We have information to you on a bad recruiting firm.  This firm is so bad people should avoid this firm.  And who is this firm?  Ingman + Ingman, run by Jeff Ingham and Sharon Ingman, pictured below.


How bad is this recruiting firm?  This firm is so bad they post jobs that do not exist.  If you look on their website, the same ones have been posted since 2008!  And why would Ingman + Ingman, run by Jeff Ingham and Sharon Ingman, do this?  So Ingman + Ingman, run by Jeff Ingham and Sharon Ingman, can build up their database of structural engineers they can sell to prospective engineering firm in the future.

One person applied for one of the positions that was listed on their website.  This person received a phone call from Sharon Ingman of Ingman + Ingman.  Sharon Ingman of Ingman + Ingman sounded very pleasant on the phone. After this person emailed their resume, it went all downhill.  Sharon Ingman of Ingman + Ingman wanted this person to completely rework their resume to show all experience.  Most people with 10 or more years of experience only show the recent 10 years.  Sharon Ingman of Ingman + Ingman wanted this person to show experience in every single job they had.  This does no one any good when most of the people who worked this person are retired, dead, or deceased.

Ingman + Ingman, run by Jeff Ingham and Sharon Ingman, is psychologically abusive to their clients.  According to one person who used them, Sharon Ingman sent out this nasty email to the candidate.



Folks, you know what this means.  This is the biggest sign that Ingman + Ingman, run by Jeff Ingham and Sharon Ingman, is a bad recruiting firm.  Any structural engineer who is reading this knows that Ingman + Ingman, run by Jeff Ingham and Sharon Ingman, is not a real recruiting firm.  This means you should not waste your time with them at all.




Have you ever wanted to be treated unprofessionally during a phone interview? Do you want to interact with a recruiting idiot? Well, now you can by simply applying for a job at AECOM. There are many pathetic things about Sacramento based recruiter UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell that you may not even know. Did you know that UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell requests candidates to interview via email and then she never responds for months? That’s right, folks, when UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell was contacted about a potential interview, UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell rolled over and played dumb and claimed she never got this person’s email for over a month. The problem is that the person’s internet service provider said otherwise. UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell reacted quite quickly and with hostility after this person threatened to report AECOM to the Los Angeles Times. UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell falsely claimed this person would be bad for business. Has UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell ever worked with this person like several of the other AECOM employees have? Most likely not! Guess UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell has an allergy to people who are smarter than those currently employed at AECOM! The reason UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell refuses to employ smart people is because they would come up with ways to make their company more efficient. Does UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell not want to save the company money?


UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell is so dumb she is willing to throw away $120 million in savings for her company AECOM. How many people come to interview a company have a California Structural Engineer License, 14 years of experience, and a Master’s degree? Not too many that we know of. This person was interviewed on several radio stations on the West Coast and even made appearances on national radio shows. We find this individual a great match for AECOM. Even this person had their work checked by AECOM engineers and even recruited this person to work for AECOM. But UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell does not because UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell does not like smart employees according to our encounters.
UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell has demonstrated many things, like she has a deep-seated hatred for people who are smarter than the people employed at AECOM. Can we tell you why UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell has a job at AECOM? We believe it’s because UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell’s an American Indian or an African American woman who appears not to be competent at all!  At AECOM, they didn’t invent job discrimination against the long-term unemployed, they just perpetrate it. Is this what UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell wants to do: create a class of highly intelligent engineers who are on public assistance? Well, UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell needs to realize is that money will be diverted away from AECOM’s projects and into social services programs such as food stamps. Will UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell want to pay for any federal student loans that have been defaulted on because she refuses to hire these people? We believe she should.

What UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell doesn’t want people to know is that AECOM really is a bad company.   UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell did absolutely nothing about it.  Don’t take our word for it. According to evaluations at Glassdoor:

Work-life balance can be an issue at times, particularly since the economic downturn.

While core values list employees as an important asset, this is often lacking in day to day operations both in the Sacramento office and from the corporate level.

Layoffs coupled with the thoughtless dropping of remaining workload onto remaining staff (not delegated, which would imply thinking was involved) have created a negative unhappy stressful work environment.

Very Political.  Good, solid engineers are taken advantage of, used, and sucked dry.  There is not time for training / mentoring of staff.

