Going with the "get good consultants/coaches" - if the coaches/consultants are good, and a good fit, then see if you can bring them on board.
Traditional "interview and put in place" hiring strategies are built around the needs of traditional large organisations with massive amounts of existing organisational momentum and plenty of time to recover from mistakes or retrain duff hires.
Small fast-moving companies don't have those advantages, and shouldn't hire that way. You're obviously innovative - don't forget to apply that creativity to your business processes.
Traditional "interview and put in place" hiring strategies are built around the needs of traditional large organisations with massive amounts of existing organisational momentum and plenty of time to recover from mistakes or retrain duff hires.
Small fast-moving companies don't have those advantages, and shouldn't hire that way. You're obviously innovative - don't forget to apply that creativity to your business processes.