Every distributed team looks different, but they all have one thing in common: they’re the future of work. Since distributed teams are set to become the norm – according to numerous recent studies and reports – it’s key that you adapt and update your management skills for this new mode of work.

A new study by IWG reveals that 70% of employees globally work remotely at least once a week – and 50% of employees work remotely half the week.

This is one of the first studies to survey professionals in 96 different countries and across a range of industries. Statistics fluctuate depending on the country and industry. (For example, remote IT workers are leading the pack.) However, this huge percentage shows that remote work – whether part-time or full-time – is a major trend worldwide.

What is a distributed team?

A distributed team is a group of individuals who work together from different geographical locations, leveraging technology to communicate, collaborate, and achieve common goals. Unlike traditional teams that operate from a single office space, distributed teams can span cities, countries, and even continents, allowing organizations to tap into a global talent pool. This model supports a variety of work arrangements, including remote work, flexible schedules, and hybrid offices, enabling team members to work from home, co-working spaces, or any location with internet connectivity.

Distributed teams offer several advantages, including access to a wider range of skills, round-the-clock productivity across time zones, and significant cost savings on office space and resources. However, they also present challenges such as cultural differences, communication barriers, and the need for strong digital security practices. Effective management of distributed teams involves fostering a culture of trust, promoting clear and open communication, and utilizing technology to maintain connectivity and collaboration.

A distributed team – comprised of both office and remote workers – will always have its own unique size, structure, processes and purpose. As the manager, your job is to make sure these diverse parts work together efficiently. To do this, we’ve put together some strategies to get you into a remote management mindset for great results with mixed teams.

1. Think remote first

One of the biggest mistakes when it comes to running distributed teams is simply using in-office management methods and then applying them to the remote space. This kind of thinking will make your remote practices clumsy and often second-rate. It’s best to think remote first, so that your processes make sense for both models.

Start with how to manage remotely – through a tool like Trello? with daily stand-ups via Zoom? – and then see how this fits into the in-office group. Most project management software are also excellent for in-office. For example, if you think Trello is the best way to track your remote workers, you can use this tool across the board with your entire distributed team. By going remote first, you’ll minimize issues and create consistent management tactics for your distributed team. (Also read: 10 steps guide on how to manage remote teams)

2. Use the same communication channels

Make sure you’re using the same processes with your in-office and remote workers. In other words, your in-office workers shouldn’t be communicating or having in-person meetings without keeping the remote side in the loop. Consistency in the way you communicate is essential. Otherwise, decisions and discussions may take place without input from the whole team. This can create confusion for remote workers and feelings of unfairness.

Try to create communication channels that are digitally documented so that all team members can access this information and get updates in their own time and location. Slack is a great solution for this, as communication is both immediate and leaves a “digital papel trail” so that deadlines and expectations are clearly agreed upon.

With a distributed team, you should also over-communicate at the beginning to make sure that your team is running smoothly. Check in with daily and weekly meetings and clearly resolve issues so that your distributed team feels confident in the communication channels you’ve set up.

3. Collaborate using digital management tools

There are great digital tools out there to boost team collaboration. If your team relies on email to collaborate, you may consider other more immediate tools. Your inbox can often get bogged down by too many messages, which you don’t see immediately. However, other tools like Slack, Asana or Basecamp can promote easy and instant communication so that your team stays connected and nimble.

If you’re not sure what digital management tools might be good fits for your teams, do some research to find more information on some of the best tools out there for remote work.

4. Create social spaces online

In addition to getting work done, you should also build relationships within your distributed team. This will make your team members feel more unified, as studies show that loneliness can be a big challenge for working remotely.

So, it’s a good idea to create social spaces for your distributed team. Some ideas include: channels or boards for sharing photos of your weekend plans, social events such as “virtual happy hours” or even a Friday email sharing stories from the week. These small steps will make your distributed team feel more connected and happier.

5. Be transparent with workflow

You should also document the defined workflow for your distributed team and share these processes with them. A good way to do this is to create a Google Drive folder with these documents that you can then update and share with your team.

By staying clear and transparent about how you expect your team to work, you’ll see big strides in collaboration and processes. Get everybody on the same page by better defining the expected workflow.

