Last month, a promising structural engineering candidate applied for a position at Patel Burica & Associates of Irvine, CA.  The Candidate was being interviewed for a Team Leader/Project Manager position.  The Candidate received this email:


I have a potential opening I would like to discuss it with you.  Particularly, I am looking for a team leader / project manager specializing in high density wood framed buildings, 4-5 stories tall, wrapped around parking structures or podium type, with parking underneath.  Please send me more detailed information about your experience with this type of work.  Perhaps we can arrange for a Skype meeting soon.


Sharad T. Patel, Principal of the firm

The Candidate was traveling to Southern California for a bunch of job interviews, so (s)he thought it would be easier to arrange an in-person visit in Irvine, CA.  The Candidate felt it would be better to see the office environment up close.

Patel Burica & Associates is a structural engineering firm that specializes in multi-family and other low-rise buildings.  Founders Sharad Patel & Mike Burica were formerly of VCA Structural Engineers.


The Candidate was being interviewed about his/her design experience.  The Candidate was asked by Sharad Patel how (s)he would be managed.  The Candidate said it would be no issue working with Patel Burica & Associates Principals and Founders Sharad Patel and Mike Burica.  Also, why would a Candidate need supervision if (s)he already knows how to do the job?  We understand that this Candidate wanted to learn how these Principals do their job well and take no issue with it.

Later, in the interview, Sharad Patel performed a bait-and-switch on the Candidate.  Sharad asked the Candidate whether (s)he would work as an independent contractor.  The candidate asked why that was.  Sharad Patel stated there would be work in Northern California, but not enough to warrant hiring a full time engineer.

Patel Burica & Associates Principals and Founders Sharad Patel and Mike Burica discussed a pretty stupid engineering issue.  As many people know, apartment buildings are quite huge in plan area.  They are usually made of wood.  The California Building Code allows these apartment complexes to be huge but the area has to be chopped up through the use of fire walls.  This safety feature allows only one part of the building to be on fire so that the occupants of the complex can safely get out.  Sharad Patel asked the Candidate about running structural members through it such as a collector strap.  The Candidate rightly said this was not allowed. For all intents and purposes, each plan area needs to be analyzed separately for gravity and seismic forces.  Sharad went off on the Candidate and told the Candidate that this was allowed because he said so.  The Candidate rightly stated that the fire department did not allow anything to pass through the fire wall because it would act as a conductor and transfer heat and a fire risk to the neighboring units.  This means that Patel Burica & Associates is only in the market to rebuild apartment buildings every so often.  Can you say this new name:  Structural Stupidist Sharad?

The Candidate received this email a few days later:


CandidateSharad Patel,

Thanks for coming in.  At this time, we will not be offering you a full time position.  However, we do have several projects in Northern California, and should the need arise for engineering support as in independent contractor, I will be sure to contact you.



This was clearly a bait-and-switch.  Ask yourselves:  who would want to relocate in Irvine, CA, for a part-time opportunity?  For all the Candidate knows, the opportunity may not even exist.

For all we know, Patel Burica & Associates could be using this Candidate’s outstanding accomplishments to get work for the firm without that Candidate actually being employed there.  This is a scam in so many ways.  Here is how it works:  the firm saves this person’s resume.  Using Adobe Acrobat, the firm changes it back to a Word format so they can edit it for themselves.  The unsuspecting architect/client has no idea this is happening and they will have no way to check it because the Client firm will leave off identifying information such as a California Licensed Structural Engineer number, personal portfolio websites, and personal email addresses.  It’s truly the sign of an unethical company like this one may be.

This candidate experience demonstrates many things.  It proves that Patel Burica & Associates does not value their employees.  In fact, they see their employees as disposable.

Because when Patel Burica & Associates uses a bait-and-switch tactic, it means at least one of the following:

* Patel Burica & Associates is unethical.

* The principals of Patel Burica & Associates are unethical.

