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2023 is the year that AI had its breakout moment, when it went from interesting news article to mainstream adoption. Going from unknown to the fastest growing technology platform ever. 

In a recent study by Master of Code, 80% of business respondents said they would be increasing their investment budget in AI in the next 3 years.   

AI has rapidly emerged as one of the most transformative technologies of our times. From conversational AI assistants to hyper-accurate medical diagnosis tools, AI is revolutionising industry after industry. 2023 is set to be a landmark year for AI adoption and development across sectors.

Let's examine some of the major statistics and trends that showcase the accelerating pace of AI innovation globally:

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AI Job Market Overheating

As the AI job market heats up, challenges in cloud engineering and AI integration become more apparent. Krzysztof Słowiński from Kodlot  highlights the significant 'knowledge and experience gap' in these fields. This calls for a workforce that is not only technically adept but also adaptable to evolving technologies and methodologies. Addressing this gap is crucial for businesses to effectively harness AI and cloud capabilities.

LinkedIn's data reveals that job postings related to artificial intelligence are attracting 17% more applicants than opportunities without AI mentions. The pace at which AI-focused roles are proliferating points to a talent crunch as companies scramble for the skills to adopt machine learning and automation.

This is where Teamed can step in to support, by viewing the talent pool from a global perspective it unlocks new opportunities. In the scramble for talent dont be left just looking in your own back yard, explore the globe! 

The World Economic Forum highlights that AI will create 97 million new roles by 2025 in areas like content creation, AI development/testing, and AI maintenance. However, dislocation is likely for 85 million jobs too as AI assumes responsibilities ranging from customer service to trucking. 

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Surging Demand for ML Engineers

Machine learning engineers are emerging among the hottest AI-related roles with over 7,700 open positions on LinkedIn alone. These hands-on experts develop, optimise, monitor and maintain ML systems end-to-end, commanding average salaries of $146,000.

Simplilearn has witnessed a dramatic 75% increase in AI/ML job roles over 4 years across sectors like technology, automotive, healthcare and education. Core specialisations that are attracting talent include computer vision, NLP, cybersecurity and IoT analytics.

We spoke with Olga Shatokha from Bee's Knees, where they are focused on hiring for a range of roles in tech, mainly engineering and product. She highlighted the importance of these in-demand skills for roles in AI: 

“Proficiency in machine learning, deep learning, data science, and programming languages like Python is essential. Specialised skills in natural language processing, computer vision, and reinforcement learning are in demand. Knowledge in statistics, probability, domain-specific insights, ethical AI, and bias mitigation is also crucial for effective AI solutions.”

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The Trust and Ethics of AI in Recruiting

Public anxiety around biases in AI recruiting tools is intensifying, highlighting the increasing need for specialised governance roles focused on trust and ethics in AI. These roles are essential, tasked with creating checks for unfair models, auditing training data composition, and instituting human review mechanisms for consequential AI recommendations.

Olga Shatokha from Bee’s Knees emphasises this growing concern. She notes, “Ethical considerations and bias mitigation techniques are becoming increasingly important in AI development, emphasising the need for a skill set that includes ethical AI expertise and problem-solving abilities.”

In a conversation with Adam Tully from JIE+ Search, the nuanced impacts of AI on recruitment were further explored.

‍“While AI streamlines recruitment, its limitations must be addressed. AI's tendency to prioritise keywords over genuine skills can lead to overlooking candidates' true capabilities. This underscores the necessity for a human-centric approach in AI-driven recruitment processes,” Tully explains.

This focus on human oversight and ethical considerations in AI is mirrored in legislative developments. A recent landmark bill by the EU represents a significant step towards regulating the safe and ethical use of AI. This legislation aligns with the growing call for responsible AI by:

• Implementing tighter rules on AI in public biometric identification.
• Banning social scoring systems.
• Enforcing stringent rules for high-risk AI applications.
• Introducing strict fines for breaches of AI regulations.

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These measures reflect a proactive approach to managing the challenges posed by AI in sensitive areas like recruitment. By ensuring the ethical use of AI, we can trust the systems we build and maintain the integrity of our digital society.

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Domain Experts - The Secret AI Weapon

While data scientists and ML engineers account for most direct AI hires, many companies are learning the hard way that domain expertise is indispensable too for impactful AI solutions. Doctors are vital for validating healthcare ML models. Archaeologists can best ground AI image classification of ancient artefacts. Beyond technical grounding, real-world perspective guides AI priorities.

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Internal Mobility and Upskilling

Leading companies investing in internal talent transformation are seeing 15% greater internal mobility according to LinkedIn. Upskilling programs focused on augmenting existing teams with AI and analytics skills help firms ramp AI capabilities faster compared to long talent searches. Coupling external recruitment with reskilling also aids retention amidst a hyper-competitive talent crunch.

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Democratising Access to AI Skills Training

Underlining the dynamic nature of AI, Krzysztof Słowiński emphasised the 'need to prioritise learning and sharing experiences' in the AI sector. This ongoing education is vital for professionals to remain relevant and innovate, especially in a field where developments occur rapidly. Such continuous learning is key to democratising AI, allowing for a more diverse range of voices and expertise to shape the future of this technology

Tech leaders like Amazon and Google are already rolling out free training programs focused on democratising access to artificial intelligence skills for learners from all backgrounds. 

Amazon recently launched its "AI Ready" program which provides free online courses covering machine learning foundations. This aligns with an AWS study highlighting strong business demand for AI talent, with the potential for experts in this field to earn 47% higher salaries.

Similarly, Google announced a broad initiative to offer AI skills development modules for individual learners as well as support for businesses and government organisations ramping up institutional capabilities. Google's course library encompasses AI basics, productivity in machine learning, and tutorials using Google Cloud AI services. 

Simplilearn's career development programs focused explicitly on machine learning engineering, data science, and AI programming are also seeing remarkable growth. Enabling professionals from non-technical backgrounds to reskill or upskill via such offerings is vital for distributing AI expertise more widely across business and society.

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Preparing for the AI Talent Boom

For both employers and individuals, proactively developing AI prowess opens substantial career opportunities on the horizon. Here are our top recommendations:

The AI field is dynamic, and the specific skills in demand evolve over time. Staying updated with emerging technologies, industry trends, and regional job market demands is critical for the candidates.

“Companies often seek international talent to address specific skill gaps, such as expertise in emerging technologies, languages, and cultural insights that may not be available in the local talent pool.”  Olga Shatokha, Bee's Knees Co-founder. 

For Companies

• Audit skill gaps to pinpoint where existing staff need AI training to carry out evolving roles. Then provide ample upskilling resources.
• Complement internal development with external recruitment of AI experts who can transfer cutting-edge knowledge. 
• Explore government incentives surrounding AI hiring, R&D and training partnerships.
• View your talent search on a global basis with the support of specialist recruiters and global payroll specialists such as Teamed

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For Individuals

• Identify how AI advancements are impacting your industry and job function. Proactively gain baseline AI literacy.
• Consider credentials like nano-degrees and professional certificates to formalise in-demand skills like data science.
• If pursuing higher education, opt for programs emphasising hands-on AI applications over purely theoretical content.
• Follow leading AI thinkers across social media to continually expand perspectives.

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Final Thoughts on the AI Job Market

The AI job boom is real and accelerating across industries. While deep tech roles anchor model development, the expansion of AI use cases is catalysing new types of fusion jobs marrying technology with domain specialisation.

In parallel, the urgency of imbuing AI systems with transparency and fairness is spotlighting emerging governance functions. Responsible and ethical AI will be a competitive advantage in a world increasingly defined by predictions, automation and insights from machines.

For both companies and individuals, the opportunities within the AI job market warrant proactive preparation through skilling, reskilling and talent mobility. 

In most of the cases, companies need to look to other countries to find that AI talent, who will position their organisation ahead in their sector. Here is where Teamed, aligned with the best global recruiters specialist in AI roles, comes. Discover how our EOR services can streamline the employment process for your hires, regardless of their location. 

As we reach the culmination of the Top 40+ Web3 Innovators Awards, it's time to celebrate the extraordinary individuals and teams who have stood out in their respective categories. These winners have not only showcased exceptional talent and innovation but have also significantly contributed to the growth and development of the web3 community.

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Announcing the Winners

Web3 Community Champion

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Winner: Sarah Buxton from Gala Music

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Sarah Buxton, known for her charismatic and passionate leadership at Gala Music, truly embodies the spirit of a Community Champion. Her influential role in shaping the culture of web3, coupled with her dedication to nurturing the next generation of content creation, sets her apart. Sarah excels in making everyone in her team feel heard, valued, and actively involved, redefining the concept of ownership in the digital era.

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Diversity in Web3 Winner

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Winners: Catie Romero-Finger & Nastya Adamova, Founders of BABs Labs and Websh3

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Catie Romero-Finger and Nastya Adamova, the dynamic duo behind BABs Labs and Websh3, are pioneers in promoting diversity and female leadership within the Web3 ecosystem. Through their innovative platforms, they have created a space that not only supports but actively champions diverse leaders. Their commitment to social impact, and empowering women-led tech projects is transforming the Web3 community into a more inclusive and equitable space.

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Building Talent in Web3 Winner

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Winner: Morgan Stone, CEO of Seekr

Morgan Stone, the visionary leader behind Seekr, is redefining talent acquisition in the web3 space. His innovative approach to leveraging blockchain technology for Proof of Experience has revolutionized the hiring process. This not only enhances transparency but also improves the accuracy of matches between job seekers and employers. Morgan's commitment to creating a more efficient and reliable recruitment process is shaping the future of professional connections in web3.

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Educating the Next Generation of Builders Winner

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Winner: Marianne Le Coyte Grinney, Co-founder of Held Mind

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Marianne Le Coyte Grinney, with her vast experience as a systemic psychotherapist, is leading the way in educating the web3 community about mental health. Her pivotal role in Held Mind, the first B2B & B2C Recovery & Sobriety support and education system in Web3, has been instrumental in destigmatizing mental health issues. Providing access to licensed professionals and tailored support, Marianne's efforts are crucial in fostering a healthy and supportive environment within the web3 space.

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Reflections on the Awards

These awards have been a testament to the creativity, resilience, and forward-thinking nature of the web3 community. Each winner, with their distinct contributions, exemplifies the collaborative spirit and innovative mindset that drive this dynamic sector. We celebrate their achievements and look forward to the continued evolution they will bring to the web3 world.

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Congratulations to all the winners! Your remarkable contributions are what make the web3 space vibrant and progressive. Thank you to everyone who participated and supported these awards. Your engagement and enthusiasm have made this a truly memorable event.

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The journey of innovation and growth in web3 continues. Stay connected for more updates, insights, and discussions on the future of web3. Follow our blog, join our social media channels, and be part of the ongoing conversation shaping the digital future.

