This sounds like a culture that prioritizes work-life balance, independence, and self-motivated employees. You're not aiming to measure butts-in-chairs time bu

This sounds like a culture that prioritizes work-life balance, independence, and self-motivated employees. You're not aiming to measure butts-in-chairs time but delivery of working software as far as performance is concerned. Focus on those specifics when hiring and not something like specific technology stacks. Once you narrow your talent pool to that philosophy and then narrow it further by tech stack you may end up with so few people to choose from that you will end up with people that match the tech stack but not the philosophy and they won't work out long term. It's SaaS, which means web application, which means your tech stack really doesn't impact success||failure. So choose smart, agile learning people that match your work philosophy and they can learn whatever stack needed. You say "we" so maybe you already have a team - in which case they may not agree with your new philosophy or they may not want to change tech. Make sure the compensation, HR stuff like benefits, etc. match this philosophy. By that I mean make employee contributions tied to something like profit sharing, equity, bonuses, etc. That can help motivate and enforce the delivery of value priority over hours worked (aka here's a salary for 40 hour weeks). Also have legal/HR stuff figured out in case - employment laws differ by country and if someone decides to work/travel through Europe for a couple months, does that have tax/finance impacts on your company or employee? Do they need a work visa? How will internet be funded? How will pay be handled for work locations with different costs of living ... will it be "fair" if someone chooses to live in SF area and gets higher pay than someone in Belize? These are all rhetorical questions but if you have this stuff figured out, people might want to hear the approach.