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Web3 Global Talks 🎙️ Ep.347 - Powered by Hive
Recorded: March 31, 2025 Duration: 1:09:10Space Recording
Short Summary
The discussion highlights several key developments in the crypto space, including the launch of a decentralized exchange on Bitcoin by Vela, innovations in quantum computing by Dynex, and a decentralized AI platform by Atoma Network. Hive's DAO mechanism offers a unique approach to funding, while Quantix Capital's partnership with Visa for a global debit card launch underscores strategic collaborations in the industry.
Full Transcription
Thank you. I'm going to go ahead and get some more of the other things. Bye. Oh
Oh Ohんん
んん so
so我 Thank you. All right, guys, happy Monday.
Hope you're doing well.
Welcome to Web3 Global Talks, episode 347, powered by our friends at Hive.
Yeah, like I said, hope you guys are doing great. If you guys could please like, comment, and retweet out the space, it'd definitely help us out a lot.
If you haven't been here before, which I'm pretty sure most everybody has, you know we like to start with a round of introductions, so that's what we're going to do.
You know we like to start with a round of introductions.
So that's what we're going to do.
About a minute apiece.
Tell the people who you are and who you are representing.
And then we'll go from there.
So I'm going to go based off of just the top to bottom that I see personally in my panel for the intros.
So Soler with Jacek.
You're starting this off, man.
Whoa.
Happy Monday, everyone. I hope you can hear me well
you should yeah you're good hello hi everyone it's my pleasure to welcome everyone at this monday's
global talks my name is jacek i am the cmo of solar it was my pleasure to meet some of you in amsterdam last month i mean last month already
right um and yeah i almost missed the space all busy creating ads for our uh solar cars so
excuse my sleepy voice but um yeah it's a pleasure to see boys got all guys here and i'm looking forward
to today's talks all right thanks man always good to have you uh hive which is going to be crimson
uh if you're talking i can't hear you. I don't know if anyone else can. Probably some weird X things. I'll come right back to you, Crimson. No worries.
how you doing tyler uh excuse the general croakiness i'm i'm still slightly recovering from
uh amsterdam i call some weird flu bug that uh put me out for a week but my name's clifford i'm the
uh global head of ecosystem development over at dinex uh we we are aiming to do you know quantum
solutions on chain um we've found a unique way and and unique algorithms that allow us to do
quantum based um computation using using standard gpu hardware so um most people i'm sure probably
see me in and around web3 uh talks i've i've done quite a few of these now and recently we just did
the web3 amsterdam so um i know that
uh high blocks were right next to us at the event so yeah i definitely am uh looking forward to this
one yeah absolutely man and hope you recover fully here soon man all right um crimson Let's try it again. Anything? Yeah, yeah. Anything?
You're good.
Yeah. Okay. Go ahead. It's an ex-rug morning. Yeah. So glad to see everybody's bright and
shining faces. For me, it's earlier in the day. I know for some of you, you've had some of your
Monday pass you by already. So thanks for choosing to spend it with us. My name is Crim, and I am
here on behalf of Hive, which is a layer
one blockchain that is built to be the connective tissue for all of the other blockchains that are
out there and between people using, you know, your own identity, owning your own content,
basically being truly decentralized and bringing power back to you. So I'm looking forward to helping you out this week.
It's a Hive hosted week.
So you'll hear a lot from me and we got a lot of cool stuff going on that I'm
excited to talk about.
Awesome.
Yeah.
It's always good to have you.
Okay.
Let's see.
Veller.
Yeah.
Jump in.
Talk about the personal account.
Hi, I'm George or or G, to make it
easy because people get confused with the S on the end of my name, but I head up marketing
function here at Vela. Vela, what we do is we bring DeFi to Bitcoin, and I'll get into
it a little bit later, but last week we released the first perpetual decentralized exchange on Bitcoin.
So we bring PURPS here to Bitcoin, Bitcoin finality alongside Stax and Metica.
But yeah, really excited to get into that.
It's been an amazing few days.
I heard amazing few days and then nothing.
I think it rugged you a little bit there man
we're having a great time that's okay hopefully it'll be good when we get to the questions Alex
again happy Monday Alex here a business development at deaf you want and deaf you
want goes for decentralized autonomous fictionalist finance as it's a today or account account blockchain platform we
made it to financially empower everyone everywhere hopefully and literally bank
down bank so we'll create proud inclusive versatile non-custodial digital first
wallet it's forced two dozen chains separate see traces this force NFTs
DIDs self-custideral debit cards and we have
latest most which is defy1p for seamless cross-chain transactions merchant network payroll
solution for enterprises and the debit card system will be launched around q3 so it's going
to be virtual and real physical cards for global spendings. And we have a ticketing system, which is in broad right now
for enhanced event management.
So our goal is to make blockchain technology accessible,
secure, and practical.
Thank you, Alex.
All right, and Atoma.
Hello, guys.
George Antonio here from Atoma.
I'm CTO and co-founder of Atoma Network.
At Atoma, we are building the first decentralized AI platform that brings compute at scale with confidential compute.
So what does that mean concretely is we are aggregating GPU compute across multiple data centers distributed around the world.
And we deploy their hardware for AI inference with the additional functionality that this hardware runs with privacy features,
meaning that we leverage trust-education environments, which is an
hardware solution that can give you full control of your data, full privacy of data.
And this, basically, we are creating a decentralized alternative to the likes of OpenAI and Tropic
and Grok.
Very happy to be here, telling you a little bit more about Atoma,
what we are building, and
thank you so much for the invitation. It is great.
Yeah, thanks
for being here, man. Alright, and then
Quantix.
Hey guys,
sorry, I'm a little bit sick today,
so apologies for the
hoarse voice, but didn't want to miss.
Obviously made a commitment to be here.
So hey, everyone.
My name is Jake Seltzer, Managing Director of Quantix Capital.
We're a licensed and regulated investment fund and payment service provider here in the UAE.
