Redfish Technology

My role encompasses recruiting top-notch candidates for our clients, overseeing multiple recruiting teams, and driving strategic business development initiatives at Redfish Technology. We specialize in recruiting talented professionals within the tech industry, spanning across sales, marketing, engineering, and customer success domains. Collaborating with startups nationwide, we excel in rapidly and effectively building out their teams.

Established in 1996, we pride ourselves on upholding the highest standards of integrity, excellence, and performance in recruitment. Personally, I am deeply passionate about technology and dedicated to attracting the best and brightest talent to contribute to our clients' success.

Specializing in  Edtech, Fintech, AI, Enterprise Software, Ad tech, Big Data, Security, Mobile, SaaS, Wireless, E-Learning, CRM, Marketing Automation, Computer Vision and Networking.

Chief Revenue Officer

As the leader of a dynamic 6-person team, we specialized in sourcing rare talent within the tech sector. 

Recognized as a 2011 top Executive Search Firms of the U.S. by Leading Providers

Managing Director

Executive Recruiter, High Tech Talent Division

Chaparral Broadcasting

Chaparral Broadcasting 
Kech 95.3, KSKI 103.7, KYZK 107.5, KMTN 96.9, KSGT 1340 AM, KJAX 93.3, KZJH 95.3
 
•	Sold advertising and marketing plans across 6 radio stations
•	#1 Account Executive in hunting new business and building new territories
•	Consistently in top 5 sales reps across the company
•	Clients included advertising agencies and direct buys from businesses
•	Managed existing accounts, met with clients and prepared marketing campaigns
•	Inserted ad schedules on a daily basis
•	Built an account base from zero
•	Account management of existing clients
•	Managed multiple marketing campaigns and coordinated remote events

Account Executive

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 sales and engineering teams with the top 30 Edtech 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

If you’ve identified a rockstar candidate, chances are others have too. 
 
Imagine this: You’re in need of a Salesperson and find the perfect fit. But your hiring process drags. By the time you’re ready to make an offer, they’re already onboarded somewhere else. A missed opportunity! 
 
Delays in hiring aren’t a sign of being thorough—they’re a risk. The longer your process, the more likely top candidates will slip through your fingers. 
 
To stay competitive: 
 
Streamline resume reviews 
Speed up interview scheduling 
Make offers promptly 
Don’t lose the perfect candidate due to unnecessary delays. Move fast, hire smart, and secure the best talent for your team! 
 
#RecruitmentStrategy #HiringTips #TopTalent #EfficiencyMatters #DontMissOut

Leah Scarnegi 

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

How to Ask for More Money When Negotiating an Offer

Negotiating an offer can feel uncomfortable—but it doesn’t have to be. One simple shift can make all the difference:

 you’re asking for more, clearly state that you’ll commit if the company meets your request.

Too often candidates say, Can we increase the salary? without signaling that saying yes gets the deal done. This leaves hiring teams unsure whether the ask will actually close the loop—or if they’ll approve the increase only to learn the candidate is still undecided.

Here’s a better approach:

Be specific about what you need
“I’m very excited about the role. If we can adjust the base to $X, I’m ready to sign.”

Show you’re serious.
Linking your ask to a commitment builds trust and reduces risk for the employer.


Negotiation isn’t about being demanding—it’s about alignment. When you make it clear that meeting your request = you’ll accept the offer, you streamline the process and strengthen your position.

#joboffers #jobsearch

Want Faster, Smoother Hiring? Fix the Intake Meeting.

When I talk about an *intake meeting*, I mean something very specific:

The kickoff call between the recruiter and the hiring manager where the search is defined, aligned, and set up for success.

It’s not a casual chat.
It’s not a repeat of the job description.
It’s the strategic planning session that determines whether the search will run smoothly or fall apart later.

But here’s the issue:

Only a portion of intake meetings actually cover BOTH the decision flow and the criteria — and that’s where delays, misalignment, and lost candidates begin.

Here’s what should happen in an intake meeting:

1. Decision Flow

This is where you map out:

* Who interviews
* In what order
* What each interviewer is responsible for assessing
* Who makes the final call
* How fast decisions can be made

Without this, you end up with last-minute panel changes, inconsistent feedback, and stalled candidates.

2. Offer Criteria

This includes:

* Salary range
* Equity/bonus structure
* Approval process
* Timeline to extend an offer
* Where the team has flexibility (or not)

If this isn’t aligned upfront, you hit friction at the finish line — or lose candidates to faster teams.

www.redfishtech.com

#hiring #recruiting #hiringtips

Open article: IT & Tech Recruiters and Executive Search | Redfish Technology by redfishtech.com

IT & Tech Recruiters and Executive Search | Redfish Technology

The Resume Format That Actually Helps Gets Engineers Hired (Part 3)

Your skills section is giving you away.

