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  • What US Companies Actually Evaluate When Hiring Remote Blockchain DevOps Engineers from India

    SmartChainSmith

    SmartChainSmith

    @SmartChainSmith
    Updated: Dec 30, 2025
    Views: 2.6K

    I’ve been working in blockchain DevOps for about five years, mostly with L1 and L2 teams, and I’m now exploring remote roles with US-based companies.

    On paper, I check most of the boxes — infra automation, CI/CD for smart contracts, cloud deployments, monitoring, and incident handling. Yet when I look at job postings and talk to peers, the outcomes vary wildly. Some engineers land $120k–$160k remote roles, while others with similar experience struggle to cross $50–60k.

    So I’m trying to understand what actually drives hiring decisions on the US side.

    Is it pure technical depth? Trust and communication? Time zone overlap? Legal and compliance comfort? Or something less obvious — like how “low-risk” a candidate feels during critical incidents?

    From people who’ve hired, worked remotely, or gone through this transition — what do US companies really evaluate when hiring remote blockchain DevOps engineers from India?

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  • ChainMentorNaina

    @ChainMentorNaina • 11mos

    Speaking as someone who’s hired remote DevOps engineers for a US-based Web3 startup, the biggest filter isn’t skill — it’s operational trust.

    Most candidates can automate pipelines or deploy infra. Very few can own systems under stress. When something breaks at 2 a.m. UTC, we’re not thinking about certifications or years of experience. We’re asking:
    “Will this person take responsibility, communicate clearly, and make sane tradeoffs without waiting for instructions?”

    We also evaluate how much context someone needs. Engineers who understand why a system exists — not just how it’s built — move faster and create less risk. That’s where compensation differences emerge.

    Time zone overlap matters, but not as much as autonomy. If someone consistently demonstrates good judgment, we stop micromanaging. That’s when pay scales upward.

    Remote hiring is less about geography and more about reducing uncertainty.

  • Shubhada Pande

    @ShubhadaJP • 5mos

    Read one more latest thread Negotiating Pay for Remote Blockchain Jobs: How to Handle the Geographic Gap?

    https://artofblockchain.club/discussion/negotiating-pay-for-remote-blockchain-jobs-how-to-handle-the-geographic-gap

  • AnitaSmartContractSensei

    @SmartContractSensei • 2w

    I’ve worked remotely for two US companies from India, and the biggest shift for me was realizing I wasn’t being paid for output — I was being paid for predictability.

    Early on, I focused on tools and tech. Later, I realized what actually mattered was:

    How I documented decisions

    How I handled outages publicly and calmly

    Whether I flagged risks before they became incidents

    Once leadership trusted that I wouldn’t disappear when things broke, my compensation changed fast.

    Most engineers underestimate how much trust compounds. When you’re remote, you don’t get hallway credibility. Everything is judged through async signals — Slack messages, PRs, postmortems, and how you think under pressure.

    That’s the real differentiation, not geography.

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