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

The best way to screen a Product Manager (and why most teams get it wrong)

Most PM interviews over-index on frameworks and buzzwords.

If you want to screen a great Product Manager, focus on how they think under real constraints, not how well they recite theory.

Here’s what works.

1.) Start with a real problem, not a hypothetical
Ask them to walk through a product they’ve actually owned:
What was broken?
Why did it matter to the business?
What did you choose not to build — and why?
Strong PMs talk in tradeoffs. Weak ones talk in features.

2.) Pressure-test decision making
Don’t ask “what would you do?”

Ask:
What data did you trust?
What data did you ignore?
Where were you wrong?
The best PMs are comfortable admitting mistakes — and can explain what they learned without blaming engineering, design, or leadership.

3.) Look for signal in communication, not polish
Great PMs can explain complex decisions:
Simply
Clearly
Without jargon
If they can’t crisply articulate why something mattered, they probably weren’t the one driving it.

5)  Validate execution, not just strategy
Vision is cheap. Shipping is not.

Ask:
How long did it take to get to production?
What slowed you down?
How did you unblock the team?
Strong PMs obsess over momentum.

#productmanagement #hiring #interviewing

Leah Scarnegi 

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

Wrapping up 2025 at Redfish Technology 

This year was about prioritizing focus over volume—and building real partnerships, not transactions.

- Strong YoY growth
- Higher acceptance rates + repeat clients
- Faster time-to-fill on more complex, senior roles

But what mattered most?
 
Doing the work the right way—better discovery, tighter alignment, and a truly human approach to hiring.

Grateful for the clients who trusted us, the candidates who partnered with us, and the team that showed up every day.

Onward!


#2025InReview #RecruitingDoneRight #TechHiring #HumanCenteredHiring #RedfishTechnology

The strongest AI initiatives I see are tightly aligned with a company’s long-term vision, not siloed experiments chasing the latest breakthrough. They’re designed to:

- reinforce core business objectives
- create durable competitive advantage
- and scale responsibly across teams, data, and infrastructure

This kind of work requires strategic oversight, not just technical excellence. 

Someone who can sit at the intersection of product, data, engineering, and the executive team — translating AI capability into business impact.

AI leadership at this level isn’t about shipping fast demos. It’s about making bets that still matter three, five, ten years from now.

www.redfishtech.com

#AI #hiring #strategy #startups

Open article: IT & Tech Recruiters and Executive Search | Redfish Technology by redfishtech.com

IT & Tech Recruiters and Executive Search | Redfish Technology

Redfish’s real differentiator isn’t speed — it’s judgement.

The data backs it up:

• Discovery excellence shows up again and again as a leading indicator of successful outcomes.
• Clients respond to market insight, not just resumes in their inbox.
• Our content, workshops, and POV compound trust long before a search even kicks off.

In a market obsessed with velocity, judgement is what actually scales.

#redfishtechnology #recruiting #hiring

Axiōma Search

Axiōma Search is the recruitment partner for the most ambitious AI and deep tech startups building the future – from LLMs and agentic systems to AI infrastructure and applied ML.

We work with Seed to Series A companies to help them scale high-performing engineering and research teams – fast, precisely, and without the noise.

Founders trust us to run hiring processes that are personal, high-signal, and outcome-driven – so your team can focus on shipping product and securing the next round.

We exist to create lasting value through every hire – for the careers we support and the companies we help grow.

alex@axiomasearch.com | axiomasearch.com

Co-Founder

DURLSTON PARTNERS

Placed 135 professionals in engineering and research roles at leading hedge funds, HFT firms and AI start-ups.

- Partner (April 2019 - August 2024)
- Principal Consultant (April 2018 - March 2019)
- Senior Consultant (August 2016 - March 2018)
- Consultant (January 2016 - July 2016)
- Associate Consultant (September 2015 - December 2015)

Partner

I connect top engineering and research talent with VC-backed AI and Deep Tech startups.

Over the past decade, I've placed hundreds of engineers and researchers. I understand what's at stake for both sides.

For founders: 
You need to scale fast, hit product milestones, meet investor expectations… and do it while competing with Big Tech/AI labs and well-funded competitors for the same talent. You're drowning in irrelevant/subpar CVs, and now AI has made it even noisier.

For talent: 
You want opportunities that actually match your skills and ambitions, not generic outreach from recruiters who don't understand your work.

I build relationships over years – most of the talent I work with are passive, but trust me to keep them informed with the right opportunities over time.

I care deeply about the recruitment experience because how you hire reflects your brand. I work with you to craft compelling narratives that attract mission-aligned talent and manage the full process end-to-end.

This means founders get relevant talent fast. 
Engineers and researchers get opportunities worth their time.

If you’re looking to scale your team, or quietly exploring your next challenge – DM me.

alex@axiomasearch.com | axiomasearch.com

Alex Jouatte

Back online after two and a half weeks off.

