Business
What You Can Learn About Job-Hunting From Dating Apps. Really.
love-bombingsituationshipghosting
Anyone who has ever interviewed for a job has received this wisdom from a gainfully employed friend: “Remember, you’re interviewing them too!” Those who have spent time swiping on dating apps may have heard the same advice. There’s a reason for that.
The dating and job markets aren’t that different. “Recruiters just glance at your profile,” said Kyle Lagunas, head of strategy and principal analyst at Aptitude Research, a research-based advisory firm. “You’re going to have 15 seconds before they swipe.”
In both cases, we need to know what we want. A superficial attraction? Something deeper? And in both cases, we want to know what makes us desirable. Because we are convenient at the moment? Because it seems like we both want similar things?
So, using lingo from the dating world, here’s an advice manual for navigating the “dates” we go on when we are hunting for a job, with actionable takeaways. Remember, every time we accept a “date” with anyone in our desired industry, we are being evaluated — even if we believe it’s just a coffee with a childhood friend’s older sibling, or a 10-minute call with a longtime mentor.
These tips may or may not lead you to your dream job. But they will give you more information about the workplace cultures you are considering so that you can make informed decisions.
situationship
/sich-oo-AY-shuhn-ship/
Dating:
A relationship (usually lasting three months or more) that isn’t exclusive, even though one partner wants it to be. Usually, this is a way for one party to enjoy the perks of a relationship without accountability.
Job-hunting:
A job without health insurance and/or with less than a yearlong contract (or no contract at all).
Situationship employers (otherwise known as gig employers) frequently like to call you “a prospective member of their family” or highlight “contributing to a purpose” during the recruiting process.
For experts, this kind of language is a red flag. “They say they are a family, but they don’t say what kind of family,” said Martin McGovern, a career consultant and executive coach. “The boss might see you as a family member, but then as soon as the budget changes, they will hire an external cousin and fire you.”
The “making a difference” lingo is more often used today in spaces with precarity and low pay, especially in the nonprofit world, said Erin McGoff, a career coach.
Situationship employers rely on family and purpose language because, whether or not they have revealed it yet, they know they cannot offer you a long-term commitment or health insurance.
Do not fall into this trap! They are not your family — you barely know them, and they want to hire you without giving you benefits or a true commitment.
If you are offered this job and decide to take it, continue your job hunt. Your employer is not committed to you, so you don’t owe them anything.
imaginationship
/uh-maj-uh-NAY-shuhn-ship/
Dating:
An elaborate relationship with your crush in your head (for example, if you fantasize about becoming someone’s spouse, but they see you as a no-frills hookup).
Job-hunting:
The search for a paid job when a company is really looking for an unpaid intern.
Imaginationships can be a pink flag. Define the relationship: Only work free hours if you believe they will benefit your career in the long run.
Free hours can be a way to form a relationship with a mentor, but tread carefully; given the power imbalance, it can also be a way to be taken advantage of.
breadcrumbing
/BRED-kruhm-ing/
Dating:
After hooking up, one partner texting intermittently but resisting any kind of concrete plan to meet up again.
Job-hunting:
An employer asking for increasing amounts of work during a multistage interview process, without financial compensation.
Breadcrumbing (in the case of job interviews, uncompensated work) can be a red or pink flag, said McGoff, the career coach. “I hear from people being asked to do assignments that not only take up a lot of their time, but where they create valuable assets the company uses,” she said. There are exceptions: “You need to use common sense. If it’s a role you really want, you can go the extra mile.”
But it might be worth asking some questions in response to their request: How many candidates are they requesting this material from? How long should the assignment take you? What skills is the assignment meant to showcase? Will the company be using the deliverables for anything other than job consideration? What is the offer timeline?
Thank them for the information. Depending on their answers, McGoff suggested politely offering a truncated version of the assignment. If a company requests 30 posts and 20 reels of social-media content, for example, ask if it would be acceptable to send five posts and two short-form videos.
“Some companies budget for this, so you can always ask if this is a case where they can offer compensation for your time,” McGoff said. But, she added, “don’t ask in an entitled way. Say, ‘Since this will take me X amount of hours, I’m inquiring to see if you offer that.’”
You also can always direct them to previous examples of your work that showcase the skills they are testing for in the assignment.
Based on their answers to your questions, consider, carefully, whether continuing to pursue this job is worth your time.
love-bombing
/LUV-bahm-ing/
Dating:
Receiving compliments, gifts and other gestures of affection without a promise of exclusivity.
Job-hunting:
In the recruitment and offer stages, receiving flattery and promises of promotion rather than a reasonable starting salary.
Love-bombing can feel good, but it doesn’t pay the bills.
