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Welcome to our new spotlight series, where we introduce you to some of the incredible authors on the SocialTalent learning platform. With over 100 experts delivering quality content on all areas of workplace excellence, we pride ourselves on having a faculty that are not only heavily experienced in their respective fields, but are also engaging instructors from a diverse set of backgrounds.
Today, we’re going to meet Aubrey Blanche-Sarellano, CEO of The Mathpath. Aubrey’s area of experience lies in equitable people operations, equity & inclusion, sustainability, and corporate social responsibility.
Q. Can you give us some background information about your experience and history within this field?
In my primary roles, I’ve worked with high-growth technology companies to implement DEI programs as well as equitable approaches to people operations, sustainability, philanthropy, and go-to-market strategies. In my consulting practice, I engage leaders to develop comprehensive DEI strategies in areas such as talent management, communications, and algorithm development.
Q. What are you working on right now?
I’m working on expanding accessibility for disabled employees and better supporting trans and non-binary Campers at Culture Amp. In my consulting practice, I’m focusing on helping founders scale equitable cultures and deliver products that help their customers consider equity and accessibility in their culture and products.
Q. Can you give us a detailed overview of what your SocialTalent content covers?
In this content, I’m talking about effective, efficient hiring. We dive deep into the steps that hiring managers need to take to hire the right person, no matter the situation they’re in. My content always includes guidance on how to ensure the hiring process is fair and equitable, but you won’t always see this “called out”. That’s because improving quality and equity go hand in hand, and often isn’t as complicated as many folks fear.
Q. Why is this an important topic of study right now?
In a constantly changing talent market, effective hiring managers need to know how to build a team across a wide variety of scenarios. Hiring has also gotten more complicated than ever, with more and more candidates having non-linear or non-traditional career paths. Whether they’re hiring for a team that’s growing and taking on new challenges, identifying the right person to step into a role that’s newly vacant, or just making sure you have someone who amplifies your team, a hiring manager needs both intentional and practical steps on how to get the right fit.
Q. What do you hope learners will gain from doing this mission? What problems does it solve?
I hope that hiring managers walk away from this mission with increased confidence that they have the skill to find the right person, and create an exciting and engaging opportunity for the new person on their team. I hope that they see how hiring can directly relate to engaging and growing their current team, so they see this not as a separate item for them to put on their to do list, but a seamless part of their overall responsibilities.