First, congratulations on your recent funding/recruitment successes! This is an excellent question, and a transaction I have been directly or indirectly involved with numerous times before. Each circumstance can be unique, the two most important considerations to look at as a starting point wou...
I think you will likely get many different answers to this question, but my personal believe is that if you are building a software-based business and you don't have experience and you don't already have the right connections, your best shot at success is going to be if you do all the technical w...
That's a good question. As a senior UX Designer I got to work both full-time on startup projects, got hired freelance to help startups review their UX and launch for milestone improvements. There is a slightly new model that I would recommend, and have been successfully implementing with my sta...
If you're not technical yourself, then you might not be able to gauge the efficiency of a candidate's algorithms or critique her code. But there are still some higher-level, more behavioral things that a non-technical interviewer should be looking for in a strong development candidate: 1. What...
Startup recruiting is really a full-contact sport that must be played to win by the Founder(s) of the Company. If you want to hire the best possible talent, you must be as focused on this task as you are a fundraising round (in other words, completely focused on it until it's DONE). Great techn...