This post covers some of the things we've learned—sometimes through painful experience—on how (and how not) to match companies and employees. While you may not have all the answers, especially if you are a startup, it's important to have thought through these issus enough to know which of your requirements are firm and which are flexible or uncertain.
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Good people receive unsolicited inquiries all the time. Most people know you need an elevator pitch for investors; however, you need one for prospective employees as well. This is particularly applicable to startups and young companies.
2. What specific skills/languages/experience do you really require? What is a "must" versus a "nice to have"?
This sounds like an easy and obvious thing, but in practice it definitely is not. Why? Because often you are not going to find the ideal candidate; it will be a trade-off. So what really matters? Do you really need 5 years of experience with a certain tool or software product, or is similar experience close enough because smart people will "figure it out?"