Read Ouyi OKX & LinkedIn's "2022 Global Web3 Talent Report" in one article

With the in-depth development of the digital economy, the innovation of Web 3.0 with the blockchain as the underlying infrastructure continues to be active, and the blockchain technology and encryption ecology are ushering in continuous explosions. Its identity is deeply integrated with various fields on a global scale, and it brings "acceleration" to the reshaping of the global economic structure and the change of the global competition pattern . In this context, industry disruption, organizational change, market environment, corporate ecology, talent flow and other aspects will bring about new changes, opportunities and challenges.

In view of the fact that Web3.0 is still in its early stages, and innovation and talents are mainly concentrated in the infrastructure-blockchain industry, Ouyi OKX and LinkedIn jointly researched and wrote the "2022 Global Blockchain Talent Report-Web 3.0 Direction" , Provide forward-looking insights and practical suggestions for enterprises to further grasp the opportunities brought by Web3.0 to organizational development, and to deeply understand the blockchain industry and the organizations and talents in it.

Talent growth in the global blockchain field is strong

But China's talent growth rate is relatively low

As of June 2022, the total number of talents in the blockchain field among LinkedIn's global members has increased by 76% year-on-year. The United States, India, China, the United Kingdom, and Singapore are the world's top 5 blockchain talent countries. The growth rate is relatively high, 122% and 92% respectively, 62% in the United States, relatively the lowest in China, and the total number of blockchain talents increased by 12% year-on-year.

Judging from the number of job postings, the demand for talents is mainly concentrated in the United States, China, France, India, Germany and other places. It is worth noting that among the top ten blockchain talent countries, the number of blockchain job postings in the United States, China, India, the United Kingdom, Singapore, Canada and other countries will increase exponentially in 2021, and the demand for talents is extremely strong.

The demand for core talents has changed from financial-oriented

Turn to technical talents

From the analysis of talent composition in the global blockchain field, financial talents accounted for the highest proportion in the field (19%), followed by R&D talents (16%). The unmet needs are greatest.

Finance, R&D, business development, information technology, and sales function talents are the top five types of talents in the global blockchain , and the most popular subdivided occupations are cryptocurrency traders, software engineers, analysts, support analysts, and account managers. In terms of talent growth, the TOP 5 positions with the fastest growth in the number of blockchain talents in the world are test engineers, cryptographic logic technical experts, compliance analysts, designers, and support analysts . These fastest-growing positions reflect that with the advancement of blockchain technology research and its penetration, integration and development in all walks of life and fields, the blockchain industry is transitioning from strong financial attributes to strong technical attributes, and will Give full play to the technical and financial dual attributes of blockchain, and gradually develop into an important part of the digital economy.

At the same time, the data shows that there is currently a high demand and a large gap for technical talents in the global blockchain field . As of June 2022, the number of job postings for R&D talents ranks first in the global blockchain talent demand, followed by information technology talents, followed by product management, marketing and human resources talents. From the perspective of recruitment demand, the financial talents who currently rank first in the number of blockchain talents only rank sixth.

It is worth noting that human resources talents are the fifth most urgently needed talent type in the global blockchain field, which also reflects the talent demand and the active talent market in the blockchain field.

Ouyi OKX Human Resources Director said:

"The number of Web 3.0 job applicants worldwide in April 2022 is 18.8k, and 18.9k in May. The number has increased. At present, there are a lot of talents on the market, but they specialize in the direction of blockchain or Web 3.0 There are not many people. There is still a shortage of professional development talents, and design talents with good aesthetics and Crypto product thinking are scarce."

Talents in the global blockchain field have a short tenure and a high turnover rate

And it is mainly based on the internal flow of the industry

The average tenure of global blockchain talents is 1.2 years, and the overall talent flow is characterized by a short tenure and a high turnover rate .

The average tenure of global blockchain talents is 1.2 years. The average tenure of the top five talent types in the blockchain is also different. Among them, the average tenure of financial talents is 1.3 years, the average tenure of R&D talents is 1.1 years, the average tenure of business development talents is 1.1 years, and the average tenure of sales talents is 1.9 years. In addition, the average tenure of product talents and marketing talents ranked among the top five talents in the global blockchain field is 1.1 years.

The specific flow characteristics are as follows: In addition to the influx of talents from financial companies and technology companies into the blockchain industry, the talent flow channels in the blockchain field are mainly within the industry and peer companies . Typical examples of external inflows in the industry include the influx of traditional financial companies such as Goldman Sachs, JPMorgan, and HSBS, as well as the influx of technology companies such as Google, Microsoft, and Facebook. As for internal mobility within the industry, LinkedIn’s talent big data insight shows that from 2021 to now, talents are mainly cross-flowing among blockchain companies such as Coinbase, Crypto.com, Gemeni, and Ripple.