* Patel Burica & Associates’ environment is chaotic.

* Patel Burica & Associates is going through a reorganization.

* The corporate culture of Patel Burica & Associates is abusive.

* The job is different from what it was told it would be.

* Patel Burica & Associates will rescind other things it offers its employees, such as bonuses, benefits, or vacation time.

The Candidate was glad this proverbial card was played.  The Candidate has decided to publicize the bad experience.  It was last seen at the Irvine Spectrum Center.

So if you encounter a scam like this one, take note of this engineering firm called Patel Burica & Associates and run away from them immediately.



Folks, we at Structural Stupidists believe everyone should have the opportunity to have the engineering career without regard to race, sex, religion, or ethnicity.  White males should be considered as well as long as all qualifications are considered equal for the job.  Unfortunately, this doesn’t always happen.  This is another example of an employment scam where people are taken advantage of.  Let us discuss a firm that discriminates against white job applicants:  Kal Krishnan Consulting Services.

For those who have never heard of this firm, they are a consulting firm that specializes in engineering design and construction management services.  They are based out of Los Angeles with offices in the San Francisco Bay Area, Seattle, New York, and Boston.


In July 2016, KKCS posted a structural engineer position on LinkedIn.

KKCS LinkedIn Ad



The Applicant applied for the position.  It is note the Applicant was a white male.  The Applicant was thrilled to receive a call from Brandi Cagnolatti of KKCS.  The interview went pretty well where Brandi discussed the Applicant’s experience.  The Applicant discussed his/her qualifications for the position such as designing BART’s new stations in San Jose.  This person was a local candidate and has a California Structural Engineer License.  This person did not get hired.

In case most people do not know this, Brandi Cagnolatti is black.  We at Structural Stupidists have no issue with African Americans working in the engineering industry.

Later that week, Brandi told the Applicant that the position was filled with someone with much more experience.  The Applicant could tell in the tone of her voice that she was not completely truthful.  This candidate was in their 40s so we believe Brandi Cagnoatti violated California state law by discriminating against this worker.

A few weeks later, KKCS posted the job opening again!  Brandi Cagnolatti lied to the Applicant.  Someone else went on KKCS’s Facebook page and asked whether the Structural Engineer position is still open, this was the response:

KKCS Facebook


Brandi Cagnolatti removed the posting for the position when someone mentioned the position was filled.  This is completely ironic because Brandi Cagnolatti stated she was high-integrity person!  That clearly shows that Brandi Cagnolatti of KKCS has major issues.  We bet she lied to get her current job at KKCS.  In fact, as we will explain, Brandi Cagnolatti has opened her employer up to lots of lawsuits.  Oops!

Brand Cagnolatti is a lying sack of crap!


The U.S. Supreme Court has ruled that reverse discrimination is illegal.  Let us state some of the cases where the U.S. Supreme Court has ruled that it is illegal because it violates the 14th Amendment to the Constitution.  This is ironic because Brandi’s ancestors fought for equal treatment under the law.  Now she is not treating her candidates equally!

The following are some of the significant cases in this area. They are offered as a start to understanding the issues, and are not intended as a substitute for obtaining legal advice from DOI’s Solicitor’s Office or private counsel. These summaries are intended neither as a legal analysis regarding specific matters, nor as a complete review of the topic.

