Be honest and be transparent. Know what you are looking for and what you can afford. We know that early employees within your startup will need to wear multiple hats but have a clear expectation and realistic understanding of the primary responsibilities of the position. Go out and find that skill-set and then vet them for additional capabilities. The key is to cast a wide net, attract multiple candidate profiles for the role and the company, and then move quickly and with intent to go after the best fit.
We also recommend allowing yourself lots of time to attract and interview candidates. The average length of time to fill a position is twice as long for STEM roles. Don't make a bad hire beacuse you ran out of time, startups do not have the luxury to miss on a crucial position.
Anyone that has ever recruited for a startup has a story (or 10) about recruiting a candidate with a near perfect background, attitude, and references who decided not to sign an offer letter. This happens with more established companies as well but having a candidate drop out of consideration whether it be in the beginning or the end of the recruiting process is very discouraging. Work to overcome objections and questions that you know the candidate is going to ask.