Doing our full global debit card launch here within the next few weeks in partnership with Visa.
Work directly with the government here to do crypto investing on behalf of
financial institutions and governments here.
And yeah,
super excited to be with you guys and share the space.
Yeah.
Glad to have you,
man.
All right.
And yeah,
you and Clifford,
it seems,
you know,
as we get older,
got to take care of ourselves.
It takes a little longer to get over sickness.
I will keep that in mind,
man.
Thank you, yeah much appreciated
That's you know once you hit that 30
Mark everything goes downhill but uh
No it's uh it's always great to be here and thanks
Guys really appreciate it
Yeah no I get it I'm 35 I uh
Stood up wrong over the weekend and messed
My leg up so you know cool things
Anyway
You guys are babies
It gets worse when you cough and throw it at your back for like a week
That's when you really know you're getting old
Absolutely, man, I get it 100%
It does take a while
Alright guys, well, I think we can go ahead and jump to the questions
And I see, is that 43 comments down there?
Holy crap, okay
Well, we're killing it on the comments, thank you for that
And the likes and retweets But yeah guys, without further ado, I'll go ahead and jump in. So we're going to keep it, you know, everybody's from different backgrounds here a little bit today. So these are going to be kind of general. But I was thinking that we'd talk a little bit about team building and kind of talent acquisition today. You know, what does it take to kind of make it here in the space uh and keep people uh in the space working for your projects and things so this first question
is uh how do you approach hiring in web3 when traditional credentials mean little and anonymous
contributors uh can have a significant impact on a project. So basically, you know, what are you kind of looking for with somebody
if you want to add them to the team?
Being so different over here compared to kind of the traditional world,
which personally, in my opinion, I think is a great thing,
gives people who may not have, you know, the best things on paper,
a chance to kind of grow.
So for this question and for all questions,
we'll go with a hand raise
mechanism so the heart at the bottom all the way to the right yet he's got the right idea uh
clifford you can start us off man yeah i think that's we have one of the worst kind of uh
possibilities right we're we're in web 3 we're in web 2 we need people that build on blockchain but we equally need people that understand
quantum algorithms so our pool of people that we can obviously speak to is is uh small um and we're
a company of like nearly 70 people now so you know we've we've been able to hire some really good people. We've also trained a lot of our own staff.
A lot of it comes down to the drive from people.
We've just recently had a whole bunch of people join up
and out of those 10 people,
eight of those managed to push themselves
Eight of those managed to push themselves to the point where we now took them on full time.
to the point where we now took them on full time.
A lot of it really does come down to the want to learn.
And, you know, me, Tyler, I've spoke about this enough, like education is super important, but that's equally so for staff as well.
You know, we get offered plenty of people that have a Web3 background, but how many of those have a Web3 and a quantum background?
So, you know, it's one of the reasons why we've just set up a Dynex actual university course.
So we have around 60 people on there now at the moment doing Dynex training.
And hopefully out of those, we'll actually be able to basically find some extra
workers of our own to to add to our workforce so yeah it's it's getting harder because obviously
there's only so many people in the industry um that are free and available at the time
and uh yeah so we thought the best way would be to train in-house
well honestly man I really like the initiative uh because one, it's not like you can really go to a university and learn a lot of this stuff anyways.
It is on us to do the education and the fact that you have a whole program set up for people to potentially work at Dynex is amazing.
That's kind of what we need. And you're right, man. I can imagine that the overlap of that talent pool has to be like probably a couple hundred people in the world who just, you know, intrinsically know that right off the bat.
So, yeah, really good idea, man. Let's see. I think the order is going to be Veler, Atama, Crimson and then Solar so far.
Crimson and then Solar so far.
Sure, thank you.
I'll jump in and I think I can echo a lot of what Yeti said.
One approach we have taken at Bellart is,
you know, to get people kind of engaged
and really wanting to work
and do a great job for your business,
you know, it can be challenging.
And when I typically worked in more, you know,
traditional Web2 structures, you know,
people just kind of go through the run of the mill.
They apply to a job. They get it.
They might not necessarily be passionate about it.
But what we have is a very unique structure within Web3 where people, this is their hobby as well as their passion.
And basically what I'm trying to get at is that you can look to your community.
So we did this content creator program as a campaign at
Bella and it was to kind of give
that to people that we're talking
about this anyway. And to kind of
bring it back to the question,
right? You can look to your
community and flip those into
employees if you want to, right?
If they are proving day in, day
out that they're willing to post
create content, build, build, build
on you, you know, you know, plug into your SDK, those sorts of things.
It's kind of that proof of work that we love across the crypto space.
And they almost build out their own CV for you, right?
Like absolutely what Yetti said, not everyone is going to have all these exact, you know, requirements and be able to build on exactly what you're doing or have the, you know, deep
knowledge of Web3. But if they're passionate, willing to learn and doing it for free or as a
hobby anyway, to flip them into an employee, that's such an easy way to kind of, you know,
get them on board and actually really root for your business. And I think that kind of grassroots
element of bringing people up that way
is such a nice organic way to hire.
So that's one way that we're doing it at Vela.
And to bring it back to that content creator program,
it's been an absolute game changer for us.
We have like a small army now of people across the world
creating content for them
and essentially getting paid for it, right?
Because we're giving them back rewards
through this raffle system that we've created so like check it out i mean it's
a really cool model um and it's done really well for us um so you know it's not trading
well or anything we might we might license it at some point but it's a really nice um
so way to engage people and then flip people into something a bit more kind of permanent and
i guess once people have kind of shown that consistency and their stripes and you know you you could see how they'd be a right fit for the team um we had a really um
really really great guy who's been uh posting a lot for us and really doing well in this content
creator program he reached out to us and he said look i'm out in nigeria we've got loads of conferences
at the moment there's loads of um there's loads of kind of web free initiatives out here but people
just can't seem to break through because of the stigma of kind of, you know,
being in Nigeria.
