How to Build a Better Tech Talent Pipeline

How to Build a Better Tech Talent Pipeline

In the tech industry, your brand is only as good as the talented people you have. That’s why you need to make sure you have a strong tech talent pipeline.

If you’re in the tech startup world, then you’re certainly quite aware that competition is growing fierce these days. It’s like there’s a new company cropping up each day. This increasingly crowded space simply emphasizes how you need to have the talent your business requires to get ahead of your competition. But how you can build a strong tech talent pipeline when there’s a lot of demand and the supply isn’t up to par?

A Smaller Talent Pool

This disparity between the great demand for talent and the scarcity of tech people is one of the main challenges to building a better tech talent pipeline. Recent studies indicate that the pool of tech talent from which the industry can draw may dry up by the year 2030.

Not that this is surprising news. Surveys reveal that almost two-thirds (65%) of CIOs foresee that this scarcity of talent will cripple the industry in the future.

It’s even happening now. Companies are increasingly becoming dependent on new technology to generate value for their products and services, but they have not invested in the needed human capital to keep the tech coming.

As a result, these companies reap what they sow. Up to 86% of companies are having difficulties finding and enlisting the tech talent they require. Almost as many companies feel that the tech talent they have is insufficient, leading to delayed development and missed revenues. The talents they have in turn are overly stressed and more of them feel burned out.

Overcoming the Challenges

So what can you do in light of these problems? Here are some suggestions:

  • Make your company more attractive to potential hires. That means offering competitive salaries and benefits. You also need to customize your approach so that you can hire specific points about your company that will attract a particular potential employee. You have to consider what their goals are, and figure out how your company can help them achieve those goals.
  • What’s more, you need a healthy company culture that actually entices people to stay. Some companies are so enjoyable for workers that they refuse higher bids for their services, knowing that other companies may have a worse working environment.
  • Enhance the training for your current workforce. If you can’t find the trained talents for your needs, you may find them among your current employees. Or you can find the workers with the right potential and then offer to cover their training. You can then support them when they learn new technologies and new coding languages.
  • Invest in high school students. Identify which students have the smarts and the character that best suit your needs, and then help them out. Perhaps you can offer to pay for some training, or even offer a partial scholarship. At the very least, the relationship you forge will then make your company first in line as prospective companies to work for when they graduate from college.

Admittedly, these measures don’t hide the fact that a dwindling talent pool is a serious problem for the tech industry. But by considering our suggestions, you can do better than your competition in dealing with this issue.

Founder, Editor-in-Chief
LAStartups.com, Schmoozd.com
A native Angeleno. John studied engineering at UCLA; founded Schmoozd, an offline social tech networking event in LA with 30,000 subs; ran a startup accelerator (StartEngine). Worked for several major brands like Toyota, DIRECTV, Hitachi, and Raytheon. A mentor at LMU Entrepreneur School. And advises a dozen local LA startups building amazing tech in various industries; also invested in some.
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LAStartups.com, Schmoozd.com
A native Angeleno. John studied engineering at UCLA; founded Schmoozd, an offline social tech networking event in LA with 30,000 subs; ran a startup accelerator (StartEngine). Worked for several major brands like Toyota, DIRECTV, Hitachi, and Raytheon. A mentor at LMU Entrepreneur School. And advises a dozen local LA startups building amazing tech in various industries; also invested in some.

How the Stock Market Affects the Job Market

  • Cadre Talent is a quality over quantity boutique recruiting shop specializing in all things software engineering in LA
How the Stock Market Affects the Job Market

The recent stock market plummet has sent many people into wondering if the job market will follow suit, affecting their careers and livelihoods.

The good news is, even though the health of the stock market does have an impact on the job market, it’s often not a one-to-one correlation.

The Stock Market As an Indicator of Shareholder Confidence

The stock market reflects not only the strength of the economy at the moment but also the confidence that investors and corporations have in the future of the market.

If shareholders believe that a company is going to make more profits, then the stock price will bounce back and the organization will have more resources to expand and hire employees. If the market feels that a company’s earnings will remain stagnant or decline, then the stock price will drop and the organization will likely have to tighten its belt.

As such, how investors evaluate the economy will impact corporations’ resource allocation and hiring decisions.