The ratio of men to women in the blockchain field is about 8:2

Scarcity of female talent

LinkedIn talent big data insight shows that as of June 2022, the proportion of female practitioners in the global blockchain field is much lower than that of male practitioners , 24% and 76% respectively. Compared with the Internet and financial industries, the proportion of female practitioners in the blockchain field is relatively low. Even though the blockchain industry and companies are actively advocating the absorption of outstanding female talents, overall, female talents in the blockchain field are scarce .

Blockchain companies are increasing their academic requirements for talents

Competition for talent is intensifying

The global blockchain field has the largest group of bachelors, accounting for 59%, but the global blockchain field masters accounted for 40%, the overall education level is relatively high, and the more professional the post, the higher the educational requirements. With the overall innovation and development of the blockchain industry and some colleges and universities around the world successively offering blockchain-related disciplines or courses to train professionals, the academic requirements for talents will be further increased, and the competition for talents will become more intense.

Wisdom and wisdomare driven by talents

The "acceleration" of the blockchain field in the digital economy era

The development of the global blockchain has entered the fast lane, with huge development potential and opportunities. At the same time, the blockchain field is also facing challenges at various levels such as organizational development and talents. In this regard, enterprises should actively gain insights and adjust their talent strategies in a timely manner:

The contradiction between the increase in talent stock and the demand for talents has increased, and the continuous surge in demand for talents has become inevitable. Enterprises should actively build a global talent resource pool and make a good talent reserve.

With the innovative development of blockchain technology and the impetus of the metaverse wave, the breadth and depth of the application, penetration and integration of blockchain in various fields will be further strengthened, and governments and regulatory agencies of various countries are also increasing their attention to blockchain. With the encouragement and support of technology and its R & D application, more and more enterprises will further invest in more attempts, and the continuous surge in talent demand has become inevitable, which will aggravate the lack of talent stock and increment in the blockchain talent market. fierce competition. Therefore, in order to avoid organizational capabilities from hampering organizational business development, enterprises should broaden their horizons, actively pay attention to changes in the talent market, and build talent pools on a global scale to make good reserves.

Technical talents are the focus of attention and the core of demand in the industry. Strengthening the introduction of talents from home and abroad and doing a good job in core talent skills training and potential mining are the key points.

Blockchain has been proven to be a key technology to solve complex problems, and has a broad prospect. Enterprises' investment in blockchain technology will also directly translate into demand for blockchain talents and skills. More and more research and The data can verify the increasing demand of enterprises for blockchain professionals, especially technical talents. In view of the decline in the growth rate of talents in the global blockchain industry and the priority of stock increments, organizations should fully target target talents and build a mixed talent team to stimulate vitality. Skills gaps and talent gaps.

Due to the high frequency of talent flow, organizations need to update their corporate vision and values in a timely manner to stimulate employees' sense of mission.

As a thriving cutting-edge industry, affected by the characteristics of the entire blockchain industry, technological innovation applications, and policies, the blockchain field shows the characteristics of relatively short tenure of talents and frequent talent flow, while blurred industry boundaries and mixed office models gradually Under the situation that becomes normal, the competition of employers for high-quality talents will become more intense, and the frequent flow of talents is inevitable. Enterprises should actively refresh their corporate vision and values, and at the same time create a good working environment, strengthen employees' emotional and rational identification, so as to fully stimulate employees' sense of mission, improve employees' sense of happiness, and then promote talent attraction and retention, and help the healthy development of enterprises. For example, Ouyi OKX's core employment decision-making criteria are ideas, execution and mission-driven. On the one hand, given that the industry is in its early stages, only talents who are truly curious and optimistic about the industry and willing to understand the industry in depth can drive themselves further; on the other hand, the blockchain industry is very close to money and full of Temptation and challenge, mindfulness in this environment, talents with real Web 3.0 ideals are highly valued

The academic requirements of blockchain enterprises for talents are increasing. Organizations should redefine talents, innovate talent standards, and keep pace with the times.

In addition, as blockchain technology and its brand-new financial technology system are beginning to be recognized and accepted by people, more and more colleges and universities around the world are offering blockchain-related disciplines or courses to train professionals, and the more Professional positions require higher academic qualifications. In the future, with the increase of professional talents and the further development of blockchain technology and applications, market competition will become more and more fierce. As an important indicator for enterprises to screen talents, the threshold will become more and more high. Combined with the current situation of short tenure and high turnover of talents in the blockchain field, organizations should keep up with the pace of the times, grasp the development changes and trends of the industry and market, redefine the talent team, and refresh the talent standards in a timely manner. Personal character, quality, etc., lay a solid talent foundation for the layout of the future, and continue to build core competitiveness in response to uncertainties.