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

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

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 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

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

ChannelCore

ChannelCore empowers brands to seamlessly integrate their marketing across all platforms, ensuring a cohesive and dynamic customer experience. We specialize in creating synchronized strategies that amplify your message, drive meaningful engagement, and accelerate growth—making every interaction count.

Founder/CEO

Jeremy Grinacoff

Fractional CMO, Business Consultant

Revenue Marketing Alliance

The Revenue Marketing Alliance’s mission is simple: RMA is a community for those in (or aspiring to be) a revenue marketing role, providing you with the platform to help shape the revenue marketing sphere. It’s a one-stop shop for revenue marketers looking to learn, develop, and network.

Member

Internet Marketing Association

The Internet Marketing Association (IMA) is a professional organization that, since its inception in 2001, has accrued one of the largest databases of professional members in various fields including sales, marketing, business ownership, programming and creative development.

CUDDLY

Chief Marketing Officer

Interim Chief Marketing Officer

Fender Musical Instruments Corporation

Growth Marketing

A SHOC Energy

As Vice President of Marketing at A_SHOC Energy, distributed by Keurig Dr. Pepper, I was responsible for leveraging multiple marketing tactics (paid, earned, owned) for nationwide brand recognition and growth resulting in 20% MOM revenue growth. Managed $60 Million paid media budget and assumed full P&L responsibility. 

My responsibilities were diverse, including:

1) Strategic Distribution Channel Identification & Execution: Pinpointing and leveraging optimal channels for product distribution. IE: 7-Eleven, Target, Kroger, Amazon, etc.. 

2) External Partner Management: Cultivating and managing relationships with partners to amplify our marketing efforts. IE: Influencers, Ambassadors, Events

3) Performance Marketing: Leveraging paid media (Facebook, Instagram, TikTok, CTV, Google, Programmatic, Out-of-Home) to boost brand awareness and drive direct response revenue. 

5) Organic Social Media Calendar Management: Curating content and scheduling posts to maintain engagement and brand presence.

6) Web Development Oversight: Ensuring our website offers a seamless user experience, aligns with our brand, and serves our marketing goals.

7) SEO Optimization: Implementing SEO strategies to improve organic search rankings and visibility.

8) Analytics and Performance Tracking: Utilizing analytics to track performance, inform strategy adjustments, and measure success against established KPIs and objectives.

Vice President of Marketing

Omnichannel

Creating award winning experiences across all customer touch points. Responsible for all client and internal marketing strategies including SEO, SEM, analytics, programmatic, design, reporting, and documentation.

Senior Director of Marketing 

Louis Vuitton

Marketing Consultant

Nogin

Nogin is an e-commerce based marketing and technology agency focused on data and driving revenue and growth of their brands. As Sr. Director of Digital Marketing I was responsible for strategizing, managing, and optimizing e-commerce marketing strategies for several fashion brands, Saas companies, and technology companies while leading the sequence of messaging throughout the customer journey across all paid and organic channels. Channels included paid search (Google, YouTube, Bing), paid social media (Instagram, Facebook, TikTok, Pinterest, LinkedIn etc), SMS, Email, SEO, web development, subscription based strategies, loyalty programs, and CRM development/management.

Senior Director of Digital Marketing

Throughout the last 16 years, I've had the chance to work with big-name companies that everyone knows, to small startups that are building their first product. Even though they're all different in size and what they do, they all share one thing in common - they all want to grow.

This shared goal motivates me to concentrate on areas of business that lead to immediate growth and learn ways to accelerate business activities.

Here’s what I’ve done so far:
- Scaled brands from $1.5 million to $6 million, $16 million to $31 million, $64 million to $200 million, and $750 million to $1.2 billion in revenue. 1X exit in luxury fashion.
- Have managed marketing budgets of $75 million.
- Built and managed marketing teams of 30 plus people.
- Owned full P&L

Some cool brands I’ve worked with along the way:
Fender, Louis Vuitton, Brookstone, Hurley, Tilly’s, Rag & Bone, CV Sciences, Hard Tail Forever, Stetson, Cartier, Frye Boots, Honeywell, John Varvatos

Here’s what I’m working on today:
- Constantly focusing on growth both professionally and personally.
- Building my network.
- Teaching other marketers how to create successful strategies and marketing teams.
- Working with small to mid-sized businesses on a 1-1 basis.
- Building strong relationships between companies and their customers and helping companies understand that to grow successfully, they need to really know who they are, who they're selling to, and what the market looks like.
- Always focusing on creating consumer value and driving sustainable, long-term growth.