And we then said, hey, you know,
we've seen the work that you've done, we love it.
You know, here's some budget.
And sure enough, he delivered.
He went to high conferences and he's now delivered,
you know, loads of different bits of content for us.
So from a marketing point of view, it's great.
He's kind of bringing people along
and we managed to you know essentially hire someone through just a community initiative so
i think look to the people that are supporting you uh as well um and they'll probably be your
your best future employees as well so yeah that's it round off yeah definitely great on the community
uh angle as well which you're right man you know i think
many people in this space would say that's how they even got hired in the first place
um you know in a roundabout way that's how i do this now i worked for a project as a pm and
kind of became the voice of that project got on these spaces myself in general and then
uh one day i was just like uh yeah you know i'm gonna see if uh they need a host for web3 global and then it just kind of happened that way so yeah that's what it's all
about and it's good that you guys are not only giving the community a voice but also that stigma
that you talked about right that's what i think is good about the space is that anybody uh no
matter where you are uh could accomplish something here and it doesn't matter what you look like or
where you're from or anything else which is always great so yeah good initiative guys uh sorry i lost my voice there for a second
yeah no worries uh yeah so actually we have a very different um like we are in a very different
situation let's let's put it in that way so we are a small team, highly talented developers. It's a very technical ground field, the one that we are working on, because we need basically a bunch of very different sort of skills, technically speaking. in AI as well as like good and strong background in like Web3,
confidential compute, hardware and the likes, right?
So we opt for people that we know either from like inner circles like
founders networking and whatnot.
So like the initial developers that we hired,
they worked with me previously, for example.
And then we have expanded team and bring on people
from which we could get in touch by having a very pragmatic view
on who is contributing to the most important GitHub repositories
on web3
persecution environments and AI right and we basically we called reach out to
a bunch of these folks and we got like a lot of rejections a lot of people
outside of web3 see web3 folks with like uh i don't see it in a very positive light putting it
like uh um lightly and then um but some of some of them were quite intrigued by what we are building
um and so we were able to connect with very talented individuals and i believe that currently in the age of AI, everyone is empowered to be way more productive, right?
So our developers right now, they can produce way more code than ever before because you have access to all these tools that are so powerful.
And that really makes an impression and maybe has a big impact on us, right?
And that really makes an impression and maybe has a big impact on us, right?
I think one key aspect in hiring for at least very technical fronts, like what we are building at Atoma, is really finding individuals that can and have ownership of the tech and whatever they commit to do, they do with excellence.
And very importantly is to have people around you that they are basically motivated to push
forward the boundaries of the protocol, which is very latency sensitive, so we need to really go deep into everything performance related.
if you have someone that understands that, okay, if we do this work,
we can gain like 10% increase, they will go and do it, right?
They will not find like any sort of like complaint or reasons not to do it
because of this and that, they have too much work.
No, we want really like individuals that have high agency
and they can like execute at very high rates.
And I think that's very important.
And I think that's also one of the key reasons why we,
we, with such a small team, we are able to,
we were able so far to, to like, to develop so much technology.
Yeah. I think that's like a pretty good alpha job for hiring people.
You know,
I don't know how many people think about going to GitHub repositories and seeing like the top builders there and then trying to poach talent from there.
You know, one of the things you mentioned about how a lot of traditional developers and things have kind of a colored view about things over here is unfortunate, but I think it's changing with time.
view about things over here is unfortunate, but I think it's changing with time. I did read
something a couple months back that basically said that the next frontier of building over here is
not getting retail investors in, but it's also getting actual developers into the space and
willing to try out something new here. And, you know, of course, at the same time, we have to
compete with like, you know, the traditional avenue that a software engineer developer would go to, which is,
you know, a nine to five job. And, you know, it's a set standard kind of everyday box standard kind
of thing. So like you're saying there with people who have high agency and, and kind of want to do
something a little bit outside of the box. Again, maybe not quite the amount of overlap that the
traditional avenues have, but definitely something that
some people are definitely interested in. So yeah, good idea, man. Crimson.
Yeah, you know, I have to start with the caveat that when I said everybody in here is a baby,
I meant it more like I am a blockchain grandma, holy heck. And it means that coming from the Hive ecosystem, we're a little different in
that we are not a company, we don't have a founder or an organization that controls our L1. And so
what that means is hiring looks really different, especially if we're talking at an organizational
level. And there were some really great points made about how community factors into that,
And there were some really great points made about how community factors into that, especially when you are an open source and grassroots blockchain.
The whole point for us is to be fast and fearless.
But the decentralized ethos is at the heart of what we do.
users, projects, other chains can use and have the sort of the security that comes with an open
source project that nobody owns that everybody can make better. And what that means for us is that
right off the bat, interest from people in the ecosystem, number one, motivates them heavily to
get into exploring open source code, talking to node runners, getting to know
developers around them, using the apps they love best, suggesting features. So that idea of like
hiring internally is really common inside the Hive ecosystem, especially because we do have
this whole social aspect. A lot of what the Hive blockchain was built to do was to reward contributions,
to allow people to share knowledge, and for people to either become content creators and
influencers, or simply to build communities and make friends. And it's good, right from that top
level of, yeah, we have completely unknown, undoxed, anonymous core developers who, yeah, you know, you don't get a chance to know
who they are personally. But what you do see is the full transparency of the code they're
contributing. And also, in some cases, they're going straight through our DAO mechanism to get
paid for the work that they do. We have DApp developers who are in that space of touching web two and web three, they build tools and they build,
you know, their own monetization, you know, roots using both hive software and their own software.
And they get these brand loyal, sort of intrinsic marketers who come up, use the product,
are the harshest critics and become the most
staunch allies who say, you know what, heck, I'm interested. I want to get on board. So we see teams
developing every day out of people who are just getting used to and starting to understand crypto
through Hive. It's a really exciting place. And we have a lot of things, including Open Genie and these sort of request boards, job boards and places that you can seek remuneration for tasks.
