my job is primarily to get people excited employees investors customers users

sup mutuals 🤝

Have you noticed more layoffs in your industry this year? 👇👀

My 5th hire in the Hyperliquid eco this year! Growth hires at pre-seed startups are difficult. You need to find an individual who is deeply mission-aligned, has a specific skillset, yet is comfortable working across the GTM stack. As soon as I got off the call with @graphbluff, I knew I found a killer. He’s committed to the success of Hyperliquid and brought trading experience from his prev two roles. This search was challenging for a few reasons, but working with @s3ohi was a lot of fun. He knew what he was looking for, ran a tight process and moved quickly. If you aren’t familiar with @hyperlink_xyz yet, you soon will be. Excited to watch this team cook.

Crypto Peaks VI in the Books. 👏Thank you to our partners 🦑 Co-Host - @krakenfx 🎧After Party - @UpTopSearch 🍻Après Ski - @Anchorage 🏔Peaks Lunch - @BitGo

despite the market being cooked (and I think we go lower from here and see more layoffs)..... ....I'm hiring junior to mid level BD for a portfolio company. If you have: -a existing network in defi specifically -1 to 3 years of experience in sales/bd/growth -crypto native my DMs are open to you

We're excited to introduce @JeffMarsilio as Founding Head of Commercial for Newton Protocol. Jeff co-founded @Niftys (acquired by @MoonPay), led enterprise licensing at the @NBA to drive 10x digital revenue growth, and served as CBO at @CommunityLabs (@Lightspeedvp, @BainCapCrypto). He brings his expertise driving institutional adoption of novel infrastructure while navigating complex regulatory environments. Now he's doing it for Newton. Welcome aboard!

At @Dune we did 300 candidate interviews in March. A massive effort from our < 10 hiring managers. Here is some of the stuff we do to ensure we find exceptional candidates: - All interviews scored 1-4. Deliberately no "middle score". At least one interviewer needs to give a 4/4 and be a champion for the candidate. Straight 3's will not yield an offer. We are after exceptional people. We think of the Dune team as a pro sports team and if you want to win you need someone exceptional in every position. Good enough is not good enough, and if there is doubt there is no doubt. - We check for AI fluency. If you are not hands on AImaxxxing and exploring how AI changes your domain we won't hire you. - Me or Mats Olsen always do the last interview to ensure everyone candidate is exceptional and adhere to the Dune's values. We will absolutely disqualify technically exceptional people based on culture/values mismatch. If you don't want to work hard or have low integrity you simply can't join Dune. - We are absolutely uncompromising on comprehensive reference checks. This is incredibly important. Not just doing the checks but pushing hard, asking though questions and drill deep into any cracks. If anything seems fishy or off we run for the hills. We have several times dropped giving an offer to candidates we thought we would due to things feeling off with references. If this sounds like a system you would pass with flying colors we are hiring for backend/analytics/platform/data engineers, account executives and product marketing manager. Bonus points if you've worked with enterprise data products in the past. Link below, lfg!