In today's insightful interview, we have the privilege of speaking with Darren Franks, Founder of Titc.io (formerly known as TalentintheCloud). With a vision that extends beyond the conventional, Titc.io has been instrumental in shaping the FinTech landscape through a comprehensive range of services encompassing Talent Acquisition, Marketing, Public Relations, Event Management, and Personal Branding.

In our discussion with Darren Franks, he insightfully unpacked the nuances of the African landscape, emphasising areas like emerging markets, skill development, and education. "Companies now hire talent in Africa, allowing individuals to work from locations like Cape Town, Nairobi, Lagos, or Dar es Salaam, provided they have internet access and are in compatible time zones." This experienced recruiter wanted to highlight the "current Africa's demographic profile, which is also a significant factor. It has the world's youngest population, which is extremely tech-savvy, and is receiving substantial investment".

In the interview, Darren highlighted the importance of international support for Africa's economic development, stating, "Support from international entities like USAID, UK institutions, and Chinese investments can greatly benefit the economy across Africa, provided the funds are directed to appropriate channels." This was followed by a discussion on Africa's investment dynamics and the synergy between governments, educational bodies, and the private sector. Darren then shifted focus to private investments, emphasizing, "...particularly U.S. companies are investing in Africa. This shift in the market (investments) in recent years has been towards remote working and leveraging Africa's youthful, skilled workforce."

Darren pointed to the importance of some of the emerging markets which are also gaining attention. "Rwanda, for instance, is undergoing a significant digital transformation, making it a rising hub in Africa. This country, once associated with its tragic history of genocide, is now recognised for its progressive leadership and development."

We also explored the unique trajectory of the FinTech sector in Africa, contrasting its development with European experiences, underscoring the diverse yet distinct paths of progress across regions: "...developed regions transitioned from traditional banking to digital platforms, whereas parts of Africa moved from cash to mobile payments."

He specifically highlighted the presence of diversity but pointed out that this doesn't necessarily equate to inclusion: "The challenge ahead is to not only achieve diversity but to foster an environment where everyone is truly integrated."

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Highlights from Darren

• Global businesses are seeking affordable, quality skills.
• U.S. companies are increasingly hiring in African cities like Cape Town and Nairobi.
• Africa's young, tech-savvy population is drawing significant investments.
• There's a shift towards remote working, utilizing Africa's skilled youth.
• Mobile phone penetration and connectivity are key to Africa's transition from cash to mobile payments, bypassing traditional banking.
• Rwanda is emerging as a tech hub, known for its digital transformation and progressive leadership.
• International support from entities like USAID and Chinese investments is crucial for Africa's economic growth.
• The next step is ensuring not just diversity, but true integration in the workforce.

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Full Interview

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What sets your key area of expertise apart from the rest?

At TITC, as we're currently known, we have evolved from being purely a staffing business, originally named Talent in the Cloud, into TITC.

Our focus is on being a growth agency for FinTechs in emerging markets, especially in Africa. This gives us a broad perspective on what the industry is doing, not just from a hiring standpoint, but also in terms of what drives businesses. We cover a range of services including marketing, PR, events, and personal branding. We support our FinTech clients, whether they are small startups or large, well-established companies looking to explore different routes or markets.

What differentiates us, or sets us apart from others? Firstly, there's hardly anyone else doing what we do. Secondly, our dedication to the sector is unparalleled. We have been committed to this sector day in, day out for nearly eight years, building a strong reputation and a respected name.

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How does your experience with recruitment differ across Europe, the Middle East, and Africa?

In the beginning of my career, I spent about seven to ten years in the UK, primarily focusing on Western Europe. After that, I moved to the Middle East, where I covered the region including the UAE, Saudi Arabia, Qatar, and others, encompassing the MENA region. For the past decade, my focus has been mainly on Africa. There are distinct differences between these continents.

Europe, as a more mature economy, has structured buying processes, especially at the enterprise level. Becoming a preferred supplier involves navigating through many formalities. In contrast, my experience in the Middle East was more relationship-driven. It took a couple of years to establish credibility and build a network to make a significant impact.

Regarding Africa, it's important to note that it's a vast continent, comprising around 53 countries, though I haven't worked in all of them. I've dealt with 18 or 19 countries, and each has its unique business practices and cultural nuances. What works in South Africa, which is more commercialized and somewhat similar to Europe, may not work in Nigeria, Malawi, Kenya, or Tanzania.

Other parts of Africa tend to be more relationship-focused, akin to the Middle East.

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Businesses continuously seek talent that combines quality skills with affordability. In recent years, especially post-Covid, there's been a notable shift towards Africa.

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What drives businesses to recruit talent in Africa, and how do the advantages of this approach stand out from other continents?

Initially, the trend in the world of technology was to outsource to India, known for its vast, tech-savvy population and significant technological investments. Following this, the focus shifted to Eastern Europe, particularly countries like Poland and the Czech Republic, due to their abundant skills. However, as these economies developed, salary demands increased, reducing the cost benefits for companies in Western Europe outsourcing to these regions.

Businesses continuously seek talent that combines quality skills with affordability. In recent years, especially post-Covid, there's been a notable shift towards Africa. Big companies are eyeing parts of Africa for skilled tech professionals. South Africa, in particular, has been a longstanding talent exporter.

I think there's a running joke. Whichever bar you go to, anywhere on the planet, you'll bump into a South African. And that's kind of true. However, the emergence of remote working has introduced a new dynamic. Companies now hire talent in Africa, allowing individuals to work from locations like Cape Town, Nairobi, Lagos, or Dar es Salaam, provided they have internet access and are in compatible time zones. This approach eliminates the need for physical relocation.

Africa's demographic profile is also a significant factor. It has the world's youngest population, which is extremely tech-savvy, and is receiving substantial investment. While poverty remains an issue, various associations, educational initiatives, and particularly U.S. companies are investing in Africa to upskill its population and create global work opportunities.

This shift in the market in recent years has been towards remote working and leveraging Africa's youthful, skilled workforce.

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How does the dynamic nature of the FinTech sector in South Africa present unique challenges and what is the greatest opportunity within this sector in this context?

To understand the dynamic nature of the FinTech sector in South Africa and its unique challenges and opportunities, it's essential to start by comparing FinTech in emerging markets, such as Latin America, parts of Asia, and Africa, with that in western and developed markets. In the latter, FinTech is primarily about convenience.

In emerging markets, however, FinTech addresses a critical issue known as financial inclusion, making it a necessity for daily life. An early example of groundbreaking FinTech is Mpesa, initially developed in the UK and now a key player in Kenya and other markets. Mpesa enabled people without bank accounts to trade and access funds, all via mobile phones.

Mobile phone penetration and connectivity are crucial drivers in making FinTech work in emerging markets. For instance, while the UK and Europe experienced a gradual transition from landlines to mobile phones, Africa leapfrogged this phase due to the absence of fixed-line infrastructure, moving directly to mobile technology. This trend is mirrored in FinTech, where developed regions transitioned from traditional banking to digital platforms, whereas parts of Africa moved from cash to mobile payments.

Financial inclusion is a major driver in these markets, aiming to assist the unbanked or underbanked individuals in integrating into the broader financial services ecosystem. This contrasts with the situation in the west, where financial products like loans and mortgages cater to different consumer needs.

In Africa and Latin America, FinTech solutions often focus on both consumers and micro-merchants, ensuring financial inclusion for small street-side sellers. This inclusion is vital for accessing credit, crucial for day-to-day survival and business operations.

Banks also play a significant role in this ecosystem. Despite varying degrees of development in compliance and regulatory frameworks across African countries, banks provide essential infrastructure and governance, allowing FinTechs to operate. Often, FinTechs build upon the foundations laid by banks, enhancing customer experience and interface.

In conclusion, banks remain integral to the FinTech ecosystem, especially in regions like Africa, where they provide the necessary infrastructure and regulatory frameworks for FinTech innovation.

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Some parts of Africa moved from cash to mobile payments.

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Which European countries are most active in hiring from African regions, and what are their preferred destinations?

‍The primary African countries in focus are the 'big four' – South Africa, Kenya, Nigeria, and Ghana. These countries boast advanced education systems, technological savviness, and a history of talent exportation. However, emerging markets are also gaining attention. Rwanda, for instance, is undergoing a significant digital transformation, making it a rising hub in Africa. This country, once associated with its tragic history of genocide, is now recognised for its progressive leadership and development.

Mauritius is another noteworthy mention. Despite past allegations of money laundering, it has evolved beyond its grey-list status and is now seen as a cosmopolitan country. Other African countries like Zambia, Malawi, and Zimbabwe are also on the rise. Zimbabwe, in particular, is known for its remarkable talent pool.

Over the next decade or so, we can expect to see other lesser-known countries emerging as significant talent sources. The focus here is predominantly on Sub-Saharan Africa. However, North Africa shouldn't be overlooked. Countries like Egypt, Tunisia, and Morocco are also teeming with talent.

There's a growing need for more investment and focus on the African continent. Support from international entities like USAID, UK institutions, and Chinese investments can greatly benefit the economy across Africa, provided the funds are directed to appropriate channels. This comprehensive approach underscores the continent's potential as a fertile ground for talent and opportunity.

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There's a growing need for more investment and focus on the African continent.

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How should businesses determine where to source specific skill sets from various African countries?

I think the choice of where to source skills largely depends on the type of business you operate.

For instance, consider an insurance company in the UK. They might seek a call center that is more cost-effective than those in the UK or Europe. There might be some stigma around outsourcing to parts of Asia, and they may prefer a location more aligned with their time zone and culture, without issues like accent differences. In this case, as such a company, I would consider South Africa or Ghana.

These countries offer a similar cultural background and time zone, well-developed markets, and people who are typically well-traveled with an appreciation for various cultures. Similarly, if I were in the hospitality sector in the Middle East, looking for front-of-house staff, I would likely turn to Kenya, known for its exceptional talent and friendly people. This isn't to say other countries lack such qualities; it's just an example.

When it comes to tech talent, particularly in fields like e-commerce or FinTech, I would look at South Africa, Kenya, and Nigeria, due to their advancements in these areas. For emerging technologies like data science and AI, I would again consider these countries but focus more on the academic environment - whether data science is being taught and if there are master's degree programs with accessible entry requirements. The issue is that many across the continent would aspire to pursue MBAs and master's degrees, but the high cost is a significant barrier, often equivalent to several years of salary for some individuals.

It's important to recognise that while they might not have the formal academic credentials, their practical experience could be more dynamic than those with a PhD, for instance. So, there are several considerations to make. There is no one-size-fits-all approach where a specific action necessitates choosing a particular market. That's definitely not the case.

