❗️ Current vacancies

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▶️ Community Support Specialist, Part-Time

▶️ Senior Data Scientist, Product Analytics

▶️ Partnerships, Social Media

▶️ Senior System Engineer, Collaboration

#Freelance

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❗️ Current vacancies

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▶️ Information Security Manager, Estonia

▶️ Product Management Lead, iGaming

▶️ Director, GTM Finance & Strategy

▶️ Senior/Staff Security Engineer, Corporate Security

#Freelance

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❗️ Current vacancies

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▶️ Customer Success Manager, Accounting Products

▶️ Staff software engineer, smart contracts

▶️ Director of Business Development, Cactus Custody

▶️ Machine Learning Researcher, Options

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❗️ Current vacancies

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▶️ Generalist, Beru

▶️ Senior Smart Contract Engineer, EVM

▶️ Product Manager, Wealth Management

▶️ React Native Engineer, New York

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❗️ Current vacancies

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▶️ Principal SecOps Engineer, South Korea

▶️ VP of Marketing, Marketing

▶️ COO/Chief of Staff, Remote

▶️ Deputy, KYC Compliance

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❗️ Current vacancies

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▶️ Software Engineer II, Transaction Tracing

▶️ Senior Business Associate, CoinSwitch

▶️ Customer Success Manager, Accounting Products

▶️ Principal SecOps Engineer, South Korea

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❗️ Current vacancies

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▶️ Analytics Engineer, Crypto & Payments

▶️ Developer Relations Engineer, Mexico City

▶️ Director, GTM Finance & Strategy

▶️ Security Engineer, Infrastructure

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❗️ Current vacancies

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▶️ Associate General Counsel, New York

▶️ Senior Data Scientist, Product Analytics

▶️ Business Operations and Strategy Manager, San Francisco

▶️ Java Software Engineer, Security

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💡 Hire for outcomes, not job titles

Small and medium-sized businesses (SMBs) should rethink how they approach hiring. Instead of asking “Who should we hire next?”, ask “What result do we need next?”

⚙️ Key Growth Bottlenecks
Sales: leads left idle, missed follow-ups.
Marketing: campaigns only happen when someone “finds the time.”
Operations: managers stuck in daily fixes instead of strategy.
Technology: AI or automation projects stalling due to lack of expertise.

⚙️ The 3-Step Hiring Framework
Define the outcome — e.g., “Launch an AI pilot in 90 days,” not “Hire an AI engineer.”
Identify the skills — focus on capabilities, not titles.
Decide the engagement type — full-time, part-time, or freelance.

🤝 Why Freelancers Fit
Bring specialized skills fast.
Offer flexibility and lower risk than full-time hires.
Ideal for short-term or high-impact projects.
Allow businesses to scale expertise as needed without long-term commitments.

SMBs grow faster when they hire for outcomes, not roles, solving the next real constraint instead of filling the next seat.

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Most important jobs skills.

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