opportunities, so one must be mentally prepared.
Fast-Paced Cycles in Web3
Lawyer Liu Xiaojing: The cyclical development of Web3 seems to be much faster than traditional industries or even the internet industry. We see other industries have cycles that may last 10 years or even several decades, while Web3 might have a cycle of two to four years, right?
James: Yes, that analogy is very fitting. In traditional industries, such as the internet, a company typically takes 7 to 10 years from inception to IPO, with investment institutions generally adopting a “5+2” model, investing for 7 to 10 years. However, Web3 currently relies on Bitcoin’s four-year halving cycles, with many innovative projects significantly shortening their listing timelines whether through equity financing or token financing, resulting in overall shorter cycles. This can be benchmarked against the listing rhythm.
Age Restrictions and Career Transition Opportunities
Lawyer Liu Xiaojing: Many internet giants are laying off employees over 45 years old, with high salary demands and bleak prospects. Is Web3 still restricted by age for those over 40?
James: This is a trend change. In the past, from the last cycle until last year, the degree of age unfriendliness was even more pronounced than in traditional industries. Most project parties were founded by young entrepreneurs with good educational backgrounds, bilingual abilities, and trendy ideas, making venture capital willing to support them. People born in the ’80s or ’70s were slower to understand and accept Web3 compared to younger generations, leading to a gap between capability and age.
However, there are new changes now. In the U.S., the push for Bitcoin and Ethereum ETFs, along with strong support for blockchain by Trump, has led to traditional financial institutions and companies beginning to enter the field. This isn’t just about pursuing technological innovation; traditional finance, asset management, insurance, and other areas are entering, where older individuals have advantages, not only in technology but also in capital, assets, networks, and connections. As the diversity and market size of Web3 expand, age factors will be more favorable than before.
Transitioning into Web3 from Other Industries
Lawyer Liu Xiaojing: If someone wants to transition from another industry into Web3, which aspects of their previous career background or industry are more likely to be welcomed in Web3?
James: Let me provide an example. Recently, I met with a domestic institution in Tokyo that acquired a bank overseas with a cryptocurrency license, originally engaged in traditional commercial banking. The team includes blockchain and digital currency experts. Now, they are starting a stablecoin business and need several types of talent.
The first type is market talent from traditional financial institutions, whose promotion scope and branding style align with the aesthetic sensibilities of traditional finance professionals but pivoting towards stablecoin or digital currency scenarios.
The second type is BD talent, previously working in traditional financial institutions in trade or sales, possessing internet and banking know-how, able to bridge their experience with digital currency and compliance solutions.
Therefore, if one can integrate their existing background with the application of blockchain in business, bridging their past capabilities or resources, the transition will be smoother.
New Trends in Talent Supply and Demand
Lawyer Liu Xiaojing: Currently, from the supply and demand perspectives of talent and project parties, is it a talent shortage or saturation? Are there any new patterns?
James: This question is very interesting and affects our business strategy adjustments. I look at it from two dimensions.
First, from 2014 to before 2021, such as from 2017 or earlier to 2021, the overall market talent was in short supply, with a higher demand for scarce talent. When I was at Binance, there were very few practitioners in Web3 and blockchain, especially technical personnel; we spared no effort to poach talent from internet giants and traditional financial institutions. Now, with a continuous influx of global and domestic talent, the structure has changed; the first consideration in finding talent is not only from internet giants but prioritizing those with relevant industry experience, expanding to the internet field only if no suitable candidates are found. The supply situation is much better than in the previous two cycles.
Secondly, a more pointed dimension is that in the first half of 2024, we recruited many technical talents for project parties, but in the second half, the demand for technical positions has decreased while BD, market, and brand roles have increased. The underlying reason is that when transitioning from a bear market to a bull market, project parties urgently hired technical talents to prepare for listings; as the market progresses into a mid-bull phase, everyone rushes for listings, increasing investments in branding, marketing, and operations.