Layoffs started around (you guessed it) Christmas Eve! Basically you already had a relatively beaten down and demoralized workforce facing the grim reality that they would be next in the line of fire. And by January 2011 about 2 or three people were getting the axe per week (it is April now and this has continued). It created an ugly political and cultural atmosphere where there was once a positive environment became a dreadful place to come to work.

Everyone was on pins and needles and production took a huge hit, gossip and fear mongering became rampant, people started to step all over each other – and of course upper management seamed only to encourage the madness as they continue to sink even further as an organization. Astonishingly some of the other organizations that AECOM views as “competitors” (Gensler, HOK, Aedas, RTKL, SOM, etc) were hiring people.

Folks out there can read the other interviews & reviews on Glassdoor so they can learn about the bad company known as AECOM, employing UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell. Now if UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell wants to address the problem and hire this person, she was free to do so but did not do this at all.  She should hire this person now or AECOM will lose their clients. The choice is up to UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell and AECOM. UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell makes AECOM hiring stupidity you can count on.  Of course, UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell decided not to do this and took a new job at GEI Consultants as their recruiter!  Sequoia Howell is against bullying except when it makes her and her employer money.

Sequoia Against Bullying


Folks, if you ever apply for a job at GEI Consultants, you are in for the exact opposite of what a treat is!  UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell must be bothered that the Structural Stupidists are tracking down her whereabouts.  The Structural Stupidists transmitted this email to all of her co-workers.  UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell sent an email to an applicant who applied to one of her positions at AECOM and said some very interesting things:


Folks, this message demonstrates some very interesting things.

  1. UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell disagrees with the Glassdoor reviews. If that is so, what was she doing about them?  Absolutely nothing.
  2. Why did it take 5 years to reach out to a candidate UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell rejected? We think UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell is trying to cover her butt.
  3. UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell is such a bad recruiter she doesn’t even follow up with candidates.
  4. Even when these candidates are referred to her by people in her own company, UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell drops the ball big time.
  5. UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell admits to posting fake jobs.
  6. UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell admitted she read that email she received from the candidate back In 2012.
  7. Last but not least, UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell admits to not doing her job. If we were running GEI Consultants, we would fire her on the spot.

People are asking what they can do.  We can you can do plenty.  We can affect her personally.  Since UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell went low, people need to go much lower to deal with her.  UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell has clearly demonstrated she is incapable or a moral action in her life.


Since UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell has two sons, you can inform the children’s teachers the sons are being raised by a dishonest mother known as UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell.  Schools should bill her family for that unemployed person’s child’s free lunches because UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell caused this

Also, her hubby Wes Howell sells cars.  Ask yourselves: would you buy a car from someone whose spouse lies?  We suspect the true reason UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell did not hire this person is because this person would not buy a car from her hubby.

If you are an insurance company reading this, you should know that UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell will probably lie to you about damage at her home or business.  It is widely known UC Davis Dirtbag Sequoia Howell aka Sequoia Parrish-Howell participated in email and evidence destruction by deleting the above message and her LinkedIn profile, so do not expect her to behave ethically.


Amy Robin

Amy Robin, pictured above


You won’t believe what we have uncovered! This unethical engineering firm called Beca Group in New Zealand is a really bad firm, in our humble opinion. Bad recruiters are no longer confined to America.  Thanks to the Beca Group, they exist in New Zealand.  They claim they are hiring but guess what, they are only hiring Kiwis. If you were to see their ads in the SEAOC newsletters in America, you would think they were hiring for from overseas. Beca is not.

We encountered a person that they interviewed. We couldn’t believe how unprofessional Beca really is.  The people who showed their unprofessionalism are Heather Sporle aka Heather Douglas and Amy Robin. One of their potential candidates was supposed to have an interview on Thanksgiving Day at 7pm his/her time. (S)he waited all night by the phone and never even received a call. The Beca bimbos known as Heather Sporle aka Heather Douglas and Amy Robin never kept the appointment or even emailed the person that they were running late. This person made a copy of the caller ID display on his/her Internet phone to prove that the brainless Beca bimbos Heather Sporle aka Heather Douglas and Amy Robin never made the call they claim to have made.

