Our hiring needs didn't feel too crazy to me. We were a multi-million dollar a year e-commerce shop, I was the first in-house technical hire, and we wanted to expand the team for personnel redundancy.
Ideally, we wanted someone who would be capable of running a business-critical website. On the technical side, I was hoping for a full stack of skills (top to bottom web app security, server ops, managing technical vendor relationships and integrating third-party modules, zero downtime rollouts, performance and architecture, metrics/instrumentation, and fully-independent backend and HTML/CSS/JS skills to build a secure and pixel-perfect feature beginning to end). Plus, we wanted an early technical hire to be able to work the indirectly technical parts, including technical hiring, capacity planning, and expectations management.
None of this felt to me like we were asking for something crazy unreasonable, but you don't learn a good enough coverage of this to independently steer a ship of this scale until a few years on the job. You can learn bits and pieces on the fly with the documentation around, but it's both risky and slow. Given the hiring climate, it was a risk we ending up being comfortable taking, but it fell short of what would be ideal.
In response to some remarks about adjusting our expectations (remote work, higher salary), our particular situation was not doable for remote---there was zero 100% remote staff among 30+ FTEs and none of our workflow was set up for it---although I wish I had influenced the organization of work in more formative stages of the company to optimize more for remote given the personnel advantages. Regarding salary, it's very hard to increase salary past $150k+ because I found it very hard to publicize it in a way that meaningfully increased the quality of candidates we found entering our funnel. I wish there were a job site for "will pay very well above market for strong candidates".