We're looking to hire a seasoned COO. What package would you pay? cash/ equity mix probably flexible (our run-rate is c$3.5m pa).

Ask them! If you don't have any similar interviews yet, get some done in a niche close to this one. Credibility is important, and if you show you've done some and they listen to just part of one interview, that can be what pushes them over the edge. Everyone likes to talk about themselves. So don't be afraid to make the connection. I work with a local pro soccer team and it was easy to connect with a senior management team member. From there, the players are all accessible. They're just regular guys, running around and wanting to have a good time. You could find the marketing director and ask who's the best talker of the bunch. Be sure to let them know they get to use the content as well. The teams are looking for reasons to be in the news. You're giving them one. Something they can share on their Facebook page, or in an email to their fans, that helps their followers feel closer to the team, is valuable. Don't get stuck thinking you're trying to "get" something from them. You're giving something, too.

I'd take a look at the large, established companies in the technology space in which you want to operate. Somewhere at one of those companies is an astute, experienced person who might be ready to get out of the big company environment if you come along with the right idea. E.g. Cisco if you are doing networking, Salesforce if you are doing marketing automation, Intuit if you are doing financial apps. The trick is finding one who not only has the technical expertise and wants to get out, but is well suited financially and psychologically for a startup. I learned the hard way that co-founders who are not in the same boat financially can make for an unhappy parting.

Nearly every high-profile speaker has a website outlining their process, fees, and requirements for speaking engagements. They also have instructions on how to contact and book them.

You need to show them that you can solve their problems. The #1 mistake made by most applicants is that they keep talking about themselves: "here are my skills, here's what I've done, etc..." Instead of talking about yourself, talk about them: "You need someone who can jump right in; someone who can start working without making mistakes. You also don't have a lot of time for training. I can get started right away." This is going to require some research. Follow the founders / managers on Twitter. Read their blog posts. Scan their error logs (if they're public). Find out where you're *needed* and highlight that. Generally it's best to do this during the application process. If you've already sent in a cover letter and resume, it doesn't hurt to send a follow-up email that says: "I've been doing some research, and I think I've found some places I could be helpful."

Nothing. Business transactions should be spoken about in the plainest possible way. People using terms like this come across as lacking credibility (at least to me). Besides, a deal is never crafted, it is always negotiated. Crafting evokes a singular emphasis whereas a deal always involves two parties. I would avoid using this term and avoid anyone who describes themselves as having this ability