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How do you see investment in technology and education, paired with government partnership, influencing a sector's growth down the line? And how can this influence the growth of the sector, especially FinTech?

In my personal opinion, independent of the companies I represent or the associations I'm part of, achieving significant progress requires collaboration between the government and the private sector. The private sector is keen to educate and invest in emerging talent, and it's crucial for the government to align with this approach.

There's often talk about government support, but unfortunately, Africa experiences considerable wastage in government activities, a fact I won't detail further. Technology could play a role in reducing this wastage. For instance, I know someone working on a project that could potentially save 20% of the continent's GDP currently lost to fraud.

This 20% loss to fraud is significant, and solving it would free up substantial funds. While overseas aid and investment have somewhat declined recently, especially in FinTech and tech sectors due to macroeconomic factors, support for Africa remains strong.

The West, parts of the East, and the Middle East view Africa as an opportunity, the last frontier market. While other frontier markets have been developed over the last century, Africa still has a long way to go in this respect.

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The challenge ahead is to not only achieve diversity but to foster an environment where everyone is truly integrated.

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Could you provide a brief of where African women currently stand in the tech industry?

I've been involved with the African Women in Fintech and Payments group for about six to seven years. Initially, the experiences shared by these women were shocking, reminiscent of attitudes from the 1920s. They faced appalling situations, having to endure unacceptable demands to advance their careers or secure promotions.

My involvement aimed to make even a small contribution to change. I've also supported the European Women Payments Network. Progress is being made towards gender diversity in the tech industry, but there's still a long way to go.

The focus often lies more on diversity than on inclusion. It's not enough to just have a diverse workforce; these individuals need to be genuinely included. True inclusion encompasses gender, sexual orientation, age, cultural, and religious differences. The challenge ahead is to not only achieve diversity but to foster an environment where everyone is truly integrated. This is a significant task, one that we hope to address in the next few years, though it may take longer.

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After Global Recruiting What is Next?

Darren's insights highlight the pivotal role played by Africa's youthful, tech-savvy demographic in driving the continent's technological progress.

Urban hubs such as Cape Town and Nairobi are emerging as leading players in this transformation, fueled by the growing trend of remote working and the rapid advancements in mobile technology.

The ascent of remote work and mobile tech is revolutionising Africa's economic framework, exemplified by nations like Rwanda, which are pioneers in digital transformation.

This shift opens an unparalleled avenue for Teamed to play a crucial role in bridging African talent with global workforce needs. By facilitating this integration, Teamed democratises employment and underscores its commitment to building world-class teams, irrespective of geographical boundaries.

By connecting these talented individuals with international opportunities, Teamed is setting a new standard for global employment. In collaboration with partners like Titc.io, which is renowned for uncovering exceptional talent in Africa, Teamed makes it effortless for companies to access and manage top-tier talent from across the continent. This synergy allows companies to find the right talent through Titc.io, while Teamed takes care of the employment and management aspects.

This streamlined approach not only simplifies the hiring process but also ensures a seamless integration of African professionals into global teams, fostering a more diverse and inclusive working environment.

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Welcome to our in-depth interview with Calum Lyle, Tech Sales & Marketing recruitment specialist and founder of Zest. We explore the intricate world of recruitment and talent acquisition with a special focus on the tech industry. 

We delve into what motivates top talent today, especially in Sales, Marketing, and Operations, noting a shift in priorities post-pandemic. “Traditionally, earnings were the key motivator in sales, but post-COVID, there's a shift towards flexibility, work-life balance, and purpose.”

The conversation then shifts to Zest's strategies for tackling global hiring challenges and their solutions for navigating the complexities of international talent acquisition. “What motivates salespeople can vary significantly across different territories and regions of the world”.

Further, we discuss common scenarios faced by clients seeking international talent: “A common challenge we see is businesses seeking to enter the German market, for instance, and needing localised knowledge and language skills.” This leads to recommendations for companies looking to hire or expand internationally, highlighting the benefits and challenges of such endeavors: “It's crucial to understand the cost implications in each territory”. 

Calum also highlights: “It's fascinating to understand how different regions may have unique work practices''. In addition, he mentions an interesting and important point: “This diversity is a significant advantage, especially in specialised hiring.”

A significant portion of our discussion is dedicated to the crucial aspect of mental health support for remote teams, a topic of increasing relevance in today’s globally connected workforce. Lastly, we delve into the role of AI in recruitment, exploring its potential and limitations. “While AI can efficiently process data and offer some value, the unique aspect of sales recruitment hinges on understanding personalities, something AI currently struggles with.”

Join us as we uncover these diverse aspects of modern recruitment practices, gaining valuable insights from Calum Lyle, a Tech Sales & Marketing recruitment specialist and the founder of Zest.

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Highlights from Calum

• Post-COVID shift in sales motivation from earnings to flexibility and purpose.
• Importance of understanding cost implications in each territory for international hiring.
• Regional work practices offer unique insights and advantages in specialised hiring.
• Salespeople's motivations vary greatly across different global regions.
• Challenges in entering the German market require localised knowledge and skills.
• Fostering a workplace culture that promotes mental health, and encourages openness and authenticity.
• Emphasising the significant advantage of diversity in specialised hiring.
• AI can process data effectively but still struggles with understanding the personalities crucial in sales recruitment.

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Full Interview

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What is Zest's primary focus, and how does it set itself apart from other similar agencies?

We specialise in commercial and go-to-market talent in the tech industry, with a focus on sales, marketing, and operations. Our approach is unique because we prioritise customer experience over traditional financial metrics in recruitment. 

We strive to build strong relationships, track data around these relationships, and incentivise our teams based on delivering exceptional experiences. 

Additionally, we emphasise authentic representation of candidates by using video interviews. This approach helps showcase their personalities, which is especially crucial in marketing roles.

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What motivates top talent in Sales, Marketing, and Operations teams today?

It's quite subjective, as motivations vary. Traditionally, earnings were the key motivator in sales, but post-COVID, there's a shift towards flexibility, work-life balance, and purpose. People are now more concerned with the impact of their work, whether internally through collaboration or externally by selling something they're passionate about. This change reflects a broader shift in values.

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How does Zest typically tackle global hiring challenges and what solutions does it offer?

Our approach involves operating a search function that spans multiple geographies. This enables us to locate and work exclusively with our clients in any area where they seek to find talent. 

There are numerous reasons why our clients and businesses choose to hire internationally, which I'll delve into later. We are well-equipped to advise on the advantages and challenges of hiring in various regions, providing our customers with local data and analysis.

This becomes particularly relevant in the context of our previous discussion about what motivates salespeople, as these factors can vary significantly across different territories and regions of the world. Having access to this kind of information at our fingertips allows us to offer tailored consultation to our clients. This is based on geographical preferences and regional differences, which is crucial for effectively scaling or growing a team, regardless of the location.

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What's the most common scenario you've encountered with clients seeking international talent?

The most frequent scenario we encounter involves businesses looking to expand their operations into new territories. We frequently work with companies, often based in the UK or the US, that aim to extend their sales reach into various global markets. In the context of the EMEA (Europe, Middle East, and Africa) region, the focus often shifts to territories within the DACH (Germany, Austria, and Switzerland) region, emphasising German and French-speaking countries.

These languages are crucial in broadening our customers' market reach. A common challenge we see is businesses seeking to enter the German market, for instance, and needing localised knowledge and language skills. They approach us with requests like, 'We're looking to expand into Germany and need help in finding talent with local expertise and language proficiency.' Their goal is to replicate their success from the UK, the US, or other thriving markets, adapting it to a different global region.

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What would you recommend to a company looking to hire or expand internationally?

When it comes to expanding into different territories, there are various pros and cons to consider. One key aspect is cost. By hiring in different regions, you can significantly reduce expenses while still acquiring the necessary skills for your business. It's crucial to understand the cost implications in each territory. 

Another factor to consider is the difference in working hours across regions, which has its own advantages and disadvantages. For instance, South Africa has a similar timeframe to the UK, which is beneficial. However, some businesses prefer hiring in different time zones to provide continuous support to their customers around the clock, beyond the typical nine to five hours.

Additionally, cultural preferences and differences play a significant role in hiring from various global areas. This diversity is something I particularly enjoy about my job. It's fascinating to understand how different regions may have unique work practices, like taking a two-hour break in the middle of the day, and how these nuances influence business operations.

One of the greatest benefits of international hiring is the diversity of thought and the range of skills and perspectives it brings into a business. It's easy to fall into the trap of hiring replicas of your top performers, expecting consistent results. However, to effectively sell in different territories, it's essential to embrace varied thought processes and perspectives, acknowledging the wonderful diversity of people worldwide. This diversity is a significant advantage, especially in specialised hiring.

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Based on the previous question and your experience, which countries are generally more inclined to hire talent from which other countries? Additionally, do you have clients in the Nordic region? 

We have a substantial client base in the Nordic countries. My wife, for example, is employed by a prominent business school-aligned fintech company headquartered in Copenhagen. She operates out of the UK, reflecting the company's recent expansion there. Interestingly, the company has taken a unique approach by hiring a US-based individual to oversee their UK sales team. This situation exemplifies the unique challenges businesses face, particularly in attracting and managing talent across different regions.

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Zest provides mental health support for remote teams. What's your advice for fully remote teams in this regard?

Indeed, that's a crucial question, one that frequently arises with globally dispersed teams. A key element is having a robust employee assistance program, or tangible measures for easy access to mental well-being support. It's not about massive investment, but more about adopting a proactive stance towards mental health.

Furthermore, an 'opt-out' rather than an 'opt-in' approach can be transformative. Often, individuals—especially men—might hesitate to actively seek help. In a remote setting, using tools like Slack, there are innovative ways to subtly express one’s mental state.

But more than tools, it’s about nurturing a culture where people feel comfortable to open up, supported by small, thoughtful measures that allow them to be their true selves.

In the post-COVID work landscape, physical proximity isn't a prerequisite for emotional support. It's about cultivating that culture of check-ins and support, enabling authentic interactions.

Additionally, it's vital for individuals to self-reflect. We often get caught up in our routines without pausing to assess how we're genuinely feeling.

For instance, taking a moment to realise you're exhausted and need a break is essential. This self-awareness is a critical aspect of mental well-being in a remote work environment.

Exactly, and now we have solutions that transcend geographical barriers. For instance, accessing therapy has become easier with apps and online platforms, allowing professional support without the need for face-to-face interaction. These advancements have made maintaining mental well-being in a global workforce more feasible and straightforward.

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What are your thoughts on AI-based recruitment systems?

I empathise deeply with those searching for jobs in the current challenging climate, marked by numerous redundancies and global upheavals. The idea of relying solely on non-human entities, like AI, to manage career paths is daunting. While AI can efficiently process data and offer some value, the unique aspect of sales recruitment hinges on understanding personalities, something AI currently struggles with. 

