So many companies are willing to let perfect be the enemy of good. It's why this concept of an MVP has to be hammered in over and over again. And yet, we still let this mentality pervade hiring. We hire people on the slim chance that they'll need to re-implement a consensus algorithm and not on the 99.99% chance that all of their work will be writing CRUD-like code.
We (as in, Headlight) deal with a lot of bootcamp grads and people who are entering tech later in life (which for tech, means 25+). It's shocking the number of them who are insanely adept at software development for the amount of experience they have and are completely overlooked because of any of the following:
* Their pedigree
* Their experience given their age
* Their program's focus on practical software development and not on more academic topics
It's really mind-boggling. It's great for us, because it's a totally unappreciated and under-served market. Still, I can't imagine how frustrating it is for those candidates. We're still new, but so far our clients' satisfaction with our candidates has been nothing short of enthusiastically positive.
All that to say, you should really consider adjusting your hiring expectations drastically. You're building a house. Why are you trying to hire a civil engineer, and not a contractor?