If you're curious and want to learn more about my methods, take a look at what I offer:

**SUBSCRIBE TO MY NEWSLETTER**
In my Rethink Growth newsletter I dive deep into my personal experiences with marketing and business adding a unique spin on each topic. My goal is to educate you on making better decisions about your business. New articles launch every Monday at 5pm PST. 

→ Visit: https://www.jeremygrinacoff.com/blog

**SUBSCRIBE TO MY YOUTUBE CHANNEL**
→ Visit: https://youtube.com/@jeremygrinacoff

**PURCHASE A COURSE**
→ Visit: https://www.jeremygrinacoff.com/offers/yS5E4tFV/checkout

**BOOK A 4-PACK COACHING SESSION**
In this 4-pack coaching session, I offer you strategies to help boost your marketing and reach your goals. This is perfect for business owners, chief executives, and marketers who want to explore new ways to expand their business. 

→ Visit: https://www.jeremygrinacoff.com/offers/ZomUvTGZ/checkout

**HIRE ME**
I am currently accepting new clients! 
→ Visit: https://www.jeremygrinacoff.com/contact-me-landing-page

Jeremy Grinacoff, MBA

We only run one sale a year, and it’s happening now at ChannelCore, Inc.

For Black Friday we’re giving brands six months of no subscription fee on ChannelCore, and my team will run your first creator campaign for you. 

No setup work on your end. Just a structured start to your creator program with creators who can deliver content this year.

If you still need creator content before the year ends or want to enter January with a clear, predictable plan, this offer makes it easy to get started.

If you want details, send me your audience or creator niche and I’ll show you what your first campaign would look like.

Learn more here → https://lnkd.in/guBJQGSV

Powering the future of digital entrepreneurs | Founder & CEO ChannelCore | CMO Alliance CMO to watch 2024 | Scaled brands north of $1.2 billion in revenue |

I built ChannelCore, Inc. because running influencer programs always felt like guesswork. 

Lots of activity, very little clarity. 

Good content, unclear performance.

Brands need simple structure. Better matching. Cleaner workflow. Actual performance visibility.

That is the goal. Make creator marketing feel like something you can operate, not something you hope turns out well.

If you are preparing for Q1 and want a better system, reach out and I will show you how we set this up for teams this month.

Here's something incredible... the ChannelCore, Inc. creator network is now 340M+ creators deep! 

Yes, 340 million!

Any niche, any content style. 

If you're brand and need to launch a campaign ASAP we've got you covered. 

With our platform, you can launch a campaign within seconds of signing up and you're immediately matched with creators that fit your brief. 

Interested? DM me.

Hey! 

We're onboarding a few more brands before the break who want to lock in creators heading into the new year.

It's easier to set this up now than to start from zero at the beginning of the year.

If you want help with this, message me the audience you are trying to reach and I will put together a preview.

Also, if you still need creator content for December, we have creators that can deliver fast. 

Just send me a DM to get started.

Here’s how we’re using AI at ChannelCore…

To help us move faster, not replace the people doing the work.

Inside the team, AI has become a force multiplier. It speeds up the parts of our workflow that used to eat up time so we can stay focused on the decisions that actually push the product and business forward.

We use it to:
 • accelerate data modeling and testing
 • scan creator patterns at scale
 • surface insights faster for our matching engine
 • streamline early drafts of briefs and campaign setups

What it doesn’t do is make the calls for us.

The strategy, the product decisions, the storytelling, the design...that’s still human led and it will stay that way.

AI isn’t our replacement.
It’s our accelerator.

And it’s helping us build ChannelCore at a pace that wouldn’t be possible otherwise.

I'm hitting reset on how I talk about what we're building, because this might be the clearest I've been able to explain ChannelCore and why it matters.

Creators don't need more motivation. 
Brands don't need access to more creators.

What the industry actually needs is infrastructure that works.

That's what I'm building at ChannelCore, and I'm sharing what I'm learning as we go.

If you want to follow along as we build the foundation this industry's been missing, you're in the right place.

Most brands wait until January to think about creator content, then spend the first three weeks scrambling.

