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

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

Leah Scarnegi 

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

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.

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

Led interview coordination and scheduling for candidates and hiring teams. Managed and coordinated all communication with candidates during the hiring process. Built and maintained strong relationships with active and passive candidates, as well as hiring managers. Developed and executed sourcing plans from traditional and nontraditional sources.

Senior Recruiter 

Atrium Staffing

Sourced candidates through internet job boards, LinkedIn, and referrals. Conducted in-person, behavioral based interviews to successfully match candidates with open positions. Drafted offer letters, initiated salary negotiations, conducted reference checks, and performed background screenings for all candidates.

Sr. Staffing Consultant

i-flex solutions

Managed human resources and payroll activities. Developed policies, direct and coordinated human resources activities, such as employment, compensation, employee relations, benefits, and employee services. Recruited, interviewed, and selected candidates to fill vacant positions. Responded to inquiries from employees regarding policies, procedures, and programs. Developed human resources operations manual for U.S. operations. Assisted in development of company employee handbook.

Human Resources Manager

IDOM, Inc

Oversaw all human resources related functions, including recruiting, benefits administration, training, and payroll processing through ADP. Coordinated performance review evaluations. Created job descriptions for all positions within organization. Conducted sexual harassment training for all employees. Acted as plan administrator for 401(k) and benefits plans. Distributed COBRA information to terminated employees. Implemented employee rewards and recognition program.

Human Resources Generalist

National Staffing, Inc.

Recruited and staffed temporary staffing division. Interviewed candidates for open positions within major corporations. Acted as liaison between clients and candidates.

Recruiter

Jevic Transportation

Staffed temporary employees throughout company’s nine locations for permanent positions. Administered information regarding company’s employee benefits package. Recruited personnel at various career fairs.

Human Resources Assistant

At the core of my professional journey is a profound passion for transforming talent acquisition landscapes and fostering meaningful connections within the corporate world. My guiding principle has always been to act as a bridge between outstanding talent and exceptional opportunities, ensuring a perfect synergy that drives organizational success. This philosophy has not only shaped my career but has also enabled me to contribute significantly to the growth and development of the teams and individuals I've worked with.

With an extensive background in talent acquisition, human resources, and strategic planning, I bring a comprehensive suite of skills to the table. My expertise encompasses the entire recruitment lifecycle, from sourcing and interviewing to salary negotiations and compliance. I am particularly adept at building and leading high-performing teams, coaching on best practices, and developing innovative recruiting strategies that align with organizational goals. My proficiency in tools such as Microsoft Office Suite, Taleo, HireRight, and Salesforce.com, coupled with my ability to forge strong relationships with stakeholders at all levels, positions me as a valuable asset in any talent management role.

Throughout my career, I've had the privilege of leading several key initiatives that have not only advanced my professional growth but have also made a tangible impact on the organizations I've served. Notably, my leadership in coordinating interview processes and developing sourcing plans at CDW led to significant improvements in hiring efficiency and candidate experience. Additionally, my role in mentoring and training a team of recruiters has been instrumental in enhancing the recruitment capabilities of my team, a testament to my commitment to excellence and continuous improvement.

I am now looking to bring my passion, experience, and expertise to an organization that values innovation, collaboration, and a people-centric approach to talent acquisition. My goal is to contribute to your success by leveraging my skills in strategic talent management, fostering a culture of excellence, and driving initiatives that attract and retain top talent. Let's connect and discuss how we can work together to achieve your hiring objectives and build a resilient, high-performing workforce.

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Leah Scarnegi

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The Battle

Leah Scarnegi

Josephine DePinto

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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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