Guess what Heather Sporle aka Heather Douglas and Amy Robin did? They accused this person of being unprofessional via email because this person presented evidence in the form of the Caller ID display from their Internet phone to prove that Beca never called.  Apparently, hiring whores Heather Sporle aka Heather Douglas and Amy Robin got mad at this candidate because (s)he proved that they idiots did not know how to dial an international phone number.

The only reason we believe these Beca bimbos rescheduled the interviews is so that they could make the schedule of them fit the candidates they wanted to select. Forgetting to interview people on their schedules as they promised is an indication that the Beca Group is not a company people should be working for. The interview went OK.

Anyway, the brainless Beca bimbos Heather Sporle aka Heather Douglas and Amy Robin denied this person an opportunity to be interviewed further. Guess they must be looking for people who will tow the company line at Beca Group. Wonder what the big guy known as David Carter thinks about the recruiting process of his company now!  Based n what we just encountered, it is broken compliments of bleach blond bimbo Heather Douglas formerly Heather Sporle!

About Beca, a study stated, “Modest about its achievements, Beca is sound, reliable and trustworthy. A long-standing New Zealand company with a solid reputation for not only delivering high quality, but also well known for looking after its staff. It is an all round leader in its field both in New Zealand and internationally.”

We’d like to ask what these people performing the study were smoking! How does Beca Group have a solid reputation when the Beca bimbos Heather Sporle aka Heather Douglas and Amy Robin treat people poorly during the interview process?

At Beca Group, they didn’t invent discrimination against the long-term unemployed. They just perpetrate it!  Why not Beca? BECAuse they are idiots!

In 2014, Heather Douglas gave an interesting interview to a newspaper about why her firm Beca Group could not find engineers:

One company looking to navigate the skill shortage is consulting firm Beca, which is in the midst of a campaign to hire 30 new civil engineers.

Beca’s New Zealand recruitment manager, Heather Douglas, said finding all these new staff was not a process that happened overnight.

“It’s quite a staggered approach.

“As a business we’re always on the lookout for good talent whether there’s an active vacancy or not,” she said.

“Markets have tightened up, so you have to be quite savvy.”

Douglas said networking was important for finding staff, as simply advertising positions often was not enough.

“We keep in touch with New Zealanders overseas.

“We’ll have an event at New Zealand House in the UK and put on the Heineken.”

One factor helping firms like Beca find staff was the halting of the “brain drain” to Australia, which has led to annual net migration across the Tasman dropping to almost zero as Kiwis choose to stay home or return here.

“Usually we have to really compete against Australian salaries but that hasn’t been there so much,” Douglas said. “Previously, people in middle positions could get $20,000 more in Australia but that’s slowing down and we’re not seeing that quite so much.”

Heather Douglas, do you know what would help you and your firm Beca Group?  Not lying to potential employees about calling them up for opportunities for your firm!  Heather Douglas is a real idiot!  If she cannot figure out how to read resumes or even how to interview them, she should step aside and have engineers do this.  Many firms in the US do this now because of all the bad publicity they have received.  In one such case, a major ENR ranked engineering firm is being sued over this because they designed a sinking condo tower in San Francisco!

As for Amy Robin, she was forced out of the recruiting industry after the bad publicity that we generated for her back in 2012.  According to her LinkedIn page, she is on a vow of poverty.

Folks, if you want to do something, keep publicizing these bad firms and the people who work for them.


OLYMPUS DIGITAL CAMERARecruiters are used when companies do not want to know employees are being replaced or when companies just do not have the time to interview people.  The goal of a recruiter may appear genuine, but almost 100% of the time, they make things worse by lying to the candidates that use them.  One such bad recruiter is Lisa Locke of the recruiting firm Locke and Key!

This Candidate applied for a Structural Engineering position offered by Rutherford + Chekene using Lisa Locke of Locke and Key.  Lisa Locke of Locke and Key appeared to be very enthusiastic for the Candidate.  Naturally, Lisa Locke of Locke and Key referred this Candidate to Rutherford + Chekene to be interviewed.

Rutherford + Chekene had their own ideas.  They decided to use this ad to pull a bait and switch on the Candidate. In this email, Marketing Director Priscilla Castro stated she wanted the Candidate’s references before the job interview took place.  Why would a marketing person do this?  Because she wanted to use the Candidate’s references to poach engineers from other firms, that’s why!  And people should not feel sorry for Priscilla Castro because her hubby is a member of the San Francisco Police Department, a police department known for unethical arrests.