Keep in mind that the stock market is a leading indicator while the job market is a lagging indicator. A single fluctuation in the stock market is unlikely to impact the job market significantly in the short run.

However, if the downward trend continues in the stock market and shareholder confidence starts to erode, the job market will likely suffer since a company’s stock value is based on investors’ projection of its future earnings.

One major reason that a bull market typically creates more jobs is the increased M&A activities. Larger companies have more cash and tend to expand more aggressively. On the other hand, M&A activities tend to slow down in a sustained bear market.

Also, VC money tends to drop off in a sustained bear market, which often results in a tight market, as well as a contraction in seed and Series A rounds. This, in turn, affects the hiring prognosis for startups while more candidates are holding onto their jobs at bigger shops. Such candidate-favored market could deter smaller companies from hiring.

How the Stock Market Affects the Job Market

How the Stock Market and Job Market Affect Each Other

Many factors, such as the global economy, political climate, and investor confidence can impact how the stock market and the job market affect each other as they’re intertwined in nuanced ways.

For example, the economy doesn’t have to decline to put CEOs under pressure. If shareholders start losing confidence for any reason and executives are forced to put a hold on spending, the job market could be affected.

Alternatively, when job seekers see signs of uncertainty in the market, they’re likely to stay at their current jobs and start banking more money instead of taking more risks or increase their spending. This will reduce their disposable income, impact the economy, reduce corporate earnings, and eventually affect the stock market.

There are other factors that will affect the confidence of the market and the outlook of investors in response to a plummet in stock prices, which can have a major impact on the job market.

For example, if investors are pessimistic about the political climate and the Fed responds by increasing the interest rates, global stock and bond market will continue to drop. Companies will be under pressure to tighten their spending by pausing their hiring or even laying off employees.

However, if the political climate instills an optimistic mood in corporate America (e.g., through deregulation and tax breaks,) stockholder confidence can stay high despite a momentary drop in stock prices. Businesses will feel empowered and continue to expand and hire more employees.

Last but not least, wild swings in stock prices could impact market confidence more significantly. As a result, the fluctuation is likely to be more destabilizing for the job market.


 

Cadre is a quality over quantity boutique recruiting shop specializing in all things software engineering, robotics, artificial intelligence, and autonomous vehicles. Cadre is building a talent network utilizing AI and Machine Learning to help solve the tech talent crisis across their portfolio of 85 startups throughout California, Seattle, and Austin.

 

Jason Stomel
Contributor
Cadre Talent, Santa Monica, CA
Jason is the founder and CEO of Cadre; a talent agency, recruiting software incubator and Angel Investor. He has been recruiting in LA for 12 years across a portfolio of startups ranging from Pre-Series A to publicly traded tech companies and Venture Capitalists.
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Jason Stomel
Cadre Talent, Santa Monica, CA
Jason is the founder and CEO of Cadre; a talent agency, recruiting software incubator and Angel Investor. He has been recruiting in LA for 12 years across a portfolio of startups ranging from Pre-Series A to publicly traded tech companies and Venture Capitalists.

8 Ways Your Company Can Save Money By Hiring Remote Worker

8 Ways Your Company Can Save Money By Hiring Remote Worker

Whether you’re a veteran or simply a new business owner, one thing is certain – overhead costs are a big pain in the @&&. So it’s a good thing that modern technology has helped today’s businesses cut down on costs.

You save a lot of money by not paying for office space, construction costs, electricity bill, rental fee, food expenses, and other expenses. You can simply hire your employees and have them work at home. It’s also a big benefit to the employee since they don’t have to worry about gas expenses or commuting expenses. They also work in the comfort of their own homes and they can set their own schedules as well. It’s a win-win situation for both the employer and the employee.

But if you’re still not convinced then take a look at these reasons that explain why hiring remotely can save you a lot of money.

1 Lower Operating Costs for Your Business

You don’t have to worry about renting office space, paying electric bills, paying water bills,  buying office supplies, providing for snacks, office repairs, buying hardware, fixing to plumb, and all those other expenses since most (if not all) of your workers are now working at home.

Based on a poll from Global Workplace Analytics, it was discovered that businesses and companies who allow their employees to work at home have reduced expenses and reduced company overheads of approximately $11,000 annually.

