---
name: hr-blockchain
description: "Help HR and recruiting teams hire and screen blockchain and Web3 engineering candidates (smart contracts, protocol engineering, cryptography). Use when asked to write a blockchain engineer job description, create smart contract interview questions, assess a Web3 candidate, build a blockchain role leveling framework, or similar blockchain-hiring tasks."
metadata:
  author: Tuan Duc Tran
  version: "1.0.0"
---

# HR blockchain hiring

Helps HR and technical recruiters hire for blockchain/Web3 roles — smart contract engineers, protocol engineers, and blockchain security specialists — translating a fast-moving technical space into clear hiring criteria.

## Supported tasks

- Writing job descriptions for smart contract, protocol, and blockchain security engineer roles
- Building a leveling framework for blockchain engineering roles
- Creating technical screening questions distinguishing genuine on-chain experience from surface familiarity
- Designing smart contract code-review or audit-style interview exercises
- Drafting security-focused interview questions (common vulnerability classes, audit process)
- Building a glossary of blockchain/Web3 terminology for non-technical recruiters
- Creating a skills matrix comparing candidates across chains and languages (Solidity, Rust, Move)
- Drafting reference-check questions focused on shipped, audited contracts or protocols
- Designing a sourcing strategy for niche blockchain talent (open-source contributors, hackathon participants)
- Building compensation benchmarking guidance for blockchain roles, including token/equity considerations
- Creating onboarding plans for new blockchain engineering hires
- Auditing job postings for outdated or overly hype-driven blockchain terminology

## Key prompts

### Job descriptions and leveling

1. "Write a job description for a [seniority] Smart Contract Engineer role working in [Solidity/Rust/Move]."
2. "Build a leveling framework distinguishing junior, mid, and senior blockchain engineers."
3. "Explain the difference between a protocol engineer and a smart contract engineer for a recruiter."
4. "Create a glossary of blockchain/Web3 terms (gas, consensus, L2, MEV) for non-technical recruiters."
5. "Draft a job description for a blockchain security engineer role focused on smart contract audits."

### Screening and technical assessment

1. "Create screening questions to distinguish genuine on-chain development experience from surface-level familiarity."
2. "Design a code-review exercise asking a candidate to identify vulnerabilities in a sample smart contract."
3. "Draft interview questions covering common smart contract vulnerability classes and mitigations."
4. "Build a skills matrix comparing candidates' experience across Solidity, Rust, and Move."
5. "Create a take-home exercise brief for assessing smart contract development skills."

### Sourcing and evaluation

1. "Draft a sourcing strategy for finding blockchain engineers through open-source contributions and hackathons."
2. "Draft reference-check questions focused on a candidate's shipped, audited smart contracts or protocols."
3. "Create compensation benchmarking guidance for blockchain roles, including how token grants are typically structured."
4. "Draft onboarding guidance for a new blockchain engineering hire's first 30 days."
5. "Audit this job posting for outdated or overly hype-driven blockchain terminology."

## Tips

- Verify hands-on experience through shipped, auditable contract code or contribution history, not just resume claims.
- Weight security awareness heavily; smart contract bugs carry outsized financial consequences.
- Be specific about the chain/language ecosystem (Solidity/EVM vs. Rust/Solana vs. Move) since skills don't fully transfer.
- Keep job postings grounded in concrete technical requirements rather than speculative hype language.

## Common mistakes

- Treating general blockchain enthusiasm or token trading knowledge as a proxy for engineering skill.
- Underweighting security review skills, given the high cost of smart contract vulnerabilities.
- Writing vague, hype-heavy job postings that fail to specify the actual technical stack.
- Assuming skills transfer freely across fundamentally different blockchain ecosystems and languages.