We have always been fascinated by one question: how do you
find and keep the best people, and for how long? Not the ones who simply do the
job well, but the ones who can take a company and elevate it to the next level.
Over the years, we have tried every method there is:
structured interviews, psychometric tests, long essays, and casual
conversations. Each reveals something different, yet none tell the full story.
Join IG, CMC, and Robinhood in London’s leading trading industry event!
Finding Talent in a Changing World
I remember once being told that truly exceptional people,
the ones who drive industries forward and create real change, often don’t
perform well in tests or interviews. They think differently. Their minds are
built for creativity, instinct, and intuition rather than conformity.
They may
not be average in everything; they are outstanding in a few things that truly
matter. And with technology and artificial intelligence reshaping how we work,
that kind of thinking has become more valuable than ever.
This is incredible..
This AI agents can go through your CV, find matching jobs online, and start applying for them on its own.
— el.cine (@EHuanglu) January 5, 2025
The Human Side of Leadership
Emotional intelligence is one of the most important
qualities in leadership. A great leader must be able to sit with a management
team, discuss problems, find solutions, and make things happen. Collaboration
is not about being agreeable; it is about understanding people, balancing
personalities, and working toward a shared goal.
The higher the position, the more leadership starts to look
like coaching. The CEO becomes the coach, the department heads the captains,
and the rest of the company the players. Everyone needs to work together to
win. Leadership by ego fails, but leadership by example inspires.
When hiring specialists, whether in compliance, marketing,
or at the board level, their expertise must be backed by proper qualifications. A
promise to obtain them later is not enough. A professional qualification should
be part of the probation period because it demonstrates both competence and
commitment.
A company is only as good as its people, and the HR team is in charge of building and maintaining a strong team. pic.twitter.com/iAVUsgSrGY
— Pragma Investment Advisory (@PragmaAdvisory) April 5, 2022
Hiring in Crypto
Finding great people in crypto means understanding the
market sector you’re hiring for. You need to know what leading exchanges,
liquidity providers, and infrastructure firms are doing, not to replicate them,
but to recognize where innovation already exists and where you can go further.
In our world, benchmarks come from firms building
institutional-grade infrastructure, solving liquidity aggregation, custody,
compliance, and settlement challenges at scale.
When the group hires for senior
roles, we are not looking for someone who merely fits in; we are looking for
someone who pushes the frontier. The right candidate understands their field
deeply, is a true specialist, and can demonstrate measurable impact well before
joining.
You may also like: CFD Brain Drain? Prop Firms Continue to Attract Top Talent, Ex-Equiti Exec Latest
For sales teams, we look for proactive, disciplined, and
data-driven professionals who can speak both the language of traditional finance and that of crypto-native ecosystems.
They must understand CRM
automation, API-based onboarding, and pipeline management. In digital assets,
performance is transparent, and every number counts. The strongest salespeople
can identify institutional segments, build trust across counterparties, and
convert flows consistently.
Amazon to cut 30,000 corporate jobs — 9% of worldwide office workforce: report https://t.co/okUYJnBISe pic.twitter.com/grra8IkYhJ
— New York Post (@nypost) October 27, 2025
For product teams, we look for individuals who understand
the entire lifecycle, from on-ramp to execution to settlement . It is not enough
to know a single platform or exchange; they need to master smart-order routing,
liquidity aggregation, and risk systems that connect multiple venues.
The best
product minds can trace a transaction from wallet to trade to custody,
identifying and resolving friction points before they scale. In marketing, we look for candidates who blend creativity
with analytical discipline.
They know how to position a digital-asset brand,
craft institutional-grade narratives, and measure performance through
attribution data, funnel conversion, and CRM insights. Modern crypto marketing
is not about hype; it is about credibility, compliance, and consistent
storytelling backed by data.
Looking Beyond the Surface
A common mistake in hiring is assuming that someone from a
top company must be top talent. That is not always true. Sometimes a company
performs well overall even when certain departments struggle.
