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

Rohan Girdhani

Founder

AppZoro Technologies Inc.

Technology Consultant

SeekMySchool

Interim CTO

Unicorps

Making lives of CEOs and Owners easier | Helping entrepreneurs launch their tech to market within 6 months | Fractional CTO | Makes sense when it is needed the most 🔥

Rohan is a tech consultant and researcher who skillfully leverages his expertise in cloud computing, full-stack development, mobile development, and artificial intelligence to provide high-caliber solutions across diverse domains and industries. Notably, he played a pivotal role in the establishment of Atom Academy, a startup committed to fostering his country's progress by creating innovative and challenging products rooted in neuroscience-based education.

His impressive journey spans over 7 years, during which he excelled as a project manager at AppZoro Technologies Inc. Rohan successfully collaborated with more than 30 startups, overseeing numerous projects from inception to completion. His diligent work ensured punctual delivery, upheld quality standards, and consistently met client satisfaction. In addition, he assumed the role of Chief Technology Officer for a year, where he steered the company's technical vision and strategy.

Rohan boasts several certifications, including AWS, PMP, and Docker, and has been recognized as one of the youngest tech leaders in his field. His unquenchable thirst for knowledge and boundless curiosity drive him in his pursuit of creating impactful products. He is perpetually enthusiastic about connecting with fellow professionals to share his valuable insights and gain fresh perspectives. For inquiries and discussions, please feel free to contact him at info@rohangirdhani.com.

The best founders I’ve ever worked with all have one thing in common.
They welcome friction.

They appreciate someone who challenges the roadmap every single time.
They want new insights, stronger angles, blind spots exposed.

And they love people who take action
without waiting for permission.

Great founders don’t protect their ideas.
They pressure-test them.
Again and again.

That’s why they move faster.
And build better.

You want people who take ownership — but can you handle it when they do?

Rohan Girdhani (The TechDoc)

The Product Builder Behind 30+ Bold Startups | 82% Success Rate | I Build. You Launch. We Scale. | I’m the guy founders call when they’re done playing safe.

Gemini 3 just scored 37.5% on the Humanity’s Last Exam benchmark.
A test designed to push AI beyond memory and pattern recognition
over 2500–3000 complex, reasoning-heavy questions.

For context:
- Claude: 13.7%
- GPT-5.1: 26.5%

And on top of that, they dropped an antigravity coding tool
build apps, games, logic… in minutes.

So what does this mean for you?
AI is now competing with entire product teams and agencies.

And this is the moment where the gap between founders widens.

Founders who win from here will be the ones who:
- Use AI daily to accelerate their own learning
- Solve deeper vertical problems with compound reasoning
- Run agentic training sessions for their team
- Prototype faster than competitors can meet

I tried the new tool.
In 10 minutes, I built an entire functional game 
— with assets, logic, and sound.

No overthinking.
No waiting for a team.
No “we’ll build this next sprint.”

This is no longer about writing code.

It’s about:
- Picking the right problems
- Designing better solutions
- Understanding business leverage
- And reading customer psychology better than anyone else

If you’re deeply technical, this might be the best gift of 2025.

You don’t just code anymore.
You orchestrate the entire band.

Some things you just can’t vibe-code.

– Hitting a million req/sec without blowing up
– Making infra cheaper and faster

Anything beyond AI’s surface vision
still needs scars, judgment, and experience.

If you're stuck because “I need a CTO,”
I promise — that’s not the real blocker.

You’re caught in a time loop founders lived in years ago.
Today, starting fast is way simpler.

You don’t need a full-time CTO to begin.

You only need:
1. A real, painful problem in your domain
2. A clear idea of the solution — even if it’s just scribbles

Step 1 — Turn those rough notes into product requirements with AI
Step 2 — Build your first prototype using Lovable
Step 3 — Find a beautiful UI online, screenshot it
Step 4 — Upload it to Lovable to upgrade your UX

Then send it around.
Get reactions.
Collect feedback.
See who’d actually pay.

Only then look for a tech partner
to build something reliable and scalable.

You don’t have a CTO problem.
You have a momentum problem.
And momentum is your job to start.

P.S. My happiest moments are usually somewhere near water. 
This one definitely earned a spot.

Your startup becomes a real AI startup
when customers never think about the process.

No steps.
No friction.
Just outcomes.

One problem.
One system.
Only results.