Also in this email, Priscilla Castro told the Candidate the specific project (s)he would be working on.  Ask yourself:  why would a structural engineering firm state to a Candidate they only had a need for them on one specific project when Rutherford + Chekene ran a full time ad?  Rutherford + Chekene is a firm that intentionally deceives people, that’s why!  And Rutherford + Chekene has no issue being the most unethical structural engineering firm not only in the San Francisco Bay Area but in the entire U.S.



When Lisa Locke of Locke and Key was told about the issue, guess what she did about it?  Absolutely nothing!  Lisa Locke of Locke and Key has no issue with deceiving job candidates that use her service.  In fact, she can claim all she wants that she works for the company Rutherford + Chekene as their recruiter.  The fact is that Lisa Locke of Locke and Key is a very despicable human being who posts jobs that are not real.  Lisa Locke of Locke and Key posted a job stating it was full time when it wasn’t because she makes people believe she will lie about any job just to get herself some cash.  Based on this encounter, applicants who use her recruiting firm need to think twice before doing so because for all they know, all the jobs Lisa Locke of Locke and Key advertises are phony!

The only way people can protect themselves from this person is to avoid doing business with her.  Friends don’t let friends use Lisa Locke of Locke and Key!

Are you a client of Lisa Locke of Locke and Key?  Here are the clients:

Rutherford + Chekene

Page and Turnbull

Form 4 Architecture

Jeff King and Company


RINA Accounting

Van Meter, Williams, Pollack, LLP

Aaron Gordon Construction


Recruiters are supposed to do everything they can to convince people to work for their firms.  Some will even play dirty by convincing candidates that their place is the best one to work for.  Let us tell you one such firm exists.  Its name:  BCRA Design.

For those people out there who have never heard of this firm, BCRA Design is a firm the designs public and private school buildings.  All the services are in one place, which makes it cheaper for owners overall.  But this does customers and owners no good when BCRA Design cannot find the talent to make all these projects happen.  One such example is the case in their search for a Director of Structural Engineering at BCRA Design compliments of Jeni Enslin, the Director of Staff Resources at BCRA Design.

In 2015, a Candidate applied to the Director of Structural Engineering position at BCRA Design.  The candidate got to meet the HR staff of BCRA Design.  She sounded pretty nice but then got to varying levels of nasty in the interview.  A few days later, Jeni Enslin, the Director of Staff Resources at BCRA Design, sent this nasty email to the Candidate:


In this email, Jeni Enslin, the Director of Staff Resources at BCRA Design, told the Candidate that his/her talents would be better suited for a larger firm.  How is this an example of valuing individuals?  It’s not!  We can only imagine how Jeni Enslin buys cars and houses:  based on price and not the service she would get.  How is this encouragement?  It’s not!  How does Jeni Enslin, the Director of Staff Resources at BCRA Design, know about talents in a larger firm?  J Jeni Enslin, the Director of Staff Resources at BCRA Design, is as useless as a screen door on a submarine with this response.

When this critique was posted to the Glassdoor website, Jeni Enslin, the Director of Staff Resources at BCRA Design, wrote this response:


There are some major problems with Jeni Enslin’s response such as the fact Jeni Enslin is incapable of functioning in a realty mode.  See, folks, Jeni Enslin, the Director of Staff Resources at BCRA Design, and her firm BCRA Design decided to waste several candidate’s time on a position that should never been advertised in the first place because they were planning to promote from within in the first place.  Nothing says your firm is a disorganized mess than wasting a candidate’s time and money like BCRA Design does compliments of Jeni Enslin, the Director of Staff Resources at BCRA Design.  We at Structural Stupidists know this is true because BCRA Design announced on their website they promoted someone in their firm.



And that shows you that Jeni Enslin, the Director of Staff Resources at BCRA Design, and her firm BCRA Design does not play fair.  If they are great at wasting a candidate’s time, just imagine how they are in other aspects of their firm.  Wait, folks, we have a Yelp review that shows just that.  Take a look for yourselves.



After reading this review, you have to wonder whether BCRA design has a natural talent for screwing over their paying customers you just can’t teach!  We say a big fat yes!

There is plenty of things about Jeni Enslin, the Director of Staff Resources at BCRA Design, that you may not even know.  Did you know Jeni Enslin’s Bible is missing a Commandment or two?  One such missing Commandment is the one stating “Thou shalt not bear false witness.”  And boy did Jeni succeed at violating the Commandments so well!