2 Your Remote Workers are More Productive

Working at home has a lot of perks. The most obvious perk would be that of time and travel expenses. Home workers don’t need to travel to the office which saves them a lot of time, they also don’t have to experience the stress of being caught in a traffic jam during rush hour.

Asides from the traffic, home workers have fewer distractions and they can devote 100% of their time and energy on work. Home workers have flexible work schedules that they can even take care of their children, cook their own food, and watch television. This flexible work schedule makes them more productive and it helps them produce high-quality outputs.

According to Tiny Pulse, about 91% of home workers state that they get more work done when they are working remotely.

3 Employee Turnover Will Be Reduced

A lot of employees are being replaced yearly. It’s costly to train new employees and it takes a lot of time and investment to make them as effective as the old ones.  You can convince your current employees to stick around by making them work at home.

According to the Global Workplace Analytics, about two-thirds of employees would switch their current jobs if they could ease the burden of commuting and deal with traffic. By relieving your employees the burden of traffic, you are also ensuring that they would stick around and work for you.

4 You will have more productive and efficient meetings

Payroll has reported that over 40% of office professionals see impromptu meetings as a major distraction in the workplace.

You don’t have to worry about impromptu meetings that hinder you from doing your work. Most impromptu meetings have little value to add and they are often used to kill time in the workplace. It’s even more annoying when people chat and goof around while waiting for the other workers to come to the meeting. You lose at least an hour of your work time in these meetings, an hour that you could have spent working on that project.

You can have more efficient and productive meetings if you have a lot of remote workers. Why? Because meetings have to planned and scheduled in advance which gives you and your employees more time to prepare for the meeting. So no more on the spot brainstorming or fooling around, you can now have meetings that help and improve your employees work rather than hindering it.

5 Your Workers Can Work Even on Sick Days

People in the office often take the whole day off when they call in sick. This would set back your profits and you’ll be at a loss. Remote workers, on the other hand, don’t have this problem.

Your remote workers can work from bed (if possible) when they’re sick. If they can’t work when sick it’s still okay since they have flexible work schedules that make it easy for them to catch up with work.

6 It’s Faster and Easier to Hire Remote Workers

Office employees undergo a very long and tedious hiring process. They undergo interviews, handle paperwork, background checks, and they have to be sorted out by the HR department. It would take a few days at best to hire a new employee.

Hiring a remote worker, on the other hand, can simply be done within a 24 hour period. There’s no bureaucracy that will slow you down.  However this comes at the cost of security and quality, you have to do the background checks yourself and make sure that they are up to par with your company’s standards.

7 You Don’t Need to Rely on Local Talent, You Have the World to Choose From

If your company is located in a big and thriving city. It’s very likely that your employees are also living in the city as well. The cost of living is high and you have to pay them a much higher rate.

However, you can pay remote workers much less since you don’t have to adhere to industry standards. You can pay someone a lower rate but with equal talent, whose living in a rural area and they’d still be happy about it. You can even completely outsource the work and hire workers from across the world.

8 You Can Work Remotely as Well

What’s so great about having all your workers work remotely? Well, it means that you don’t have to go to the office anymore! You’re basically working remotely as well. That means that you don’t have to worry about commuting/ driving, rush hour, and other daily work expenses. You now have more time to spend with your family and you can probably work while traveling the world.

And, here are 3 ways to build trust in remote teams

Founder, Editor-in-Chief
LAStartups.com, Schmoozd.com
A native Angeleno. John studied engineering at UCLA; founded Schmoozd, an offline social tech networking event in LA with 30,000 subs; ran a startup accelerator (StartEngine). Worked for several major brands like Toyota, DIRECTV, Hitachi, and Raytheon. A mentor at LMU Entrepreneur School. And advises a dozen local LA startups building amazing tech in various industries; also invested in some.
×
LAStartups.com, Schmoozd.com
A native Angeleno. John studied engineering at UCLA; founded Schmoozd, an offline social tech networking event in LA with 30,000 subs; ran a startup accelerator (StartEngine). Worked for several major brands like Toyota, DIRECTV, Hitachi, and Raytheon. A mentor at LMU Entrepreneur School. And advises a dozen local LA startups building amazing tech in various industries; also invested in some.

