McElla Pappas - Recruiter Profile | Harnham US Recruitment

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McElla Pappas

Vice President

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McElla has spent her career in technical recruitment and during her time in the industry has developed two businesses from the ground up. She is experienced in building high performing recruitment teams in very technical markets, focusing on customer service and delivery.

Harnham blog & news

With over 10 years experience working solely in the Data & Analytics sector our consultants are able to offer detailed insights into the industry.

Visit our Blogs & News portal or check out our recent posts below.

Agri-Tech Innovation: A New Industrial Revolution?

San Francisco is both a base and a destination for tech professionals. On the edge of Silicon Valley, its uniquely small-town-big-city vibe evokes a sense of community. For better or worse. Everyone is, essentially, in the same boat. But, here’s the thing. Everyone identifies and understands what the other is going through and what they might need assistance with. Imagine being a start-up founder, CEO, or tech genius and needing to spitball, vent, or discuss projects and frustrations. Who can you turn to? Why, the bigger and more established start-ups, CEOs, and enterprising entrepreneurs, of course. The ones who have been there and done that. If you can catch them before they jet off to their next business meeting in London or Beijing. It's also home to a number of world’s best Data & Analytics events, including the World Agri-Tech Innovation Summit in March. This San Francisco summit will host over 1500 agri-food corporates, innovators, and investors in the agri-food sector. It’s theme? ‘Turning Disruptive Technology into Business Strategy through Partnership and Collaboration’ AgriTech – The Newest Frontier of Digital Transformation? It’s not that new, really. This is its fifth year. But, what it is telling is that disruptive technology is playing a large role in agriculture. Remember when scientists were trying to figure out how to make seedless watermelon? Look how far we’ve come. This summit’s focus is on sustainable agriculture and items on the menu for discussion include: Best models for successful technology commercialization. Partnerships needed to scale new technologies. How to transform the food supply chain into a more sustainable, affordable, and nutritious systems for generations (spoiler alert: sayonara high fructose corn syrup, GMOs, and additives?). Best practices and case studies of opportunities for innovation and investment. To best address the above, speakers and attendees, will consider the above within the parameters of: Automation.AI-Backed Genomics.Biological Discovery Platforms.Predictive Agriculture. Several days in the making, it seems the above is probably just the tip of the iceberg. And, from the lab to the field, greenhouses, too are transforming as Artificial Intelligence helps decrease errors in manual Data collection. Using Predictive Analytics in Agriculture In a world driven to be sustainable, and to stem the tide of overabundance generated waste, digital and analytical products in the field have moved toward these endeavors. Imagine being able to calculate how much product is needed and only growing, and cultivating that amount. Using Predictive Analytics in agriculture not only helps ensure against error, but also provides predictive modelling, Data, and Machine Learning for predicting trends in the field. Armed with this information, a more stable bottom line may be found as well as more efficient use of on-farm products. Beyond the Buzz How will analytics affect future farming and create sustainable best practices for future generations? There are quite a few predictions at the table, and the answers are helping to drive actionable insights for decisions based on Data, improving: Product decisions.Product amount.Profitability. The 3 Ps are the what. Here is the how: Mini computers in our phones grant us information from the world and, with the right applications, can tell us our stock prices, how much milk is in our fridge, and even manage the heating and cooling of our home from afar. So, what if you could check on your field before ever leaving the house? Want to get a handle on pests? How about testing your soil’s value? These are just a few of the questions being asked and answered at the summit. This is the power of predictive analytics in agriculture. The World Agri-Tech Innovation Summit is in San Francisco from March 19th and 20th. If you’re interested in Biostatistics, Bioinformatics, Computational Biology, Big Data & Analytics, we may have a role for you. We specialize in junior and senior roles. Check out our new Life Science Analytics specialism or our current vacancies for additional opportunities. Contact one of our expert consultants to learn more. For our West Coast Team, call (415) 614 - 4999 or send an email to sanfraninfo@harnham.com. For our Mid-West and East Coast Teams, call (212) 796 - 6070 or send an email to newyorkinfo@harnham.com.

