Sarah Jane McQueen is the Chief Operating Officer of Candlefox and has over 15 years of experience in directing cross-functional teams and advancing business growth and success.

Tell us a bit about yourself, your background and your current role.

I am the Executive Corporate General Manager at Candlefox, which is an education marketing company that connects those looking to learn with training courses from educational providers. We operate predominantly in Australia through Tafecourses and the UK through CoursesOnline, and we’re currently in the early stages of expanding into Ireland via the website Allcourses.

I’ve been with Candlefox since 2018 and it’s been an incredible experience co-ordinating our global teams, and it afforded me so many opportunities such as the chance to move out to Melbourne for a few years at least. Before joining the company I worked predominantly in the recruitment sector and on the business side of news publications within the UK.

Did you ever sit down and plan your career?

I always believed in my abilities and that I could make it to a senior role and wanted a position that enabled me to help develop the next generation of workplace leaders. But in terms of strict planning, I didn’t set myself arbitrary targets or anything of that nature.

Have you faced any career challenges along the way and how did you overcome these?

The biggest challenge that I faced was taking on board constructive criticism, which I feel like a lot of people can relate to. Being forced to honestly appraise yourself with a special focus on the things that you might not be so good at isn’t pleasant but there’s no way around it if you want to be a complete and well-rounded leader in the future.

What has been your biggest career achievement to date?

Getting our UK team up and running is something that I’m very proud of – when Candlefox approached me to join them I was still based in the UK, and was tasked with the challenge of putting together our initial team. Being the brand’s first expansion outside of Australasia there was a lot of pressure to prove that the concept could be successful in a different market and I had to put everything together from scratch. Fast forward to today and the UK team has been a smashing success which now runs itself without any input from me and as mentioned earlier, has led to us expanding once again in Europe.

 

What one thing do you believe has been a major factor in your achieving success? 

I’ve been very fortunate to have had several excellent mentors who especially early in my career, were able to offer me a great deal of guidance. My time as a mentee was back when I was working in the advertising and media sector, so in an environment which was very fast-paced and competitive. Between that and not having the experience that I do now, I sought out a mentor that would primarily help to develop the mental side of my career – how to be bold enough to ask for a promotion for example.

What they encouraged me to do, which was particularly helpful, was to write out my dream job description so that I had something tangible to work towards. Whilst I knew what learnable skills could take me to that point, I also knew that inevitably there would be bits that I hadn’t considered from my sole perspective. My mentor always encouraged me to not look at what was straight ahead of me but to explore the possibilities of where I wanted to be in 5-10 years. They helped me to explore my core values and also not be afraid to challenge the status quo.

What top tips would you give to an individual who is trying to excel in their career in technology?

Above all else, continuous learning is crucial as technology progresses at such a fast rate. Whilst it can be difficult to juggle with your other responsibilities, taking the time to learn what’s going on in your industry is essential to keep an edge over the competition. Also if possible take the opportunity to build a strong professional network by attending industry events and engaging with online communities. Your peers within the industry can be such a great resource both for learning and for career opportunities.

What barriers for women working in tech, are still to be overcome?

Despite progress, barriers for women in tech persist. Gender bias and stereotypes continue to hinder women’s advancement, leading to underrepresentation and a lack of opportunities. Unconscious bias in hiring and promotion processes further exacerbates the issue. A lack of role models and mentors also limits the support and guidance available to women in the industry. Work-life balance challenges, hostile work environments, and a lack of diversity and inclusion initiatives add to the barriers. Overcoming these obstacles requires addressing systemic biases, promoting inclusive practices, providing mentorship and sponsorship opportunities, and fostering a supportive and inclusive culture that values and empowers women in technology.

What do you think companies can do to support and progress the careers of women working in technology?

Companies can support and progress the careers of women in technology by implementing several initiatives. Firstly, promoting diversity and inclusion by setting gender equality goals, establishing unbiased recruitment and promotion practices, and fostering an inclusive work culture. Secondly, providing mentorship and sponsorship programs to connect women with experienced professionals who can offer guidance and advocacy. Offering training and development opportunities focused on technical and leadership skills is crucial. Additionally, creating networking and affinity groups for women in technology allows for peer support and networking. Lastly, actively addressing unconscious bias through awareness programs helps ensure equal opportunities for career growth and advancement.

In an ideal world, how would you improve gender diversity in tech?

Companies can support and progress the careers of women in technology by implementing several initiatives. Firstly, promoting diversity and inclusion by setting gender equality goals, establishing unbiased recruitment and promotion practices, and fostering an inclusive work culture. Secondly, providing mentorship and sponsorship programs to connect women with experienced professionals who can offer guidance and advocacy. Offering training and development opportunities focused on technical and leadership skills is crucial. Additionally, creating networking and affinity groups for women in technology allows for peer support and networking. Lastly, actively addressing unconscious bias through awareness programs helps ensure equal opportunities for career growth and advancement.

What resources do you recommend for women working in tech?

There are so many resources out there but a few favourites for inspiration are as follows:

  • Women In Tech Forum – A global community of women and allies at every stage of their career journey – all connected by the desire to network, learn and be the best version of themselves.
  • Tech London Advocates: Women In Tech – Platform that accelerates opportunities for women and advocates an inclusive and sustainable tech industry.
  • Leading Women in Tech – A podcast discussing how to create the next generation of women leaders in the tech industry.
  • WomenTech Network – Network designed for women in various roles within the technology industry, from junior to executive levels, aiming to foster a supportive community, promote professional growth, and inspire more women to join the tech sector.

Candlefox Leadership mentors Sarah-Jane McQueen