The teams who win are locking in creators now, while availability is high and budgets are still flexible.

We have creators inside ChannelCore who can take briefs and deliver content this month. If you want support getting your final cycles done without the usual chaos, I can help.

DM me your audience, niche, and budget size and I will send you a shortlist today.

Leading a pre-revenue startup looks exciting from the outside. On the inside, it’s a daily test of clarity.

There’s no playbook when you’re building toward your first dollars.
Every decision carries weight.
Every tradeoff matters.
Every misstep slows momentum.

One thing I’ve learned is this:
The vision has to stay strong, but it only works if the team has clarity underneath it.

People don’t struggle because of uncertainty. They struggle when they don’t know what actually matters inside the uncertainty.

So my focus right now:
Keep the vision sharp and make sure the team knows exactly what drives us forward each week.

That alignment is what gets us moving faster.

It’s the backbone of the process, even if nobody talks about it.
And it’s the part of leadership that actually builds companies.

The reason influencer marketing underperforms has nothing to do with creators.

The more conversations I have with brands, the clearer this becomes.
Creators aren’t the issue. The system around them is.

Creator selection is still guesswork.
Pricing is still guesswork.
Performance is still guesswork.

And brands are expected to scale a channel built on instincts.

We’re taking a different path.

A performance model that gives brands clarity on who to work with, why they’ll convert, and what to expect before the campaign even launches. 

No guessing, no chasing, no post campaign regret.

It’s the unglamorous work, but it’s the part that changes everything.

What’s the biggest frustration you’ve had with creator selection?

The future of influencer marketing won’t reward aesthetics. It’ll reward outcomes.

For years, brands have been told to chase the “look”:
the vibe, the aesthetic, the creator who feels "on brand."

It made sense on the surface, but it never predicted performance.

A creator can match your brand perfectly and still drive zero results.

While another creator with less polish can outperform your entire creator roster.

The future isn’t about style.

It’s about signal.

Audience relevance, content behavior, performance.

These are the indicators that actually move revenue.

Teams that shift toward signal will scale.

Teams that stay attached to aesthetics will keep guessing.

The creator economy isn’t slowing down. It’s shifting, fast.

For years, brands chased reach, aesthetics, and follower counts.

Now they’re realizing those numbers don’t tell you who can actually drive revenue.

The issue isn’t creator size. It’s audience quality.
 
Large followings can hide a lot: low intent audiences, surface level engagement, or inflated numbers that look good in a deck but don’t translate into conversions.

What actually drives performance is buyer alignment.

When a creator’s audience has real interest in the category, when the trust is genuine, when the content shapes behavior, not just scrolling.

That’s when campaigns perform and I see this pattern every day while building ChannelCore.

The creators who drive the best performance aren’t defined by their reach.

They’re defined by the depth of their community, the way people respond, ask questions and take action. 

The things that look small on a dashboard but show up in real performance.

And this is the direction the industry is moving. 

Less guessing, more performance driven by understanding who a creator actually influences, not how many people follow them.

Brands who lean into that shift will scale.
Brands who chase vanity metrics will keep spinning.

Every brand I talk to says the same thing. They can find creators. They can run campaigns. What they cannot do is understand performance in a way that guides strategy.

That is the real blocker in this industry.

At ChannelCore we built a better way to see who actually drives performance. 

Matching, briefs, contracts, and performance visibility in one place.

If you are planning creator work for Q1 and want a clearer view of what works, reach out and I will show you what your next cycle would look like.

There is a misconception that creator work has to slow down in December. 

It does not.

Creators are still taking briefs, still shooting, and still delivering content. 

We matched several campaigns this month inside ChannelCore because teams wanted to finish the year with momentum rather than wait for January.

If you still need UGC or creator content before the year ends, I can match you quickly.

Send me your audience, niche, and budget size and I will handle the rest.

taplio

The Battle

Leah Scarnegi

Jeremy Grinacoff, MBA

Followers

Posts

Engagements

Likes

Performance ScoreLeah Scarnegi's LinkedIn Performance

Performance ScoreJeremy Grinacoff, MBA's LinkedIn Performance

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taplio

The Battle

Leah Scarnegi

Jeremy Grinacoff, MBA

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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Performance ScoreLeah Scarnegi's LinkedIn Performance