So we have everything from the gig economy to basically community teaching where people who have an interest but don't have skills learn from others.
And we find people getting really passionate about the things that
they love and diving in. And it's a really interesting way of kind of across the board,
from the highest level programmer, right down to a vibe marketer who had no idea what that was until
two days ago, but turns out to be smoking good at it. It's a really inspiring place to be for sure.
That's what I like about the space the most is that you get
kind of thrown into things that I like that you said, you know, two days ago, they didn't know
exactly what that was, but that they're good at it. That happens so often, right? Not to,
I'm not saying that I'm great at it by any means, but you know, there wasn't a time in my life where
I was like, oh yeah, you're going to be hosting spaces for thousands of people or
whatever every week. It just kind of fell into my lap. So I think it's a great approach. And I'm
glad that you guys mentioned your social aspect as well. I think that's kind of the evolution
going forward that will kind of push it forward and everything like that. And a DAO as well.
I'm not quite certain how that works, Crimson. Maybe you can kind of
iterate on that a little bit, actually. How does the DAO play into it?
Sure. Yeah, I'll keep it nice and tight. But essentially, the Hive blockchain,
part of our token distribution is we have a truly trustless, keyless DAO mechanism.
is we have a truly trustless, keyless DAO mechanism.
And what that means is there's one wallet
that receives some of the inflation daily
that any single person who holds any amount of staked hive
can vote how that is distributed.
And what that means is you can make a proposal.
Anyone, again, who would like to make a proposal
who holds staked hive can do so.
You can make a proposal for a marketing Staked Hive can do so. You can, you know,
make a proposal for a marketing project for your DAP funding. We have core coders who put together
a roadmap of what they plan to do over the year. Many, many options and no any one specific option.
You make a proposal, you go out, you use the social features, you get to know people in the community, you ask for their votes.
When enough votes are accrued across people who are stakeholders in the Hive blockchain, the Hive blockchain automatically starts dispersing the funds.
It's really cool. And it means that nobody can run off with this money because that wallet has no keys.
It is solely controlled by the blockchain and solely by governance voting, which is really cool.
And it means that people who are incredibly passionate
that bring something to the table,
whether that's for Hive's core code,
all the way down to someone like me,
who's gonna go to a conference like Web3 Global.
We were there in Amsterdam.
We say, hey, yeah, we're gonna put together a table.
We're gonna get a booth. We're gonna get some merch. That all comes out of this DAO that
people are using in different ways to, it could be like hiring, it could be like funding, there's a
lot of different aspects to it. But it's certainly a really interesting way that attracts talent into
the ecosystem, but also helps develop latent talent in our ecosystem as well.
Oh, yeah, very interesting approach.
All right.
Thanks for the insight there, Crimson.
All right.
Jacek, Solar.
Yeah, I can only build on what Crimson just said
because in both my personal case and in the case of Solar,
I would say skills are acquired, but belief has to be shared.
I would put it shortly like that.
or my passion for a certain game that we've been developing.
I mean, I wouldn't have joined solar if it hadn't been for my passion for a certain game that we've been developing.
And whoever I met across the organization
shared the same passion and the same vision.
And I'm not being a PR manager here
because this is where the brighter vision came from,
from working with people who wanted to make blockchain brighter.
And this is something I felt both, it's both something that brought me into the organization,
and something I saw among the block producers, among all the employees. And I would say for
And I would say for the layer of content that we acquire, I mean, recently, even the last couple of weeks, we had at least two examples of, you know, we were searching database for some images for our website.
And we came across somebody who spontaneously did some illustrations for solar.
And they were based in Vietnam.
So we immediately reached out
and this person made some money working for us.
In another case, we just were contacted
by somebody from our community
who wanted to do something creative.
And I think basing the content that you're creating and some marketing
efforts on the people who already support the project with not just you know being members
of the ecosystem having a wallet which is one of the more important things but sharing
the vision I would say and it I know it sounds cheesy as hell, but I can't help the fact that it's simply true in our case.
And somehow, you know, all the people,
I learned about blockchain,
being able to talk about it much later
than I learned how to be a solar person,
as cheesy as it sounds.
So I would say to summarize it, yes, skills are required,
but vision has to be shared. And that's the basis for making anything happen in our case.
Yeah, I think that's a pretty succinct way to put it as well, man. You know, without that,
it's pretty much pointless, which I think is why, you know, it's such a great space over here is
like intrinsically speaking, like if people are people are trying to link with you or reach out to you,
for the most part, I'm not saying the spam you get on a Telegram
where everybody's a blockchain developer,
but people who are actually in your community,
it's pretty much baked in that they actually care about what you're trying to do.
So, yeah, absolutely not.
All right.
Alex.
Alex?
Daffy, you won?
Paging Alex.
Okay.
Well, it looks like we're having another rug situation. Wouldn't be X without it. All right. Quantix, Jake, I know you're not doing so great, man, but kind of curious, maybe you can take this from a perspective of like, when you're looking at projects, how do you vet the team a little bit? What do you think about the team makeup?
What do you think about the team makeup?
Yeah, sure.
I mean, I'll kind of speak about it from just two ways.
So obviously when we're hiring on the VC side, we look at some of the traditional metrics,
right?
Like education, previous work experience.
There's definitely a lot of overlap between traditional funds and what we do.
So we've had some previous BlackRock, some traditional finance guys who've
kind of joined over and then made the Web3 leap with us. So we don't particularly look at if
you've had Web3 experience or not, just because we know that we have the ability to kind of
onboard you in a way that we see fit, depending on your skill set. So really for us, it doesn't
really matter if you've been exposed to Web3 or not, but as long as you're excited, energetic,
and bring a passion to the workspace, that, but as long as you're excited, energetic, and
bring a passion to the workspace, that's positive for everybody. We're pretty good with that.
Judging more on the team side, I'll kind of talk about that. So kind of completely on the opposite
there. So when we look at team, we look at really three things. One, we look at previous experience.
