How to Work at the Crypto-Technology Company MoonPay

  • MoonPay, a startup that helps users convert fiat currencies into cryptocurrencies, is hiring.
  • The company’s head of talent said he is hiring for engineering and design roles, among others.
  • The crypto industry is growing rapidly and is expected to be worth $ 8.7 billion by 2030.

Web3, a decentralized version of the Internet built on blockchain technology, is an industry that is expected to be worth $ 8.7 billion by 2030, according to research firm Prophecy Market Insights.

As the market grows, so does the number of companies seeking to participate in the action. But only a few entrepreneurs manage to attract the best talent from traditional Big Tech companies.

One such company is MoonPay, a financial technology startup that allows users to convert fiat currencies, such as the US dollar, into cryptocurrencies. Last year, he raised $ 555 million in Serie A and, over the two-year existence of the company, went from a five-person team to a 200-person team, said Rich Cobbold, the company’s chief talent. .

Cobbold, a former Google employee, is one of MoonPay’s recent hires and plans to keep the bar high for hiring as the company “expands aggressively,” he said. MoonPay is hiring for cryptocurrency functions, which has experienced a global growth of 395% in the US. UU. between 2020 and 2021, according to LinkedIn, as well as for finance, legal and marketing, he said. MoonPay also focuses on hiring product, engineering and design functions.

“I really firmly believe that Google is where they are because they have one of the best interview processes in the world,” Cobbold said. “If we can add something of that rigor to make sure we keep the bar super high, I think that will come in handy as we climb.”

Cobbold shared with Insider what kind of worker would stand out on MoonPay and who is looking to hire.

MoonPay is looking for candidates with high results

Rich Cobbold is the head of talent at MoonPay.

Rich Cobbold is the head of talent at MoonPay.


MoonPay has five core values ​​that influence the way employees work and the way Cobbold and his team evaluate candidates: be humble, lead with empathy, possess, communicate clearly, and kaizen, which is a Japanese term for improvement constant which Cobbold considers to be an essential quality. in an accelerated market like the crypto. Together, the values ​​form the acronym BLOCK.

“All of these things are very, very important to us, but‘ kaizen ’is really what I focus on more than anything else,” Cobbold said. “A year in cryptography is like 10 years anywhere else.”

The average candidate will go through four rounds of interviews with several members of the company. If the candidate requests a technical role, they will also take a GitHub test that measures their software engineering skills.

Finally, all advancing candidates will have a MoonWalk interview, where a nominated team member who receives additional training will ask questions specifically about BLOCK values ​​and hypothetical scenarios, Cobbold said.

“The best people who go through the process show us that they are comfortable with the ambiguity,” he said.

Combining the experience of Big Tech with the knowledge of startups

Although MoonPay has managed to attract talent with Big Tech experience, having a behemoth on your resume is not a prerequisite for employment, Cobbold said. In fact, MoonPay likes to have a mix of talent: those who have experience in startups and understand the rapidly evolving business landscape, as well as people who have more business experience and can bring those standards closer to the business.

“If you mix those two and you get that diverse mix of people from diverse backgrounds, we hope you end up with a really pragmatic approach to your business in which you agree on both sides,” Cobbold said.

For non-technical roles, Cobbold does not expect candidates to be experts in cryptography or non-fungible tokens. Instead, look for people who are willing to learn and who have a self-initiated attitude.

“I’m really looking for someone to go further,” he said. “Someone who connected with me directly.” He added that this could include a follow-up email.

For example, Cobbold had a candidate who prepared a presentation for his interview. Although MoonPay did not require this, it showed the candidate’s work ethic and interest in the role, he said. Another way candidates can showcase their passion for cryptographic space is by using online learning platforms to improve their education or build personal projects, he said.

Web3’s best talent isn’t always on LinkedIn, so Cobbold and his team are turning to it


servers and programmer conferences to find who they want. And talent recruited through these methods can be expected to join an innovative company, Cobbold said.

“We’re all, to some extent, building the plane while we fly it,” he said. “And that’s why it’s an exciting world.”

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