One thing I’m really loving about this new era.
Founders aren’t coming with napkin ideas anymore.
They’re coming with small, working apps they built themselves.

Before LLMs, people had the passion,
but they were stuck waiting for someone else to help them start.
Now?

They don’t wait.
They try.
They learn.
They see what the market actually wants.

And when things click, they go all in with confidence.

I love this shift.
Because helping someone go from 40 to 100
is so much faster and more meaningful
than trying to push something from 0.

When a founder already has movement, even a small one,
everything becomes easier.
Clearer.
More exciting.

This new era belongs to people 
who take the first step on their own
even a small one.

Those small steps turn into real momentum.
And that momentum changes everything.

Every time I diagnose a startup’s tech…
90% of the time, the activation and retention systems are missing.
And this matters now more than ever.

Because building has never been easier.

The first instinct of most founders today is to:
- Spin up a site using AI
- Ask AI for insights
- Validate the idea inside their own bubble

And it feels like progress.

But a working product doesn’t guarantee customers.
And it definitely doesn’t guarantee revenue.

For the last 4 years, I’ve been driving home the same truth:
Retention and activation beat marketing.
They are the REAL ROI engine.

Every startup product I design starts here.
Because if users don’t activate…
…they can’t retain.
If they don’t retain…
…you can’t grow.
Simple.

And now, with AI making building effortless,
the advantage comes from what others ignore —
activation, habit loops, and retention systems.

I’ve taken the exact systems I use and teach
to founders and engineering teams
and turned them into a self-serve framework.

I’m opening it up for 100 founders to test, use, and help refine.
If you’re a founder and want to improve your activation + retention…
Comment “Interested”
and I’ll share the details.

Stuff you should never hand over to AI.
Or your product might never recover.

Using AI for everything has become the new instinct.

Need a screen designed?
Need a fact?
Need code?
Need a therapist?

Sure.. use AI.

But the real problem starts when you get so dependent
that you forget what happens when AI gets something wrong.
Because in production 
— with real customers 
— one mistake can wipe out months of progress and trust.

There are still things that absolutely need human judgment:
- Database changes & migrations — protect your assets
- Core customer journey design — avoid becoming generic
- Pricing, incentives, and triggers — AI doesn’t feel the stakes
- Security decisions — you can’t outsource risk
- Experience tuning — humans understand emotion, AI doesn’t

AI is incredible.
But it has blind spots.

And if something goes south,
all it can say is:
“I apologize for my mistake…”

The more you understand customer psychology,
the better products you build.

Keep it simple…

A customer doesn’t land on your page by accident.
They clicked an ad for a reason.
What was the motivation?

Did your product give them the reward they expected?
That’s what matters in every interaction.

If you keep solving the motivation
and rewarding the intent…
you win.

My entire career has revolved around:
• Building products for founders
• Teaching these lessons to engineers and teams

And now, those lessons on retention
are finally becoming a product.

If you want to understand:
• Why your customers drop off
• And what you can do to stop it

Limeloop is built exactly for that.
Link in the comments.

There’s a big difference between a beautiful app
and a reliable one.

The rise of vibe-coded apps has made building feel effortless.

Demos look great.
Features ship fast.
Everything works… until it doesn’t.

And that’s the harsh reality.
Speed is being rewarded.
But quality is quietly slipping.

Even with new tools that catch bugs,
what’s missing is depth:
→ Tracing how the code was generated
→ Understanding why something broke
→ Fixing the root cause, not the symptom
→ Improving reliability over time

Pretty UIs don’t survive real usage.

The next phase won’t just reward speed.
It will reward speed with quality.

That’s where real products stand out.

Some questions every builder should keep asking:
→ Can this handle sudden traffic without breaking?
→ Will it work every time in time- or money-sensitive moments?
→ Where does a customer get confused, stuck, or drop off?
→ Is the result consistently good — or just occasionally impressive?

Anyone can ship fast now.

The real advantage belongs to those
who can ship fast and make it hold up in the real world.

taplio

The Battle

Leah Scarnegi

Rohan Girdhani

Followers

Posts

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Performance ScoreLeah Scarnegi's LinkedIn Performance

Performance ScoreRohan Girdhani's LinkedIn Performance

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taplio

The Battle

Leah Scarnegi

Rohan Girdhani

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

Performance ScoreRohan Girdhani's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreLeah Scarnegi's LinkedIn Performance