Now does Jeni Enslin, the Director of Staff Resources at BCRA Design, think this will not affect her?  We bet Jeni Enslin, the Director of Staff Resources at BCRA Design, thinks that.  What she doesn’t know is that she has the natural talent of screwing over her co-workers and family you just can’t teach.

Thanks to the stupidity in that email, we have decided to use it to Jeni Enslin’s disadvantage.  The Structural Stupidists have acquired info that her hubby works for P&G.  So guess what brands we will be urging people not to buy in the future?  P&G!  And we are showing people the email she sent this Candidate as proof.  We have sent this email to Costco corporate!  We have also emailed this to all of P&G’s customers and employees!


Also, we are using this email as a way to get those Washington state politicians to cut money from Washington State University because Jeni Enslin, the Director of Staff Resources at BCRA Design, proves their grads are no good!

Also, firms like BCRA Design need to look into outsourcing their HR Department.  Yes, it will save them plenty of money.  And they need to do that because nothing says your HR department is stupid like wasting candidate’s time compliments of Jeni Enslin.

BCRA Design is that firm you can refuse!  Paid for by people who fear religious hypo-Christians like Jeni Enslin!


Erica Avila: the reason Core States Group is a bad structural engineering firm!

Recruiters can make or break your company.  Here is one company you may not have heard about, but you may have seen their work. Anyone who has even been a customer at Chase Bank, McDonalds, Taco Bell, or CVS may have heard of this firm.  This firm is the Core State Group.

A Candidate applied to their Structural Engineer post.  The Candidate met Core States Group’s recruiter Erica Avila for the first time.  She stated she had never recruited engineers who designed buildings. The Candidate was very patient.

A few days later, Erica Avila contacted the Candidate.  Instead of setting up the second interview like she promised the candidate, she decided to interrogate the Candidate!  She told the Candidate that she wanted a list of all projects the Candidate ever designed. There is one major problem with this:  the Candidate was also a reviewer for two years.  Erica Avila wanted the candidate to list every building (s)he designed.  This would be a massive task.  So why would Erica Avila of the Core States Group want this information?  We believe it is because she wants to use the candidate’s job experience to procure future work.

Erica Avila also claimed that self-employed people should never apply to work for Core States Group.  This idiot also claimed that because someone claimed they were freelance means they are looking only for part time work.  Eric Avila lives in a fantasy world where all structural engineers are fully employed.  We bet she would discriminate against retired people and part-time mothers if she could.  If Erica Avila cannot understand what she is hiring for, do you think she should work as a recruiter?  We bet she must think that being on government assistance would be so much easier than for this Candidate to actually make money.

When the Candidate stated that HR should be eliminated, Erica Avila went off the rails.  Apparently, job security for idiots is a number 1 thing with Erica Avila.

If Erica Avila had a brain in her head or a place to put one, she would know that the Candidate is licensed in California as a Structural Engineer.  This means that this Candidate could legally design any building including schools and hospitals.

We read the Glassdoor complaints and learned that Core States Group is a very bad company to work for.  After seeing how this Candidate was treated by their HR person Erica Avila, we can only imagine how well (or not well) run this firm is. had some very unflattering comments on this firm!

Core States Group lacked leadership. Work load was unbalanced and there was no focus on manpower utilization. My last day came as a surprise and and someway I felt it was a good circumstance to find and seek other and better opportunities. Management would without consulting your deadlines, override any project manager scope and take away your manpower on your project. This was frustrating and is probably one of the reasons we had to be let go. Overhead costs were being affected by poor management of manpower. Sadly, I did like the CEO but I had no say so on how business should operate.

Conclusion:  Avoid Core States Group at all costs!  If you ever encounter Erica Avila, avoid her at all costs!



Have you ever wanted to waste your time and money?  Have you ever wanted to be anti-sustainable by wasting your precious time interviewing at architecture and engineering firms for jobs that do not even exist?  Well, now you can by applying as a Structural Engineer at DES Architects and Engineers, located with Redwood City, CA, with a new office in San Francisco, CA.

