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

We help residential contractors build companies that don’t just grow... they have the systems to be bought.

If you’re in solar, roofing, or HVAC — and you’re done being stuck in the chaos — we help you install the systems, structure, and strategy to scale fast and build a business that runs (and sells) without you.

I’m the founder of BillionDollarContractor.com, home of the Built to Be Bought program — a coaching and implementation system designed for contractors doing $500K+ in sales, who are ready to take control of their business and finally build something that lasts.

After leading teams responsible for over $2B in home service sales, I now work directly with contractors, sales leaders, and partners to build scalable growth engines — the kind private equity actually wants to buy.

We’ve trained networks for companies like Sunlight Financial, Subcontractor Hub, Goodleap and Solar Insure, helping their contractors streamline sales, simplify ops, and prepare for a profitable exit.

👉 Join The Tuesday Tune-Up — weekly strategies to help you grow smarter, not harder at www.TheTuesdayTuneup.com

👉 Be part of the "Built to be Bought" community — real systems, real support, real growth
https://whop.com/builttobebought

If you're serious about leveling up — or helping your network do the same — let’s connect.

Steve Huber

I'm hearing a lot of solar contractors say things like "We're not trying to sell anything in December and just focusing on building work" or "We're taking January off because of the big push at the end of this year".

Both of those are TERRIBLE IDEAS.

Here's why:
* You're probably blowing through a ton of backlog right now.
* You're going to walk into the new year without a lot of buildable work... if any.
* Given how solar timelines work.... it may take a couple months for cash to start coming in.

So.... you're going to be sitting flat footed.... with no buildable work.... trying to figure out how to kick start sales.... with no money coming in. Not good.

 Meanwhile:
* The bills are still due
* Your crews, sales people, admins, ect all still need to get paid.
* People are going to realize you don't have a plan.
* Good people start to jump ship.

This isn't a "Normal Year". You need to be thinking about next year.... RIGHT NOW. 

Get a plan in place and start executing ASAP.
If you need help or feel lost.... hit me up.

Founder | $2Billion in Home Improvement Sales | Scaling Solar, Roofing and HVAC teams.

Happy to report that my LinkedIn feed appears to be 0% A.I generated content this afternoon. Well done people!
Either A.I is getting much harder to spot, or the everyone started thinking for themselves again. I'll take some typo's and broken grammar all day long!

Harsh reality for anyone, especially contractors, trying to advertise online.
Moments after the customer fills out your lead form.... they forget you exist.
The kids need something, dinner is on the stove, they are headed out the door, ect. Life happens.

As a result:
*They don't pick up the call from the number they don't recognize.
*They don't see your email because it goes to spam.
*They don't remember they even filled out the form when you finally get a hold of them three days later.

You think marketing sucks, when in reality the process sucks.

You need to call, email AND Text them IMMEDIATELY..... make it super easy to take the next steps......and then had a rigorous plan to follow up.... fast.

It's not that they aren't interested..... it's that they are busy.

To all my Solar Pros.... I'm looking for a little fun and hope you can help out.

I'd love to have a friendly debate with somebody who thinks they have a lock down case for why purchasing makes more FINANCIAL sense than a PPA/ Lease without I.T.C.

I don't have a dog in this fight and have sold lots of both, but I have yet to see somebody win this argument in the current moment. From what I can tell, from strictly a financial angle, a PPA wins every time. I'd love to be wrong and hoping somebody can show me the light! LOL

I'd love to have that discussion, with somebody that can make a strong argument and to post the full discussion on YouTube for anyone that wants to watch.

What do you think?

Most contractors spend hours.... working on projects, but spend almost zero time working on their business. As a result, growing becomes really hard and it's easy to get stuck "Putting out fires" all day. 

Instead, there's a really easy strategy that takes only 30-60 minutes a week , and gives you everything you need to know at a glance. That way you get to decide what needs your help and what doesn't. I call it the weekly owners call and It's one of the best things you can do to help stay organized week after week.

Absolutely amazing breakdown by @GrahamStephan on the disjointed and incredibly frustrating permitting processes in Los Angles. Anyone that has built anything in that city understands this reality. And yes..... I know he's speaking about a rental house, but this happens on primary residences as well and unfortunately makes it almost impossible for people to pull permits in some cases.

I had a customer several years ago installing a battery, for example, and he had to pull an "Oak tree mitigation" permit that cost $7,000 and took 9 months because the canopy of an Oak tree was within X feet of the house.....  

I'd love to say this is limited to LA, but there's unfortunately many large cities that make it almost impossible to build anything. What Graham failed to mention is that his contractor very likely ALSO wasn't getting fully paid until final inspection was passed, even though they had done 100% of their work.  

A great watch if you have time.
https://lnkd.in/gcsEDuvN

Open video: I'm Selling Everything on youtu.be

Construction is a game of trying to manage cash flow. If your commissions plan is paying out large amounts of money.... when you're not collecting money.... it will become an issue at some point.

The biggest problem contractors face when trying to scale isn’t leads… or labor… or the economy…It’s blind delegation.

Hiring for roles you don’t fully understand…
Trusting people you can’t evaluate…
Running a business you don’t have visibility into…
That’s the #1 reason contractors stay stuck.

So I built The Growth Plan… a simple weekly operating system that gives owners clarity, control, and the ability to finally understand what “good” looks like inside their business.

If you want to get organized, tighten up your numbers, and run your business like a real company next year…get the full breakdown at

Open article: Billion Dollar Contractor by billiondollarcontractor.com

“I need systems… where do I start?" Is something I hear all the time from contractors and it's why I implemented 3 super effective tools into our fast start system. 

Within 7 days, my clients have a clear understanding of:
- Who does what
- What is happening in the core areas of the business
- Where exactly their blind spots are when it comes to important numbers
- What they need to focus on
- What they can leave alone

These simple shifts allow owners to get their arms around things very quickly and give everyone a sense of direction. The problems most owners run into is they try to scale too quickly, without solid foundations, and that building almost always comes crashing down.

Check out the link in my profile if you want to see how I help contractors build incredible businesses.

taplio

The Battle

Leah Scarnegi

Steve Huber

Followers

Posts

Engagements

Likes

Performance ScoreLeah Scarnegi's LinkedIn Performance

Performance ScoreSteve Huber's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Leah Scarnegi

Steve Huber

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 ScoreSteve Huber's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreLeah Scarnegi's LinkedIn Performance