Web3 represents a paradigm shift in global methods of buying, selling, working, and cooperating. In a fragmented and unreliable network, I have my own data and information, and contribute to a fair and just digital economy. Although there are expectations in terms of definition, the most exciting part of this space is probably that the vast majority of it is not defined. Therefore, to build the Web3 natural environment, I completely grasp the energy to shape the future.

Unfortunately, although Web3's new company opens the door to new jobs, and talented people have the expertise to complete this route map, the whole process of recruiting and screening is fraught with trials. For enterprises, talent pools with appropriate experience and professional skills exist in many closely related communities. As a result, it may be difficult for recruiters who do not have access to such communities to fill vacancies. More crucially, according to recent statistics, nearly 1/4 of Web3 talents are highly recommended and only 6 per cent are handled by recruitment announcements.

The second problem is becoming more and more obvious in the context of looking for talent, because it usually takes weeks or even months to find someone who is right for you. Therefore, as long as there is a new job vacancy at any time, it needs to make an important investment on behalf of the company.

In the end, even if recruiters do try to find talented people, they will find that better candidates have already been hired and have not taken the initiative to find a new job. It can be disturbing for companies eager to recruit the best possible talent from their Web3 programmes. Although this situation has become more significant, Zhaobo is still one of the core problems in this field, and it is one of the smallest areas of scientific research.

You only need one introduction.

Fortunately, a new approach is being introduced into the Web3 world. Unlike the connections between traditional interviewers and candidates, Web3-inspired service platforms are closely focused on gaining use value from the unique community and personal Internet through the use of introduced energy.

Under this model, employers can announce job opportunities, set rewards for successful recruitment, and smoothly get pre-vetted high-level job seekers who are passionate about their important careers. This is thanks to "introducers", including recruiters and community education service providers, who can make money by sharing their work with followers and community group members.

Compared with professionals, it is also very beneficial. They can explore with one click to apply for all Web3 jobs, authorizations or hackathons, and use his reputation to browse exclusive trading activities.

Introductions are always the best source of business and opportunities. Create an open introduction market so that people and communities can make money from his network in a truly positive-sum way.

The introducer becomes the changer of the rules of the game.

Putting this new definition into action refers to Introia, a next-generation recruitment site that combines Web3 employers with talent based on the referral Internet. The startup team has extensive experience in Web3 improvement and at the level of bzntm.com and Frontrunnrs.xyz recruitment. By building teams for companies such as Zarion, xDeFI and Unizen, they see a great opportunity for an introduction-centered recruitment website as the most famous source of talent information.

Max Uper, founder of Introia Related:

Introduction is the best source of valuable links and changing the rules of the game to buy and sell transactions, and has always been. Professionals in Web3, especially those with high-end positions, will not use job boards or DM waiting for you on LinkedIn. It doesn't mean that they are very satisfied with their work, or that if your work is shared by their friends or favorite famous people, they will not accept your invitation. Sometimes, you only need to be introduced once.

Combined with reality, recruiters can advertise a job and receive strong referrals if they succeed, while Introia will inform the "introducer" of new opportunities. Interested invitees have already distributed the job in different types of communities, social platforms and private messages. Within 48 hours, recruiters will receive the first candidates carefully selected by the recruitment team through Introia's internal structure.