[atlantic]

You can't hire solely based on profile, as it may or may not be factually correct. Instead, the key indicator of competence is the number of projects a person has participated in, the duration of each project, and the kind of income they have made on oDesk. This should allow you to draw up a shortlist. Make your projects private, invitation only, and contact the people on your list. Start with a short Skype interview to get a feel for them. Forget tests. Start them off on one or two small tasks, which should indicate both their competence and their capacity to integrate with your team.