I had the great opportunity of joining Chainalysis in 2019, when cryptocurrencies were just starting to infiltrate my conversations with friends and family. To be honest, cryptocurrencies were largely an unknown to me, but I was fascinated by the possibilities. Once joining Chainalysis my learning curve was propelled by being surrounded by folks who were deeply passionate about blockchain technology.
The thing that got me hooked to the industry was its collaborative nature. As a web3 business you need to bring in people from a variety of backgrounds so you can collectively solve problems that you’re seeing for the first time, and, as a recruiter... that was music to my ears.
I’m responsible for ensuring our employees have what they need to be successful—whether that be clarity around benefits or internal processes, that we have a clear plan for how we’re going to recruit and scale the team, or ensuring that everyone at Alluvial has a sense of belonging.
We’re a small but mighty team that has already built an amazing culture around our values of Trust, Collaboration and Excellence. My role is really to keep up this momentum and bridge any gaps that we may experience as we grow.
“As a web3 business you need to bring in people from a variety of backgrounds so you can collectively solve problems that you’re seeing for the first time.”
Some important considerations for me come down to the core of my position, which is to make sure that employees have what they need to be successful in an environment that promotes collaboration, trust and excellence.
By focusing on employee retention and development we can naturally scale programs because there is buy-in from all levels. It’s important to me to keep investing in our employees, and to keep bringing them in on key decisions around our people programs.
One of the biggest insights I have from this experience is how to respond when you need to quickly pivot or iterate on a strategy. The pace of change in a scaling company is very quick and requires open communication across teams to be successful.
At Chainalysis, I found that my relationships in the business became my biggest asset. By understanding how to bring teams and leaders together we were able to not only hire talent that raised the bar for the company but also to advise on future growth strategies.
For me these definitely sit hand and hand. What I feel are our biggest challenges are our biggest opportunities—the first being transparency, and second being remote work.
Companies in the crypto ecosystem have an increased desire from employees to decentralize decision making and to make information more transparent and accessible. I think this is the best part about the space, but, I’ll admit, at times on the HR / People side it can be difficult to achieve. Alluvial has done a great job since day one of promoting transparency in the organization through public decision making frameworks and retrospectives, which I look forward to continuing.
From a remote work perspective, I’m a big proponent of its advantages, but I also recognize that it places a greater emphasis on creating spaces for relationship development. This takes the form of bi-annual company offsites to meet in person and also activities throughout the month / weeks that give employees a space to relate on topics outside of work.
“The pace of change in a scaling company is very quick and requires open communication across teams to be successful.”
I have the perspective that you can train skills but can’t train someone’s willingness to learn. So, a great deal of my participation in the interview and recruitment process is evaluating an individual’s intellectual curiosity, and willingness to learn. The best teams are built from folks who compliment, not replicate, each other's experiences and skills.
I’ve found that many folks who are successful in joining startups in the blockchain industry have had a personal interest in the space. They may not have had the opportunity to work professionally in the space, but they do stay up-to-date on publications, news, or maybe have taken a certification or two. This goes a long way in the interview process and will help you stand out from other folks.
The second piece of advice I have is to ask questions. To my point above, I’m continuously calibrating with hiring teams on an individual's eagerness and willingness to learn. By asking thoughtful questions in the interview process you can give us a good indication of how you’d approach the role—take the answers to these questions and apply them to your next interview, and you’re off to the races!
Liquid staking via the Liquid Collective protocol and using LsETH involves significant risks. You should not enter into any transactions or otherwise engage with the protocol or LsETH unless you fully understand such risks and have independently determined that such transactions are is appropriate for you.
Any discussion of the risks contained herein should not be considered to be a disclosure of all risks or a complete discussion of the risks that are mentioned. The material contained herein is not and should not be construed as financial, legal, regulatory, tax, or accounting advice.