Web3 companies frequently speak about shortages of skilled workers, yet new research suggests a large pool of aspiring candidates is struggling to get through the industry’s front door.
A survey of 324 aspiring and early-career professionals by crypto exchange Bitget found that 54.31 per cent of first-time entrants saw prior experience requirements as the main obstacle to securing a role. Candidates reported applying for jobs advertised as junior or entry level, only to encounter demands for between one and three years of previous industry experience.
The findings point to a gap between Web3 education and employment rather than a simple shortage of interested candidates. More than 58 per cent of respondents held a Bachelor’s, Master’s or doctoral degree, while 52.04 per cent believed their education provided a theoretical understanding of the sector without the practical skills needed in a working environment.
Junior roles still demand experience
Bitget’s Web3 Next-Gen Talent Intelligence Report separates candidates already working in Web3 from those attempting to enter for the first time.
Among new entrants, the experience requirement was the most common barrier. More than a third also reported receiving no response after submitting applications, while 34.48 per cent said they lacked the professional connections or referrals that often provide access to opportunities in the sector.
These problems can reinforce one another. Candidates need work experience to qualify for junior roles, but cannot build that experience without an employer, internship or recognised contribution pathway. Those outside established Web3 communities may also miss roles filled through personal introductions, online communities and informal networks.
Experienced workers face a related problem. According to the report, 41.22 per cent had encountered roles seeking five to seven years of experience in protocols or technologies that may have existed for a much shorter period.
Bitget chief executive Gracy Chen said the sector had attracted educated and motivated candidates but had yet to convert that interest into employment.
“The industry has succeeded in attracting talent globally. The challenge now is converting talent into employment,” she said. “The findings show there is a large pool of motivated and educated candidates, but many are struggling to take the first step into the industry.”
Courses are teaching concepts rather than jobs
Access to Web3 learning has expanded through online courses, search engines and AI tools. Nearly 79 per cent of respondents used online courses, while 62.31 per cent relied on AI services and internet searches as primary sources of information.
However, most still placed themselves at beginner or intermediate level. Only 8.35 per cent described their knowledge as advanced, professional or expert.
More than half said their education was strong on theory but weak on production-ready skills. A further 37.55 per cent believed they had technical ability but lacked knowledge of areas such as tokenomics, commercial models, market mechanics and communication.
That combination can be difficult for smaller Web3 businesses, where employees may need to work across technical, product and commercial responsibilities rather than remain within a narrowly defined role.
The report recommends that education providers pay greater attention to employment outcomes, including how many learners secure relevant work after completing a course. Completion certificates alone provide limited evidence that someone can apply their knowledge to a live product, protocol or business problem.
Candidates want access to people, not more content
The support candidates valued most was direct mentorship from experienced Web3 professionals, selected by 62.21 per cent of respondents. Almost half wanted structured access to verified internships and junior roles, while 40.84 per cent sought introductions to employers and professional networks.
CV and LinkedIn support ranked below each of those options. The result suggests many candidates believe their main obstacle is access to the industry rather than the presentation of their credentials.
Work placements, paid contribution programmes, bounties and short-term projects could give new entrants a way to demonstrate their ability before moving into permanent employment. They could also help employers assess candidates on completed work rather than years spent in similar roles.
This may be especially relevant because 36.42 per cent of respondents were already freelancing or self-employed. Some may have practical experience through decentralised autonomous organisations, open-source projects or community work that conventional recruitment systems fail to recognise.
Emerging markets dominate the talent pool
The survey was heavily concentrated in emerging markets. Nigeria accounted for 19.14 per cent of respondents, followed by Indonesia at 15.74 per cent and China at 13.27 per cent. Together, the three countries represented close to half of the sample.
That geographic profile limits how far the findings can be applied across the entire global Web3 workforce, but it also highlights where much of the industry’s future talent may be developing.
Almost 61 per cent of respondents regarded fully remote work as a requirement, while fewer than 8 per cent were open to mandatory office-based roles. Geographic restrictions, local hiring requirements and compensation models designed around Western markets may therefore exclude qualified candidates before their skills are assessed.
The largest share of respondents wanted to work in marketing, community or growth roles. AI and blockchain integration was the most popular area of career interest, selected by 61.57 per cent, followed by decentralised finance at 58.21 per cent.
These interests broadly match areas attracting development and investment across Web3, although enthusiasm alone does not establish whether candidates have the skills employers currently require.
Trust is also shaping career decisions
For candidates seeking remote roles in unfamiliar organisations, entering Web3 carries a further risk: the employer itself may be fraudulent.
More than 36 per cent identified the possibility of joining a scam or so-called rug-pull project as their biggest concern about working in the sector. This ranked above worries about job security or regulation.
Recruitment scams, anonymous teams and projects with limited operating history can make it difficult for early-career candidates to distinguish a legitimate opportunity from an attempt to obtain free work, personal information or money.
Employers may therefore need to provide clearer evidence of their identity, financing, governance and track record during recruitment, particularly when hiring across borders.
Web3’s pipeline is breaking in the middle
The report presents a sector attracting educated candidates while offering too few structured routes into paid employment. Employers seeking experienced staff may be screening out junior applicants, while education providers continue producing courses without measuring whether learners progress into work.
Bitget has an interest in this discussion through its Blockchain4Youth education initiative, which commissioned the research and operates its own learning and talent programmes. The findings should therefore be read as company-sponsored research rather than an independent assessment of Web3 employment.
Even with that qualification, the experience paradox identified by respondents is familiar across technology recruitment: employers want candidates who can contribute immediately, while early-career workers need an opportunity to acquire the experience those employers demand.
Web3 has built extensive infrastructure for teaching people about blockchain. Its next workforce problem may be creating credible ways for them to use that knowledge.