Even though AI, including technologies like ChatGPT, is rapidly evolving and can assist in many ways, it can't replace the genuine understanding gained from human interactions, especially in stressful situations like job interviews or reaching out for opportunities.

Human elements in recruitment are irreplaceable, but AI can certainly save time and optimise the efforts of recruiters, hiring managers, and organisational leaders. This allows them to engage in more meaningful conversations and provide better employment support. While AI poses a potential threat, I view it more as an opportunity for improvement, provided it is used judiciously. It won't replace skilled salespeople or recruitment consultants, but it can enhance their capabilities and raise industry standards as we compete not just with other humans but with automated systems as well.

In the future, a combination of AI and deep human involvement seems ideal. Even at the initial filtering stage, AI must be sophisticated enough to not overlook candidates with unique traits or qualifications just because they don't tick every box. A well-designed AI system should facilitate, not hinder, the recruitment of talented individuals. It's a rapidly evolving field, and it'll be interesting to see where we stand in a couple of years.

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After Global Recruiting What is Next?

Having delved into the essential pillars of global hiring, particularly in Tech companies for Sales and Marketing roles, we've gained crucial insights from Calum Lyle, the founder of Zest. These insights equip us to navigate the challenges and strategies of global hiring more effectively. Understanding the specific needs of each country and attracting top talent in these regions is just the beginning. 

The next critical steps involve employing them in compliance with local regulations, managing payroll efficiently, and ensuring swift and proper onboarding, regardless of their location. This is where Teamed comes into play, offering tailored solutions to streamline these processes and facilitate seamless global employment.

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Welcome to Part 4, the final installment of our CryptoCulture Nominations series, before we unveil the winners. In this concluding segment, we turn our attention to a crucial and inspiring category: 'Education: Educating the Next Generation of Builders.' This category celebrates the dedicated educators and trailblazers who are passionately imparting their knowledge and expertise to cultivate the future architects of the web3 world.

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These educators are not just passing on information; they're inspiring innovation, fostering critical thinking, and equipping the next wave of web3 professionals with the tools and understanding they need to succeed. Their commitment goes beyond teaching – they are nurturing a new era of builders who will continue to push the boundaries of what's possible in the web3 industry.

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Join us in this final spotlight as we honor those who are shaping the minds and skills of the next generation, ensuring the continuous growth, evolution, and success of the web3 ecosystem. Stay tuned for the exciting announcement of our winners, as we conclude this journey of recognition and celebration in the web3 community.

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Educating the Next Generation of Builders

Vincent de Vos Senior Tokenomic adsvisor at Humans

Vincent, a key figure at Chainforce Tokenomics Consulting, is renowned for his expertise in guiding startups in DeFi, GameFi, and Web3, particularly in partnership with the HR accelerator Humans. His focus on educating founders about the intricacies of tokenomics sets him apart, emphasizing the importance of nuanced understanding beyond traditional metrics like Total Locked Value (TLV) and fully diluted value in this rapidly evolving sector.

 "Vincent's commitment to demystifying tokenomics for startup founders is unparalleled. He brings clarity to complex concepts, ensuring a deep understanding of this critical aspect of the emerging digital economy."

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Angel - Contributor at Bankless, Tokenomics DAO & Token Engineering Academy. 

Angel is being honored for their exceptional dedication to educating others about complex web3 concepts, particularly in the realms of tokenomics. Their deep engagement in various educational DAOs and personal commitment to writing and developing projects within the space highlight their passion for making challenging topics accessible and understandable, contributing significantly to the growth and understanding of the web3 community.

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Gala Film Team

The Galal Film Team is being recognized for their exceptional role in educating and bridging the gap between Web2 and Web3 worlds. Their global proposition uniquely combines the realms of the film industry and blockchain technology, featuring collaborations with renowned names in cinema. By leveraging the power of entertainment, they are instrumental in enlightening the Web2 audience about the vast possibilities and innovations in Web3.

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Swombat AKA Daniel Tenner Founder of GrantTree & Investibles, Author. 

Daniel Tenner, a notable figure in the web3 education realm, is recognized for his invaluable contributions, particularly through his twitter posts, YouTube videos and weekly founders call in Zen Academy. His willingness to share knowledge and support others in understanding web3 is rooted in his belief that this technology should address real-world challenges. With a entrepreneurial journey through startups like Vocalix, Woobius, and GrantTree, Daniel exemplifies a blend of academic brilliance and practical business acumen. His current endeavors, including authoring 'Founder Freedom' and launching Investibles, highlight his commitment to staying at the forefront of technology in web3 and AI.

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Inder Phul CEO and Co-Founder of Pixelynx and Korus

Pixelynx, is nominated for the organisations role in revolutionizing the music industry by merging AI and Web3, creating new opportunities for artists and fans. Through the releaseof groundbreaking platforms like BeatKOR, they are democraticing music creation and engagement in the digital realm. Their quest platform through Korus is gamifying the education process of this new generation of music creation and collection. 

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Oliver Bell Co-Founder of Roster

Oliver Bell, co-founder and CEO of Roster, an emerging tech education startup, is distinguished for his innovative approach in web3 education. Through Roster's Mini MBA in web3, launching, he is democratizing access to complex web3 concepts, offering a comprehensive, on-demand learning module that covers blockchain, smart contracts, NFTs, and more. His efforts in making this new digital frontier accessible and understandable are transforming how professionals and enthusiasts alike engage with and master the essentials of web3.

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Hiro Kennelly - Bankless Publishig Project Champion 

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Hiro is being celebrated for his outstanding work in web3 education as the Bankless Publishing Champion, where he has made significant strides in simplifying and demystifying crypto for beginners and advanced learners alike. His enthusiasm for welcoming and collaborating with organizations to spread the ethos of web3 has distinguished him as a key figure in making these complex concepts accessible and engaging for a wide audience.

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"Hiro's commitment to crypto education via Bankless Publishing is brilliant. Simplifying intricate concepts for a broad audience. His enthusiasm for creating relationships and warmly integrating newcomers into the web3 community truly sets him apart."

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Rebecca Kontosic Web3 Consulatant

Rebecca is being recognized for her exceptional contributions to web3 education, particularly for brands and their teams. Her leadership in orchestrating successful web3 initiatives, as evidenced by her work with major brands like BIC, Walmart, and Crayola on Roblox, has demonstrated the impact of integrating educational and interactive experiences in the web3 space. Her efforts in managing influencer marketing campaigns, immersive advertising, and PR have not only driven significant user engagement but also facilitated educational series on blockchain, crypto, and NFTs, empowering over 250 global employees with foundational web3 knowledge. Her role as a judge in BIC's Metaverse Competition further highlights her expertise and commitment to advancing web3 applications in the corporate sector.

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Lana Maile, Co-founder Healing Hippies

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Lana, with her deep passion for holistic health and empowering others, is being recognized for her innovative work in integrating wellness into the digital age with the Heal App and Healing Hippies NFT project. Her approach, combining the Move-2-Earn technology with comprehensive wellness strategies, offers a unique blend of physical, mental, and spiritual health tools, revolutionizing the way we approach self-care in a remote work and metaverse environment.

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Marianne Le Coyte Grinney - Co-founder Held Mind

Marianne, with her extensive background as a systemic psychotherapist and dedication to mental health in the digital age, is being recognized for her educational efforts around mental health in web3. As a key figure in Held Mind, the first B2B & B2C Recovery & Sobriety support and education system in Web3, Marianne has been instrumental in destigmatizing mental health issues, providing access to licensed professionals and experts, and offering tailored support and training to over 40 brands and projects in the Web3 space.

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Joeri Billast - Founder Efficado

Joeri Billast is being celebrated for his commitment to educating marketers about the transformative potential of web3. Through his popular podcast Web3CMO, the Web3 mastermind group W3x, his informative blog, and numerous speaking engagements, Joeri has become a pivotal figure in demystifying web3 for businesses. His ability to translate complex web3 concepts into actionable strategies has made him an invaluable resource in this rapidly evolving digital landscape.

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"Web3 is a complex yet critical area for modern businesses, and Joeri is the go-to expert. His profound knowledge and ability to turn that into practical business solutions are simply astounding. Anyone looking to leverage web3 in their business should undoubtedly work with Joeri."

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Final Thoughts on all our nominees!

 As we conclude our CryptoCulture Nominations series with the spotlight on 'Education: Educating the Next Generation of Builders,' we stand in admiration of the educators and mentors who have dedicated themselves to nurturing the future of web3. Their unwavering commitment to sharing knowledge and fostering the growth of emerging talents ensures that the web3 industry continues to thrive and evolve with fresh ideas and innovative minds.

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These educators are not just teaching; they are igniting the spark of curiosity and innovation in the next wave of web3 pioneers. As we reflect on the remarkable journey of these awards, from community builders to diversity champions, talent recruiters to educators, we are reminded of the collective strength and diverse expertise that make the web3 community so vibrant and promising.

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Now, the moment we've all been waiting for is almost here. Stay tuned as we prepare to announce the winners of the CryptoCulture Awards. This celebration is not just about individual achievements; it's a testament to the collaborative spirit and forward-thinking vision that define the web3 community. Join us in applauding the trailblazers who are shaping a more inclusive, dynamic, and innovative digital future

The COVID-19 pandemic triggered a remote work revolution practically overnight. As companies adapted to lockdowns and social distancing policies, fully distributed teams became the post-covid norm. But successfully managing a productive team across time zones and cultural divides requires forethought and care from leaders.

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In this extensive interview, Matt, CEO of the crypto startup Summit, shares hard-won lessons from guiding his company’s growth from 4 to over 40 employees spread globally. Read on for a masterclass in building a cohesive remote team while avoiding common pitfalls.

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Have you got globally distributed team? Planning to onboard international teams? Teamed can take care of all your global employment needs from payroll to compliance to benefits.

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What is Summit?

Summit is a crypto investment company founded by Mathieu Vincent, a professional trader with years of experience in the finance industry. The Ireland-based company aims to make crypto investing accessible to more people by building a transparent ecosystem and community.

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Summit offers various crypto-related services including mining, asset management, research, and education. The company highlights values like transparency, expertise, community, fairness, and security.

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With a team of over 20 crypto enthusiasts and professionals, Summit manages mining operations and helps clients invest in blockchain technologies. Members can partner with Summit's mining pools or access high-potential crypto investments and educational resources.

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Frustration Leads to a New Philosophy

After Summit's initial Initial Coin Offering (ICO) to its investors finished, they had the funding to allow them to scale their team. Matt began by delegating recruiting to an incoming COO with a strong operations background, but soon saw that their approaches to hiring diverged significantly. “He had a completely different vision from me on how to recruit and who to recruit and why to recruit,” Matt explains.