In fact, some of the best people I have hired came from
smaller firms that excelled in one specific area. These individuals are often
hungrier, more adaptable, and ready to grow.
Read more: Amazon to Axe Up to 30,000 Corporate Jobs Ahead of Results?
To attract them, you need to offer
a clear vision of where the company is heading, meaningful responsibilities,
and rewards that go beyond salary. People want to know their efforts will be
recognized and that their work contributes to something larger.
My Own Experience
In a recent search for a key leadership role, I began with a
clear benchmark. I wrote a detailed job description that captured not only the
technical requirements but also the culture I wanted to preserve. I posted it
on LinkedIn and partnered with two recruitment agencies.
Within two weeks, more than 1,500 people applied. Around 30
were strong matches, 20 from my post and 10 from the agencies. After two rounds
of interviews and a technical assessment, I found the right person: capable,
motivated, and aligned with the company’s long-term vision.
Whenever there is a wave of layoffs or the threat of roles being cut out from an organizational structure, the usual likely culprits tend to be roles that are repetitive or routine in nature. https://t.co/JbfofZEMKl pic.twitter.com/J7CNCs8Jlb
— Forbes (@Forbes) October 25, 2025
That experience reminded me of a simple truth: clarity
attracts quality. When you know exactly what you are looking for, the right
people recognize themselves in the opportunity.
What Really Motivates People
If you ask us what truly makes people tick, it comes down to
three things: money, vision, and leadership. Money is often said not to be a
motivator, but it is.
- Money
provides fairness and recognition. - Vision gives
direction and purpose. - Leadership
inspires growth and loyalty.
When these three elements come together, great people do not
just join your company. They stay, evolve, and help it reach new heights.
At the end of the day, hiring is not about filling a role.
It is about recognizing potential before others do and creating the right
environment for people to thrive. When you give talented individuals the right
platform, they do more than perform. They transform your organization.
We have always been fascinated by one question: how do you
find and keep the best people, and for how long? Not the ones who simply do the
job well, but the ones who can take a company and elevate it to the next level.
Over the years, we have tried every method there is:
structured interviews, psychometric tests, long essays, and casual
conversations. Each reveals something different, yet none tell the full story.
Join IG, CMC, and Robinhood in London’s leading trading industry event!
Finding Talent in a Changing World
I remember once being told that truly exceptional people,
the ones who drive industries forward and create real change, often don’t
perform well in tests or interviews. They think differently. Their minds are
built for creativity, instinct, and intuition rather than conformity.
They may
not be average in everything; they are outstanding in a few things that truly
matter. And with technology and artificial intelligence reshaping how we work,
that kind of thinking has become more valuable than ever.
This is incredible..
This AI agents can go through your CV, find matching jobs online, and start applying for them on its own.
— el.cine (@EHuanglu) January 5, 2025
The Human Side of Leadership
Emotional intelligence is one of the most important
qualities in leadership. A great leader must be able to sit with a management
team, discuss problems, find solutions, and make things happen. Collaboration
is not about being agreeable; it is about understanding people, balancing
personalities, and working toward a shared goal.
The higher the position, the more leadership starts to look
like coaching. The CEO becomes the coach, the department heads the captains,
and the rest of the company the players. Everyone needs to work together to
win. Leadership by ego fails, but leadership by example inspires.
When hiring specialists, whether in compliance, marketing,
or at the board level, their expertise must be backed by proper qualifications. A
promise to obtain them later is not enough. A professional qualification should
be part of the probation period because it demonstrates both competence and
commitment.
A company is only as good as its people, and the HR team is in charge of building and maintaining a strong team. pic.twitter.com/iAVUsgSrGY
— Pragma Investment Advisory (@PragmaAdvisory) April 5, 2022
Hiring in Crypto
Finding great people in crypto means understanding the
market sector you’re hiring for. You need to know what leading exchanges,
liquidity providers, and infrastructure firms are doing, not to replicate them,
but to recognize where innovation already exists and where you can go further.
