It's never just about what's on paper. Here's what usually makes the difference: 📋 Tech Stack & Level Fit – Yes, the fundamentals matter. But it's about the right fit for this specific role. 🗣️ Structured Storytelling – Can you explain your most relevant experience in 3 minutes? Clear communication shows clear thinking. 🔍 Genuine Curiosity – Candidates who research our mission and ask thoughtful questions immediately stand out. ⚡ Team Chemistry – Sometimes it's about finding the right collaborative energy. Not good vs. bad, but the right match for how this team works together. 🚀 Learning Agility – Showing how you've adapted to new tools or challenges often matters more than a "perfect" background. Bottom line: We're not just hiring skills. We're hiring people we want to build the future of Web3 with.
Для коллаборации и сотрудничества ищу команду разработчиков на TON.
Content Strategy & PR Leader | Driving Growth through Data-Driven Marketing & Storytelling
1wSweet to see this post — though I have to admit, my own interview journey with TON a while back was… let’s say, less than smooth. After two months, several calls, and a test assignment that turned into a full week of work, I was eventually told (after quite a few follow-ups) that another candidate was chosen. Totally fine not to be selected — that’s part of the game. But what really makes the difference is respecting each other’s time and effort. A timely response or constructive feedback goes a long way, especially when candidates invest so much energy into an assignment. Just a friendly reminder: candidates are future advocates (or critics) of your brand. Respecting them is not only good ethics, it’s also good business 🚀