CRO @ Redfish Technology || Providing Disruptive Tech Companies w/ Talent || 24k Followers || Forbes Next 1000 || Girl Mom

Forbes 2021 - Next 1000 Honoree


Chief Revenue Officer at Redfish Technology, where I lead with empathy, strategic insight, and a commitment to building strong relationships. 

As Viola Davis once said, "My dreams are bigger than my fears."

Our Work

Helped a new VP of Sales at an Enterprise AI Client hire the first 3 members of his Sales Team: Our team consulted with the VP to identify the profiles he needed, researched and built a list of target companies to source from, then reached out nationwide to over 350 AEs in our network, interviewed/screened over 70, submitted 30 to the VP for review, and he hired 3 - saving 100’s of man-hours in the process.

We've built out and engineering teams with the top 30 startups across the country.

Placed Director of Growth at a Fintech Startup: After hiring the Director of Growth, we were asked if we could help with two PM roles, they were struggling with filling. We did so in about 5 weeks for both a Platform PM and Mobile PM. This led to an introduction to their Design team, where we have helped them hire 3 Sr. Product Designers.

Leah Scarnegi

Everyone says they want a great DevOps engineer.

But many companies hire them by testing Kubernetes trivia, Terraform syntax, or obscure AWS details.

Tools matter — but they’re not the real value.

Great DevOps engineers understand systems. They remove friction from engineering teams, improve reliability, and make shipping software faster and safer.

When DevOps is done right, deployments are boring, outages are rare, and engineers can focus on building.

#devops #hiring #recruiting Redfish Technology

Leah Scarnegi 

CRO @ Redfish || Scaling Startups with the Right People || Blaine County Board of Education || Forbes 2021 - Next 1000 Honoree

Most companies aren’t bad at hiring Product Managers.

They’re bad at defining them.

There’s a huge difference between:
• 0→1 builders
• Growth optimizers
• Platform architects
• Roadmap coordinators

If you don’t calibrate that upfront, you’ll interview 15 “strong” candidates and still feel stuck.

Product hiring breaks down when:
– The mandate isn’t clear
– Success isn’t defined
– Stakeholder complexity is underestimated
– “Strategic” and “technical” get used interchangeably

The best PMs are elite problem framers.

They create clarity, drive alignment, and ship under ambiguity.

When we recruit for Product roles, we don’t start with resumes.
We start with calibration:
What does winning look like in 12 months?
Where has this role failed before?
Is this a builder or a scaler?

That clarity changes everything.

#product #hiring #recruiting

How do you actually screen for great Product Managers?

A lot of people can talk product. Far fewer can actually own product.

When I screen PMs, I look for a few simple signals:

• Ownership – What did they actually drive?
• Decision making – What trade-offs did they make and why?
• Customer focus – Are they solving real user problems or just shipping features?
• Metrics – Do they know the outcomes their work drove?
• Influence – How do they align engineers, design, and leadership?
Great PMs don’t just ship features.

They own decisions and outcomes.

#productmanagement #recruiting Redfish Technology

If you’re vetting a technical recruiting agency, here’s a question you should absolutely ask:

“How often do you train your recruiters on technology?”

Not on sales.
Not on closing.
On actual technology.

Because if your recruiter doesn’t understand what a vector database is... how are they evaluating an AI engineer?

At Redfish, we take this seriously.

Our Principal Recruiter, William Brewer, trains our team twice a month on real technical topics — not surface-level buzzwords.


Today we broke down:

* How embeddings work
* Why vector search matters for AI-native products
* When companies need Pinecone vs. pgvector vs. custom infra
* What signals to listen for in a candidate’s experience

If your recruiting partner can’t intelligently ask about RAG pipelines, embeddings, DSP, LLM orchestration, or distributed systems...

You’re not getting a true technical filter.
You’re getting keyword matching.

And in today’s market, that’s not enough.


#hiring #techrecruiter #redfishtechnology

If you’re paying attention to standout startups right now, StoreEase is one of them. It’s been one of the most impressive teams we’ve recruited for.

Founder & CEO StoreEase Virtual Management

I recently traveled to San Francisco to visit with the StoreEase Engineering team. Every billboard is about AI. Every conversation is about what's next and where it's going?

This team is developing the most advanced applied AI in the self-storage industry. Embedding intelligence directly into our workflows, hardware, and software to enhance operations and create a fundamentally better customer experience at scale. 