We actually don't invest into any projects that are not doxxed, to be honest with
you. We find that founders should stand behind their projects and should be openly available
to the community and have some sense of liability, right? And we've seen quite a few undocked products
that have done not relatively well, because again, we feel that there's no sort of problems
that could come if they were to rug their projects
thing.
So again, that's something that we really look at.
And then really, honestly, the most important thing that we look at is the passion for the
project that they're in, right?
Are they eat, sleeping, and breathing this project?
Are they working on multiple projects at once where they're uncommitted to a certain ecosystem
and just waiting for funding of one to jump in?
So there's really kind of a few different factors that we look at.
I think for us, the biggest one is just finding founders
who are passionate about their building
and not just looking for their next exit liquidity.
Yeah, not looking for the next...
Again, sorry for the kind of short answer.
I'm just struggling by here a little bit.
No, no, it is a good answer, man.
No worries.
I know you're not feeling your absolute best right now. So no worries, bro
Okay
Well looks like I am losing velar here. Let's see if we can get the back up here
I'll try Alex one more time. I know we just talked on telegram about you being rugged
Maybe it lets you back up here
And if not if you could still hear me by any chance maybe drop and then
come back sometimes that helps
I don't know what it is guys but like X
for certain people it seems like after
about like I don't know 30 minutes or
so it just tries to rug you it does
it to me in about an hour so
you know I don't know
I don't know how this is coded I guess
they need you know better hiring
practices but
who am i to speak on that all right uh we'll go to the next question guys no worries um so we've
talked about kind of how you start to hire people or start to look for people and of course everybody
has a little bit of a different way that they like to go about doing things this next question
is what are the challenges in keeping talent in
Web3? You know, given that we face kind of, there's a lot of high volatility, there's rapid
project turnover. Sometimes there's other lucrative opportunities elsewhere. You know, what's the
biggest challenges in keeping talent? And do you think that like, as a side question a little bit,
I wanted to mention that, you know, obviously obviously this is like a 24-7 kind of world and everybody's spread across the world.
Is there problems with sustaining that for a lot of the time?
And yeah, Clifford, you could start us off now.
Yeah, I think it's a good point and a good question, right?
We have all the problems of a standard Web 2 industry, right,
where companies poach other people.
But in a Web 3 environment where no one closes, it's 10 times worse, right?
So with us, we have all the normal problems of Web2.
We've had people be approached by IBM, D-Wave, Microsoft, Google, all the big hitters in the industry offering crazy money, I might add.
And that does come with a problem.
It's one of the reasons why we've been very reluctant at times to want to talk about who our developers are.
A few that we've spoke about openly in our community, most of our community knows who our developers are.
But for one, for anything, is that we try and keep our developers a little bit out of the limelight so to speak because we don't want to lose them um you know we've we've invested a lot of time effort money
um to to get these people ready and trained and everything like that in our systems and then
you know along comes a google who has more money than than cents at times and they throw big numbers around that sort
of is very appealing to some people you know some people are not in the same position as others
they they might look at that sort of money and go actually do you know what why am i why am i
busting my balls for an 80 hour week when i could go work for Google for three times the amount of money for
half the amount of hours I I totally understand it right I I've I've been down that path for 20 years
and uh yeah it's it's a it's a strange one because you know like you said we don't close
we really don't right we've got staff all over the world so we truly don't close um and you know some of these
people are you know they look at the what's on the table from the big traditional companies and go
well why am i invested to do this but we've actually found that with our staff base at least
most of them have actually told the big companies to um to sort of you know where to go because
they they're not interested in the standards or web 2 ethos anymore um they're they're keen on
being at that forefront of technology that's what drove me towards web 3 was being at that
forefront of cutting edge technology so you know sometimes it's not all about the money
yeah definitely for some people you know it sometimes it's not all about the money. Yeah, definitely for some people,
you know, it's about just the thrill of actually building something brand new and having the
chance to do it. And, you know, you're right, man. I mean, we can't fault certain people for wanting,
you know, a bit more, I guess, structure, you could say, you know, the fact that we never close,
I think kind of gets, and this is just my opinion, guys, but I think the fact that we never close, I think kind of gets, and this is just my opinion, guys, but I
think the fact that we never close gets kind of confused with the fact that people never close,
right? You know, you got to have like some kind of structure, I think a little bit where it's like,
okay, you know, I'm expected to be here from this time to this time, right? To have at least some
semblance of normalcy, because I mean, I don don't know about you guys i don't do it as much
anymore nowadays but you know there was years at a time where i don't think i ever had telegram
closed um you know it was always open i was always on uh and it just kind of leads to a situation
where it's a little bit of a a kind of a burnout no matter how uh passionate you are about something
so it's almost like i'm sure a lot of people here
will probably be well-versed with this one.
But, you know, if I'm not working 90 hours a week,
this ain't wrong.
Yeah, exactly, man.
And, you know, there's nothing against it, for sure.
You know, a lot of people really love to do that
and throw themselves into it as well.
For some people, it may be like oh my god you know
i need a to touch grass i suppose but yeah different strokes i guess but yeah good answer
all right uh i see alex's hand i'm gonna go for alex first while he can potentially answer a
question uh so alex you're over yeah actually sometimes that's a challenge.
So I've been in crypto for almost seven years now.
And yeah, keeping talent in Web3 is quite a challenge.
I'm talking about people, I'm talking about myself.
And it's not just because of money, like Clifford said.
First of all, yeah, the volatility, it scares a lot.
I've been in crypto for like three cycles.
