Do not take a counter-offer. As you you'll find from a quick google search (and there is plenty of research to back it up), a counter-offer is nothing more than a temporary band-aid to a bigger problem. Research shows after six months the majority of people end up leaving anyway.
This is a cool concept. My girlfriend babysits for supplemental income and would use something like this. UrbanSitter is a solid competitor out there right now. Slightly different focus, but same concept.
OP- I am based in NY but have had success in filling engineering roles in the start-up space. A big factor (arguably the most important) is culture fit. I've had fairly good success understanding my client's needs and parameters and providing suitable candidates.
Feel free to write back and I can send you my email to continue the conversation. BOL!
It appears that I incorrectly assumed most Senior Engineers will eventually become/strive to be VPs of Eng or IT Directors.
Greenyoda, if you don't mind me asking, how many years were you a director before switching back to being a developer? Also, did you find it was a pretty seamless transition back to a hands-on coding, or were you playing catch up for a bit? Thx.
Appreciate the comments. Its actually funny you mention that, as we were initially titling this role "CTO" which resulted in potential candidates who were just too hands-off by that point in their career. I've restructured the role and search to VP of Engineering just because there will be plenty of coding and hands-on work in the beginning which should ease up as the company hires more engineers.
I'm thinking reworking my ideal profile to 8-12 year candidates that are Directors, Leads, or Architects who are still very hands-on. The tough part of the search is the intangibles, like finding someone who still has the motivation and passion of someone in their early/mid 20's.