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▶️ Deputy, KYC Compliance

▶️ Implementation Engineer, Remote

▶️ Public Sector, Account Executive - Brazil

▶️ Customer Success Manager, Sales

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▶️ Security Engineer, Infrastructure

▶️ Deputy, KYC Compliance

▶️ Manager, Trust & Safety

▶️ Internal Communications Manager, New York - Hybrid

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▶️ Machine Learning Engineer, Training Infrastructure

▶️ Quant Research Engineer, New Grad

▶️ Senior Site Reliability Engineer, Engineering – Software Engineering

▶️ Business Development Manager, Banking

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❗️ Current vacancies

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▶️ Public Relations Specialist, PR Manager

▶️ Public Sector, Account Executive - Brazil

▶️ Machine Learning Engineer, Data & Evaluation Infrastructure

▶️ Creative Producer/Editor, Full Time

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❗️ Current vacancies

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▶️ Product Manager, Growth

▶️ VP of Marketing, Full time

▶️ Machine Learning Engineer, Training Infrastructure

▶️ Staff software engineer, smart contracts

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❗️ Current vacancies

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▶️ Strategic Finance Lead, New York

▶️ Senior Software Engineer, TS/SCI w/ FSP required

▶️ Machine Learning Engineer, Reinforcement Learning

▶️ Machine Learning Researcher, Options

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❗️ Current vacancies

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▶️ Sales Director, CEE

▶️ Finance & Operations Analyst, Agora

▶️ Talent Acquisition, 6 months contract

▶️ Operations Manager, Customer Experience

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▶️ Director, GTM Finance & Strategy

▶️ Senior Data Scientist, Product Analytics

▶️ Community Support Specialist, Part-Time

▶️ Senior/Staff Security Engineer, Corporate Security

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❗️ Current vacancies

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▶️ Senior Product Manager, Fraud and Risk

▶️ Quantitative Developer, Affiliated Trading

▶️ Software Engineer, Trading Platform

▶️ Frontend Software Engineer, Web

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▶️ Staff Backend Engineer, Data Solutions

▶️ Software Engineer, Gauntlet App

▶️ Senior ZKP Engineer, Engineering

▶️ Risk Associate, Citadel Securities

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▶️ Community Support Specialist, Part-Time

▶️ Senior Data Scientist, Product Analytics

▶️ Partnerships, Social Media

▶️ Senior System Engineer, Collaboration

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▶️ Information Security Manager, Estonia

▶️ Product Management Lead, iGaming

▶️ Director, GTM Finance & Strategy

▶️ Senior/Staff Security Engineer, Corporate Security

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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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▶️ 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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▶️ Software Engineer II, Transaction Tracing

▶️ Senior Business Associate, CoinSwitch

▶️ Customer Success Manager, Accounting Products

▶️ Principal SecOps Engineer, South Korea

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▶️ Analytics Engineer, Crypto & Payments

▶️ Developer Relations Engineer, Mexico City

▶️ Director, GTM Finance & Strategy

▶️ Security Engineer, Infrastructure

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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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