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Fantastic insights, thanks for taking the time to answer. I love it.

soneca 12y ago
Well, do consider that I just copied/pasted some words I had already written before! :) But to live up to your comment, I will take the time give my opinion about your specific case. You have a vision, apparently a passion, a successfull kickstarter campaign and, more important, proved traction. So you should be able to attract top talent. So, don't settle for anything less than the person who can build all you envision and share your passion for the business. You communicate very well your success (in your "about us"), but for the CTO I think you might need to communicate your vision to what the CTO will have to accomplish as well (I imagine you are not hiring a CTO just to handle the website and the shop - as they are both looking great without a CTO, but aiming for more ambitious tech-related paths). If you happen to find someone very good ready for full-time job, in a position that wouldn't make much sense to ask him/her to work part-time, still keep it temporary and starting with small projects. He/she will have to earn his position as CTO, no matter how shiny his portfolio might be. Give him a 2-week project, than another, then a 1-month project, always paying him market rate and respecting his time. But don't make the decision to hire the CTO before that test. And take your time to find the right promess. A good way to simultaneously "keep looking" and "waiting for the right person" is to hire contractors, with a lower bar, for things you need built in the short term. Don't promise any CTO position, just regular freelance job for what you need build. Test one, then another, no expectations, no hurry. There is another thread in HN from whoishiring that is "Who wants to be hired?". I would say is a good place to look. The last one: https://news.ycombinator.com/item?id=8542898 https://news.ycombinator.com/item?id=8542898 good luck EDIT: Ah! And I loved your product. If you ever need some help with online/inbound marketing (and more specifically if you want to test the brazilian makret for your product), I might help. Sure, starting with some small marketing projects as a freelance to see if we are a good match! ;)
- morlokman 12y ago
  Wow, thanks for sharing the additional thoughts! I appreciate it. :) Glad you like what Baron Fig is all about! My co-founder Adam and I are having a good time learning, working, and pushing the company forward. Thank you for the kind words. I like what you're suggesting in terms of slow assimilation of a new person into the mix, it's definitely a sensible strategy in making sure we don't commit to someone (or them committing to us) when it isn't a good fit. Along with this idea, it makes sense that we don't even look for a CTO, but rather a Lead Developer (as suggested elsewhere in the thread) who can grow to fit the CTO role. Great link, thanks for dropping it in. Going to dig in and do my thing. ;) And thanks for the marketing offer! Feel free to shoot us an email (on our site) if you'd like to continue that discussion. Thanks again!

Well, do consider that I just copied/pasted some words I had already written before! :) But to live up to your comment, I will take the time give my opinion about your specific case. You have a vision, apparently a passion, a successfull kickstarter campaign and, more important, proved traction. So you should be able to attract top talent. So, don't settle for anything less than the person who can build all you envision and share your passion for the business. You communicate very well your success (in your "about us"), but for the CTO I think you might need to communicate your vision to what the CTO will have to accomplish as well (I imagine you are not hiring a CTO just to handle the website and the shop - as they are both looking great without a CTO, but aiming for more ambitious tech-related paths). If you happen to find someone very good ready for full-time job, in a position that wouldn't make much sense to ask him/her to work part-time, still keep it temporary and starting with small projects. He/she will have to earn his position as CTO, no matter how shiny his portfolio might be. Give him a 2-week project, than another, then a 1-month project, always paying him market rate and respecting his time. But don't make the decision to hire the CTO before that test. And take your time to find the right promess. A good way to simultaneously "keep looking" and "waiting for the right person" is to hire contractors, with a lower bar, for things you need built in the short term. Don't promise any CTO position, just regular freelance job for what you need build. Test one, then another, no expectations, no hurry. There is another thread in HN from whoishiring that is "Who wants to be hired?". I would say is a good place to look. The last one: https://news.ycombinator.com/item?id=8542898 https://news.ycombinator.com/item?id=8542898 good luck EDIT: Ah! And I loved your product. If you ever need some help with online/inbound marketing (and more specifically if you want to test the brazilian makret for your product), I might help. Sure, starting with some small marketing projects as a freelance to see if we are a good match! ;)

morlokman 12y ago
Wow, thanks for sharing the additional thoughts! I appreciate it. :) Glad you like what Baron Fig is all about! My co-founder Adam and I are having a good time learning, working, and pushing the company forward. Thank you for the kind words. I like what you're suggesting in terms of slow assimilation of a new person into the mix, it's definitely a sensible strategy in making sure we don't commit to someone (or them committing to us) when it isn't a good fit. Along with this idea, it makes sense that we don't even look for a CTO, but rather a Lead Developer (as suggested elsewhere in the thread) who can grow to fit the CTO role. Great link, thanks for dropping it in. Going to dig in and do my thing. ;) And thanks for the marketing offer! Feel free to shoot us an email (on our site) if you'd like to continue that discussion. Thanks again!