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The new COO  focused intensely on instituting robust processes and documentation. But in a still early-stage startup, Matt felt this premature structure and role specification stifled agility and organic product-market fit discovery.

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Hiring managers were instructed to “create a guy to do this, a guy to do that, a guy to do that, that, that, that...” without synchronising talent influx to core business objectives. So ultimately, Matt reflects, “in the whole team that we recruited, there were some people that were fitting perfectly and others that we didn’t necessarily need in the company.”

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These impacts ricocheted through Summit culture. Teams with mismatched or disengaged members lacked cohesion and productivity. As Matt puts it, “we had a team that was not necessarily very productive, they were busy with some stuff but at the end of the week or the month...there was nothing done.”

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Eventually, tensions mounted until Matt had to part ways with the over-engineering COO. This marked a turning point toward renewed focus on purpose-driven growth. “Now we are considering again who we need to keep and not in the company,” Matt says. “We cleaned a little bit of the teams to have the team we have now.”

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Stressing Communication and Connection

Reflecting on lessons learned, Matt singles out communication as especially vital when working remotely. Yet too often, leaders pay it lip service without truly prioritising meaningful connection.

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“You need to be clear, and that’s the trick, on what you call communication and what you do to make the communication important and solve issues and not just say, tell everyone, ‘OK guys, communication is important,’” Matt notes.

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For Summit distributed teams, Matt facilitates casual bonding through a social channel for humor and camaraderie. For him, one of the key elements he put in place was one-on-one talks to ensure he connects with his whole team. “I do have, me as a CEO, one-to-ones with my team ...every morning for half an hour, to ensure I meet the whole team”

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This allows Matt to gauge work satisfaction and productivity while also showing genuine care for employees’ overall wellbeing. He explains, “A person is not going to come to you, especially remotely, oh look, I feel a bit bad because this, this, this...No, it’s only when you talk to people 1-2-1 that you get this kind of psychological safety.”

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Guarding Against Hidden Costs

Hiring remote workers often promises financial savings through tapping international talent or cheaper cost of living areas. However, Matt argues short-term savings can disguise “hidden costs” which lose money over time.

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“In general, they are good for low execution jobs, which means you don't need to think much, you do that over and over,” Matt says about more affordable overseas hires. But for strategic roles requiring complex analysis or creativity, bargain talent may lack necessary skills.

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Matt recalls one disaster designer who came highly-touted from an elite French brand but utterly floundered in creating Summit desired aesthetic. 

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He continues, “If you want a high quality job, in general, you need to pay the price. It's very rare to have a discount on quality.” Matt opts to thoroughly vet candidates rather than assume remote workers in lower income regions automatically deliver premium work at a steep discount.

Making courageous calls

Instilling robust communication channels helps surface issues early. But leaders must still make difficult decisions addressing revealed personnel problems. Matt embraces quick but compassionate action here.

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If someone repeatedly misses objectives after attempts to clarify expectations, “Decision can be about firing people,” Matt says. “It is for me a hidden cost” to retain subpar performers as though hoping the situation improves on its own.

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This decisive yet humane approach extends beyond skill deficiencies too. Matt once had to part ways with a talented employee whose severe health issues completely disrupted reliability and presence. However, he did so respectfully after giving chances to correct course.

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Setbacks into New Methods

Through Summit growth tremors, Matt transformed perspectives on optimal remote team building. He now wholly embraces simplified objectives and key results (OKRs) to sync workers to overarching goals. “At least that’s my definition, that’s my vision of things. And since we have this new approach, I think it helps keep everyone united,” Matt explains.

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Matt also looks at hiring and performance management through a lens of risk management from his finance background. Much like containing trading losses, he cuts losses fast with misaligned workers while monitoring for red flags.

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Additionally, Matt scaled back premature bureaucracy that burdens early-stage startups. He focuses on pursuing product-market traction first before complicating operations. “When you are quite small, what matters is to make more money, not like to have a perfectly organised whatever software and team for this or that.”

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The Revamped Summit Method

Matt generously details hard lessons so fellow leaders can refine their remote management playbooks. Above all, he believes through the Summit method that:

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• Ongoing one-on-one conversations foster a healthy culture and surface problems early
• Hiring the cheapest remote workers risks low quality and hidden costs
• Regularly realigning workers to objectives through OKR’s boosts productivity
• Making courageous decisions quickly contains morale and momentum damage
• The remote genie won’t return to the bottle anytime soon. But thoughtful adaptation of management philosophies to distributed teams can net out performance results. 

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“Since we have this new approach,” Matt concludes, “I think it helps keep everyone united around shared objectives and moving Summit.io forward with crisp alignment.”

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Have you got a globally distributed team? Planning to onboard international teams? Teamed can take care of all your global employment needs from payroll to compliance to benefits. Get in touch with one of our sale teams.

Continuing our celebration of web3's brightest minds, welcome to Part 3 of the CryptoCulture Nominations.

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This segment highlights the 'Building Talent in Web3' category, where we acknowledge the individuals shaping the innovative workforce in this dynamic domain. These figures transcend the role of traditional recruiters. They are not just filling positions; they are talent scouts, career architects, and builders of new infrastructure platforms based on blockchain technology. Their expertise is critical in connecting skilled individuals with the right opportunities, and it's instrumental in nurturing the growth and long-term success of the web3 community.

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Join us in celebrating these key architects who are not only creating teams but also constructing the very foundation of the web3 ecosystem

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Building Talent in Web3: Spotlight on Recruiters

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Dan Franklin Head of Web3 at Priority Crypt

Dan, with over 23 years in recruitment and consultancy, has made a significant mark in the web3, crypto, blockchain, and gaming industries. His expertise spans from founding and selling four successful businesses to assisting over 75 projects globally, showcasing a deep understanding of talent acquisition and a commitment to guiding companies in finding the right talent at every level.

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"Dan's remarkable ability to connect the dots in the complex world of Web3 recruitment is unparalleled. He skillfully navigates the needs of both candidates and employers, making him a trusted and respected figure in the industry."

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Tatiana Arda Founder Web3HR

Tatiana, a distinguished Web3 HR expert and CHRO of DEIP, has made groundbreaking strides in revolutionizing human resource management in the Web3 industry. Through her innovative Web3Makeovers community, she excels in connecting talented individuals with Web3 companies, ensuring a perfect match with her deep understanding of the industry's unique demands and challenges.

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"Tatyana's vision of creating jobs in Web3, especially for women, is transformative. Her guidance in HR and implementation of a remote-first approach have been game-changers, ensuring equal opportunities and prioritizing mental health in the workplace."

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Maddy Bergen Co-Founder Elektra 

Maddy Bergen, as the co-founder of Elektra, is being recognized for her exceptional work in fostering web3 talent through innovative educational strategies and network effects. Elektra's curriculum, combined with direct access to knowledge from diverse partners, has enabled global cohorts to confidently master the web3 space. Her leadership in connecting and educating diverse international talent pools showcases her commitment to building a strong, interconnected web3 community.

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Morgan Stone CEO of Seekr

Morgan, as the driving force behind Seekr, is being honored for his innovative contributions to talent acquisition in the web3 space. At Seekr, he's redefining the hiring process by leveraging blockchain technology to provide Proof of Experience, significantly enhancing transparency and the accuracy of matches between job seekers and employers. His vision and leadership in creating a more efficient and reliable recruitment process in web3 exemplify his commitment to fostering successful professional connections and advancing the industry. 

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Gregory Geismar Co-founder Everbuild

At the helm of Everbuild, a freelancers hiring platform, they are dedicated to elevating trust and quality in Web3 hiring. Everbuild's ethos of 'people first, product second' reflects their commitment to bridging the gap between blockchain companies and top-quality freelancers, offering a curated talent pool, secure transactions, vibrant community engagement, a user-friendly experience, and comprehensive support, all aligned with the latest Web3 trends. Their work at Everbuild is a testament to their innovative approach and contribution to the Web3 industry.

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Dante and Gamze founders of Switch Web3

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Dante Isil O. and Gamze, founders of Switch Web3, are being recognized for their innovative contributions to talent development in the Web3 space. Switch Web3, an inclusive tech community, is at the forefront of the Web3 movement, providing comprehensive training, boot camps, and practice projects to facilitate transitions into Web3 careers. Their mission is centered on accelerating mass customer adaptation and creating economic impact, particularly during times of large-scale layoffs. By offering resources for both talents and companies, Switch Web3 is pioneering in enabling flexible, high-paying Web3 job opportunities and fostering a diverse community where everyone's value is recognized and uplifted.

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Final Thoughts 

As we wrap up this insightful exploration of the 'Building Talent in Web3' category, we are reminded of the essential roles these individuals play in sculpting the future of blockchain technology and its applications. Their dedication to recruiting, mentoring, and shaping the next wave of talent is not just about filling current gaps; it's about laying the groundwork for a more robust and innovative web3 ecosystem.

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Looking ahead, we eagerly anticipate diving into our next category – 'Education: Educating the Next Generation of Builders.' This category is all about celebrating those at the forefront of imparting knowledge and skills to upcoming web3 enthusiasts. These educators and mentors are the cornerstone of the web3 industry's growth and evolution, ensuring that the next generation is well-equipped to take the reins and continue building on the foundations laid by their predecessors.

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Stay tuned as we highlight the efforts and achievements of these remarkable individuals in our next feature. Their unwavering commitment to education is not only shaping the minds of future web3 builders but is also ensuring the sustainability and success of the entire web3 industry.

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This is the second part of the Crypto Culture nominations shortlist! 

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After meticulous research across crypto Twitter, Discord servers, LinkedIn discussions, and live events, we have meticulously curated a list of over 40 visionaries who are at the forefront of crafting our digital future. These awards pay homage to the resilience, innovation, and indomitable spirit of the web3 community, showcasing those who have relentlessly pursued building and inspiring, even amidst the challenges of the crypto winter.

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This week we spotlight 'Diversity in Web3', a category that shines a spotlight on trailblazing leaders committed to fostering a more inclusive and diverse web3 realm. 

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Diversity in Web3

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In this rapidly evolving digital landscape, these individuals and teams are not just participants; they are architects of change, actively working to ensure that inclusivity and equal representation are at the forefront of this technological revolution. 

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This category celebrates those who understand that the strength of web3 lies not only in its technological advancements but also in its potential to create a digital world where every voice is heard and every perspective is valued. 

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Join us in honoring these visionary leaders who are redefining the boundaries of the web3 space through their unwavering commitment to diversity and inclusion.

