Some things here are scalable, applicable elsewhere, but a lot presupposes a small company. Quick read. Be a curator. It's the stuff you leave out that matters. Look for things to remove, simplify, and streamline. Stick to what's truly essential. Years of irrelevance (experience). It makes sense to go after candidates with 6 mos to 1 year of experience. It takes that long to internalize the idioms, learn how things work, understand the relevant tools, etc. But after that, the curve flattens out. There's surprisingly little difference between a candidate with six months of experience and one with six years. The real difference comes from the individual's dedication, personality, intelligence. Hire the better writer. Being a good writing is about more than writing. Clear writing is a sign of clear thinking. Great writers know how to communicate. They make things easy to understand. They can put themselves in someone else's shoes. They know what to omit. And those are qualities you want in any candidate. Test drive employees. Hire them for a short term project, see how it goes. Inspiration is perishable. If you are inspired on a Friday, swear off the weekend and dive into the project. When you're high on inspiration, you can get two weeks of work done in twenty-four hours.