Use that flattery to push for a better salary — and point to inflation and other economic challenges to justify annual increases.
Ask for written promises of salary bumps and title changes (ideally, as part of your contract). It may not happen, but it doesn’t hurt to ask.
Dating:
Entering into an exclusive, romantic relationship.
Job-hunting:
Landing a job with at least a yearlong contract, health insurance and retirement benefits.
Cuffing in the job-search world isn’t necessarily a bad thing: If this is the gig you want, great. If not, use this position to look more appealing to other jobs. Only leave your current position once you have a better offer (however you choose to define “better”).
Dating:
Boasting about attention from other matches in order to seem more appealing.
Job-hunting:
An employer talking about how many applications it has received.
Whelming in the job-search world is best ignored.
Or, if you are being hired in a cohort, talk to other candidates who received offers. Try to deduce the percentage of candidates who, when offered a job at the company, take it. (As with college admissions, this is called the yield rate.)
Yes, they might have a lot of interested applicants. But are you one of them? You need to figure that out for yourself.
Bonus points if they drop the line “It is harder to get a job here than get into Harvard.” (Matthew Bahl, workplace market lead and vice president at the Financial Health Network, a nonprofit financial services consultancy, said that this line is particularly popular in the management and consulting worlds.)
Dating:
When, after a date or hookup, one person doesn’t respond to a follow-up message or call. (Generally, it is ghosting only after two nonresponses.)
Job-hunting:
When you don’t hear back from an employer after interviewing for a job.
Ghosting after interviews, sadly, is all too common. Follow up once, maybe twice.
Do not wait around after that.
Bahl also noted that ghosting can be a red flag. “Is this really a place you want to spend your time, before they’re even paying you? They’re already not showing you the level of respect you would want to have or you would expect to show them.”
Dating:
Ghosting someone, but then, after at least a few months, reaching out as though the ghosting never happened. (Sometimes it is fun to respond to these texts with a simple ghost emoji.)
Job-hunting:
Failing to respond to a professional contact who asked a question or favor, but later reaching out with a different question or favor.
Zombieing, unlike ghosting, might be a positive thing — or not: If a professional contact reaches out to you out of the blue, they probably are looking for something. Figure out what that is.
If this is a person with power over you (someone who makes more money than you, for example, or has the power to help you get a job), proceed, but carefully: They’ve ghosted you once, and they will likely do it again.
Dating:
Keeping someone on a “roster” in case your first choice doesn’t work out. Often, this comes in the form of a late-night text from a hookup (“You up?”). But sometimes serial monogamists also keep a hookup on the bench — just in case they break up with their current significant other.
Job-hunting:
Rejecting a candidate but trying to keep the person interested in case the first choice declines the offer.
Benching is normal in hiring. “Expect them to have a roster,” said McGovern, the career counselor. “Treat companies how they treat you — always have a backup plan, always be dating on the side of your job.”
McGoff agreed: “I’m a huge advocate for staying on the roster. I’m a huge advocate for seeing job interviews as a networking opportunity. And if you don’t get the job, it’s not that their door is closed forever. It’s still an open door. It’s just that right then it didn’t work out, but down the road it might.”
But this kind of practice can be a warning signal. Check Glassdoor, a site where companies are rated by current and former employees, to see if there are reviews that mention turnover rates. If employees stay at this company for less than a year, that flag turns from pink to red.
Watch how employees talk about current and past employees — assume this is how you will be talked about when you are not in the room.
If you can speak to the last person who held the position you are being considered for, try to figure out what their experience was. Assume that yours will be similar if you are offered and take this job.
Business
How the FIFA World Cup is providing a boost for L.A. businesses
Johnny Beig may have played in a semi professional cricket league in Australia, but this summer he’s a big fan of soccer in the United States.
It’s not just because he’s rooting for the World Cup team, though.
FIFA emblems are featured on jerseys that were created by the Dioz Group and distributed for all employees at the 16 FIFA World Cup venues this summer.
(Genaro Molina / Los Angeles Times)
Last year, Beig’s Beverly Hills-based company, Dioz Group, won a $2.5 million contract with On Location, FIFA’s hospitality partner, to design, manufacture and distribute uniforms for all employees working at FIFA World Cup venues this summer.
These include the people welcoming attendees into stadiums, VIP lounge chefs, waiters and the flagbearers during the opening ceremony.
After a multi-step application process, including presentations of its planning and strategy, Dioz says it produced more than 50,000 clothing garments including suits, jackets, shirts and hats and delivered them to the 16 World Cup venues around the U.S., Canada and Mexico in June.