How I Got a Programming Job in Los Angeles Bustling Tech Hub

Searching for a job as a software engineer is really painful. There’s a new tech company popping up every minute of the day, and it’s tough to know which one to choose from.

Obviously, I should be grateful for all the opportunities I’m afforded as a software engineer, and I do, but man is this an annoying problem.

The Problem

The software industry is getting a continuous flow of money from VC’s that are just crossing their fingers, hoping that 1/10 of their investments goes IPO or gets acquired.

So that means there’s a lot of cash being invested into all sorts of ideas. Some of these ideas are good, and most of them are crap. Ideally, you want to land at a company where there’s less crap.

Since a lot of these companies are popping up, there are tons of job opportunities. What I’ve found though is that a lot of these companies have hiring managers that simply aren’t prepared to interview software engineers.

These companies don’t know any better, so they use hiring practices that are popular amongst the top tier tech companies like Google and Facebook as a crutch. This makes the job interview process feel really unforgiving for new and existing software engineers alike.

I recently put myself back out there to find a new job. It’s through this long and grueling process that I figured out a few tactics that helped me circumvent many of the common software job search headaches.

Job Search Begins

I kicked off my job search for Senior Android Engineer positions back in June 2018 and started preparing for interviews. You can imagine that I’d have to be quite unhappy at my existing job to have to deal with the aforementioned job search process. Here comes all those fun whiteboard algorithms, yay.

I needed to leave my employer at the time because my goals were no longer lining up with what I was doing. This feeling is something that I’ve learned to pay a lot of attention to. It’s hard to stay excited about anything if you no longer see much value doing it.

My short-term goal at the time was relatively simple: be part of a product-oriented team at a company that focuses on software. Additionally, my long-term goal has been to become a better leader, so I can one day confidently lead teams of my own.

With these goals in mind, it really helped me filter out the job opportunities that were presented to me.

Finding Opportunities

Having been so disappointed with previous job search processes, I desperately looked for a better way to interview with companies. That’s when I came across this very eye-catching ad while I was perusing Quora. It said something like “skip the whiteboard interview”. I was sold.

I am thoroughly convinced that the whiteboard interview has caused more people great pain during their careers as software engineers than helped hiring managers narrow down candidates. It’s one of the most anxiety-inducing and demoralizing interview “strategies” I’ve ever experienced.

Whiteboarding is a topic I could rant about for hours. It was my main motivator for finding a new way to job hunt, and this anti-whiteboard ad I found for a company called Triplebyte, was my holy grail.

I applied for their developer exam immediately. Since I’m an Android developer, I chose their mobile specialty exam and raced through the timed questions. I soon got confirmation that I was good enough to get a follow-up interview, and went from there to schedule it.

The whole process, from initial exam through to their video call screening, and eventually to the onsite interviews was fantastic. I really felt I was getting taken care of. This is how interviewing should be!

That wasn’t the end of my interviewing journey though; it was really just the beginning. Even though Triplebyte set me up with five great companies to interview within San Francisco, they didn’t have the clientele at the time to help me search more local. Since I live in Orange County, I had to find job opportunities out here the more traditional way.

I reached out to everyone in my network that could help me out with this. Previous co-workers, friends, family, and anyone else who could point me to a company with the values I was looking for. I set my LinkedIn profile to “searching for a job”, and tidied up my resume.

I got into contact with a few different interesting companies this way. Some in LA, some in OC, and more — many more — in the Bay Area. I really didn’t want to have to go to the Bay Area.

Besides the obvious factors of the Bay Area — like it’s way too expensive — I knew that moving there would be tough for my wife. It would be much easier to be able to pack everything up and move up there with all the industry elites if I was just a single dude. I had to think about my wife’s family, my family, and the future we’re trying to build together.

That said, I knew that I wanted to get as much interview experience as possible. From previous interview experiences, I anticipated a certain ramp-up time needed to get my mind warmed up for the oncoming onslaught of interviews. The more interviews I got through, the better I felt about the next one.

I ended up narrowing down my search to seven companies: one in LA, one in OC, and the five Triplebyte had arranged for me in the Bay Area. It was time to buckle down, so I took a week off from work and got ready to dive deep into my interviews.

