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

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."

I'd recommend RecruiterBox as long as you can focus on filing one position at a time. It let's you accept up to 200 applicants for 1 position for free. http://recruiterbox.com/recruitment-software-pricing-with-free-signup/ Also, There are quite a few others out there most of which offer free 30 day trials or free access to their platforms with feature limits on them vs the company's paid offerings. Based on the way you phrased the question, this app should do the trick! Side note - if you're making use off Google apps - just create a form for submissions. It's always free.

Growing up from 1+subs to a team like you're saying is a classic problem in consulting. The financial math is not in your favor until you get a consistent team. Here's an article of mine detailing the issues and also detailing solutions: http://blog.asmartbear.com/consulting-company-accounting.html Having said that, I would also say you're trying to do too many things at once with not enough resources, which means the chance of being successful with each one is diminished. For example, you could focus on consulting revenue so you can build up your bench, so that you truly can self-fund the development of a product without distraction. Or you could focus on product, investing time/money there with consulting only to pay for that, even using subs for that, until the revenue there gets to the point that it's scaling (which will be hard, as you can already see). Building a product or a successful consultancy is individually very hard -- most fail. So trying to do both at the same time means you'll almost certainly fail. Which is a shame, because that's "failure due to time-management / strategy" as opposed to actual market forces. i.e. something fixable! I hope some of this helps, although I agree with you that talking through the details would probably be more helpful. The specific details of your situation matter.

Some of this is stage dependent and all of it is highly dependent on the team above the product manager. The simplest answer of course is to find PM's from companies who have had exemplary success where the Product Manager candidate either led prior success or was exposed to it in a meaningful way. A simple starting point is to ask them to give you examples of conflicting opinions on a feature and how they evaluated the conflicting opinions and made a decision and tracked the success or failure of that decision. AirBnb actually gives PM's homework as part of the interview process where they have to actually present a unique idea (from scratch) to the interviewing team. Happy to talk to you about best process based on your stage and existing team.

Before we dive into the equity,salary and such. Motivation and retention begins with the CEO. Ask yourself what is the culture of the company? If you don't know anything about culture then start with the basics: 1. Do you value employee opinions? Do you ask for others opinions? 2. Do you encourage people to listen to employee problems? Do you listen to what other people have to say? 3. Do you encourage others to come up with ideas and suggestion? 4. Can you sell your dream? 5. Can you build consensus? 6. Hire people for their strengths and fix their weaknesses 7. Don't assume shit, always ask 8. Treat your interns like employees and mentor them 9. Have a clear vision and be able to articulate it 10. Can you admit when you are wrong? VERY IMPORTANT So if you have a strong company culture this will help with new hires, motivate, and retain talent. The frosting on the cake is free food/snacks, happy hours, company paid healthcare benefits, etc.