I've read some useless hiring advice posts here, but this one resets the bar. Have a nontechnical person in your technical interviews so that you can be sure at least one person on your interviewing team is human. If you're hiring for a role and meet someone "great" that doesn't work for the role, fuck it, hire them with no role, because a Jim Collins book talked about that. "Ask real life questions", like they do at an interview for a retail job at Best Buy. Oh and here's the "scoring system" you should use for "soft no hard no".

Now, go forth and build an awesome company.