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Chana Kanzen Partnership Manager Rug Radio 

Chana is a renowned international executive and early crypto adopter, leading as the Head of Partnerships at Rug Radio, a pioneering fully decentralized media company. With a background spanning technological innovation, social impact, and a commitment to empowering women in technology, she has founded London Women Leading Web 3 (LWLW3), cementing her role as a key influencer in the web3 space.

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Lauren Ingram Founder of Women Of Web3

Lauren Ingram, founder of Women of Web3 and a notable Web3 consultant, is being honoured for her dedication to increasing female participation in the tech industry, particularly in the male-dominated Web3 space. Her work, pivotal in empowering women to engage with emerging technologies, has earned her accolades in the Wirex Rising Women in Crypto Awards 2022 and the NEAR Foundation Women in Web3 Changemaker Awards.

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Lisa Francoeur Co-Founder Crypto Tutors

Lisa, celebrated as the "Oprah of Tech" and ranking high among influential figures in crypto, is a trailblazer in promoting diversity within the tech industry, especially in the realms of web3 and blockchain. As a Haitian American leader and a top Black Founder Driving Innovation in web3, she leverages her roles at Crypto Tutors and Fancyfied to foster inclusive growth and deliver impactful motivational training, focusing on diverse representation and empowerment in technology.

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Veronica Hash Manager Belonging@Coinbase

Veronica Hash, at the forefront of Coinbase's Belonging initiative, has played a pivotal role in enhancing diversity and inclusion within the organization. Her leadership in launching the first Belonging page on Coinbase's Careers website and the internal newsletter, along with revamping the global Belonging strategy, aligns closely with the company's mission and remote-first policies, profoundly impacting the company culture.

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Catie Romero-Finger & Nastya Adamova Founders of BABs Labsand Websh3

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Nastya and Catie, founders of BABs Labs and Websh3, are being recognized for their pioneering work in championing diversity and female leadership within the Web3 ecosystem. Through Websh3, they have created a platform that not only supports but actively promotes diverse leaders in building an inclusive Web3 space, emphasizing sustainability and social impact. At BABs Labs, their innovative approach is dedicated to empowering tech projects with a focus on women-led initiatives, showcasing their commitment to fostering a more equitable and diverse Web3 community. Their work exemplifies a deep commitment to creating a space where women and diverse voices are not only heard but are leading the charge in shaping the future of technology.

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Final Thoughts

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As we draw the curtain on the 'Diversity in Web3' category, we find ourselves deeply inspired by the groundbreaking work of our nominees. Their unwavering commitment to diversity is more than just shaping today's web3 ecosystem; it's a vital step towards a future where technology reflects the richness and diversity of our global community. Their efforts are sowing the seeds for a digital landscape that values inclusivity and representation, creating a legacy that will benefit future generations. Let us continue to champion and uplift the diverse voices and minds that are integral to the evolving narrative of web3.

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Stay tuned for our next feature in the CryptoCulture Awards – the 'Building Talent in Web3' category. Here, we turn the spotlight on the remarkable recruiters in the web3 domain, those who are masterfully curating the workforce of tomorrow. These talent architects are not just filling positions; they are meticulously crafting the teams that will drive the web3 ecosystem forward.

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Don't miss the opportunity to meet the visionaries behind web3's workforce. Keep an eye on our blog and social media channels for upcoming updates, as we prepare to celebrate the architects of talent who are sculpting the future of the web3 sector.

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Welcome to our insightful conversation with Krzysztof Słowiński, the founder of Kodlot, a company making waves in the realms of data and cloud engineering. 

As we delve into this interview, we'll explore the inspirations behind Kodlot, the unique challenges in cloud-based solutions: “We can break down a large enterprise into smaller pieces”. 

Krzysztof also dived into the current landscape of decentralised systems and how European companies address AI solutions compared to those in the US: “The primary issue, in my view, is the knowledge gap. We need to prioritise learning and sharing experiences,(...) sparking inspirational dialogues and innovative ideas.”

Our discussion will also touch upon the European approach to AI solutions and the evolving trends in AI business models. “I've observed a dynamic shift in focus areas, from new AI models to the latest in data technology and architecture.”

We'll learn about the core values that Kodlot seeks in its team members and the benefits of embracing global remote employees. “The concept of remote work is greatly beneficial, offering a broader view of the world.”

Finally, we'll gain insights into the unique contributions of Polish engineers in the tech industry and discover the driving forces behind top tech talent today. Join us for an engaging journey into the heart of innovation and expertise with Kodlot.

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Highlights from Krzysztof 

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• Industry Demand vs. Expertise: High demand for data and cloud engineering skills amidst a market expertise shortage.
• Cloud Tech Hurdles: Knowledge and legal challenges impede cloud technology adoption.
• European Decentralised Systems: Technical and organisational hurdles in Europe's decentralised system implementation.
• Talent Sourcing Strategy: Focus on passion, resilience, and learning in engineering talent acquisition.
• Team and Global Diversity: Emphasizes passion, communication, growth mindset, and remote hiring benefits.
• Polish Engineers' Merits: Hardworking and skilled Polish engineers seen as valuable in tech.

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Full Interview

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Could you provide an overview of Kodlot's and how it distinguishes itself from other firms?

Kodlot was established roughly three years ago with a clear objective: to offer professional services in the realms of data and cloud engineering. Our focus has been on delivering expertise and solutions in these rapidly evolving technological areas.

In the industry, we're seeing a significant demand in data and cloud engineering, yet there aren't enough professionals in the market to meet this need. These are areas I've enjoyed working in for the past five years. My goal was to channel my expertise into creating a company capable of providing these services across various sectors and businesses.

Our long-term vision is to act as a catalyst for positive change. We aim to partner with enterprises and companies committed to making a positive impact. Owning a company offers the unique flexibility to selectively collaborate with like-minded organisations.

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What inspired you to start with Kodlot?

My passion for data and cloud engineering, combined with the industry's demand for these skills, inspired the creation of Kodlot. I wanted to transform my experience into a company that could provide expert services in these growing fields, working across various sectors and enterprises.

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What are the main challenges an organisation faces when they are looking to adopt cloud-based solutions?

Cloud adoption challenges can be grouped into several categories. Primarily, there's a significant knowledge and experience gap in this area, which Kodlot is addressing. As cloud technology is relatively new, the development of supporting tools and best practices is ongoing.

My background in software engineering has provided a solid base, as many problem-solving techniques and challenges in cloud engineering are similar to those in software. However, data and cloud engineering have unique aspects that require specific knowledge and expertise.

Blending experience in these new areas with software engineering foundations allows for exciting and advanced developments. Yet, the knowledge gap remains a key issue. Over time, we see efforts like training programs and conferences helping to bridge this gap.

Legal compliance, especially in heavily regulated industries, is another significant challenge. While there are initiatives to ease these concerns, many companies find it difficult to adapt, which can slow the pace of change. It's crucial to remember that cloud solutions are not a one-size-fits-all answer.

In some cases, traditional in-house solutions might suffice, or the cost of cloud architecture might not justify its implementation. Thus, it's essential to assess each case pragmatically. Experienced architects are needed to evaluate whether cloud adoption makes sense in the long term, linking back to the importance of closing the knowledge and experience gap.

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Experienced architects are needed to evaluate whether cloud adoption makes sense in the long term.

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What’s the current state of decentralised systems adoption?

Implementing decentralised systems presents a substantial technical challenge, especially when scaling up. However, there's also an organisational challenge. Increasingly, it's recognised that to support effective decentralised systems, organisations need to adopt a cross-functional team structure. This ensures each department involved in the decentralised platform has the autonomy and necessary skills to contribute equally, avoiding reliance on a centralised team which could negate the benefits of decentralisation.

For enterprises, adopting decentralised systems is not a short-term endeavor. It's a long-term strategy that likely needs to be implemented gradually, where initial proofs of concept and viability tests demonstrate tangible value. This requires consensus on a shared approach and goals. Realistically, for global companies, aligning all aspects of such a transformation could take years.

At Kodlot, our focus is primarily on the technical aspects of this transition, as organisational change management falls outside our domain. Estimating the complexity and time frame for establishing a fully decentralised platform at an enterprise scale is challenging, given the multifaceted nature of such an undertaking.

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What about if we focus on the European landscape?

In the European business landscape, there's growing interest in decentralised approaches due to their perceived benefits. Essentially, this approach allows large enterprises to be segmented into smaller, more manageable units. Each unit, like a sales department, is responsible for creating and managing its own data products using specific tools and platforms. These data products can be exchanged among departments, enabling them to build upon each other's outputs.

However, implementing this system on a large scale involves significant challenges in data governance, quality, and standardisation. The goal is to achieve autonomy in these processes and embed them in code, requiring a consensus on what this means for the entire enterprise.

Despite these challenges, the appeal of decentralisation is clear and parallels the benefits we've seen in software through microservices. We anticipate a shift towards this model, but the extent and speed of this transition are uncertain. It's not a universal solution; smaller companies, for instance, might not benefit as much from such a change.

Therefore, when considering cloud adoption or any technological shift, a pragmatic approach is vital. Companies need to assess whether the change will bring tangible value to their operations.

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Companies must invest in ongoing education to keep employees updated with industry developments.

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In your opinion, how do European companies address AI solutions compared to those in the US?

In this area, I don't consider myself an expert, but it seems there's a notable gap in innovation. A select few large companies have been leading innovation in data and AI for over two decades, perhaps even 20 to 30 years. Pinpointing the start is tricky as it wasn't widely publicised initially. These companies now have a significant advantage.

The primary issue, in my view, is the knowledge gap. We need to prioritise learning and sharing experiences. This can happen in various settings, like meetups, conferences, or even within our own companies, sparking inspirational dialogues and innovative ideas.

Being proactive and engaging with what's happening beyond our immediate environment is crucial. Regular knowledge exchange with colleagues is a daily practice to encourage innovation. European companies, in particular, could play a significant role by supporting these activities. Allocating budget for employees to attend relevant conferences, both within Europe and internationally, is vital. Such experiences offer exposure to cutting-edge innovations, networking opportunities, and can be a source of inspiration and positive change.

It's essential for companies to continue investing in education and learning, providing employees the chance to stay abreast of the latest developments in the field.

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What trends do you expect in AI business models and the market in the next few years?

That's indeed an intriguing question. As a regular attendee at European conferences over the past three years, I've observed a dynamic shift in focus areas, from new AI models to the latest in data technology and architecture.

What's particularly noticeable is the pace of change, accelerating not just over the years but arguably over decades since the advent of computers. This isn't a gradual change; it's more of a rapid, year-on-year evolution.

Predicting even a year ahead is challenging for me. For instance, at a recent conference in October 2023, the spotlight was on large language models and generative AI. Will this be the same next year, in October 2024? It's tough to say with certainty.

