>>The job is a full time, "almost government", on-site, 8-4:30, 40hrs a week,
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>being on site 40 hours a week kills it for me...
>if i could do it remotely and via video conferencing maybe....
>
>the great way to get someone to take a 'remote' position is to give them a small well defined project....
>if they succeed keep giving them more and more work....
>if it continues to work ... you might find you can get some GREAT development work done remotely while all the network admin and server admin stuff is done by on site people.....
>
>or better still hire a top flight guy to remotely MENTOR a talented junior to intermediate programmer.... i'd take a pay cut to learn from a top flight guy like (Doug Hennig, Drew Speedie, Mike Yearwood, David Lehr)
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>try 'thinking outside of the box' ... oops i forgot... this is a government position.... <bg>
>
>if you go with a junior/intermediate guy... your goal is to assess the junior programmer's 'TALENT LEVEL' as opposed to his 'current warehouse of knowledge' then develop this person into the 'ideal candidate' you mention in your ad.

to assess a programmer's talent try to discover their mathematical aptitude..
did they get a degree in math/computer science ? what were their marks like?
when they studied math did they concern themselves with completely understanding the material or just memorizing procedures to pass tests?

these kinds of issues allow you to assess talent level


>
>
>SUGGESTION ABOUT MONEY...
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>i class myself as an 'intermediate' programmer and i wouldn't take a full time job for less then $120,000 per year.
>This job don't pay $120K does it?