Christmas was spent with both families doing their best navigating the French-English language barrier. Lots of hand gestures, ChatGPT / Google Translate… but mostly laughing and love all around.

Then Argentina – Buenos Aires, Patagonia, Salta. Genuinely one of the best countries I’ve ever been to. The landscapes are unreal.
(If you’re planning a trip there, happy to share our itinary)

I actually left the laptop at home for once. Safe to say my wife was very happy about that…

Now happy to be back and feeling extremely bullish about 2026. Our clients in GenAI / Deep Tech are already VERY active and moving fast. 

If a move is on your radar this year, drop me a message. Happy to give you a sense of where things are at and help you prepare for interviews.

Wishing you all a successful, healthy, and exciting 2026. Let’s go 🚀

Co-Founder | Scaling Tech teams in GenAI & Deep Tech

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Flew back from London on Wednesday.

Spent a week meeting clients, prospects, and friends. Wrapping up 2025, talking about plans for next year. There’s real momentum building and the market is shaping up to be very active in Q1. 

And honestly, I always love coming back to the buzz of London.

Yesterday morning was a very different scene. A run along the coast in Antibes. Clear skies, snow-capped mountains in the background. This picture is one of those moments where you just stop and think... yeah, this is pretty good.

This balance is something I don't take for granted.

And I’m genuinely excited about what’s coming in 2026.

And just like that… final day of 2025 for us at Axiōma Search.

Hard to believe how quickly this year’s flown by. Our first proper year after starting the agency at the end of 2024.

And honestly couldn’t be happier with how it went. 

We hit our aspirational target in revenue generated, but more importantly, we got to work with some genuinely great people along the way – startup founders, VC talent teams, and many brilliant engineers and researchers.

It’s been intense at times, but incredibly rewarding.

Grateful for the trust, the conversations, and everyone who backed us in year one.

Time to switch off for a bit now.

Wishing you all a great Christmas break – see you in the new year.

P.S. We're looking to expand the team in Q1, so if you're an independent Recruiter with a track record in tech – drop me a message.

Final week at Axiōma Search before we break for Christmas.

I'm off to Argentina for a couple of weeks (recs very welcome 🇦🇷). I probably won’t be taking calls from Patagonia, but I’m happy to squeeze in a few chats between now and the 24th.

Live roles right now:

London
→ Full-Stack Engineers (React/TS + any backend) - GenAI & Deep Tech startups across legaltech, supply chain, manufacturing, and robotics
→ Frontend Engineers (React/TS) - GenAI 
→ Founding AI Engineers (VLA/RL) & Robotics Engineers - Robotics

Paris/SF/London
→ Research Engineers (Training/Inference) - AI Lab/Robotics
→ Research Scientists (exp working on frontier VLA/VLM) - AI Lab/Robotics
→ Robot Learning Scientists/Engineers 

Remote
A couple of more unusual ones – short-term / part-time work focused on benchmarking and improving frontier models:
→ ML Engineer (finance background advantageous) 
→ Product Data Scientist

DM me for details or just to chat about the market ahead of the new year.

Worked with quite a few early-stage startups this year.

One pattern I keep seeing on the engineering side: the hires that work tend to fall into two buckets.

The specialist bringing deep expertise in exactly what the company needs right now. Knows the stack, knows the problem space, can hit the ground running. You're paying for certainty.

The hungry junior. Early/mid 20s. Fresh out of uni or a year or two in. Raw talent, incredible drive. Will outwork most people because they're building their reputation from scratch.

The middle ground is trickier.

Not saying it never works. But most of the hires I've seen this year sit at either end of the spectrum.

Morning all,

Sharing a snapshot of some of the roles we’re actively working on early this year (non-exhaustive, but should give a good sense of where demand is).

LONDON/PARIS

→ MLOps Engineers (x2)
One role focused on setting up RL environments
One more traditional MLOps role: training, pipelines, infra

→ Senior (AI) Engineer
Versatile profile capable of working across the stack, with strong LLM understanding. Parachuted across teams to spot bottlenecks, ship solutions, and help with orchestration.

→ Senior Research Scientists
Strong background in RL + LLMs. 
Focus areas: post-training, RLHF, agent navigation.

LONDON 
→ AI Engineers - agentic systems + LLM orchestration frameworks
→ Full-Stack Developers - React + any backend language
→ Python Engineers
→ Frontend Engineers

SF/PARIS/LONDON
→ Research Engineers - training/inference on foundation models for robotics
→ Research Scientists - VLA experience for autonomous systems

NYC
→ Backend Engineers - Python preferred, but open to any OOP
→ Research Scientists - fine tuning models + agentic workflows


All roles are with GenAI and Deep Tech scaleups across different verticals, from early-stage to growth.

DM me for details.

taplio

The Battle

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Alex Jouatte

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taplio

The Battle

Leah Scarnegi

Alex Jouatte

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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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