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Leah Scarnegi
CRO @ Redfish Technology || Providing Disruptive Tech Companies w/ Talent || 25k+ Followers || Forbes Next 1000 || Girl Mom
Leah Scarnegi, also known as Leah O'Flynn, serves as the Chief Revenue Officer (CRO) at Redfish Technology. She has a strong background in recruitment and sales, particularly in the technology sector. Leah holds two degrees from Rutgers University: one in Journalism and Media Studies and another in History. Her passion for working with people has made her an effective recruiter and leader in her field.
In her role at Redfish Technology, Leah oversees both the technical and sales and marketing teams, demonstrating her leadership capabilities and strategic vision for the company. Her experience and educational background contribute significantly to her expertise in the recruitment industry, particularly in aligning talent with organizational needs.123
Highlights
Prepping for a Call with a Recruiter: Your Gateway to the Hiring Manager
Preparing for a call with a recruiter can significantly impact your chances of landing your dream job. Remember, recruiters hold the power to submit your resume to the hiring manager, so making a great impression is crucial. Here are some tips to help you prepare:
Highlight Key Skills and Experiences:
Think about the skills and experiences that make you a strong fit for the role. Be ready to provide specific examples that showcase your expertise and achievements.
Prepare Questions:
Have a few thoughtful questions ready about the company, team, or role. This shows your genuine interest and helps you gather important information.
Remember, a recruiter is your advocate in the hiring process. By preparing thoroughly, you can make a strong impression and increase your chances of moving forward in the interview process.
#JobSearch #CareerTips #Recruitment #InterviewPreparation #CareerAdvice
When it comes to hiring, the approach you take directly impacts the quality of hires you get.
It’s crucial to partner with a recruiting agency that truly acts as an extension of your team. Engineers, for example, want to understand the tech assessment—whether it’s LeetCode style or something else entirely. Sales candidates are eager to know how other reps are performing and what the management style of the hiring manager is.
Candidates appreciate interview prep calls, which go a long way in helping them feel prepared and confident. But when you onboard multiple contingent recruiting agencies, it often leads to a race to contact candidates, resulting in mistakes in messaging and unanswered questions. Contingent recruiters are pressured to move fast, often at the cost of really getting to know the candidates or taking the time to do thorough headhunting.
Why would they spend time reaching out to passive candidates when they can quickly find someone on a job board who closely fits the role? The rush to beat other recruiting companies often takes precedence, leading to less thoughtful hiring decisions. If you want quality hires who truly fit your team and culture, avoid contingent recruiting models. Instead, choose a partner who invests the time to understand both the candidates and your company’s needs.