The past has shown us that focus areas in AI are continuously evolving, and the rate of innovation is quickening. Therefore, making any predictions is quite difficult for me, and I refrain from doing so.

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We seek someone passionate about problem-solving, with strong communication skills and a dedication to continuous learning.

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 How to Spot Great Engineering Talent?

Locating talented individuals in engineering can be somewhat challenging, as many engineers tend to be introverted. They often prefer not to engage in social events like meetups or conferences, which can make traditional, face-to-face recruitment methods less effective in this field.

When I look for engineers, I prioritise passion. This includes an innate drive to solve problems, a resilience against daily challenges, and a motivation that comes from within. Effective communication skills are also key – the ability to clearly articulate problems, both in writing and speaking, and to adjust one's language based on the audience.

Another crucial quality is a willingness to learn. This growth mindset involves recognising that perfection isn't necessary, but a commitment to continual learning is. It's about understanding the current capabilities of the technology at hand, and being curious about its potential future applications. So, in summary, the ideal qualities I seek are a passion for problem-solving, strong communication skills, and a commitment to continuous learning and growth.

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Do you have global remote employees? What are the benefits to you?

Last year, we began exploring remote hiring and now have a team member in Poland. As a Polish-founded company operating from Denmark, turning to the Polish market feels natural. We value the contributions of Polish engineers highly.

There are many commendable qualities inherent to the Polish workforce. This doesn't mean we exclusively hire Polish employees; rather, it’s a nod of appreciation to our roots. Another key aspect is our eagerness to engage globally, enjoying the diverse perspectives brought by international talent.

The concept of remote work is greatly beneficial, offering a broader view of the world. Yet, we believe in a balanced approach. Having a physical office for face-to-face discussions and fostering personal connections among team members remains important. It's crucial not to overlook these human interactions that strengthen team bonds.

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A key aspect is our eagerness to engage globally, enjoying the diverse perspectives brought by international talent.

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As a company with Polish origins, what unique values do you believe Polish engineers bring to the table, especially in comparison to their international counterparts?

As a Polish company, we often overlook certain values when discussing Poland, perhaps because the focus might be elsewhere. However, in the realm of engineering, Polish engineers are notably hardworking across various domains. This attribute is crucial in engineering, where problems often require time and persistence to solve. The passion and determination to overcome challenges are traits commonly seen in Polish engineers.

This work ethic is something we increasingly recognise and take pride in. It’s a quality not exclusive to Poland, but certainly prevalent and worthy of acknowledgment. Poland has developed significantly, boasting proficient English skills and robust infrastructure, positioning us competitively alongside other European countries. It's essential for us to recognise our strengths and not feel inferior when engaging with international counterparts. We stand as equals, ready to contribute significantly to the European market.

Remembering our heritage and the positive attributes we bring is important. Poland has always had a strong work ethos, a trait I've consistently observed in the Polish engineers I've interacted with.

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Polish engineers are notably hardworking across various domains.

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In your opinion and as Data & Cloud Engineering, what drives you and the top tech talent nowadays?

For me, there are three main drivers that fuel my motivation. Firstly, I have a deep passion for problem-solving, which is fundamental to my approach. In my software engineering days, I constantly sought new challenges. When I realised the limitations within that domain, I began exploring emerging fields like data engineering, once known as big data. The potential to tackle significant problems, requiring both learning and adaptation, was incredibly appealing. This led me to transition into cloud engineering, where the complexity and abundance of new problems offer similar motivation.

Equally important to me is sharing knowledge. Whether it's through meetups, conference talks, or small study groups, I find great satisfaction in supporting others' learning and growth. This aspect of sharing and teaching is a key part of my motivation.

Lastly, the drive to create a positive change underpins why I founded Kodlot. It's about investing energy not just for personal gain but to build something meaningful. Traditionally, engineers were recognised for their skill and artistry in constructing physical bridges. In today's digital age, engineers are celebrated for their capacity to craft cutting-edge digital data platforms that connect intricate data sources, transforming them into valuable resources.

In the digital realm, the results might be less tangible, but the sense of creating something meaningful remains. My motivations lie in tackling technical challenges, fostering growth in others, and contributing positively to the world.

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What's Next?

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Kodlot's global remote hiring strategy and their value for diverse perspectives align with Teamed's dedication to democratising employment and fostering a globally diverse workforce.

The discussion about the need for passion, effective communication, and a growth mindset in team members reflects the kind of talent Teamed can help source and manage. By facilitating connections with skilled professionals from various backgrounds, Teamed can support companies like Kodlot in overcoming industry challenges and achieving their long-term visions.

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Unveiling the Pioneers of Tomorrow – The CryptoCulture Nominations have Arrived!

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Join us in a grand celebration of the architects of the New Internet. After meticulous research across crypto Twitter, Discord servers, LinkedIn discussions, and live events, we have meticulously curated a list of over 40 visionaries who are at the forefront of crafting our digital future. These awards pay homage to the resilience, innovation, and indomitable spirit of the web3 community, showcasing those who have relentlessly pursued building and inspiring, even amidst the challenges of the crypto winter.

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Our nominees are distinguished across four pivotal categories:

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1. Web3 Community Champion 
2. Diversity in Web3
3. Building Talent in Web3
4. Educating the Next Generation of Builders

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In focus today is our 'Community Champions' category.

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Web3 Community Champions

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This category is dedicated to celebrating those pivotal figures who have been fundamental in nurturing vibrant and dynamic web3 communities. It acknowledges the vital role of community builders - ranging from operations managers to founders - in disseminating the web3 ethos and establishing platforms for collaboration and innovation

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Mushrooooom - Operations Manager 

Mushroooom led for 2 years the operations of the popular ZenAcademy business, helping to manage the team of freelancers spread across the globel, dealing with queries from the community and keeping the company running. 

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Anastasia Anatoli - Community Manager

Dedicated to building web3 and technology communities, her approach focuses on turning fans into brand ambassadors, deeply connected with the organization's purpose. As a web3 growth marketer with a diverse background, she blends various disciplines to achieve solid business results, emphasizing tangible success over vanity metrics in an ever-evolving tech landscape.

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Chris Koronowski - Founder Web3 Doers

Chris, founder of the Web3 Doers community, invites Web3 entrepreneurs to join a hub fostering collaboration, knowledge sharing, and growth in the decentralized internet realm. This free community offers networking with global Web3 solution builders, resources for accelerated growth, and live expert events on topics like NFTs, Metaverse, DAOs, and Web3 marketing, trusted by over 700 companies including Cookie3 and Exclusible.

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Kashvi Parekh - Community Manager at World Of Women

As the Community Manager at World of Women, has excelled in nurturing a diverse and empowering community, skillfully developing content strategies and fostering strong relationships. Their work in creating a supportive environment for NFT enthusiasts and new members alike showcases their commitment to making a significant, positive impact in the NFT space. 

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Sanad Karkar - Co-founder of ZeroCode

Sanad Karkar nomination is for revolutionizing how consumer-facing businesses leverage the loyalty infrastructure of web3 through his platform, Zero Code. His innovative approach in offering tokenized rewards and streamlined campaign management simplifies web3 integration for both startups and established brands, enhancing customer loyalty and brand engagement with data-driven insights and compelling experiences.

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Felix Haung & Daniel He  - Founders of RepubliK 

Felix Huang and Daniel He are pioneering a new era of social media with their innovative platform, RepubliK. Their work focuses on empowering creators and their fans by fostering stronger, more direct communities, shifting the reward dynamics to favor creators over intermediaries. This groundbreaking approach is redefining social media in the web3 landscape.

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Sarah Buxton  from  Gala Music  

Bux stands out as an influential leader in shaping the culture of web3, dedicated to nurturing the next generation of content creation and redefining the concept of ownership. Known for her charisma and passion, she excels in making people feel heard, valued, and actively involved in the journey.

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Ed On - Core Team Japan & Head of Partnerships Wonderverse

Ed On is being recognized for his exceptional contributions to building vibrant web3 communities through his roles at Bankless Japan and as the Partnership Lead at Wonderverse. His innovative beyondClub platform exemplifies his commitment to creating engaging, inclusive communities, transforming the way brands connect with and reward their audiences in the web3 era.

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Stuart Young - CEO Sybear Consultants Ltd 

Stuart Young is being honored for his exemplary efforts in building a positive and sustainable culture in the web3 space. His work focuses on developing web3 teams and integrating eco-initiatives aimed at achieving net-zero goals, leveraging web3 technologies to reduce carbon footprints and incentivize sustainable practices. Stuart's unconventional approach and expertise in DeFi, blockchain, and digital payments are driving significant advancements in the "Integrated Energy Ecosystem", making him a pivotal figure in the intersection of technology and environmental sustainability.

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Abhinav Gaur - Founder UrFeed 

Abhinav, co-founder and COO of UrFeed, is being recognized for his innovative work in developing a web3 messaging app that's revolutionizing the way we socialize digitally. UrFeed, with its unique blend of social video and streaming capabilities, empowers users to connect and engage through AR filters, live shows, and personalized video feeds. The platform's 'Learn to Earn' feature and community-building tools exemplify Abhinav's vision of a more interactive and rewarding social media experience in the web3 era.

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"Abhinav's vision with UrFeed is transforming the landscape of social media. His ability to integrate cutting-edge web3 technology with a user-friendly social platform is not only innovative but also sets a new standard for digital interaction and community engagement." 

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Final Thoughts

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As we conclude this showcase of our remarkable nominees in the ‘Web3 Community Community' category, we stand in awe of their contributions to shaping a connected and innovative digital world. Their efforts remind us that at the heart of technological advancement lies the power of human connection and collaboration.

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Stay tuned for next week's exciting reveal, where we will delve into the 'Diversity in Web3' category. This upcoming category highlights individuals and organizations breaking new ground in promoting inclusivity and diversity within the web3 space. These pioneers are not just building technology; they're crafting a more equitable digital future for all.

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Don't miss out on the chance to discover these inspiring leaders and their transformative work. Keep an eye on our blog and socials for our next update, and join us in celebrating the diversity and inclusivity that is vital to the web3 community's success.

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In a world where talent is becoming increasingly geographically flexible, companies have more options than ever to diversify their teams. Employees are now craving for the option to work remotely, or at the very least, spend fewer days at the office. But as exciting as this new frontier is, it also brings along its own set of challenges.

Adam Tully, founder of JIE + Search, has some unique insights to share on this evolving landscape. With a laser focus on tech sectors such as SaaS, AI, and Big Data, his agency has been at the forefront of helping venture-backed companies establish their presence in Europe.

In this candid interview, Adam dives into the real-world complexities of international hiring—be it the unique rules each European country plays by, the intricacies of employee compensation across diverse cultures, or why most top talents still prefer full employment. Adam also shares his thoughts on how specialised services and Employer of Record (EOR), like Teamed, solutions can simplify many of these complicated issues.

