Besides what others said, try to be extra clear in communicating and measuring exactly what you mean by talent.

People don't like to waste their time and this is especially true of people with a high opportunity cost to their time. Using vague words like "ninja" doesn't clarify to top talent whether you are a culture-fit for them or whether they are a skill-fit for you. Stating explicit, objective requirements or "nice-to-haves" gives potential applicants a clear idea of their chances. It also signals that your management style will be equally clear-cut and rational.

If possible, try to devise your own interview questions and test criteria. Tests should mirror as closely as possible the work you will want the applicant to do. Try to avoid degree-based selection or other general signals. Large companies with a history of stability and truckloads of dinero are competing for those with a typically nice-looking resume. Be innovative and be accurate. Precision will earn you better matches at a lower price.

As well, try to communicate how your company culture compares to others the applicant may be employed at or applying to. Again vagueness is bad. So you should do a shallow search through other talent-bids your applicant might be reading.