A Candidate contacted the Structural Stupidists about his/her interview experience with DES Architects and Engineers.  This Candidate received an email from DES.  So the Candidate showed up and met with Structural Engineering Manager Tom Parrish and Brandi Quirarte.  The Candidate presented the Structural Stupidists with their business cards.  The Candidate discussed his/her qualifications with Tom Parrish. During the interview, Tom Parrish told the Candidate DES Architects and Engineers was forced to turn down work because they had too much work to do.  Brandi Quirarte told the Candidate about the benefits of the firm.  It sounded like Brandi Quirarte was leading the Candidate on.



Before the interview even started, Brandi Quirarte asked the Candidate for the completed application.  This application had information about the Candidate’s references.  The Candidate put a few down such as code officials that reviewed that person’s work.  Brandi Quirarte promised that DES Architects and Engineers would get back to the Candidate right away.  Brandi Quirarte did, folks, with a rejection phone call stating that DEA Architects and Engineers needed to re-evaulate the position.  Re-evaluate the position?  What does this mean necessarily?  Did Brandi Quirarte act unethically by posting an ad for a job that does not exist?  You betcha!  Obviously, many people believe horses are smarter than Brandi Quirarte!  Just look at the horse below!  Brandi Quirarte is quite a dingdong because she fails to wear a helmet!  Maybe she wants to be like Christopher Reeves someday!



We have decided to post the ad for the position they posted on their website.  Guess what?  It looks fine to us!  It seems like a normal day for a structural engineer, folks.  And this Candidate was licensed as one in the state of California.


Yes, folks, Brandy Quirarte is a lying sack of crap.  If she lies this much when it comes to interviewing people for non-existent positions, we can only imagine what it is like to work for DES Architects and Engineers.  The reason they had this Candidate interview is because they wanted to get free marketing leads without doing any actual work.  If Brandi Quirarte did, she feels she might contribute to the eventual heat-death of the universe!


Also, we believe DES Architects and Engineers is doing this to get cheaper workers by using the H1B Visa program.  Let us tell you how this scam works!  DES posts ads for positions all over Craigslist and their website claiming they need help.  Then people apply.  These people interview for the position and they get to be told they are not a fit.  So then DES hires lawyer to file H1B visa applicants to get much cheaper help.  This helps DES Architects and Engineers achieve a much lower overhead. What these people failed to realize is that it has exposed them for the unethical employer that they are.  See below the copies of the H1B Visa Applications they filed.



We believe that DES needs to reword their website to truly reflect their actual culture and values.  So let us take a shot at this:


DES is committed to the professional growth of every employee and establishes an individual Career Development Plan for all employees. DES does this at the expense of others.  DES uses job interviews to come up with ideas for their employees to grow.  Think of this as free consulting.  Each employee receives an annual career development stipend complete with paid training hours. A program has been designed specifically for professional licensing which we refer to as “Licensing Track”. The company provides study resources, support, motivation, training and mock exam testing for the employees, as well as reimbursement for fees and a licensing bonus. DES even uses employment ads to mock interviews on job candidates to get ideas for their future jobs because they are incapable of coming up with any of their own.


Also incorporated in the Career Development program are project site visits, vendor presentation lunches, lessons learned seminars/events and design charettes.  Let’s not forget the phony interviews DES subjects their candidates to so they can get free engineering design, architectural design, and marketing ideas.


We take health and wellness very seriously. Our Fitness Factor program was established in 2003 and we use a seasonal approach by introducing a schedule of activities each quarter. We believe that fitness is comprised of five basic areas: physical, financial, emotional, sustainable and community. We also provide employees with a monthly fitness stipend.  Of course, DES wants their potential candidates to do heavy lifting so they can keep their financial health at the expense of others.  Think of DES as that new fungus that leaches onto their job candidates until they give up their advantages.


We encourage our employees to establish a healthy work/life balance while taking it away from the people who visit through our door. We offer flexible hours to accommodate individual needs. We also support both corporate and individual volunteerism with a “give back” philosophy because we are too busy taking away from the interview candidates who walk through our doors.

Our Little Things program is designed to provide assistance and help to relieve stress in our employee’s personal lives, offering services such as valet dry cleaning, commuter programs, health fairs and rental car discounts.  Notice how they do not mean potential candidates because they are too busy stealing their ideas.

  1. Thomas Gilman says: “A key factor in successful projects is the selection of the right design professional – a dependable partner that creates an environment to reflect your ideals and goals.”Unfortunately, these people at DES Architects and Engineers  are lying sacks of crap.  Think of DES as a Jim Jones cult for the 21st century!