Every engineer lists Python, React, Docker, AWS.
But the strongest resumes do something different:

✅ 1. Keep Skills Tight & Honest

Only list tech you can talk about for 30 minutes without sweating.
A tight list reads senior.
A bloated list reads desperate.

✅ 2. Show How You Used the Tech

This is the real differentiator.

Instead of a laundry list, your experience should show application:

"Deployed LLM pipelines using LangChain + Ollama on GPU instances"

“Built distributed ransomware detection using Kafka + PostgreSQL + Spring Boot”

“Architected CI/CD for Airflow + PostgreSQL using Jenkins & Docker”

Your stack isn’t just what you know — it’s how you apply it.

#resumetips #engineering #resume

Hiring Managers: How to Spot a Quality Recruiter

Not all recruiters are created equal — and the right one will save you time, elevate your hiring bar, and protect your brand.

Here’s how to screen for quality:

✅ They ask smart, detailed questions in the intake.
If they’re not digging into decision flow, offer criteria, success metrics, and deal-breakers, they’re not setting you up for a smooth search.

✅ They push back (professionally).
A great recruiter won’t just take orders — they’ll challenge unclear requirements and help you refine what you actually need.

✅ They communicate consistently and transparently.
No guessing games. No disappearing. They set expectations and hold everyone accountable — including you.

✅ They present fewer candidates, but better ones.
Quality recruiters curate, not spam. Every candidate should feel intentional.

If a recruiter does these four things, you’re in good hands. If not... keep looking.

www.redfishtech.com

#hiring #recruiting #hiringmanager

The Resume Format That Actually Gets Engineers Hired (Part 5 — Final)
This is how you get read in 6 seconds.

✅ 1. Make It Scannable

Hiring managers skim — they don’t read.
Your resume should use:

consistent formatting

short bullets

white space

bolded roles/companies

no colors, text boxes, or templates that break ATS

Clear beats clever. Every time.

✅ 2. Keep It to One Page (Unless You’re Highly Senior)

Under 15 years experience? One page is perfect.
Over 15 years or deep research/architecture work? Two pages is totally fine.

✅ 3. Show Seniority Through Ownership

Seniority isn’t years — it’s impact.
The strongest resumes highlight:

Systems you designed

Pipelines you architected

Teams you mentored

Migrations you owned

Scale, performance, reliability, security

Ownership > job title. Always.

#resumes #engineering

The Resume Format That Helps Gets Engineers Hired (Part 1)

What every engineer should fix today.

If you want a recruiter or hiring manager to read your resume — start with the basics that almost everyone gets wrong:

✅ 1. 𝙺𝚎𝚎𝚙 𝚝𝚑𝚎 𝙷𝚎𝚊𝚍𝚎𝚛 𝚂𝚒𝚖𝚙𝚕𝚎

No paragraphs. No summaries. No mission statements.
Just:

Name

Email

Location (or “Remote”)

LinkedIn

GitHub

Portfolio (optional but 🔥)

Clean. Scannable. Professional.

#resumetips #resume #engineering

The Resume Format That Actually Helps Engineers Hired (Part 2)

This is the difference between forgettable and unforgettable.

Most engineers write bullet points that look like:
❌ “Worked on APIs”
❌ “Responsible for front-end performance”

These aren’t helping you.

✅ Instead: Use This Formula

Strong verb → what you built → the tech you used → measurable impact

Examples from real placed candidates:
✔ Optimized API endpoints to handle 20,000+ TPS with 175ms latency
✔ Built peak detection algorithms with >99.9% accuracy
✔ Processed millions of assets in under 10 seconds

Numbers = credibility.
Impact = seniority.
Specificity = interviews.

#resumetips #engineering #resume

The Resume Format That Actually Helps Gets Engineers Hired (Part 4)
Your projects section can elevate you... or expose you.

Strong projects follow the exact same structure as your work experience:

- What you built
- The technologies you used
- The outcome or impact

Examples from real placed candidates:
✔ Built a cloud encryption app in Rust + Tauri used for managing S3/Google Drive files
✔ Developed a course planner using a custom topological sort algorithm
✔ Built a video-search CV tool using OpenCV + PyTorch + SAM

Projects should prove engineering judgment — not just that you completed assignments.

#resume #engineering #resumeformat

Axiōma Search

Axiōma Search is the recruitment partner for the most ambitious AI and deep tech startups building the future – from LLMs and agentic systems to AI infrastructure and applied ML.

We work with Seed to Series A companies to help them scale high-performing engineering and research teams – fast, precisely, and without the noise.

Founders trust us to run hiring processes that are personal, high-signal, and outcome-driven – so your team can focus on shipping product and securing the next round.