For companies in the U.S. and Canada eyeing European shores, and vice versa, the challenges are manifold. From the starting points of establishing operations in the UK or Ireland, to understanding what makes top talent tick, Adam's insights provide a much-needed roadmap.

So, grab a cuppa, settle in, and let's delve into what it really takes to build a world-class, global tech team in today's market.

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Highlights from Adam

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• He unpacks the new landscape of global tech talent—increasingly flexible about location and keen on remote work options.
• Navigating Europe's diverse employment rules can be tricky, but an Employer of Record simplifies this.
• Compensation varies widely by country, setting unique challenges.
• For U.S. and Canadian firms eyeing Europe, the UK and Ireland are common launchpads.
• Top talents still lean toward full employment, making specialised services invaluable.

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Full Interview

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What’s the main thing you aim to achieve at JIE + Search, and how does this set you apart from other agencies?

I founded JIE +Search 8.5 years ago, after 25 years in tech and executive search. The name "JIE" is an acronym based on my kids' initials, showing the importance of family to me.

I started JIE + Search to work remotely and be closer to them. We specialise in helping venture capital and private equity-backed tech businesses establish a presence in Europe. So we're not a generalist agency; we're laser-focused on tech sectors like SaaS, AI, and Big Data.

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What do clients usually want when they aim to hire globally?

In my experience, it's mostly Europe and North America. Companies typically look for salespeople, pre-sales consultants, marketing professionals, and roles in go-to-market functions. The first hire is often a salesperson, especially if the company doesn’t have a European entity yet.

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Where do you generally find the best tech talent in Europe?

Traditionally, the UK and Germany have been hotspots. But remote working has opened up other countries like Portugal, France, and Spain.

Talent is becoming more geographically flexible, which is great for companies looking to diversify their teams.

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How about European companies hiring globally?

They typically look towards Asia, particularly India, Pakistan, and the Philippines, for tech talent, drawn by the blend of expertise and cost-effectiveness these regions offer.

This search is also extending to Europe itself, with countries like Portugal becoming hotspots due to their growing tech scenes and competitive costs. Similarly, Latin America is on the rise as a tech talent goldmine for European companies looking to expand their global footprint.

Indeed, there's a trend where European firms are now finding top-notch product marketing professionals in the U.S. This mirrors a wider truth: talent has gone global. For example, a European enterprise recently snagged their CRO from the buzzing New York scene.

Moreover, post-COVID migration patterns have seen tech talent disperse across the U.S., with many professionals relocating from the West Coast and embracing remote work, which allows them to work from any location.

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Talent is becoming more geographically flexible, which is great for companies looking to diversify their teams.

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What motivates tech talent to choose a company today?

Three key factors: financial rewards, the company's market reputation, and workplace flexibility. The last one is increasingly vital. Talent now wants the option to work remotely or only be in the office a couple of days a week.

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How do you tackle the challenges of hiring people from different parts of the world?

I faced a situation just yesterday. I was working with an incredibly talented US citizen who's currently in the UK on a sponsored visa.

The main hurdle is navigating changing sponsorship rules, especially after Brexit. Each European country has its own set of rules, and that makes moving talent around a real challenge. As I'm not an immigration or employment lawyer, I usually refer individuals to an immigration service for more specialised help. And, absolutely, an Employer of Record can simplify many of these complex issues.

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What's your take on creating employee compensation packages that work across different countries?

That's a tough question. Different countries have different expectations. For example, in Germany, people in commercial roles expect a car allowance, while in the UK, that's often incorporated into the basic salary. In the UK, you're obliged to offer a 3% pension contribution, but that might be scoffed at in some European countries where the benefits are more generous.

I use a document to measure the benefits for each role and adjust accordingly. It's not a one-size-fits-all solution, and there are financial and legal considerations for the employer. 

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In the UK, you're obliged to offer a 3% pension contribution, but that might be scoffed at in some European countries where the benefits are more generous.

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Let's talk about investments in Europe. How's the current situation looking?

Investment trends have seen a shift. Venture capital took a dip at the end of 2021, but it's making a comeback, especially in AI. According to a Crunchbase report, IPO valuations in 2021 dropped by as much as 50%, which is a concern for investors. On the brighter side, the last quarter showed more positive funding news.

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And how does this impact hiring strategies?

It's all about risk management now. A few years ago, companies were more like, "What if I miss out?" Now it's, "Will this make money?" You have to be sure your hire is a solid one because a failed hire is costly. So, look at the data, align your hiring plans with your revenue, and ensure you're spending wisely. This way, you'll be in a good position for future funding rounds.

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How do European companies tackle challenges with AI compared to their U.S. counterparts?

Five years ago, companies were asking, "What is AI?" Now, they're saying, "We need an AI strategy."

Trust issues still exist, especially with data storage. For instance, some German companies prefer not to store their data in the cloud. Also, work councils in Europe get uneasy when tech could lead to job cuts.

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What's your take on AI's impact on job markets?

AI in recruitment has its flaws. I know someone who met all the job requirements but didn't even get an interview.

With more people applying for jobs now, sometimes hundreds per post, AI might be prioritising keywords over actual skills. People are starting to tailor their CVs just to pass these AI filters, which might make the hiring process trickier in the near future.

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If U.S. or Canadian companies want to target German-speaking countries, they often face challenges because Germans prefer to speak with Germans.

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Researching about how companies from different countries prefer to work with certain other countries. According to your expertise, what’s your opinion?

In my experience, most U.S. and Canadian companies start their European operations in the UK or Ireland. If they want to target German-speaking countries, they often face challenges because Germans prefer to speak with Germans. Since Brexit, hiring Germans in the UK has become difficult.

Companies also try entering different European regions through specific countries: Germany for German-speaking areas, Sweden or Denmark for the Nordics, the Netherlands for Benelux, and France for Southern Europe.

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And what about hiring difficulties?

When companies from various countries look into working with overseas partners, they might show preferences for certain countries due to cultural affinities, language commonalities, or economic benefits. However, when it comes to hiring, this approach can sometimes lead to challenges.

The main issue at hand is self-imposed limitations. By only considering a narrow set of countries for recruitment, companies might miss out on discovering the best talent available. It's like fishing in the same pond without realising there's a whole ocean out there. Embracing a wider, more inclusive hiring strategy can unlock the door to a diverse range of skills and experiences. It's about broadening horizons and recognising that the best candidate for the job may not be located within familiar territories.

If a company doesn't have a local entity, they often look for quick contract hires. However, he majority of top talent don't want to be in a contract, they want to be employed. That's where specialised services come in handy.

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Why does top talent prefer full-time employment?

Top talent often gravitates towards full employment for several compelling reasons. Primarily, revolving around the sense of security and inclusion it offers. Stability is a major draw, as full-time positions typically provide a consistent work environment and a steady income. This stability extends beyond just financial aspects; it anchors an individual's career trajectory and personal life.

Being part of an organisation as a full employee also fosters a sense of belonging and identity. Employees are not just contributors but become integral parts of the company's fabric, involved in its culture and future. They have ownership over their roles and the space to make a tangible impact on the organisation. This impact is not just through their direct work output but through the ideas they bring, the initiatives they drive, and the culture they help cultivate.

Moreover, full-time employment allows individuals to fully immerse themselves and contribute meaningfully to their organisation’s goals and success. This sense of contribution is often closely tied to personal job satisfaction and professional fulfillment.

On the emotional front, full-time roles address the potential isolation that can come with being a contractor. Unlike contract work, which can sometimes create a sense of detachment, full employment envelops individuals in a community, providing a collective identity and shared purpose that can be deeply fulfilling.

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What's Next?

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As Adam from JIE + Search pointed out, top talents are increasingly seeking full employment. His agency excels in connecting tech companies from the U.S. and Canada with high-quality talent for European markets. That's precisely where our expertise at Teamed comes into play. Once Adam finds the best talent, no matter where your team is based, your Employer of Record (EOR) makes the global hiring much easier. Whether it's sorting the legalities in different European nations or tailoring compensation packages that hit the sweet spot, we've got your back.

So if you're planning to tap into global talent pools or make a mark on European shores, a partnership with specialists like JIE + Search and Teamed could make your global employment journey smoother than you ever imagined.

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If you're dipping your toes into the U.S. hiring pool, you've got to check out this gem of an article by Michaela Jefferson from Sifted ''I made so many mistakes': 10 things not to do when hiring a team in the US'. Thomas Holl, the managing director of Babbel, spills the tea on it. It's packed with real-world advice and highlights some sneaky pitfalls you'll want to dodge when building your team across the pond.

In the article, Michaela also interviews different leaders who have hiring experience in the US making this an interesting and thorough piece with real insights. We also find insights from the Arielle Kilroy, cofounder and CEO of Berlin-based HR automation business Dado or Joaquín Cuenca Abela, from Freepik Company.

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Non-Compete Agreements: A Double-Edged Sword

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Thomas highlights the use of non-compete agreements. These agreements can be beneficial for protecting your business but can become a tricky path to tread if you're not careful. In some states, non-compete clauses are not enforceable, or their enforcement is severely limited. For instance, California law generally considers non-compete agreements void, as they see it as a limitation on an individual's ability to earn a livelihood in their field.

This issue isn't a minor thing; it's led to court battles and legal headaches. A report from the Economic Policy Institute indicates that approximately 27.8% to 46.5% of private-sector workers are subject to some form of non-compete Economic Policy Institute. That means you could potentially be affecting almost half of your workforce if you don't approach this aspect carefully.

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The Probation Period Illusion

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Another great point is the "probation period" misunderstanding. Many European companies believe that it's okay to let people go without much hassle during this period. But that's not how it works in the US. The "at-will" employment clause means either party can terminate the employment relationship at any time, with some limitations.

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Wage Discussions: A Delicate Matter

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Discussing previous wages during the interview process is also a tricky area. Some states like California, Massachusetts, and Delaware have made it illegal to ask about a candidate's previous salary. The idea is to make the hiring process more equitable, and it seems to be working. Arielle highlights that “there are so many more variables and costs that occur in the US that when you start looking at total compensation per employee, it’s really different.”

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Why This Matters for Global Teams

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So, why should you care if your team is scattered around the globe? Well, because hiring in the US is a different beast altogether, and you'll need to tailor your approach if you want to build an efficient and happy team there. Failing to do so might not just cost you a ton of money but could also bring legal woes you hadn't even thought of.

That's where services like Teamed come into play. We make global employment easy by taking care of the nitty-gritty details like local laws, payments, and employee well-being. It lets you focus on what you're good at: growing your business and nurturing your team's talent, no matter where they're based.

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