One of the hard lessons I've learned about recruiting is that you have to be okay with passing on lots of amazing candidates that you think could be rockstars to get to the (much more rare) candidates that you absolutely *know* are.
This is just a form of abundance mindset, but it’s hard to do because at a startup there's always a massive amount of pressure to fill any position and its easy to convince yourself that someone could be good enough. And many of the amazing people you pass on might be actual rockstars, but for whatever reason the signals they are sending and the signals you are receiving don’t align enough for you to reach conviction. You have to learn how to be okay with passing, despite the fact the tantalizing tact that they could be an amazing addition to your team.
But I think if you can hold to this and just keep looking, you will eventually find someone that you know is amazing. Sometimes you will even be wrong here too. But on average the quality of candidates you higher will be much hire if you hold yourself to this level of signal. And pretty quickly it will start to pay off: great recruits are orders of magnitude better than merely good ones. And as Steve Jobs famously said: “A players hire A players, but B players hire C players”.