Re: Age - I've found that younger people are hungrier to be successful, will admit when we don't know something, have less obligation (relationships, mortgage)

Re: Age - I've found that younger people are hungrier to be successful, will admit when we don't know something, have less obligation (relationships, mortgage) and are willing to work longer hours as we establish a foothold with our company. We're also RE: finding business talent, you can look to entrepreneurship programs at universities, soph/jr's have to start building companies as part of coursework, some of them will be brave enough to put FT energy into your technology. (provided they see you've invested energy into it yourself, like you mentioned above) I want to build something alongside a long-term development team. There's been 6 different people who have put hands on my code, and eventually decide to take another job. So by the time they've started producing a new feature, it's on to the next one. The initial conversations have started like "I'm looking for a long-term developer who can create, design and execute features for an education-related software start-up. We're a team of 2 business guys and have 20 clients, a seed round of investment and ~100k in revenues. Offering salary + equity commensurate with experience." What are we missing? Besides looking at each candidate's code samples, how can we evaluate who the right people are to bring in as a CTO or CIO?