In 2025, the cryptocurrency exchange Bitget launched several initiatives aimed at expanding its team and attracting young talent to the blockchain and Web3 sectors. In February, the trading platform announced the launch of the Bitget Graduate Program, as well as the expansion of the Bitget Builders program.
As part of the latest initiative, the company is organizing Build Bitget with Vugar—interactive sessions with the exchange’s Chief Operating Officer, Vugar Usi Zade. In an interview with ForkLog, he discussed career opportunities, working conditions, and hiring specifics at Bitget.
ForkLog: Vugar, tell us about the Bitget team. How many employees does the company have?
Vugar Usi Zade: Currently, Bitget employs around 1,900 people from over 100 countries. The primary format is remote, though part of the team works in the Dubai office. We offer competitive salaries with the possibility of review, paid vacations and sick leave, medical expense reimbursement, educational support, team-building activities, and other bonuses.
We place special emphasis on internal training at Bitget. Developing employees’ professional skills is key to achieving the company’s goals. We provide access to a wide range of online courses, organize training sessions, and support participation in external educational programs. This approach yields excellent results: the professionalism of our employees increases, directly impacting the team’s overall effectiveness.
In 2025, Bitget paid record bonuses in the industry—over $70 million for outstanding results and contributions to the company’s development.
ForkLog: How is the hiring process organized?
Vugar: Every day, we receive dozens, sometimes hundreds, of resumes from around the world. To efficiently handle this influx, in March, the Bitget team implemented an AI system that reduced the average hiring duration by 38%.
Previously, we manually selected candidates and collaborated with external agencies, making the process lengthy and costly. The average hiring time was 48 days, and up to 50 for technical positions.
The AI model, trained on data from previous hires, analyzes resumes based on parameters such as skill relevance, experience, and cultural fit. This has allowed us to reduce hiring costs by 25% and significantly speed up the process.
ForkLog: Is there an opportunity for internships for those not ready for full-time employment?
Vugar: Yes, we recently launched a program with Bitget Academy for 2025 graduates—the Bitget Graduate Program. Participants can combine university studies with part-time work at the company, gaining practical skills and paid employment. It’s an excellent start for a future career—both with us and in other crypto businesses. We currently have numerous positions open for young professionals in various departments.
ForkLog: What other forms of collaboration do you offer?
Vugar: We are actively developing the Bitget Builders program. These are company representatives in different countries and cities who form local communities, promote the brand, and help adapt marketing to the cultural specifics of the region.
Despite having a strong PR team, it’s important for us to have local experts, native speakers, and cultural insiders. We support active builders, consider their initiatives, and help organize events in their regions.
ForkLog: What are the requirements for candidates at Bitget?
Vugar: First and foremost—professional knowledge and experience, especially in the field of centralized exchanges and with an established network of contacts.
Flexibility and a readiness to learn quickly are also important, as the cryptocurrency market changes rapidly. And, of course, the ability to adhere to corporate rules. We work in an international environment where employees speak different languages and belong to various cultures.
ForkLog: Where can one find current Bitget vacancies?
Vugar: On our website. Anyone interested can fill out a form and submit a resume for consideration.