Some thoughts: 1) In addition to technical skills, look for values and fit. Is this someone you want representing your firm? Is this someone you want to sha

Some thoughts: 1) In addition to technical skills, look for values and fit. Is this someone you want representing your firm? Is this someone you want to share 2000+ hours a year with for the next few years? 2) Do your best to have each hire bring something unique that nobody (especially you!) else is good at. 3) Look for trajectory in addition to location. For example: If there are two people of the same ability, and it took one person 7 years to get there, and the other 3, the junior person is learning faster. You don't want to hire people who have already peaked, as your organization and it's needs will grow. 4) No matter how busy you are, it's always ok to wait if you haven't found the right person. The cost of a bad hire is enormous, and it's a large market. It's ok missing three good hires if the process allows you to miss one bad hire. 5) For more tips, go to www.joelonsoftware.com and page down to the section listing his posts for recruiters. You don't have to follow 100% of what he says, but investing a few hours will help a lot.