The purpose of this document is to quickly help articulate the limitations of hiring planning processes within the dynamic environment that crypto companies generally operate within, where priorities and strategies can oscillate frequently.
Good efficiency, planning and hiring strategy relies heavily on the predictability of the future. Nonetheless, inherent uncertainties in predicting the future for our market means hiring needs will remain a challenge for all.
To the extent your hiring plans do not account for this uncertainty, you may create both risks and internal inefficiencies that have downstream effects on the performance of your people, timelines and even overall company success.
Ideally you're hiring the best people in your niche, of which there is a limited supply. The availability of the best people and their interest in your niche is uncertain. Therefore the time to hire is uncertain given the extreme imbalance of the demand for talent.
The optimal way to mitigate this uncertainty is by relaxing constraints on your hiring timelines with more lead time through planning. A common hiring framework used looks like this:
| Role open | Role closed | |
|---|---|---|
| Great Candidate | ✅ | ❌ |
| Good candidate | ❓ | ❌ |
| Average Candidate | ❌ | ❌ |
The truth is that you can't control talent pool availability or ensure alignment with your needs when you deem it suitable. Instead, you should search longer for ideal candidates using more lead time so that their availability clashes more often with your availability to hire.
How your hiring might look now:
Practically, you need to be proactive in the hiring process, considering longer lead times due to difficulty in sourcing based on role priority. You should redefine the right time to hire based on importance.
Increasing lead time from 1 →6 months = more amazing candidates:
(Assuming you have the resources to process them)