The Interviews

Triplebyte’s process promises that once you are through their initial screening period, you’ll skip ahead to every company’s final interview.

Every company evaluates their software engineers differently. Some throw many hypothetical and theoretical technical problems at their candidates, whilst other companies stick to more practical job-related interview questions.

One thing that really stuck out to me in my round of interviews is just how inconsistently the idea of a “Senior Developer” is defined. Some companies have a list of skills they expect from their “Senior” people, and others just want to see how many hoops you can jump through before getting to the real work.

This made me realize just how fluid job titles are from one business to another. A “Senior” developer at one company could very well be a “Junior” developer at the next one over. Title definitions all come down to the business’ needs, their existing pool of talent, and how desperate they are to hire developers.

Having caught on to this very strange phenomenon, I knew I had to problem-solve my way out of it. So I started explaining to companies what I thought was “Senior” to me. I made sure to highlight my experience leading teams, my abilities outside of programming, and of course proving this all via different code challenges and Q&A.

It actually worked. Of course, the caveat here being that my strategy only worked on companies that I could truly add value to. Meaning that I had to have already been a solid candidate; I just used my “Senior” story to help tip things in my favor.

Out of the seven companies I interviewed with, I received offer letters from five of them. It’s not a bad batting average at all, and I felt rather proud of myself for getting this far.

It wasn’t long after my interviews were over, however, that the final challenge would prove to be most difficult. I had to make a choice as to which company to go to.

Making a Decision

I was staring at a list of five incredibly impressive businesses, with similarly incredible offers. I took a tip I got from one of the recruiters and started on a spreadsheet with all the companies I was considering.

I ended up with a whopping seventeen different categories that I used to compare all of these companies. Let me say that this helped immensely. It gave me a high-level look into all the things that I cared about. Here, I’ll list them out so you can laugh at how thorough this ended up being.

The categories in no particular order: pay, equity, 401(k), relocation bonuses, benefits (like medical), extra perks (like lunch catering, cell phone allowance, etc), vacation policy, company culture, engineering culture, product pros and cons, social impact, audience size, industry, gut feeling, location, commute, and work hours.

The Winner

All things considered, I ended up at my current employer, Weedmaps! I honestly surprised myself at this one too. I’m not a cannabis user, but I was so impressed with everything they were offering that I felt like it was a no-brainer to me.

What really tipped it in Weedmaps’ favor too is that I didn’t have to move. I could stay in beautiful OC, and be close to all my family. I think that’s something that people don’t value enough when considering their next job.

So far though, I’ve been thoroughly pleased with my choice to work at Weedmaps as a Senior Android Engineer. Having been here for just a few months now, I’ve really grown to enjoy working here. I’m so impressed with just how welcoming, and collaborative of an environment Weedmaps is.

It’s the collaboration, the willingness to compromise, and the desire to be better that makes a place like Weedmaps feel like home to me. I think those three traits are what foster growth, and build great teams.

For now, I’m focused on really maxing out the value I can bring to my team at Weedmaps. It’s a place that I feel will grow with me as I continue to push towards my career goals.

Maybe next time I can talk more about those dreaded whiteboard problems. Sigh.

Check these 50 Hottest LA Startups to Work For Right Now

Ryan Simon
Contributor
Ryan Simon is a Senior Android Engineer for Weedmaps. He has taken his background in investing, his degree in business and applied to the world of a software engineer. Ryan spends his free time cooking with his wife or playing Overwatch.
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Ryan Simon
Ryan Simon is a Senior Android Engineer for Weedmaps. He has taken his background in investing, his degree in business and applied to the world of a software engineer. Ryan spends his free time cooking with his wife or playing Overwatch.

15 Best Tech Recruiters in Los Angeles

Best Tech Recruiters in Los Angeles

Los Angeles is the third largest startup hub in the world, behind Silicon Valley and New York. And it’s growing by leaps and bounds. Now home to SnapChat (a.k.a. Snap), Ring, Dollar Shave Club, The Honest Company, ZipRecruiter, GOAT, ServiceTitan, Honey, Bird, and The Boring Company, Los Angeles has become a home to the most exciting companies in the world.