And you see one crash and even
the most committed builders or team members they start looking for safer grounds sometimes even for
those safe zones of web 2 right and getting paid tokens might sound great until the value tanks
and suddenly your income disappears with all those shiny nfts with market gap so sometimes there is also no clear career
ladder here right like in uh web 2 corporations and web 3 is full of cool projects yeah but
not all the people are creative or need this passion and drive to be to feel empowered by
creation right by something new innovative cool like you know those gamify
projects i know you're avid gamer tyler i mean i was myself so i strive for that but some people
they're not excited about web3 there's no structure they're not up for it not everyone
wants to leave for grants or bounce between doubts without this long-term security tokens or something
tangible so next it's a burnout right it's hard to know what's on culture but
if I send constant community demands all those discords non-stop type cycles they
are training especially when you're expect to make it or go viral every week
of the market I don't know if your marketer is
the problem if your business developer is a bit different let's be honest a lot
of people come into what free being excited but they lose steam or damn when
the promise of revolution their personal revolution right there are
lifestyle there are enrichment doesn't match the reality of building and being able to hold your ground,
sitting in the trenches for two years sometimes.
So some leave because they want to create real impact, measurable impact,
and not just hype or hope adoption finally kicks in someday.
Speaking about the time zones, yeah, it's a problem.
I mean, I live in Asia right now i've been living in europe for years and sometimes
it's hard but i'll just say it's not for everyone i do love it but most of the people will be scared
about it so it depends in person yeah i know it's uh i think it's excuse me 10 45 pm for you it's
10 45 a.m for me so yeah, even everybody on this call is in an incredibly
different time zone. I mean, to be honest with you, I like personally, and again, I think this
kind of comes down to the type of person you are, right? I don't mind it, especially if I have
something to do at like 11 o'clock at night. It's not that big of a deal for me. It's actually
probably like the most quiet time that I'm going to have. So again,
just kind of goes back to you have to be the kind of person who is more willing to like be flexible
things a little bit, obviously set some, you know, some barriers or, you know, kind of things that
you're not okay with and that you really have to handle. But a lot of the times, you know,
what people don't talk about here is it is quite flexible, right? Like if I have to go run and do something for, you know, an hour or something
like that, it's not like I'm really beholden to somebody to be like, hey, I have to go, you know,
get my dog fixed or whatever, you know, it's just I kind of just go do it. And then I'm self-motivated
enough to then go do the work that I have to do that I know I have to do
there's nobody really reading over my shoulder so you know again self-motivation so
let's see Atama and then Crimson and then Solar all right thanks so yeah actually I think this is
to be honest a great question that a lot of people haven't put too much thought on it
I agree that Web3 is a very special place to keep people in because our industry moves in cycles
as you guys previously touched upon there is a lot of volatility in between cycles there's a lot of
excitement but there is also long periods of like very bearish sentiment right which doesn't help
and and for that reason i think the key to retain like uh people in in web trees is all about the
vision right he's making people understand, there is like an enormous opportunity
to build like new frontier technology in Web3,
especially, I'm especially bullish on anything Web3
that can improve and touch upon
like Web2 niche markets
and whatnot, right? But i think it's all about like
providing the the vision um and i do believe this is very important to that companies founders do
it internally on their own like startups and and whatnot right um so your employees it's important
that these people understand the value usually from what i've found like people
get more like motivated more open to web3 when they are sort of aligned with the core value like
the original core values in web3 even though that like the sentiment has also changed a bit right
and these values are not necessarily the north star anymore, but I still think they do have a role to play.
And after all, I mean, then it's all about solving cool problems, right?
That you can unlock value for customers,
that you can unlock value for the space,
for like infra, the application layer and whatnot
but also like solving really cool and innovative problems and i think
on the other hand like web3 is full of like cool problems to be solved right um i think it's tough
to find like an industry that has so many potential for exploration for like trial to build like new cool things right um and
i believe there is like all these extraordinary um new doors being open right now it's like
sort of like more openness from web to government
from web to government.
I think he may have just got rugged.
I got rugged about halfway through what he was saying.
Yeah, okay.
We can't have nice things.
I'm so sorry about that, man.
Maybe we can let you finish your thought here in just a second.
Crimson, you're up.
Yeah. You know, it's always interesting when I'm talking
on behalf of Hive because it's my personal experience while working around the ecosystem
for, you know, coming up on a decade in the totality of the legacy chain and the new chain.
But, you know, you'll find for certain that the types of people working inside the ecosystem will have different opinions on this.
And it would be really easy to spin this into, you know, here's all the challenges with keeping people around, but here's how we're so awesome and solving them.
But I think it is really an interesting question when you say, no, OK, so here's where we're still struggling.
And what does that look like and what types of jobs and what types of people?
What does the that look like and what types of jobs and what types of people, what does the struggle look like?
And certainly for us, being an ecosystem that is not under the control
of a traditional corporate structure,
it means that some of the things that have been touched on already
become so important in terms of helping retain talent or attract talent.
And even then, they're not always enough. And one of them, of course, is, yeah, there's money in this space. And for us, you know,
having this giant funding pool out of the DHF is very attractive. But I think a lot of people
underestimate the fact that you can't just ask for magic beans and have them fall on you.
You do actually have to do some work.
And that's a tricky one in a space where many, many ecosystems essentially have to bribe people in.
You will see that most up and coming ecosystems will have grants and giveaways and expenditures like use it or lose it sort of thing.
And it means that you often don't get a lot of sticky projects
and that's like one of those 50 50 double-edged swords in that you do have to go through a lot of
i i hesitate to call it waste but let's use that term you do have to waste a fair bit of funding to find that lightning in a bottle and at the same time this is the first time in history where
funding has been so accessible to anyone with an idea, anyone with talent, anyone who's a good team builder, blockchain level for Hive, it is that there isn't defined positions.
And it means that people have to have a good understanding of what they want to do.
And that's hard in Web3 because people are really interested in exploring different stuff.
There's no real need to stay tethered to anything. And often people,
as they are nailing down what they want to do, they will go through different positions,
different iterations. And it sometimes means that passion will strike them and what they thought
they wanted to do was not it and they will move on. And that's a tricky one. But of course,
it also means that the people who are passionate are so sticky and they never leave and they will move on. And that's a tricky one. But of course, it also means that the people who are passionate are so sticky, and they never leave, and they become the pillars of the community.