Thanks in part to the World Cup contract, the company’s revenue has reached $15 million so far this year, compared with $20 million last year, Beig said. He declined to disclose the company’s net income but said the business was profitable.
“We are working with larger names that we would have never imagined we would,” he said. “The FIFA World Cup is the pinnacle. Working with the largest sporting event in the world is what we’re very proud of. I don’t think it gets any bigger than that.”
Volunteers line up to prepare to display the Canadian flag before a World Cup round of 32 knock-out match between Canada and South Africa at SoFi Stadium on Sunday.
(Kelvin Kuo / Los Angeles Times)
Dioz is among the many small businesses across Los Angeles that are getting a boost from the global sporting event, said Kevin Klowden, a senior fellow at the Milken Institute.
The influx of hundreds of thousands of fans into the city has been a boon to hotels, transportation services and restaurants, in addition to those in the special events and logistics economy, Klowden said, calling the event the “equivalent of multiple Super Bowls.”
“The number of contracts that are there, it’s a big deal,” he said. “Given the fact that L.A.’s filming is only slowly recovering, having something like the World Cup is definitely a boost.”
Dioz was co-founded by Johnny, 44, and his brother Tony in 2006. The brothers were born in India and raised in Australia, where Johnny enjoyed a brief career as a semi professional cricket player.
He realized his future wasn’t as a professional athlete, but he wanted to stay connected to the sports world, so he began making uniforms for his cricket team in 2006.
He then got a referral to make uniforms for multiple teams in the area before starting an apparel company.
“I wanted to stick with something I was passionate about, which is sports,” he said.
Volunteers unravel the center field display before a World Cup round of 32 knock-out match between Canada and South Africa at SoFi Stadium on Sunday.
(Ronaldo Bolanos / Los Angeles Times)
In 2012, Beig moved to Los Angeles and established Dioz‘s Los Angeles headquarters to tap into the U.S. market. During the pandemic, the company started supplying medical apparel to hospitals and schools, and the business took off, with revenue doubling in 2020, Beig said.
Dioz now has over 150 employees, including 15 in L.A., and manufactures its apparel at factories in China, India, Bangladesh, Turkey and the Philippines. Tony runs an office in Dubai.
Before the World Cup, Dioz provided employee uniforms for events including Super Bowl LIX and Copa America, which may have given it a leg up on the FIFA contact.
Now, with a World Cup contract on their resume, Beig said he’s setting his sights on even bigger events.
“This gives us an edge over the next FIFA events worldwide as well, where we can showcase our skills and we can handle it,” Beig said. “So it gives us a good opportunity to work with sporting events like the UEFA Championship and Premier League.”
As companies get new business from the World Cup, Klowden said it’s important that they leverage their new position to continue that growth.
Companies that benefited from the World Cup might be in a position to bid on even bigger contracts, especially with the Olympics coming up in 2028, Klowden said.
“The really important part in any of these deals is that if a company ran something like this, then they are able to build off of that success,” Klowden said. “Let’s say you’re a company that did a big uniform order or a big food order, and the World Cup goes, and you invested in new manufacturing capacity, or you invested in new clothing machines, or whatever you do; suddenly you don’t have that market anymore, then you’ve just wasted all that money ramping up.”
Business
Home insurer surcharges for wildfires is legal, judge rules
Surcharges that California homeowners have been hit with statewide by insurers defraying the costs of Los Angeles County’s wildfires were ruled legal in a decision released late Tuesday.
L.A. County Superior Court Judge Tiana Murillo turned down a petition by advocacy group Consumer Watchdog to halt the charges, which insurers began levying last year after the state’s insurer of last resort couldn’t pay all its January 2025 fire claims.
The California FAIR Plan, financially backed and operated by the state’s licensed home insurers, needed a $1-billion bailout from the insurers after it was hit with some $4 billion in claims.
Under a deal Insurance Commissioner Ricardo Lara worked out with the FAIR Plan in 2024, the insurers could seek state approval to surcharge their residential policyholders for up to half of any assessment totaling $1 billion in case the plan needed a bailout in an “extreme worst case scenario” — as it turned out it did.
A total of 105 insurers, including State Farm General — California’s largest home insurer — Farmers and Mercury sought and received approval for the surcharges.
Because the FAIR Plan assessed its member insurers based on their share of the state’s home insurance market, the policyholder surcharges were in the same ballpark. The median fee for homeowners was $28, according to the department of insurance.
The fee can be more or less according to the size of a homeowner’s premium and is split into monthly payments that insurers can spread over one or two years. Condo owners and renters on average were surcharged less.
In a court filing, Consumer Watchdog said $420 million in surcharges were approved.