All these amazing companies have one thing in common: talent, especially in engineering. No matter how much funding they may have raised, nothing happens if there’s no talent to build its idea into reality.

The best way to get into one of these awesome tech companies is to start with a recruiter who focuses on tech recruiting. So, to get you started, we have compiled a list of the BEST tech recruiters in Los Angeles. In no particular orders, here they are.

Cadre is a candidate focused technical staffing agency with offices in San Francisco, Los Angeles, and New York City. They are a team of 12 industry veterans who use our intimate market knowledge, key industry relationships and a vast network of connections to introduce you to the perfect person for your needs. Cadre focuses primarily on technical roles including software engineering, software development, and product design. Connect with my buddy Jason Stomel, [email protected]  Location: 1750 14th St., Suite D Santa Monica, CA, 90404 – (424) 322-9960

Ejento is the combination of four of the most visionary firms in the industry, coming together to redefine recruitment: Neohire South, which specialized in tech and non-tech recruiting for top VCs and technology start-ups across the U.S.; RockIT Recruiting, an industry-leading tech recruiting company; Hero.jobs, a recruiter and recruiting software company that was focused on creating systems to power tomorrow’s elite recruiting businesses; and TS2, the US growth platform for the publicly-held global HR services giant Persol Group. Connect with my buddy Josh Stomel, [email protected] Location: 300 Pacific Coast Hwy. #1018 El Segundo, CA 90245 – (310) 965-9810

StartupTap help technology companies and startups find amazing employees with end-to-end talent search rooted in data and built on long-lasting relationships. The business started as the founders were supporting a few rapidly growing tech/e-commerce startups in Southern California.  They were recruiting across the entire organization and essentially became an in-house resource.  Through the project, they realized a need in the market for a more comprehensive recruitment solution for startups that didn’t have an internal recruiting function.  StartupTAP isn’t a traditional agency.  StartupTAP provides onsite recruitment support, working closely with emerging growth companies and owning the entire process. Location: 1300 Factory Pl, Los Angeles, CA 90013 – (310) 873-8447

Prosum is a tech recruiting agency that puts people before technology. Prosum has deep experience consulting, implementing solutions, providing managed services and staffing engagements. Prosum has over 300 employees and consultants and is headquartered in Los Angeles, CA with offices in Orange County, Denver, Phoenix, and Dallas. Connect with my buddy Rick Tyner, [email protected]  Location: 2201 Park Place, Suite 102 El Segundo, CA 90245 – (310) 426-0600

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Technical Connections is Southern California’s premier recruiting firm specializing exclusively in web, software and information technology professionals. The firm, based in Los Angeles, offers a full range of services, including retained search, contingency placement, and short- and long-term consulting. Technical Connections was established in 1984 by Helen MacKinnon, an executive with extensive technical and managerial experience in the computer industry. Location: 6701 Center Drive West, Suite 825 Los Angeles, CA 90045 – (310) 479-8830

Recruiting Social is a recruiting services company based in West Hollywood. Talent teams across North America work with RecruitingSocial to source candidates, build pipelines, manage job reqs, and recruit people who will thrive on the job. Its services are designed to adapt to your needs. On-demand is flexible, hourly support for your talent team: sourcing, recruiting, and more. RecruitingSocial’s contingency searches focus on fewer, higher-quality candidates, so you aren’t inundated with unexceptional resumes. Location: 750 N San Vicente Blvd RW800, West Hollywood, CA 90069 – (800) 953-5339

Workbridge offers a unique and deep expertise in the highest demand tech skill sets, such as UI/UX, Open Source, Microsoft Development, Network Security & Infrastructure, and Mobile Development. Its high-touch, specialized and team-based recruitment model, paired with our deep networks and knowledge of our local technology markets, results in an exemplary track record. Location: 10990 Wilshire Blvd Los Angeles, CA 90024 – (310) 445-3300

Elite Placement Group specializes in direct hire, temporary to hire, and temporary placements in Los Angeles and Orange County. They have much success in matching companies and candidates and take pride in its personalized approach, whether you are a company hiring or a candidate seeking employment. Location: 9150 Wilshire Blvd Ste 270 Los Angeles, CA 90212 – (310) 277-2600

