If the problem is vetting, really the best way is to get someone technical you trust (or with good reputation) to evaluate them. There are plenty of technical people whom you could hire for a day to give their opinion of any candidate.

However the real problem is usually finding the candidate and convincing them to want to join you. The people who you really want as a technical partner have a lot of other opportunities vying for their attention. You have to figure out how to stand out from the crowd.

I somewhat disagree. I'm also a non-technical cofounder and have searched around for tech cofounder. After talking to many people, I've come to the conclusion that it's more important to have someone who has the passion and is willing to work alongside you.

I've had the experience of being abandoned by a great programmer at the very last minute when he was uppos e to deliver. You need to find somoeone who would be willing ot take some risk wit you. But let's face it most tech guys aren't well known for their adventurous sides, so you'll really have to look hard.

You can always reach out to your network know you are looking, let other people know and recommend someone. Or finally (depending on your product) perhaps even consider hiring development until you find your ideal match. Don't settle to save a few mucks, most likely you end with more if you work with someone you trust.

Rememer, the best tech guy doesn't make them the ideal partner.

It's better to be a solo founder than to choose the wrong co-founder. The road is littered with startups that imploded because of the wrong co-founding team.

The best co-founders aren't those who just complement your areas of strength, but those whom you know well, and get along with best. That's why the most successful co-founding teams are made up of individuals who have a history together – often at college/university, or another startup. They know each other's temperament, risk tolerance, communication abilities and other critical factors.

Your own network of people is still the best place to start. From there, determine 'fit' – not skills – before anything else.

I'm happy to help you define your fit requirements further if you wanted to schedule a call. Good luck!

Certainly finding someone who believes in what you are trying to accomplish is extremily important. From there, test the person through some agreed upon goals. Watch, listen, read between the lines. People are people, aside from the qualifications, test the human side. Is this person committed? Do you connect. There are many ways of accomplishing this without making a business commitment. Take the time. Have several meetings with them. If they truly believe in you and what you are attempting to do, they will appreciate the process.