What is the easiest way to implement a membership system technology wise for my social networking company?

I would suggest the first question to ask is "what problem do I solve?" And of those people I solve problems for "who do I create the most value for?" In the non-profit world you need to add "How does my business help the non-profit run better and/or help the group the non-profit focuses on?" For example, if you've created a platform that drives donations, your company "has created a platform that helps you reach fundraising goals faster." What you don't want to do is market and sell to B2B and B2C audiences simultaneously. They have different ways of buying - a B2B audience needs to have their benefits quantified (using your thing makes me x amount more) - and it's extremely hard for a startup to be able to do both well. Better to start with one, execute really well and move into the other. Feel free to give me a call and we can dig into who your most valuable audience is.

One of the best and most popular script used is Vbulletin. Most of the reputable forums are powered by Vbulletin. The second recommendation I'd have is phpBB. It is absolutely free and open sourced versus Vbulletin which is licence based. I have used both and had no problems with either of them. If you can fork out some money I'd suggest going with Vbulletin. Here is a list of the biggest internet forums http://en.wikipedia.org/wiki/List_of_Internet_forums. You can see most of them are powered by Vbulletin and the second most popular script is phpBB. Regarding fresh look you can simply hire someone or buy a Template.

It stands for allowing someone to continue doing or use something that is normally no longer permitted (due to changing regulations, internal rules etc.)

The best technology is whatever gets you up and running the quickest. You'll throw away the first iteration (and possibly the second and third...) anyway. What you need most in the beginning is to test your idea and get feedback, and you need it fast.

If you're not technical yourself, then you might not be able to gauge the efficiency of a candidate's algorithms or critique her code. But there are still some higher-level, more behavioral things that a non-technical interviewer should be looking for in a strong development candidate: 1. What are some tech blogs that you follow? Explain an interesting article to me that you read from one of them. The software development world changes all the time. Best practices are constantly evolving and new libraries are regularly released which make developers more productive. If a candidate doesn't keep up with the latest software news, that might be a red flag that they're not curious or trying to improve themselves. Also, having them explain a technical concept to someone who's non-technical is a great way to gauge their communication skills. Do they seem like someone you could work with and understand easily? Do they care about pausing to make sure you understand, or do they just drone on with jargon? If you feel overwhelmed while they're explaining this answer, imagine how you'll feel when they're telling you why the product has bugs or isn't going to be done on schedule. 2. Tell me about a time you ran into a big roadblock with something you were building. How did you get past it? It's inevitable that a software developer will get tripped up or have to solve some Gordian Knot. Everyone has to bang their head against the wall from time to time. Maybe an API didn't have the data they needed or some function was running too slow and they weren't sure how to speed it up. You're looking to see how they are as a problem solver. Did they come up with a clever but hacky solution? Were they methodical or did they fly by the seat of their pants? Did they go back to the stakeholders and see if the feature's requirements were flexible? Did they work on it for hours and hours trying new things? Did they ask for help from colleagues or on the internet? No right or wrong answers here, but you want to get the sense that this isn't someone who throws up their hands when they hit some friction. 3. Tell me about your favorite project that you worked on. What work are you most proud of? By asking them about the project they're most proud of, you'll get to see what it is that they value most. Maybe one candidate is most proud of a side project they built, even if it wasn't that technically complex, while another candidate is proud of their esoteric PhD project or some specific algorithm they improved. Again, no right or wrong answers, it really depends what type of candidate you're looking for. But it lets you see into their mind a bit, and get at some of the aspects that can make someone a strong development candidate. If you want to talk more specifically about hiring for your team, I'd be happy to do a call!