Founded in 1999, CyberCoders is built on a success-oriented culture. Above all – CyberCoders know both candidates and clients want quality and they want it now. No other recruiting firm can offer Cyrus, its proprietary technology built to search smarter and quicker, matching the best applicant for the right job. Connect with my pal Nitu Gulati-Pauly – she’ll take care of you – [email protected] Location: 6591 Irvine Center Drive Suite 200 Irvine, CA 92618 – (949) 885-5151

Career Strategies Inc’s recruiters are experienced, knowledgeable professionals and many of its recruiters have been with CSI for 5, 10 and 20 years! Their in-depth expertise enables them to quickly target qualified candidates, simplifying the hiring process. In addition, they have access to the talent whose careers they’ve had the opportunity to follow and even assist! Career Strategies Inc’s longevity offers additional networking opportunities to uncover the right talent for you! Location: 5670 Wilshire Blvd Ste 750 Los Angeles, CA 90036 – (323) 556-5500

Proven Recruiting connects talented people with meaningful careers in technology, finance, and accounting. Since its founding in 2007, Proven Recruiting has grown into a 150-person team of award-winning consultants and employees driven by one mission: to provide its clients with on-demand delivery of the best and brightest talent and to present our candidates with career choices that positively impact their lives. Location: 6430 Sunset Blvd #502, Los Angeles, CA 90028 – (310) 933-4544

Mondo is one of the largest national staffing agency specializing exclusively in high-end, niche IT, Tech, and Digital Marketing talent. Finding great talent is possible. Mondo provides best-in-class talent at unmatched speed with unparalleled collaboration. You should check out their new dig, it’s beautiful. Location: 10960 Wilshire Blvd #810, Los Angeles, CA 90024 – (310) 526-2410

Irvine Technology Corporation (ITC) is an award-winning Information Technology Solutions and Staffing provider with roots in Southern California. For over fifteen years, ITC has had the privilege of serving exceptional client organizations as both a local and national resource. ITC was recognized as one of the Orange County Business Journal’s “Best Places to Work” in 2017. Its team is comprised of seasoned technologists, staffing industry thought leaders, top-notch recruiters, dedicated account executives, and a world-class support staff. ITC consistently differentiate themselves through the quality of its people, their commitment to customer service, and by focusing on exceptional performance. Location: 17900 Von Karman Ave #100, Irvine, CA 92614 – (714) 434-8877

TEKsystems is one of the largest technical recruiting agency around; with a team of 80,000 strong, across North America, Europe, and Asia. TEKsystems is an industry leader in Full-Stack Technology Services, Talent Services, and real-world application. Location: 200 N. Pacific Coast Highway Suite 1500 El Segundo, California 90245 – (310) 765-9100 (others)

Career Movement is a local boutique tech recruiting agency based in El Segundo; who specialize on Software/Web Application Architecture and Engineering, Database Engineering and Administration, Web Design and Development, and Network Engineering and Systems Administration. Career Movement moves beyond standard recruiting by providing real-life connections to the tech world. Their extensive networks and expertise bring the choices to you. Here are some of the tech stack they can connect you to: C#, VB.NET, ASP.NET, MVC, WPF, Java, J2EE, PHP, Node.js, Ruby on Rails, Python, etc. Location: 703 N. Douglas Street, El Segundo, CA 90245 – (424) 225-8500

Fabric Staffing provides a unique approach and specializes in Rapid Growth Hiring for companies looking to grow their Technology & Product Teams from the top down. Unlike traditional contingent staffing services, Fabric provides retained search services for companies looking to hire multiple engineers within a short time frame, in addition to providing their own highly skilled Tech Recruiters on contract and building full internal Recruiting infrastructures. Fabric is headquartered in Marina Del Rey and owned by Rory Bebbington.

Check out 50 Hottest LA Startups to Work For Right Now

Founder, Editor-in-Chief
LAStartups.com, Schmoozd.com
A native Angeleno. John studied engineering at UCLA; founded Schmoozd, an offline social tech networking event in LA with 30,000 subs; ran a startup accelerator (StartEngine). Worked for several major brands like Toyota, DIRECTV, Hitachi, and Raytheon. A mentor at LMU Entrepreneur School. And advises a dozen local LA startups building amazing tech in various industries; also invested in some.
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LAStartups.com, Schmoozd.com
A native Angeleno. John studied engineering at UCLA; founded Schmoozd, an offline social tech networking event in LA with 30,000 subs; ran a startup accelerator (StartEngine). Worked for several major brands like Toyota, DIRECTV, Hitachi, and Raytheon. A mentor at LMU Entrepreneur School. And advises a dozen local LA startups building amazing tech in various industries; also invested in some.

