For an early startup, I believe you have to be much more efficient than this ten-step process - and I'll cover my process for recognising technical talent in a later article - but as the company scales, you need to put in place hiring processes which work even with dozens or hundreds of employees. That's when "heavy" recruitment processes come in.
- Resumé screen
- Phone screen 1 - culture fit and "reasonable to set up a technical call"
- Phone screen 2 - engineering interview
- In person interviews
- Discuss the candidate
- Half to full day of work with the team
- "Beer test"
- Reference checks
Have a read through the article for much more detail.