Spectrum Search

Spectrum Search charges 15–20% of the first-year salary for successful permanent placements — the standard range across specialist Web3 recruitment. This is calculated on the total first-year compensation package. For senior technical roles where market salaries are high (senior smart contract engineers, protocol architects), this represents a meaningful investment, but is typically justified by the time and quality of candidates delivered.

Spectrum Search covers both technical and non-technical Web3 roles: smart contract engineers, protocol developers, security auditors, product managers, marketing leads, community managers, legal and compliance specialists, and business development roles. This breadth means a single agency relationship can serve a growing Web3 team's hiring needs across functions rather than requiring specialist recruiters for each discipline.

Spectrum Search is known for fast, high-quality candidate delivery — founders report receiving relevant shortlists within 1-2 weeks for well-defined roles. Speed is driven by the firm's deep UK and European Web3 ecosystem relationships built since 2018, enabling rapid access to passive candidates who are not actively applying but might move for the right opportunity.

Spectrum Search is headquartered in London and has its deepest networks in the UK and European Web3 ecosystem, but covers global roles — particularly for remote-first Web3 companies where the best candidates may be anywhere in the world. The firm has placed talent at protocols and companies operating globally, and many Web3 roles it fills are fully remote with no geographic restriction.

Yes — Spectrum Search works with Web3 startups at all stages, from early-stage protocols hiring their first technical team member through to established crypto businesses scaling across multiple functions. The firm understands the constraints of early-stage teams and can prioritise accordingly, though its fees apply regardless of company stage.

Direct contact via spectrumsearch.co.uk is the starting point — the firm is known for fast response to specific role requirements. The most effective briefs include technical stack details, seniority level, compensation range, equity/token package, and any specific ecosystem experience required (e.g., Solana-specific experience for Solana protocol roles). The more specific the brief, the faster and more accurate the candidate shortlist.