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

Advancing 🇺🇸 Deep Tech Innovation | 9th NASA Chief | ISS + Webb + 61 Astronaut Missions

A space cadet from the Bronx now on a mission to help Americans accelerate the deep tech renaissance. 

🇺🇸💥🤘 Newsletter: peraspera.us 
🗣️🔥 Speaking & Workshops: danielsgoldin.com 


Official Bio.

The Honorable Daniel S. Goldin is an entrepreneurial and scientific visionary, with the distinction of serving as NASA’s longest-tenured Administrator from April 1992-November 2001 reporting to three U.S. Presidents. He is credited with the re-emergence of NASA after the Cold War, as he diplomatically fostered east-west international cooperation and oversaw the redesign, construction, and initial operation of the $120B International Space Station, as well as guided the initial concept of the James Webb Space Telescope to assure it would see back to the beginnings of creation. As the founder of Cold Canyon, an innovation advisory company, and as a senior advisor to Cerberus Capital Management, his career spans space exploration and science, aeronautics, air traffic management, national security systems, semiconductors, advanced sensors, hypersonic, communications, and artificial intelligence. With his accumulated experience, Mr. Goldin is a highly sought-after leader in advancing American technologies and businesses.

Dan Goldin

Grateful to live the human experience on this beautiful planet we get to call Earth!! Happy Thanksgiving to you all, from the Mrs. and me!

I've been in my feelings lately and I thought I'd explain why I share so much about my past work. 

It's less about the past achievements on a personal level (although I am human and I would be lying if I didn't want to talk about the stuff that made my career). 

But I feel that I was able to participate in one of the most exciting times to build in our country. 

These stories about the ISS, the Compton Gamma Ray Observatory, the Webb, the Alpha laser...

These are all examples of what our country achieves when we’re not afraid to take high risks.

When we don’t back off and we press forward.

So I guess with that said, LET'S PRESS FORWARD and KEEP WRITING OUR STORY!!

🇺🇸 

👇 Follow more of my writing at Per Aspera.
https://lnkd.in/gacTgUkh

The separation between builders from dabblers is passion. 

“Passion” comes from the Latin passio, derived from patī, meaning: to suffer. 

If you saw the movie Passion of Christ, it was not about enjoyment. It was about the suffering, endurance, and willing acceptance of pain for a higher purpose.

If you want to identify real passion, ask:

1 / What problem am I willing to think about when it’s inconvenient?
2 / What work would I still do even if no one praised me?
3 / What frustration feels meaningful rather than draining?
4 / What would I pursue even if it took 10–20 years?

Enthusiasm fades when conditions change.
Passion persists when conditions worsen.

Do you agree?

This is my first grade class at PS 93 in 1946. 

The world was not a pretty place between 1939 and 1945, when totalitarianism broke out. 

It was only because of the technology advancement that we had in America, and our selfless servicemen and their families, that we made it through the horrors of World War Two. 

When it ended as a child, I remember the happiness in the street and the thought there was going to be no more war.

But by the sixth grade in 1952, the happiness at the end of WWII faded because we were doing duck and cover dives in case of an atomic bomb attack. 

In 1961 the Russians exploded the largest hydrogen bomb ever, 50 to 58 megatons. 

It was horrifying. 

Living at that time, America had no other choice but to develop hard technology.

👇 Follow my writing in Per Aspera:
https://lnkd.in/gacTgUkh

Thoughts on how to become the premier advanced technologies team: 

1. Hire talent with intuition. 

2. Pay them the good $$$$ (if you can prove to achieve #1, #2 will follow).

3. Make them believe they can produce the impossible faster than any other team in the world. 

What have I missed?

👇 Follow my writing at Per Aspera: 
www.peraspera.us/subscribe

With AI, I’ve never seen a moment where original thought matters more than ever.

Because so much of my, and my cohort’s, lives were lived offline and never fully captured in databases, I get the benefit of experiences that don’t converge inside the models.

When I walk into a meeting now, it’s easier than ever to tell who is converging on the same synthesized ideas versus who is pulling from something genuinely their own.

There’s a ton of alpha in that.

Which is a pretty compelling reason to step away from screens once in a while and go live some original experiences.

Thoughts??

👇 Follow my writing at Per Aspera:
https://lnkd.in/gkZ-5kbN

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Dan Goldin

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The Battle

Leah Scarnegi

Dan Goldin

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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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