Alright – so today we’ve got the honor of introducing you to Arturo Natella. We think you’ll enjoy our conversation, we’ve shared it below.

Arturo, thanks for taking the time to share your stories with us today Any advice for creating a more inclusive workplace?

Arturo Natella’s journey into the realm of talent management and workforce development began at the Massachusetts Clean Energy Center. As part of their team, he delved deep into the intricacies of talent management, laying down the foundational knowledge that would define his future endeavors.

This foundation proved invaluable during his tenure with the Martha Coakley for Governor Campaign. As a key figure in the campaign’s DEI outreach, Arturo worked diligently to reach out to immigrant and BIPOC communities throughout Massachusetts. However, the campaign’s eventual loss was not a setback for Arturo but rather a revelation. In the aftermath, seeking guidance on his next steps, he approached various leaders, especially those of color. The counsel he received, though well-intentioned, often lacked insight or even proved detrimental to his aspirations for upward mobility.

This stark realization that the existing support systems were fundamentally flawed inspired the inception of Amaru. Initially started as a hobby, Amaru began as a curated job listserv, serving as a source for those seeking genuine and beneficial guidance.

In the interim, Arturo’s career led him to the Massachusetts State Legislature, specializing in workforce development policy.

It was at Diversity at Workplace where Arturo truly shined, dedicating himself to the cause of fostering an inclusive work environment. As a Senior Recruiting Consultant, Arturo:
Developed and executed a fully customized performance and competency-based DEI recruitment training for a global Boston-based academic institution, driving a substantial change in hiring processes.
Lead the development and facilitation of domestic and foreign DEI trainings.
Conducted DEI cultural and talent acquisition assessments for numerous organizations, unveiling areas of improvement and subsequently providing actionable insights and recommendations.
Provide consultation for non-profit organizations, academia, government, community organizations, and corporate entities (including Fortune 500) in organizational and process development, diversity, equity, and inclusion (DEI), change management, talent acquisition, and best practices implementation.
Spearheaded initiatives aimed at not only attracting but also retaining diverse talent, thereby ensuring a long-lasting change in the organizational culture.
Led and facilitated the Boston Chamber of Commerce Transformational DEI Certificate. Each cohort comprises over 70 participants, including hiring managers and DEI professionals from non-profit organizations, academia, government, community organizations, and corporate entities (including Fortune 500).

Throughout Arturo’s career, Amaru consistently matured in the backdrop. What began as a curated job list blossomed into a robust recruitment and career advancement platform, staunchly dedicated to equity and inclusion. Under Arturo’s leadership and through the combined might of its recruiting and career coaching endeavors, Amaru has ensured that over half a million dollars remain in the pockets of diverse job seekers.

Additionally, in his collaborative work with the Governor Healey administration of Massachusetts, Arturo, through Amaru played an instrumental role. Amaru spearheaded a statewide initiative to source and refer Latino talent, devising and executing a comprehensive strategy. This initiative was made possible through a collaborative partnership with a coalition of five Latino-serving organizations, prominently featuring three state-wide Latino media outlets.

Certifications:
Conexión Advancing Latino Leadership Program
AIRS powered by ADP: Certified Diversity and Inclusion Recruiter (CDR)
Cornell University: Diversity and Inclusion Certificate
SHRM People Analytics

Today, with accolades such as the 2019 Latinx Amplifier, 2023 ALX100, and COLOR’s POWER 40 Under 40 awards to his name, Arturo stands as a testament to perseverance, vision, and the power of genuine mentorship. Through Amaru, he continues to champion equitable job markets, ensuring everyone has the opportunity for upward mobility and growth.

Have any books or other resources had a big impact on you?

My approach to management and entrepreneurship has been significantly shaped by a blend of hands-on experiences and theoretical insights, which have collectively guided the ethos of Amaru.

One key influence has been the concept of community organizing, which I learned from the esteemed John E. Walsh, known for his impactful work in political campaigns. He instilled in me the power of relationships and grassroots movements, demonstrating how one person’s vision can drive societal transformation. This approach was further enriched by studying the tactics of notable figures like Cesar Chavez and Marshal Ganz. Their methods, particularly Ganz’s ‘What Is Public Narrative’, have been instrumental in guiding job seekers at Amaru and building strong support networks.

The other significant influence has been the philosophy of outcome-based or performance-based hiring. This approach revolutionized my understanding of recruitment, emphasizing that everyone can be a top performer when their role aligns with their motivations, experience, and capabilities. It moves away from traditional hiring frameworks, advocating for a deeper understanding of job roles and success metrics. This perspective aligns with research highlighted in articles like the Harvard Business Review’s piece on non-promotable tasks and findings from Gallup’s Q-12 survey, which underscore the importance of clear role expectations for employee engagement and equity.

A few key books have deeply influenced my approach in terms of literature. ‘Hire With Your Head’ by Lou Adler fundamentally changed my perspective on recruitment, emphasizing a performance-based approach that aligns closely with Amaru’s philosophy.

Another influential read has been ‘The End of Average’ by Todd Rose, which challenges conventional wisdom about standardized measures of success and aptitude. It aligns perfectly with our belief in the unique potential of every individual, a core principle at Amaru.

‘Measure What Matters’ by John Doerr introduced me to the power of Objectives and Key Results (OKRs), which have been instrumental in defining and tracking our goals at Amaru. This approach has helped us maintain a clear focus on our mission while navigating the complexities of the job market.

In ‘Sidewalk Strategies’, a book about grassroots organizing, I found invaluable insights into community engagement and mobilization. Its lessons have been critical in how we connect with and support diverse job seekers, helping them to navigate their career paths.

‘The Audacity to Win’ by David Plouffe has been inspiring in its depiction of how vision, strategy, and technology can combine to achieve remarkable outcomes. It resonates with our journey at Amaru, where we leverage innovative approaches to challenge the status quo in the job market.

Lastly, an influential read has been ‘A Creative Act’ by Rick Rubin. This book has had a profound impact on how I develop new aspects of Amaru. Rubin’s insights into being attuned to the signals that lead us to our purpose and success resonate with my daily approach to entrepreneurship. It’s a bit of a departure from the other resources I’ve mentioned, but it’s crucial to note its significant impact on my worldview as an entrepreneur.

These books, each in their own way, have contributed to the development of Amaru’s unique approach to talent management and recruitment, always with an eye toward equity, inclusivity, and community impact.

Do you have any insights you can share related to maintaining high team morale?

When managing a team, clarity and alignment are key. From a recruiter’s perspective, it’s crucial to understand and articulate what’s expected from each team member. This means going beyond generic descriptors in job descriptions. For instance, rather than just seeking a ‘critical thinker’, define what critical thinking entails in the context of the specific role. By outlining clear key performance objectives, you set a foundation for what success looks like in each position.

Moreover, transparency about your managerial style and the broader company culture is essential. It’s important to acknowledge that even high performers can struggle if there’s a cultural misalignment. Such mismatches can lead to reduced performance, not only for the individual concerned but potentially for the entire team.

In essence, fostering high morale is about ensuring that every team member is not only aware of their role’s requirements but also feels aligned with the managerial approach and the organizational culture. This creates an environment where employees can thrive, contribute effectively, and feel genuinely part of the team.

Contact Info:

• Website: www.goamaru.com
• Instagram: go.amaru
• Linkedin: https://www.linkedin.com/company/amaru/