by McElla Pappas

28. February 2019

Big Data and Analytics Insight into Employee Potential

In less than ten days, Silicon Valley’s Santa Clara Convention Center will be filled with speakers, panelists, and thought leaders from around the globe at the AI & Big Data Expo North America. Topics from the future of enterprise to spotting potential top talent, and everything in between will be covered. But how important is it for the future of enterprise to be driven by not only digital transformation leaders, but also a solid data team? Today’s data team must be a mix of the highly technically skilled and the soft-skill savvy, crossing what were once siloed departments across an organization. How do you spot top talent potential in your in-house team? What about those who perform better in person than on paper? What if you could see at a glance the possibilities of an employee’s performance? Big Data Offers Instant Insight on How to Spot Top Talent Digital transformation leaders and business executives have more detailed employee information at their fingertips than ever before. By combining people data with accurate algorithms using human capital management tools, organizations are armed with a robust picture of top talent. This offers instant insight into an employee’s potential. Estimation and guess work are a thing of the past, and armed with this type of information, organizations can put into motion succession plans, decide professional development opportunities, and future compensation as well as invest in their top talent for maximum potential. But, before you can develop high-potential employees, you need to find them. This can be one of the most difficult challenges. Then, once you find and prime your potential leaders, how do you retain them? Having a strategic, proactive approach is an excellent first step towards a successful strategy, and may include some or all of the following: Creating continuous learning opportunities. Conducting a pulse check. How are they feeling about the company? Their role? Responsibilities? Like the nuanced role which combines savvy soft skills with highly advanced technical skills, cognitive assessments using NLP can offer instant insights. But, it’s important to conduct in-person pulse check interviews as well, if possible. Offering mentoring or coaching opportunities. It’s also important to note, a diverse data team with a variety of backgrounds, can add more perspectives for more innovative solutions in business. The Competitive Advantage of Effective Data Analytics Data surrounds us, and in our data-driven world, it’s important for business leaders to understand the impact of Big Data and Analytics when it comes to finding, developing, and planning for top talent. As much as we need to know where and how to find top performers, we need to identify our current potential talent, to support their growth, or risk losing them. Current performance is only one way to gauge talent and isn’t always a good indicator of future potential. In fact, not having all the facts and relying on instinct could prove to be a liability. In other words, high-performing employees may not have high potential, but high potential candidates may stand out in different ways. Knowing the difference can save time, money, and resource. Losing a high-potential employee can cost over three times their salary, as well as their deep institutional knowledge. Like customer behavior insights gleaned from data, effective Data Analytics can give companies a big advantage over their competitors. If you’re interested in Big Data and Analytics, we may have a role for you. We specialize in junior and senior roles. If you’re attending the Big Data and AI Expo in Silicon Valley, November 28 and 29, stop by our booth and say “Hi”. We look forward to meeting you and can discuss opportunities on the spot. If you can’t make it, you can check out our current vacancies or contact one of our recruitment consultants to learn more. For our West Coast Team, call (415) 614 4999 or send an email to sanfraninfo@harnham.com. For our Mid-West and East Coast Teams, call (212) 796 6070 or send an email to newyorkinfo@harnham.com.

by McElla Pappas

21. November 2018

How JobSeekers Can Market Themselves to Staffing Agencies

Big Data comes to the Big “D”. In Dallas, Texas, beyond the Stetsons and the boots, the sports franchises, the art galleries, and the shopping centers exist a plethora of data from which to gain market insights across industries. Data professionals are in high demand and businesses and universities have stepped up their certifications and trainings to employ the best.As disruptive technologies continue moving at an unprecedented pace in the work place, recruitment and staffing agencies race to find and engage top talent. Things are changing at a lightning rate for both hiring managers and candidates from how candidates are sourced to how those candidates can stand out.From AI automated processes, mobile applications, and the rise of video and visualization to drive engagement, staffing agencies are stepping on the technology bandwagon and looking for the same from their candidates. From the Recruiter Side: Find and EngageIf you’re a Star Trek fan, you may first envision Jean Luc Picard of the Starship Enterprise giving direction. And strangely, you might not be too far off. The goal for any employer or staffing agency is to find top talent and know how to keep it. Gain insight into your candidates to help match them to the perfect role by understanding their personal priorities and aspirations for a successful outcome.From AI candidate screening to Augmented Reality (AR), finding talent has seen an uptick in the use of digital technology and data science. Sourcing candidates has evolved from “advertise and apply” to “find and engage”, in which staffing agencies and recruiters look for meaningful data and patterns within their candidate pools to determine how open a candidate may be to new job opportunities.Engagement is a key term these days when it comes to gaining insight about customers, clients, and now candidates. From smartphones and tablet apps to wearable devices to the social media insights gained through company reviews and comments, engagement puts the relationship back at the center of recruitment. From the Candidate Side: Putting Your Best Foot ForwardWith all the visual acuity of Instagram, YouTube, Facebook, and Twitter, the traditional chronological or functional resume has changed. In today’s market, more and more job applications and resume requests are being enhanced with embedded video and Virtual Reality (VR) Jobseeker profiles.Don’t ditch your traditional resume just yet. Enhance it with embedded video. Engagement works both ways and a professional video can offer staffing agencies deeper insight into a candidate’s expertise and potential fit within an organization. Like any interview, dress professionally, speak slowly and clearly, and be sure to highlight your expertise.Using Virtual Reality to augment your jobseeker’s profile, you could even walk a potential recruiter through one of your projects. If you’re a Data Engineer, you might highlight your process for building data lakes and platforms, if you’re in martech, you might highlight one of your campaigns and the insights gained from it.On the flip side, VR tours at a prospective company could offer you a glimpse into the workplace and its culture. In addition to VR tours, which while interactive only give a two-way approach to company life, the advent of Augment Reality (AR), allows a candidate to experience first hand and companies to see first hand mock interactions, talk with an employee about a day in the life, participate in a meeting, or simply walk through the workplace as if you were there in person.Finally, it’s important to keep your skills sharp and many organizations want to help you do just that by upskilling talent. Keeping pulse of trends in a constantly evolving industry requires constant skills development and enhancement. A benefit top talent seeks are roles offering upskilling and professional development whether it’s through additional responsibilities, stepping outside their comfort zone – this is where integrated teams come into play, mentoring, or simply available time to attend online and offline conferences and seminars.So, you’ve revamped your resume to include embedded video and enhanced your profile with virtual reality. Maybe you’ve attended a recent conference, gained new insight into trends in your field, or networked your way into an interview. But now you may be wondering, what’s hot right now. What jobs are in high demand? Jobs in DemandBetween security breaches of personal data and BitCoin’s dramatic rise and fall, the most in demand jobs this year will by Cybersecurity professionals, BlockChain talent, and E-Commerce Specialists within the IoT framework. And as online shopping continues to slice away at traditional retail spaces, those retailers who want to move into E-commerce or revamp their current online storefront will be looking to E-Commerce Specialists. Martech is now a significant part of every marketing organization’s budget. Getting the highest ROI from your marketing spend is crucial.But, across the board, IoT has sparked demand for every data professional from data engineers and designers, data scientists, business intelligence analysts, and more. While employers seek a broad skillset, one fine-tuned skill are for those professionals who can connect the “I” with the “T”.Staffing agencies and employers know these trends present opportunities for innovation and sourcing the right talent is central to their success. Adaptable candidates secure the best roles and both recruiters and jobseekers use these trends to their advantage. Recruiters, keep these trends in mind when crafting your job posting.If you want to help build the bridge between offline and online customer engagement managing internal teams to maximize ROI. If you want build a foundational roadmap for the future for analytics projects to industry standards and trends, we may have a role for you. We are looking for a Senior Vice President, Marketing Analytics for one of our Dallas clients. Operating at the forefront of Marketing analytics work, this position offers a seasoned Analytics leader the opportunity to define company roadmaps.Harnham specializes in Junior and Senior Data and Analytics roles, check out our current vacancies or contact us to learn more.For the East Coast and Mid-West teams please call 212-796-6070, or email newyorkinfo@harnham.com. For the West Coast team call 415-614-4999 or email sanfraninfo@harnham.com.

