Join our team
Recruiting Process
We hire the same way we work: thoughtfully, transparently, and with respect for everyones time.
Our non-engineering hiring process typically has six stages. Depending on the role or your background, some stages may be reordered or skipped.
Application Review
We start by reviewing your application to understand your background, interests, and how you might fit our team and the role.
If you have previous experience that you can share with our team to show your contributions and achievements, we recommend providing links.
Chat with HR
This is a short, informal call to align expectations on both sides.
We’ll ask about your experience and goals. You should absolutely ask us anything you care about.
Slack Interview
This is where our process becomes a bit different by design.
We work async-first, with most communication happening in Slack. Instead of back-to-back calls, we use a async, text-based interview. The aim of the interview is to get to know you better, understand the way you think and what values you hold.
Take-home Task
Most candidates receive a take-home task designed to reflect the type of work we actually do.
You’ll receive clear instructions and expectations. If anything is unclear, just ask.
Call with the Team
This is a collaborative conversation, not an interrogation. We encourage you to ask questions throughout, it helps you understand our team dynamics and working style while giving us insight into what matters to you.
We will ask you about your domain expertise and approach, discuss your take-home task and address any questions about your work.
Final Call & Offer
The final step is a call with our management team.
We’ll share more about Equilibrium, our vision, and upcoming projects Feel free to ask us any questions you may have left. Usually we’ll present you with an offer, or send one after this call.
Engagement Structure
We want to hire the best talent—regardless of where you’re based. Great people aren’t limited by borders, but setting up legal entities in every country is complex and often impractical. That’s why we offer two engagement models: employment via an Employer of Record (EOR) and B2B contracting.
Regardless of the model, you’ll work closely with us and be treated as part of the team. The difference is mainly contractual, not day to day.
We encourage you to discuss your preferred engagement model with your recruiter early in the process. We’ll always try to accommodate your preference, depending on local regulations and practical constraints.
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EOR (Employer of Record)
An Employer of Record is a local employment partner that legally employs you on our behalf in your country. The EOR handles your employment contract, payroll, taxes, benefits, and local compliance, while you work directly with us as part of our team.
From your perspective, this won’t be very visible. You’ll work with us day to day—collaborating with your team, reporting to your manager, and contributing just like any other team member. We manage your role, performance, and growth, while the EOR takes care of payroll, benefits, and ensuring everything follows local regulations.
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B2B Contract
With a B2B arrangement, we contract directly with your company rather than employing you as an individual. You invoice us for your services, and you’re responsible for your own taxes, social contributions, and benefits according to local regulations.
From your perspective, the day-to-day work looks very similar. You work closely with our team, collaborate on the same projects, and report to a manager on our side. The main difference is contractual: you operate as an independent business, while we focus on the work, outcomes, and collaboration.
Common Questions
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Deep blockchain experience is not needed, but curiosity and willingness to learn are essential. You don't need to be an engineer, but you need to become technically literate enough to have credible conversations.
The blockchain space evolves quickly, so adaptability and continuous learning are essential.
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Specific targets and KPIs vary by role and will be defined during your onboarding. We emphasize quality over quantity - thoughtful targeting, meaningful conversations, and strategic relationship building matter more than activity volume alone.
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Our day-to-day work happens remotely, and we're mindful of travel sustainability. Specific expectations will be discussed for each role.
We organize team retreats once or twice per year, which are not mandatory but recommended to attend. For sales roles, attending key blockchain conferences and ecosystem events (typically 4-8 per year) is often expected.