We exist to create lasting value through every hire – for the careers we support and the companies we help grow.

alex@axiomasearch.com | axiomasearch.com

Co-Founder

DURLSTON PARTNERS

Placed 135 professionals in engineering and research roles at leading hedge funds, HFT firms and AI start-ups.

- Partner (April 2019 - August 2024)
- Principal Consultant (April 2018 - March 2019)
- Senior Consultant (August 2016 - March 2018)
- Consultant (January 2016 - July 2016)
- Associate Consultant (September 2015 - December 2015)

Partner

I connect top engineering and research talent with VC-backed AI and Deep Tech startups.

Over the past decade, I've placed hundreds of engineers and researchers. I understand what's at stake for both sides.

For founders: 
You need to scale fast, hit product milestones, meet investor expectations… and do it while competing with Big Tech/AI labs and well-funded competitors for the same talent. You're drowning in irrelevant/subpar CVs, and now AI has made it even noisier.

For talent: 
You want opportunities that actually match your skills and ambitions, not generic outreach from recruiters who don't understand your work.

I build relationships over years – most of the talent I work with are passive, but trust me to keep them informed with the right opportunities over time.

I care deeply about the recruitment experience because how you hire reflects your brand. I work with you to craft compelling narratives that attract mission-aligned talent and manage the full process end-to-end.

This means founders get relevant talent fast. 
Engineers and researchers get opportunities worth their time.

If you’re looking to scale your team, or quietly exploring your next challenge – DM me.

alex@axiomasearch.com | axiomasearch.com

Alex Jouatte

Joining an early-stage startup means:

Long hours. 
Constant change. 
High chance of failure. 
Ambiguity everywhere. 
Things breaking all the time.

It also means:

Owning problems end-to-end.
Shipping fast and getting feedback instantly.
Learning more in a year than most do in three.
Autonomy you won’t find anywhere else.
Direct impact on whether the company makes it.

It's a trade-off.

If you want work-life balance and predictability, that's fine. Then Big Tech, Hedge Fund, or a later-stage company probably makes more sense.

Don't join a startup expecting both the upside and the stability.

You get one or the other.

Startups aren't for everyone. And that's completely okay.

Just be honest about what you're optimising for at this stage of your life/career.

Co-Founder | Scaling Tech teams in GenAI & Deep Tech

"How's the market?"

We get asked this constantly as recruiters. 
And the honest answer is: it depends who you are.

The AI/ML hiring market has split into two completely different realities.

If you're in the top 1%,:

Track records at leading labs. Published at top conferences. Real contributions to major models. 
You're getting contacted multiple times a day. Every well-funded GenAI startup wants you. Comp is top of market.
The market is great.

If you're everyone else:

Good engineer/researcher with solid fundamentals and some ML experience, but without the obvious “buying signals” that make you stand out…
The market is hard.


There's a lot of noise. 
Everyone's hiring, but everyone wants the same top 1% of people.

Good engineers/researchers get filtered out - sometimes fairly (lack of specific experience), sometimes unfairly (capable but profile doesn't scream "elite").

The reality:

There's tons of capital flowing into AI. But it's not creating opportunities for everyone equally.
Top VCs back top startups. Top startups compete for the same tiny pool of elite talent. Everyone else fights through the noise.

If you're in the second group, be strategic:

1. Target companies that value potential over pedigree
2. Build in public (side projects, GitHub, blogs)
3. Network directly, not just apply online
4. Don’t ignore smaller or less-hyped startups where you can actually stand out

The market is what it is. Just know which market you're actually in.

Feel free to reach out if you've got questions. I'll help where I can.

Snapshot of the live roles we're working on right now at Axiōma Search:

London
→ Full-Stack Engineers (React/Java or Kotlin) - GenAI
→ Software Engineers (Python/React optional) - GenAI
→ Frontend Engineers (React) - GenAI 
→ Research Engineer (PyTorch expert) - Quant Trading
→ Founding AI Engineer (VLA/RL) - Robotics
→ Kernel Engineer - AI Hardware

London/SF/Austin
→ Engineering Managers (custom silicon background) - AI Hardware

Paris/SF/London
→ Research Engineers (Training/Inference) - Robotics
→ Research Scientists (track record working on leading models) - Robotics

DM for details or to chat about the market ahead of the new year.

(P.S. Apologies for the cliché image... just testing out Nano Banana 3!)

Final sprint of the year.

If you're thinking about a move in Q1, now's a good time to start informal conversations.

Not necessarily applying yet, but exploring to get a sense on how the market is shaping up for 2026.

Happy to share what I'm seeing – who's hiring, what's being built, what comp looks like.

DM me for a confidential chat.

taplio

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Alex Jouatte

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taplio

The Battle

Leah Scarnegi

Alex Jouatte

Followers

Posts

Engagements

Likes

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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