The crypto industry in Europe is entering a new phase. With MiCA and DORA now fully in effect, the pressure on crypto companies to build compliant, stable, and secure teams has never been higher.
For founders and hiring managers, this isn’t business as usual. Getting the right talent in place is now directly tied to whether your company will pass licensing, satisfy regulators, and win trust from investors.
What makes hiring under MiCA and DORA different
When you’re building a team under these new regulations, the hiring requirements shift fast. It’s not just about technical skill anymore. It’s about experience, precision, and timing.
You need niche regulatory talent
MiCA requires specialists who understand crypto governance, capital requirements, EU passporting, and AML policies. DORA demands people who’ve handled digital risk, cybersecurity, incident response, and third-party management. This isn’t work you can hand off to a generalist.
You’re hiring across multiple functions
Legal, compliance, product, engineering, operations—they all have to work together to meet regulatory demands. The best candidates already understand how these pieces connect in a live regulatory setting.
You don’t have time to wait
Licensing deadlines are fixed. And a delay in hiring the right compliance lead or CTO could mean losing months. That’s why speed matters. But speed without quality can put your whole license at risk.
How we’ve made speed hiring work, without losing quality
We’ve been working with crypto companies across Europe as they prepare for or go through MiCA and DORA licensing. Here’s what we do that helps them hire faster, and better.
We build deep, focused talent networks
Our candidates come from licensed crypto companies in Estonia, Malta, Germany, Lithuania, and beyond. They’ve submitted license applications. They’ve survived audits. They know what good looks like.
We screen for real-world experience
We don’t just look for keywords. We ask for stories. “What happened during your last DORA audit?” “How did you build your governance model for MiCA?” We want candidates who’ve done the job, not just talked about it.
We match skills to actual regulatory needs
Job titles are just labels. We go deeper. Whether it’s a Head of Risk or a Blockchain Architect, we make sure they bring the specific knowledge your business needs for the stage you’re at.
We keep processes lean and fast
Most roles are filled in under six weeks. That’s possible because we move with urgency, keep feedback loops tight, and only send candidates that match from the start.
What you gain when you hire this way
There’s a lot more at stake than just filling roles. Hiring right under MiCA and DORA brings lasting advantages.
You’re ready for licensing
With people who’ve done it before, you don’t waste time on guesswork. Regulators trust your setup from the start.
You signal maturity to investors
Teams with regulatory experience show discipline. They make your company safer to bet on.
You build long-term operational strength
Hiring right early means fewer headaches down the line. Your processes scale better, and you avoid painful rebuilds.
You save time and money
Faster hiring, fewer mistakes, stronger retention. That’s how you avoid wasted spend and missed deadlines.
Recruitment for MiCA Licensed Crypto Companies
We don’t treat hiring as a task. We treat it as part of your regulatory strategy. Because that’s what it is.
The crypto companies we work with don’t just meet requirements. They build teams that help them move faster, stay compliant, and grow with confidence.
If that’s what you’re looking to do, let’s talk.
