Chinese regulatory authorities have recently issued a series of strong policy signals targeting virtual currency activities. Following a coordination meeting led by the People’s Bank of China (PBOC) on November 28, 2025, to combat virtual currency trading speculation, seven industry associations jointly issued a “Risk Warning on Preventing Illegal Activities Involving Virtual Currency” on December 5, 2025. This move underscores a clear and intensifying regulatory stance. A key statement in the risk warning demands close attention from industry participants, especially job seekers considering transitioning into the Web3 sector: “Domestic institutions and individuals who knowingly or should have known that they are providing services for virtual currency-related businesses will be held legally accountable.” This development raises critical questions for domestic Web3 job seekers: How should they interpret the current regulatory posture towards virtual currency? What practical impact will these policies have on their career choices and planning? **The Booming Web3 Job Market in China** The allure of Web3 careers has grown significantly, driven by several factors observed through numerous consultations. Social media platforms like Bilibili and Xiaohongshu are flooded with user-generated content promoting Web3 careers, highlighting perceived advantages such as high salaries, low entry barriers, remote work options, and professional freedom. These narratives are reinforced by open recruitment posts on domestic job platforms like Boss Zhipin, where HR firms, headhunters, and individual recruiters actively seek talent for virtual currency exchanges and Web3 projects, often for roles in finance, technology, and product management. The financial incentive is substantial. Offers often promise salaries significantly higher than traditional sectors—sometimes reaching millions of RMB annually—with payment frequently made in virtual currency, presenting a stark contrast to taxed, lower net income from conventional jobs. This creates a palpable tension between the apparent “hot” market opportunities and the “cold” regulatory signals. **An Escalating and High-Pressure Regulatory Environment** In stark contrast to the vibrant job market, regulatory pressure is mounting. The late November PBOC-led meeting involved 13 departments, signaling a coordinated, full-chain, and penetrating regulatory approach against virtual currency trading as illegal financial activity, reiterating the stance of the 2021 “924 Notice.” The December risk warning, subsequently forwarded by the Ministry of Public Security’s Economic Crime Investigation Bureau, explicitly states that overseas virtual currency service providers directly or indirectly offering services within China are engaged in illegal financial activities. Crucially, it specifies that “domestic staff of relevant overseas virtual currency service providers” and domestic entities/individuals providing services while “knowingly or should have known” about the virtual currency-related business will face legal consequences. A notable evolution from the 2021 notice is the broadening of scope: from listed activities like “marketing, payment settlement, technical support” to the more encompassing term “providing services.” This expansion implies that non-technical roles—including operations, community management, business development, and support—may also fall within the risk spectrum. **Assessing the Real Risks for Domestic Remote Workers** A common question from concerned individuals is the disparity between stringent policies and the visible abundance of online content and job postings. The scarcity of publicly reported cases involving domestic employees of overseas platforms contributes to this perception. Several factors explain this gap: the inherent confidentiality of criminal cases, legal ambiguities in the Web3 field leading to cautious handling by authorities, and the high value involved in many cases. Social media platforms and recruiters also play a role in shaping risk perception. Job seekers often mistakenly interpret the presence of Web3-related content on major platforms as implicit permission. However, platforms actively combat such content, though enforcement is challenged by circumvention tactics like using jargon and coded language. Similarly, recruitment agencies operating in a legal grey area, facilitating remote work that doesn’t involve cross-border travel, can create a false sense of security. A critical misconception among job seekers is the belief that as rank-and-file employees, they are insulated from legal repercussions, assuming authorities would target leadership first. In reality, for many Web3 projects where principals reside overseas, domestic remote employees are often the most accessible targets within China’s jurisdiction. In conclusion, while the Web3 job market presents attractive opportunities, the latest regulatory developments clearly indicate that providing services—including employment—to overseas virtual currency businesses carries significant and growing legal risks for individuals within China. Job seekers are advised to weigh these professional opportunities against the potential personal legal liabilities carefully.