I have the ability to build Identity Access Mgmt. Where can I hire someone to backup my projects?

Depending on what you need, you'll probably want to look at actual agencies. A single freelancer is unlikely to have the complete spectrum of skills you'll need, and unless you're looking to hire someone full-time, you'll probably have trouble retaining a single freelancer for a long period of time without conflicts. A mid-sized agency like the one I started (and later sold) specializes in designing and building sites. Their specialty is marketing and client acquisition, so they wouldn't be much help for the custom stuff later down the road — but that may not be an issue now. Another option may be to use a high-end development talent agency like http://www.10xmanagement.com/ — this company hires out very good developers, but you'll pay a premium. Like anything, you'll get what you pay for. Sometimes you'll get lucky on Elance, but you take on a lot of risk for the lower price. A mid-range agency has lower risk, but may lack full-stack capabilities. A high-range agency can solve all your problems, but you'll pay top dollar for it. I have a lot of experience screening and recruiting talent for projects in the mid-to-high range, so if you'd like to discuss strategies, let me know. Good luck!

I would be curious to know why you feel it is important to use personality testing. I have hired over 20 sales reps and I have never used any testing. I have conversations with my hires because that is going to tell me more about their personality any day than a test. Plus you might eliminate someone because of a test score that could be a great fit for your organization. I have a pretty strong process for hiring sales people and could share with you my steps and even the questions if you would like.

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."

Thanks for asking this question, its a good one with little answers out there. Having been a phantom equity partner in a start-up myself, I would say phantom equity didn't give me the push to be all in as much as real equity would have. I never felt like a true partner. Reason being, the owner wasn't fully committing to me, so how could I with him. If you have the right potential partner who's quality and is going to come into your start up with all their time and heart, equity will pay off. A SARs based system works great for entry level employees that join early. Helps to justify the risk on their end. Good luck.

You don't. Research the company and hiring manager or would be manager/leader to such things like their needs, recent prior events (& whom else would have been there), near future company goals, products and find a place within that need structure where you would add material value. Then craft what is called a Speculative Application. Get yourself into a position in which travel might be an option as part of your roles.