But certainly, I think that's one of the biggest challenges in this space for us. We find that our
dApps, obviously, and businesses and projects, Splinterlands, or VSC, or Inlio, or PeakD, or whoever. These are all dApps that have teams, they have pay,
they have defined jobs, and often they don't have the same struggles as the protocol.
And it's just really interesting when we see how that interplay happens. Somebody comes in,
they get hired by a dApp, and while working on the dApp, they need to understand the core code
better, start working on the core code, and realizing, oh, I would like to contribute. And then, you know, that tips them into a different
aspect of the chain. And vice versa, somebody who comes and just wants to work on open source card
code, but realizes it can do a really cool thing. Like, for example, VSC mainnet is launching today.
I know I'm doing a little shill, just a tiny one. I put it in the jumbotron. That's using Hive's infrastructure to move Bitcoin around with no KYC, no fees,
instantaneous speed, one block irreversibility. That's really cool. They came to work on core
code and they were like, holy crap, look what Hive can do. Forget it. Forget core code. We're
going to go build VSC. So it's a challenge in that there's so much fluidity in
this space. And it's going to be different for many of the other speakers here because they are
a more defined business. But speaking from a base layer, because we are so decentralized,
our biggest challenge is simply finding ways to organize people that look and feel and are as effective as corporate
structure, but that don't have some of the security or inequity or unethical aspects of
corporate culture and maintaining that web three and truly decentralized ideology.
Yeah, definitely. You know, I could see how that would be quite
difficult, Crimson. It's funny how they were like, yeah, we're going to work on the core.
And they're like, no, we're going to do our own thing, which, you know, at the end of the day is
good for you guys, regardless, because it means people obviously saw that the code was amazing.
I wanted to build something on their own. But yeah, you're like, damn, maybe somebody work on the court code a little bit.
Yeah, and what you're talking about, right?
Of like, I think is why it kind of draws people
to the space here in the first place.
I don't want to trash like the,
I do kind of want to trash
the traditional corporate world a little bit here.
But like when you're talking about
with like all the unethical behaviors
and different things like that.
And there's plenty of people that don't fit in
to that kind of paradigm or that kind of way of work.
And I think that the more that we kind of,
you know, grow in this space over here,
we'll kind of see the best way
to start managing a different way forward.
I think a lot of the times,
a lot of the headaches you mentioned even
is just because, you know, we are fairly new, right? I mean, it's kind of, we're just kind of
throwing stuff at a wall and seeing what sticks and the way that people handle things and the way
that everything is structured is always in a little bit of a state of upheaval. And it's
interesting that you said as well, how, you know, you may have people who come in thinking they want
to do one thing and then, you know, obviously they have people who come in thinking they want to do one thing and then,
you know, obviously they wanted to do something else or something comes about, you know, from
personal experience, that was kind of my thing. You know, I enjoy doing what I'm doing now.
I didn't necessarily enjoy project management from, you know, a couple of different angles,
but that could have just been because of the
project itself, right? I don't want to wholesale say I didn't enjoy it, but I think it just opens
a lot of avenues for people to try out a lot of different things, which of course may be to the
chagrin of somebody who hired you to do something specific, I suppose. But yeah, just a thought,
Yeah, just a thought, but I'll quit rambling
but I'll quit rambling and I'll let Jacek take over.
and I'll let Jacek take over.
I was trying to tether my response
to some of the things you touched upon,
but I would say that the,
intrinsically any Web3 project, correct me if I'm wrong,
but I would say that there is no way
that there will be built in a corporate,
like a purely corporate way that the myth of, you know,
being a decentralized family is too strong to fight.
And I would only be able to go back to the question,
what is the true challenge in retaining talent?
I would base of what I said earlier that if people
stay with you because of the belief and that exactly that non-corporate family-like I can't
quite put it into words but I'm sure some of you will know what I mean it's called the company culture basically to put into into a silly word but it's
that um feeling you have under your skin that you belong here you belong exactly where you should be
you are working exactly on what you should be working on and you're willing to sacrifice a lot
to make it happen it's yeah it's if could put, there's one word for it,
it's a company culture.
And some of the response requires me to say,
but there is a reality.
Some people will be motivated by something more
than just your vision.
And when bear market hits you
or when resources run short,
you will lose some people.
But as we said before, talent is acquired,
but the vision has to be shared.
And in our case, there isn't still,
somebody said it before,
so there isn't still an intrinsic benefit
of making something.
So in our company, nothing is a sprint.
Everything is a project and you have always the possibility to do something long term,
something that matters.
But yeah, another way to retain talent is to find them internally.
Somebody said it as well but somebody
suddenly turns out to be a great moderator and they um they got a chance to shine in their
respective respective um field but to close it with that family feeling i would say that what
motivates people the most is really putting the family first.
So even if we are tight on a deadline
or if we have a sprint to complete,
if something happens in the family,
then it always comes first.
So we always make sure that people have the time
and the resources to take care of their family,
even if it costs us, you know, a delay in completing
some code or some sprint or even a product.
I rambled too long.
No, that's a good answer, man.
And I think it's important to realize something that you said, which is, you know, people
are, I think, more willing to sacrifice a lot of different things to work here, right?
I think you almost kind of
have to be. And I think that the way that you put it, I think it should be met from the same place
in the same way from where you're working, right? It's a two-way street. So, excuse me, guys, but
hold on. Sorry, I almost choked and died. It's okay. I'm okay. But I was saying, you know, I think sometimes it's a little bit one-sided, right?
And that's just from my personal experience.
And, you know, I'm glad that you kind of treat it as an ethical way, right?
If you're going to call it a family, it should kind of be a little bit like one.
