Instead of thinking of them as some superstar, think of it like hiring an IC - you want someone who can, and will ship, especially in the face of ambiguity. If you hire a mega talented engineer who specialises in designing fault tolerant distributed systems, you’re going to build a fault tolerant distributed system. If you hire someone who ships scrappy features and doesn’t leave a giant mess behind you, you have a much better chance of success. Finding those people is the same as finding any other developer.
Those people won’t last at big corp, and won’t be interested in it.
As for how you attract them - same way you attract anyone else. Give them something they want. For these people it’s agency, freedom and high level guideposts. For a productive big corp employee it’s clear guidance, timelines and a hierarchy to adhere to.