The Bay Area may have the most restaurants per capita, but it also has the highest concentration of engineering talent in the world. Grateful to experience both. 

Excited to continue to watch this team build.

Co-Founder of Axiōma Search, a boutique search firm helping early-stage GenAI and Deep Tech startups build world-class engineering and research teams.

Founders can waste weeks cutting through noise and interviewing the wrong people. SWEs/Researchers ignore 99% of recruiter spam. 
We bridge that gap through real conversations, long-term relationships, and a decade of learning this industry from the inside.

We work with VC-backed teams building foundation models (LLMs/VLMs/VLAs), robotics and autonomy, AI infra/hardware, and GenAI startups reshaping legacy industries.

Roles placed: SWEs, Product Engineers, AI/ML Engineers, Research Engineers/Scientists, DevOps/Infra Engineer, Compiler Engineers, and more.

Scaling your team or exploring what's next? DM me.

alex@axiomasearch.com | Telegram @alexjouatte

Alex Jouatte

We just launched the new Axiōma Search website 🚀

Felt like a good moment to explain the name.

"Axíōma" comes from ancient Greek. It means a self-evident truth – something that doesn't need to be argued. It just is.

That idea resonated with us. Over our ~10 years in recruitment, Sacha Rinaudo and I naturally gravitated towards a few principles about how recruitment should be done.

We call them our Axioms. The website lays them out.

The website also breaks down our process – six clear steps. Nothing revolutionary. Just how we actually operate, made visible.

Live roles in there too – link in the comments.

Co-Founder @ Axiōma | Building world-class teams for frontier AI startups

We currently have more work than hands.

Demand across AI and deep tech has picked up quickly this year.

Which means something became obvious:

Sacha Rinaudo and I are starting to become the bottleneck.

So we’re hiring an Ops & Marketing Manager.

This is a broad role across operations, marketing, and business admin.

You’d work directly with us and help build the operating system of Axiōma Search – from internal processes to the external face of the brand (website, LinkedIn, content).

Think operations first, marketing execution second.

We’re looking for someone organised, detail-oriented, and comfortable jumping between tools like Notion, Slack, Canva.

Someone who doesn't wait for a task list, but look at how we operate, spot what's missing, and tell us what they should be owning.

Remote-first. Ideally based in France or the UK.

Ping me if you're interested.

P.S. We're also hiring two Recruitment Consultants.

Two things I keep seeing in first-round interviews. 

One costs you the best candidates. The other uncovers ones you'd have overlooked.

First – a strong engineer applies or gets introduced. Instead of having a conversation, you jump straight into assessment mode. A take-home test, or a first call that's purely technical grilling – no context on the team, no discussion about what they're building, no sell on the mission. Just testing.

The best engineers won't engage with that. They have too many options to invest hours in a company that hasn't invested 20 minutes in them.

If someone's clearly strong – talk to them first. It's a two-way street. 

Now the flip side – where a lightweight test actually works well.

A profile comes in that's decent but doesn't tick every box. Not an obvious yes, but something's there.

Instead of rejecting them outright – send a short, async coding exercise. Something you can set up without blocking your own calendar.

Their willingness to complete it already tells you something. And every now and then, someone absolutely smashes it. That gives you the confidence to invest your time in a proper conversation – without spending half an hour on a call that goes nowhere.

I've seen this surface engineers that would've been filtered out on paper. 

Some of the best hires happen when you give people a chance to prove themselves beyond the CV.

The assessment isn't the problem. The timing is.

Hiring x2 Founding Engineers in Paris 🇫🇷

Stealth AI startup.
Just raised a large seed round from Tier-1 VCs.

They’re building an abstraction layer on top of complex enterprise systems.

In plain terms:

Knowledge graphs + AI agents that can actually understand messy data, legacy codebases, and operational workflows – and act on them.

Two key roles:

→ Founding SWE (Backend / AI)
Design ontologies + graph architectures and build GenAI workflows (RAG, evaluations, training data).

→ Founding Infra Engineer
Architect and operate secure multi-cloud infra to deploy reliably inside complex enterprise environments.

€100-150k + founding equity. 
Paris, mostly in office.

If this sounds like your kind of build (or someone in Paris comes to mind), DM me.

Merci !

taplio

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Alex Jouatte

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taplio

The Battle

Leah Scarnegi

Alex Jouatte

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Leah Scarnegi's LinkedIn Performance

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