I tried to exhaustively list all the ways in which we evaluate studio talent to ensure a good fit, broken down by typical procurement phases. What am I missing?

Initial portfolio review

Proven track record - shipped titles, not unfinished projects
Technical expertise - proficiency in the required tools and platforms
Relevant experience - alignment of past work with project needs
Quality - demonstration of expected quality in past work
Artistic fit - alignment of visual or design style
Previous collaborations - successful work with similar organizations
Leadership experience - background of the studio's decision-makers
Time zones - working hours overlap
Size - capacity to take on the project and give it proper attention
Reliability - length of time in business and financial stability
Trust - known recommendations for the provider
Reputation - positive industry recognition
Diversity - ability to add novel perspective
Approved vendor - pre-certification with the hiring organization
Security - ability to pass a security audit
Scalability - ability to scale to match future needs

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Proposal stage

Attention - thoughtfulness of proposal and likelihood of proper attention
Clarity & detail - well-structured and appropriately detailed proposal
Value - maximum impact for the budget
Cost transparency - breakdown of costs to understand foundational pricing structure
Process & workflow - use of structured workflows and pipelines
Execution & feasibility - well-considered and achievable plan
Adherence - close following of proposal directions
Creative insights - valuable creative perspectives
Team - appropriate matching of proposed team
Risk - identification and mitigation
Collaboration approach - clear and effective working plan

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Interview / assessment stage

Test results - Performance on specific technical challenge or art test
Culture fit - alignment of working style
Problem-solving ability - approach to challenges and iteration on feedback
Proactiveness - anticipation of challenges vs just following directions
Strength alignment - matching of team strengths to required capabilities
Team contribution - good balance between contributors, including leadership
Flexibility & adaptability - willingness to adapt
Attention to detail - understanding of what is important
Mentality - ownership of work
Passion & enthusiasm - genuine excitement
Work ethic - strong commitment, reliability, and accountability

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Process-wide / general considerations

Communication - effectively explain thought process and decisions
Professionalism - understanding of expectations and mature approach
Transparency - openness and honesty about capabilities, limitations, and concerns
Iteration speed - efficiency of responses
Red flags - emergence of issues like defensive behavior or lack of follow-through
Consistency - maintenance of quality level throughout the process
Business fit - importance of client for future growth vs a project to earn margin