In its April 2025 lawsuit filed against Lara, the Los Angeles group made a series of arguments in seeking to overturn the residential surcharges, which it deemed an industry bailout. It did not sue over related commercial surcharges.
Consumer Watchdog contended in its lawsuit that the surcharges violated Proposition 103 — the 1988 measure that governs insurer rate hikes — because the proposition does not allow for them.
It also claimed Lara did not follow regulatory protocol in promulgating the new policy.
The group further alleged that the FAIR Plan’s governing statutes do not give Lara the authority to permit the surcharges — and that the statutes require insurers to share in the plan’s profits and losses, and not shift losses to policyholders.
Murillo, and another judge who previously heard the case, turned down all of the consumer group’s arguments in separate rulings, the last of which Murillo issued Tuesday night.
Lara celebrated his legal victory over Consumer Watchdog, which has accused Lara of having close ties to insurers and sought to oust him from office. His terms ends in January.
“This victory sends a loud and clear message: The era of allowing special interests to derail consumer choice is over. We have the momentum, we have the authority, and we will continue to fight until every Californian has access to the coverage they deserve,” Lara said in a statement.
Attorney Will Pletcher, litigation director of Consumer Watchdog, said the group disagreed with the decision and would “consider all options to move this forward.”
“It’s important to try to protect California consumers from these surcharges that we think are in pretty clear conflict with both Proposition 103 and the FAIR Plan,” he said.
Hilary McLean, a spokesperson for the plan, said in a statement it did not have any position on the ruling, given the plan “does not have a role in determining how insurers manage costs associated with assessment.”
Denni Ritter, vice president of state government relations for the American Property Casualty Insurance Assn., a major industry trade group, said the decision rejected “the reckless lawsuit brought by the self-interested group Consumer Watchdog…”
“This ruling preserves a vital tool to protect the stability of the California insurance market. Blocking cost recovery would have undermined the state’s last-resort coverage option,” she said in a statement.
The 2024 policy was issued in response to the rapid growth of the plan due to a series of wildfires over the last decade that prompted multiple insurers to retreat from the state’s home insurance market.
The plan had 264,000 homeowners on its rolls in September 2022, a figure that rose to 452,0000 in the months before the fires — and its residential policyholders have since increased to 663,000 as of March.
The FAIR Plan offers policies that typically cost more than those issued by regular insurers while offering less coverage.
A Times analysis last year found that in the Palisades and Eaton fire zones, the plan’s rolls nearly doubled to 28,440 from 2020 to 2024.
That concentration of policyholders led to the plan’s large losses during the Jan. 7 wildfires, which damaged or destroyed more than 18,000 structures, killing at least 31 people.
It’s been estimated that the insured losses for the wildfires could ultimately total as much as $40 billion, exceeding any past wildfires worldwide. Ritter said that so far insurers have paid $23.7 billion in claims.
The 2025 wildfires were not the only time the FAIR Plan has needed a bailout, though it is the first time its member insurers surcharged policyholders.
In 1993, it assessed carriers after fires in Altadena and Malibu, and in 1994 it did so after the Northridge earthquake. The assessments totaled $260 million.
The plan received approval this year from the insurance department for a 29% rate increase for its homeowner dwelling policy that will take effect in October.
Business
First recorded Tesla Semi crash kills two people in Nevada
An electric Tesla Semi truck crashed into two vehicles in Dayton, Nev., over the weekend, killing two people and raising questions about the truck’s safety features.
The Lyon County Sheriff’s Office responded to a major collision around 7 a.m. on Sunday at the intersection of Highway 50 and Traditions Parkway about 40 miles east of Reno, the office said.
The office confirmed a semi-truck was involved in the accident, and footage of the scene shows it was a Tesla Semi.
It is the first known crash involving a Tesla Semi, an electric Class 8 truck that Tesla is building in Nevada and plans to ramp up production of. As interest in Tesla’s electric passenger vehicles wanes, the company is betting on the truck to give it a needed boost.
The trucks do not have the Full Self-Driving mode available in Tesla cars, but Tesla’s website says they come standard “with active safety features that pair with advanced motor and brake controls to deliver traction and stability in all conditions.”
According to the Lyon County Sheriff’s Office, preliminary statements obtained at the scene suggest the truck driver may have fallen asleep behind the wheel.
The crash is under investigation by the Nevada State Police Highway Patrol, which said additional information may be released next week.
The Record-Courier identified the victims as Sergio and Jennifer Villanueva, a couple who got married in 2022.
Tesla has not clarified if its semitruck has an automatic emergency braking system. Federal regulators are currently weighing a mandate for emergency braking systems in vehicles more than 10,000 pounds.
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