How can I find someone to help me assess opportunities for AI-tech that will improve a business such as a distillery?

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.

I think as others have said, that idea itself may not be quite right and you are looking to us to brainstorm. However, I do know someone who does exactly this, for free. He makes his money by facilitating the ability of others to think outside their proverbial boxes, using what at the core, is basically workshop facilitation. That's an easier sell than 'professional ear' as the market is kind of there already. You don't have to know much about the business to facilitate a workshop or coach per se, as you need to concentrate on the facilitation. Many people like me can't think and facilitate at the same time. :-D Especially if you're too close to the problem. So effectively you get called in ad hoc to facilitate workshops to allow all the firepower in the room to concentrate on the problem at hand. It doesn't mean you can't structure a session where you give advice at certain points or when asked. However, that risks exposure. You can always help by researching after the fact, where the team has found key questions they want answering. Write them on a post it and take them with you. If you become a millionaire off these ideas. I'll take 10% ;)

The best way would be to hire an expert on oDesk, etc. which is fairly cheap and also reliable. But It sounds like you want to go even cheaper than that. Try posting on StackExchange, which is free. Another cheap option is to check local Meetup.com tech gatherings in your area and ask some experts directly for free advice. Good luck!

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!

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.