In our world, benchmarks come from firms building
institutional-grade infrastructure, solving liquidity aggregation, custody,
compliance, and settlement challenges at scale.
When the group hires for senior
roles, we are not looking for someone who merely fits in; we are looking for
someone who pushes the frontier. The right candidate understands their field
deeply, is a true specialist, and can demonstrate measurable impact well before
joining.
You may also like: CFD Brain Drain? Prop Firms Continue to Attract Top Talent, Ex-Equiti Exec Latest
For sales teams, we look for proactive, disciplined, and
data-driven professionals who can speak both the language of traditional finance and that of crypto-native ecosystems.
They must understand CRM
automation, API-based onboarding, and pipeline management. In digital assets,
performance is transparent, and every number counts. The strongest salespeople
can identify institutional segments, build trust across counterparties, and
convert flows consistently.
Amazon to cut 30,000 corporate jobs — 9% of worldwide office workforce: report https://t.co/okUYJnBISe pic.twitter.com/grra8IkYhJ
— New York Post (@nypost) October 27, 2025
For product teams, we look for individuals who understand
the entire lifecycle, from on-ramp to execution to settlement . It is not enough
to know a single platform or exchange; they need to master smart-order routing,
liquidity aggregation, and risk systems that connect multiple venues.
The best
product minds can trace a transaction from wallet to trade to custody,
identifying and resolving friction points before they scale. In marketing, we look for candidates who blend creativity
with analytical discipline.
They know how to position a digital-asset brand,
craft institutional-grade narratives, and measure performance through
attribution data, funnel conversion, and CRM insights. Modern crypto marketing
is not about hype; it is about credibility, compliance, and consistent
storytelling backed by data.
Looking Beyond the Surface
A common mistake in hiring is assuming that someone from a
top company must be top talent. That is not always true. Sometimes a company
performs well overall even when certain departments struggle.
In fact, some of the best people I have hired came from
smaller firms that excelled in one specific area. These individuals are often
hungrier, more adaptable, and ready to grow.
Read more: Amazon to Axe Up to 30,000 Corporate Jobs Ahead of Results?
To attract them, you need to offer
a clear vision of where the company is heading, meaningful responsibilities,
and rewards that go beyond salary. People want to know their efforts will be
recognized and that their work contributes to something larger.
My Own Experience
In a recent search for a key leadership role, I began with a
clear benchmark. I wrote a detailed job description that captured not only the
technical requirements but also the culture I wanted to preserve. I posted it
on LinkedIn and partnered with two recruitment agencies.
Within two weeks, more than 1,500 people applied. Around 30
were strong matches, 20 from my post and 10 from the agencies. After two rounds
of interviews and a technical assessment, I found the right person: capable,
motivated, and aligned with the company’s long-term vision.
Whenever there is a wave of layoffs or the threat of roles being cut out from an organizational structure, the usual likely culprits tend to be roles that are repetitive or routine in nature. https://t.co/JbfofZEMKl pic.twitter.com/J7CNCs8Jlb
— Forbes (@Forbes) October 25, 2025
That experience reminded me of a simple truth: clarity
attracts quality. When you know exactly what you are looking for, the right
people recognize themselves in the opportunity.
What Really Motivates People
If you ask us what truly makes people tick, it comes down to
three things: money, vision, and leadership. Money is often said not to be a
motivator, but it is.
- Money
provides fairness and recognition. - Vision gives
direction and purpose. - Leadership
inspires growth and loyalty.
When these three elements come together, great people do not
just join your company. They stay, evolve, and help it reach new heights.
At the end of the day, hiring is not about filling a role.
It is about recognizing potential before others do and creating the right
environment for people to thrive. When you give talented individuals the right
platform, they do more than perform. They transform your organization.