  1. McDonald v. Santa Fe Trail Transportation Co., 427 U.S. 273, 96 S.Ct. 2574 (1976). Two White employees and one Black employee were charged with stealing property from their employer. The two White employees were fired while the Black employee was retained. In the first big reverse discrimination case, the Court decided that Title VII is not limited to discrimination against minority persons, but includes discriminatory actions against majority persons as well.
  1. Middletown v. City of Flint, 92 F.3d 396. (6th Cir. 1996), cert. denied 117 S.Ct. 1552 (1997). Challenge by White police officers passed over for promotions because of voluntary affirmative action plan involving a 50% set aside of promotions to Sergeant for racial minorities. Court found plan to be an “unnecessarily drastic remedy.”
  1. Police Association of New Orleans v. City of New Orleans, 100 F.3d 1159 (5th Cir. 1996). City’s race conscious promotions violated Equal Protection Clause because they were not narrowly tailored.
  1. Hopwood v. Texas, 78 F.3d 932 (5th Cir. 1996), cert. denied, 518 U.S. 1033 (1996). Strikes down the race-conscious admissions program of the University of Texas Law School. The school used lower minimum criteria for African American and Mexican American candidates than for other candidates. The Court held that obtaining a racially diverse student body is not a compelling interest under the 14th Amendment.
  1. Harding v. Gray, 9 F.3d 150 (D.C. Cir. 1993). D.C. Circuit interpreted McDonnell Douglas (described in our “Civil Rights Cases” category in list at left) to require an additional showing for White plaintiffs in reverse discrimination cases over and above what would be required by minority plaintiffs. The court held that, because racial discrimination against White persons is so rare, in order to establish the necessary inference of discrimination, White plaintiffs must prove “background circumstances” that “support the suspicion that the defendant is that unusual employer who discriminates against the majority.” This can be done by showing that plaintiff was better qualified than the minority applicant whom the employer selected.
  1. Lucas v. Dole, 835 F.2d 532 (4th cir. 1987). The Fourth Circuit refused to adopt the D.C. Circuit’s “background circumstances” requirement and instead applied McDonnell Douglas test in the same way to White and Black plaintiff. White plaintiff satisfied her burden in this case where she showed that she was more qualified than the selected minority applicant, that the interviewing process was too subjective, that the minority applicant had received irregular acts of favoritism, and that other employees believed that race was a factor.
  1. Schafer v. Board of Public Education, 903 F.2d 243 (3d Cir. 1990). Reverse sexual discrimination case. The court held that male teacher stated a claim for discrimination where he was not allowed to take a year of paternity leave, while female teachers were allowed to take similar amount of maternity leave. Distinctions between men and women can be made with respect to physical disabilities related to pregnancy or the delivery of a child, but not with respect to child rearing.


Folks, here is a woman that is a big time hypocrite.  She wants equal opportunity for all people to work in the engineering world whether they be veterans, women, or other minorities.


This woman is too busy excluding qualified white people from the position just like she did in that position she advertised.  People have to wonder if she is doing this because she has a subconscious bias where her ancestors were screwed over by white people during the Civil War.

According to her LinkedIn profile:

“With a deep commitment to accuracy and high level of integrity, I have coordinated and administered socially impactful programs in fast-paced, detail-oriented environments to support public and private-sector organizations for the past 16 years. Organizations benefit from my effective communication style, strong problem-solving and computer skills, reporting capabilities, along with my proven abilities to manage and prioritize multiple responsibilities and competing demands.”


Tell us, Brandi, how do you have integrity when you claim a position has been failed and then posted it on LinkedIn?  The only reason Brandi does this is because she was caught redhanded discriminating against white males.  We bet she thought no one would notice.  Guess what, folks?  We have emailed every co-worker and client her company works with.  Brandi Cagnolatti needs to understand she represents KKCS.  When she does things like deceive well-qualified job applicants, she is showing the whole world she is only at KKCS just to receive a paycheck.  We can only imagine how her marriage is:  not good because she would possibly deceive her husband.  Her unethical actions have caught the attention of lots of people like David Duke!

We are calling on Dev and Kal Krishnan to address this issue because we believe this would be unfair to blame an entire organization for the ill will caused by this piece of crap named Brandi Cagnolatti.  We know this is the reason KKCS cannot find talented people to work for   We would like Kal and Dev Krishnan to consult this Applicant immediately before the Applicant uses this opportunity to alert all of KKCS’s clients about their unethical behavior.