First, understand that "an employee stealing your idea" is not in the top ten things to worry about for a startup. Ideas are everywhere. It is the execution that makes all the difference.
Second, your challenge is a common one. I have been on both sides of the challenge. About ten years ago I answered an advertisement for a "web and database developer in the Bay area" — the only problem was that I was in South Carolina! It was a two man startup with tons of SME (subject matter expertise) in a neat industry, What they really needed was a CTO, DBA and programmer. So that is the role I served. Regardless of what they called my role. I had to show them I could deliver and within the timeline. We knock it out of the park!
Your answer lies in great part in your network of connections. Your first level (or personal) connections may not be your answer, but it is a fact that one of their connections will be, at least in 80% of the cases. Be open to various scenarios of "employee" vs. 1099 employee or hired gun. You need to solve this problem yesterday! Does the nature of the status of employment really matter?
Finally, consider the burn rate for staffing your company with even just two programmers. Senior or otherwise. Remember this: "Go with the A team in every hire." The odds are against your success, why further handicap your dream by hiring B or C players? With this economy there are amazing people available.
Pair your pitch down to ten slides, I love Guy Kawasaki's 10/20/30 model (http://jmpurl.info/BJ), and schedule a call with me.