I started with the approach of putting out feelers to my professional network. It is a well-known fact that the best people come through referrals. After the first round of feelers, I eagerly met with the handful of interested candidates. Going into this process, an advisor told me that I need to "sell" the candidate on SoJo just as much as they needed to make a good impression on me. So I was 'on'
Nothing really materialized after the first round of applications. Using social media and job boards, I broadly posted the job description. I was hopeful to find someone suitable who is outside of my immediate network. Being part of a tech start-up is the "thing" these days. So I was extra critical for "fit." If someone did not understand our vision, it would be a disaster to make them in charge of technically implementing it. There was one candidate in particular who had rockstar technical skills. My gut had hesitation of inviting him to join, as I felt the need to 'buffer' him from the rest of our team. Being the most promising candidate of everyone that I spoke with, I was almost ready to accept him onto the team -- but thankfully an adivsor/partner pointed out that I was making the decision for the wrong reasons (just to get it done, vs having the right person).
At the beginning of the year, I set a goal for myself to bring the content site out of Beta by the end of Q2 (June 2012). I did not think this would be a challenge, as I set out to recruit a technical partner in January. The plan all along was to use this next product launch as a probationary testing ground. If the candidate can successfully lead the product launch (which is a relatively contained project), then they have the skills needed to handle the more ambiguous stuff.
With no technical product lead in sight, and with the looming goal of launching the site out of Beta in a few weeks, I needed to change course.
Through networks and job boards, I put out a posting for a paid freelance web developer. Contracting a freelance developer was the last-case scenario, as I did not like the idea of being constrained with a static list of requirements and the solution is not sustainable for our iterative approach to product development. The beta site was a bottleneck to moving SoJo forward, and so this was the chosen course given our constraints.
I set a budget and created a detailed list of requirements. Each interview lasted on average 2 hours; gauging the individual, their attitude, skills and fit for this project. I do not have a technical background, so I found it particularly exhausting going into technical details again and again. Nearly 100+ hours into this recruitment process over the past 3 months, I am completely drained: emotionally and physically.
I am starting to doubt and lose hope for two reasons: Firstly, am I doing this right? Should it take this long and this much energy to find someone? Maybe it is time to change my approach altogether. If technical recruitment is as difficult as everyone says, then will SoJo be able to find a technical partner... A scary reality to accept and one that really worries me.
In the meantime, the show must still go on...