This Fried Chicken Delivery Service Is New But Its LA-Native Chef Is Legendary

This Fried Chicken Delivery Service Is New But Its LA-Native Chef Is Legendary

Have you heard great things about the new LA fried chicken delivery and pickup service called DFC Ghost Kitchen? If you have heard news about this setup, then chances are that you’re considering trying it out. Here are some cool facts you should know:

  • The “DFC” in the name stands for Dante Fried Chicken, and that’s because it was founded by the legendary LA chef Dante Gonzales.
  • This service’s headquarters is in the Hotel Normandie in Koreatown.
  • It began in late August of 2018 so it’s very new, and it can be found on food delivery apps from Wednesday through Sunday evenings.
  • They make deliveries in the neighborhoods of Koreatown, Mid-Wilshire, and East Hollywood. However, Dante plans to expand their delivery radius, through Grubhub, Caviar, and Postmates. You can also look forward to having them on Door Dash and Uber Eats.

  • If you’d rather pick up the food yourself because it’s on your way, you can place your order and then pick up the food at Cassell’s Hamburgers in the Hotel Normandie. You can place your order by sending an Instagram message to DFC Ghost Kitchen or by calling them at (323) 813-1424.
  • Aside from the obvious chicken, they also offer ribs with 15 spices, tomatillo collard greens, and mac n’ cheese with smoked pimento.
  • Many of these recipes used for DFC Ghost Kitchen are the versions of Dante based on his grandma’s cooking. His grandma grew in in New Orleans and she especially appreciated the cultures of Mexico and Guatemala. This helps explain why half the menu is fried chicken and meats roasted slowly, while a significant number of sides are vegan.
  • Dante calls his style of cooking not as soul food but as “Transatlantic African”. This is a combo of African, European, and Native American culture and cuisine. Dante wants to remain creative and thoughtful with his dish creations, to honor his grandma.
  • One of Dante’s most popular dishes here is the Sock-It-To-Me Fried Chicken Tenders. The strips he uses are coated in some special type of granola. Its ingredients include crusts and seeds he has found on his travels around the world, with unusual elements like Rice Krispies, Swedish crackers, and Cheerios cereals.

  • The menu also includes versions of Dante’s grandma’s coconut honey biscuits and pineapple shallot skillet rolls. It’s just that he has adjusted them somewhat to fit his own taste buds.
  • You can also try the fantastic smoked brisket, which is first coated in a chocolate cocoa powder dry rub along with 5 types of peppers. It’s somewhat like mole as a result. The smoking process lasts 6 hours, and then it’s braised in orange juice and stout.
  • Dante Gonzales started his career by throwing underground music, film, and fried chicken parties in his loft in Williamsburg, Brooklyn. Partygoers included famous rappers, and he then launched a YouTube channel. This led to a New York food delivery service in 2009, which became popular when it was featured by the Cooking Chanel.

He raised $10,000 to set up a food truck in LA, and that led to a cookbook deal and culinary fame.

Founder, Editor-in-Chief
LAStartups.com, Schmoozd.com
A native Angeleno. John studied engineering at UCLA; founded Schmoozd, an offline social tech networking event in LA with 30,000 subs; ran a startup accelerator (StartEngine). Worked for several major brands like Toyota, DIRECTV, Hitachi, and Raytheon. A mentor at LMU Entrepreneur School. And advises a dozen local LA startups building amazing tech in various industries; also invested in some.
×
LAStartups.com, Schmoozd.com
A native Angeleno. John studied engineering at UCLA; founded Schmoozd, an offline social tech networking event in LA with 30,000 subs; ran a startup accelerator (StartEngine). Worked for several major brands like Toyota, DIRECTV, Hitachi, and Raytheon. A mentor at LMU Entrepreneur School. And advises a dozen local LA startups building amazing tech in various industries; also invested in some.

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