And when you hear those words in a traditional corporate setting, that's usually your cue to turn and run. I don't know about you guys, but anytime I've
worked in a traditional space and they're like, we're like a family here. It basically
means that they're dysfunctional. It's not something that you want to be involved in
long term. So yeah, definitely something to consider, but a great answer as well as Jatsik. Thank you, Matt.
All right.
Well, we are over time.
I know that.
But I want to give you guys a floor like I always do.
Just kind of talk about the things that you have going on.
Give you guys the floor.
Essentially, you know how I like to do.
About a minute and a piece or so. Just tell people anything specific you want to get off about your projects, and we'll end it there.
So for this one, I'm going to just go top to bottom. uh anything specific you want to get off about your projects and uh we'll end it there so uh for
this one i'm going to just go top to bottom it just makes it easier for me so solar uh yahtzec
you're up again man whoa thank you so in our case a lot has been happening on friday we celebrated
the third anniversary of the solar mainnet launch followed by a nice giveaway for our members
and yeah we're i'm reigniting basically everything all the community marketing at solar
as we gear up for massive promotion of the solar card our new payment system where you know
non-custodial wallets mean meet custodial way to off-ramp and use
your money in in real life so we're quite busy with that we're finishing the 2.2.3 release of
timd now with over 100 games on board both in browser and native web 3 so we are developing the community of developers for our game environment
and then we'll be back to work on our solar mobile wallet which we are beefing up with
some new features to make it not just in a gateway into the solar ecosystem but
a gateway to crypto basically and yeah And yeah, that's it.
And we're gearing up for another event in Dubai,
which is in May, the Crypto Expo.
But yeah, the time will come to repeat
to say more about that.
And thanks for this great space today.
Yeah, thank you, man, as always.
All right.
And Hive Crimson, our sponsor for the week.
Oh, it's impossible to keep short, but I will do my very best.
Lots going on around the Hive ecosystem.
We just celebrated our fifth anniversary, which is amazing.
Stronger than ever.
The community continues to grow.
The dApps continue to expand.
And yes, up on the Jumbotron, if you flick through,
you'll find a great article posted on Hive social media about what's been going on.
So if you want to catch up, that's the easiest way to go.
But also VSC, Virtual Smart Chain, their mainnet is soft launching today as of like, I think, a couple hours from now.
That's really cool.
And that's linked up there. That is connective tissue trading seamlessly Bitcoin, Ethereum and many other coins using Hive's no fee, no KYC infrastructure, which means you can move your funds around however you want using your human readable wallet address without actually paying any fees or having any interference until you are ready to off ramp.
having any interference until you are ready to off ramp. Otherwise, we've got some really cool
stuff coming down the pipe. We will have the Hive application framework, the HIF, coming out soon.
It's already out and some people are working on it, but it'll be available to everybody to explore.
It'll basically let you spin up a dApp based on Hive without pretty much
any actual need to start and run your own infrastructure. There's some really cool things
for end users as well from our dApps. So the reality is, is if you are in a project or you're
an end user who wants to maybe earn some crypto for curating or creating content, if you're another
project that needs some social solutions wrapped into what you or creating content. If you're another project that needs
some social solutions wrapped into what you're already doing, or you're just looking for a place
to kind of find some loyal brand ambassadors, share what you're doing and meet more people
who are really interested in your L1, your L2, your L3 or your project, Hive is probably a great
place for you. You can reach out to me, Crimson Clad, or you can reach out to the main Hive account,
and I would be happy to help you find your way.
Nice, thank you.
And thanks for helping us out this week as well.
It's going to be a cool week, I think.
All right, let's go with Clifford.
Yeah, well, as always, Tyler, thank you for having us.
And again, thank you to you guys for the web3 amsterdam i didn't get a chance to speak to you guys last week
but uh we had some good fun um do apologize for the amount of hassle we caused you guys
by dropping a lambo on your doorstep um always fun and logistically to uh bring a supercar with us so um thank you for making the
the the space available to us but we've got quite a lot coming on um in the next couple of months
we've uh just we actually brought the very first demonstration use of uh our qd llm or quantum
diffusion large language models um we actually showed that at web3 amsterdam
um they literally dropped that on my lap the moment i arrived at the event so that's always
good fun to not be given any sort of heads up and have to to wing it um but we're now at the point
where we're going to start be releasing benchmarks on on our qd llms and ultimately start rolling out the availability for others to start
building on top of that technology so yeah the next couple of months are going to be pretty busy for us
nice man and uh you were supposed to send the lambo to my house i guess you didn't get the memo
but that's okay uh i'll be waiting for my next one. But thanks for being here, man.
I appreciate you.
All right.
Alex with Daffy One.
Awesome space like always.
And Evan didn't rock too many times. So, yeah, it's pretty good.
To sum up, Daffy One has been building for four years now.
And we finally launched the wallets in Montagel on iOS and HD Live and building for four years now and we finally launched the wallets in
multigallon uh hires and to be live and android for four months now so ready to the next phase
which is the one pay release which is the crucial component of our ecosystem for the global
spending payments and merge networks so it's going to be going live next month in the caribbean sector initially with
a vibrant tourism sector expanding to latin america africa asian regions gradually next
we're going to enroll the ticketing system hopefully in two months from now but we want
to test it out and advertise properly to the community so it's going to be a lot of partnership announcements
and giveaways and, of course, news status.
So stay tuned and thanks for the support.
Have a nice day, evening, or, I don't know, night.
Thank you, Tyler.
Yeah, thank you, man.
And you made it to the end for once.
We made it to the end slightly on fire i've lost
velor atama and quantix but thanks to those guys for being here couldn't add some of you back x
just wouldn't let me for whatever reason uh but yeah we're on fire but we finished thanks for
sticking out with me to the end i appreciate it guys uh like i said we'll be with hive all week
so we're looking forward to that uh so you can see me tomorrow on episode
348 but this was episode
347 of Web3
Global Talks powered by our friends
at Hive so until then
have a great day everybody and
I'll talk to y'all tomorrow. Later. Thank you.