by McElla Pappas

28. March 2018

Women in Data Science

It's 2018 and the predictions of two and five years ago remain. There is a shortage of talent for what has been billed the hottest career of the 21st century. Why? Among the answers to this question, lies lack of diversity within data science teams. With the Women in Data Science (WiDS) Conference set for March 5th around the globe, we wanted to focus on the lack of gender diversity in data science and STEM roles in general. In the UK, women make up nearly 13% of the STEM workforce versus 26% in the US, though both countries are still woefully underrepresented. Yet, a McKinsey Diversity Report found that 15% of diverse and gender-diverse businesses are more likely to outperform those businesses that are not. We spoke with McElla Pappas, Vice President of Harnham regarding her thoughts on the talent shortage with a particular focus on the shortage of women entering the data science field. What do you think would generate interest? What would bring more people to the field of data science? I think to increase the candidate pool and engage more women in data science requires a blend of analytical traits and effective communication of what the data tells us. This blending creates more of an organic challenge and a task that can be a bit more results-oriented catering more to the science of how women think and what we look for in a data science role. The science that I've always heard is women like to see impact, to see growth so we need to shift the conversation from "this is a technical role" to "this is a role that is changing the way healthcare will look tomorrow". If we can focus and drive more women toward the messaging of what we're impacting; whether it be in the healthcare space, learning and development space, or improving customer experience, I'm sure we'll see more engagement from women. Do companies need to be more educated to the benefits of women in data? Businesses need to have a level of emotional intelligence to understand women want to be on the same playing field. Companies need to push them from a confidence perspective and manage individually rather than in a group. They also have a responsibility to ask why aren't you putting your hand up, you've got the skills. It's all about confidence. That said I don't believe all companies require education on the benefits of women in data. We have a customer who is actively looking for female data science talent, so we've been working to put together an event for women in data science in which high level women in the data science industry speak at the conference. Should women interested in data science target a position in a start-up or a more established firm? By their very nature, smaller organizations can offer more cross-functional exposure versus larger and more established organizations. However, within the departments of larger organizations there may be opportunity to gain more commercial exposure. In general, though, gaining more exposure at varying levels and in different departments are more likely to be found in smaller organizations. Help us change the conversation and take that step towards a new big data and analytics role. You can check out list of current vacancies here. For the East Coast and Mid-West teams please call 212-796-6070 or email newyorkinfo@harnham.com. For the West Coast team call 415-614-4999 or email sanfraninfo@harnham.com.

by McElla Pappas

21. February 2018

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