6. Create results-based evaluations for all employees

As we mentioned above, your employees – whether in-office or remote – should be treated the same way. When it comes to evaluations, create metrics that apply to both groups. Specifically, focus on the results achieved by team members, and not other elements that aren’t shared among the distributed team (such as hours logged at the office).

The baseline for evaluations should be equal and consistent. Looking at results is a great way to make constructive evaluations and motivate team members.

7. Celebrate successes publically

When remote workers feel “out of the loop,” it’s usually because they don’t see how they’re positively impacting the team or company. One way to solve this isolation is to communicate successes across the company. In fact, under any working model, this is an excellent idea. Send a weekly email of successes, or use a Slack channel to give regular shoutouts to good work! Your workers will feel appreciated and more engaged in their job.

In the end, managing a distributed team isn’t any harder than managing other kinds of team. However, these distributed team strategies will help steer you away from common problems and help you create effective collaboration and communication within your team. Whatever your distributed team looks like, you’ll be well on your way to success.

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Here is a Free trial to tech recruitment software to hire your first candidate!

Recruiting top-class talent is challenging in itself and doing it on a low budget can be quite a daunting task!

Startups and mid-sized companies that typically operate on a shoestring (small) budget (before they catch the eye of the big VCs and make it to the big league) are commonly faced with the predicament of how to recruit the right candidate with their limited budget.

At a time when big companies lure top talent with generous salaries and bonuses, VMware, Splunk, and Cadence the top three paying companies in America pay their employees in the range $160k according to Business Insider.

What chance do the smaller players have?

According to a study by Deloitte, employees reported work-life balance as being the most important factor apart from salary.

In another finding, a whopping 42% of those surveyed by Towards Data Science was willing to choose a lesser paying job with fewer working hours than a better-paying one with more working hours!

The attractive perks and benefits offered by tech biggies to their employees to keep them interested in more evidence supporting the finding that salaries aren’t everything.

For instance, Netflix offers its employees unlimited maternity and paternity leaves in their first year of parenthood.

Airbnb, on the other hand, offers its employees an annual stipend of $2000 to travel!

While the latter may not be applicable to a firm with budget constraints, a flexible work schedule can be very attractive to many employees. (Also Read – Employee onboarding: Looking at the bigger picture).

So what should startups do to hire developers and other tech talents on a small budget? While everyone is looking to get that developer worth million dollar bucks, there are few creative recruiting strategies to hire great talents, let’s discuss them below

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9 creative recruitment strategies for hiring top talent

1. Appeal to their emotional side

   While salary and bonuses may be more appealing to the logical side of the brain, there is another way to attract a potential hire – by appealing to their emotional side.

   At the core, all of us are driven towards finding a sense of purpose.

   If you can get candidates invested in your company’s mission, then it can go a long way in shifting their focus from merely looking for a well-paying job to one where he/she could make a difference in the larger scheme of things.

2. Additional perks never hurt

   Maybe you have a fancy cafeteria with unlimited snacks and all your employees are equipped with MacBook Pros. Or maybe not.

   One thing we need to understand is that not all employees seek these fancy perks.

   Quality bonding time with everyone over a piping hot cuppa and some munchies to go around may be just as appealing!

   Most companies tend to overlook certain easy-to-implement and highly effective perks that would appeal to the employees, such as

   1. Flexitime

      A flexible work plan empowers employees to plan their work around their own schedule, which in turn leads to a more productive workforce that is self-motivated and doesn’t need constant reminders or supervision.

      The flexitime can be in the form of late clock-in time or early clock-out time. Since the flexiwork applies to everyone involved, employees are more willing to pitch in for a colleague in case of emergencies.

   2. Healthy meal options

      Promoting a healthy workplace is also in fashion these days, with cafeterias serving all kinds of healthy and nutritious food for the employees.

      By adopting a healthy food policy, not only are you offering your employees a healthier alternative but also positioning yourself as an employer that cares for its employees’ health and well-being.

   3. Convertible or standing desks

      Emerging as one of the fastest growing and in-demand employee benefit across companies, the humble standing desks or sit-to-stand desks can be an inexpensive yet attractive perk to offer to a prospective candidate.

      These desks, apart from making the workspace more robust and dynamic, ensure better collaboration among employees.

   4. Discounted neighborhood membership

      Most startups operating on a tight budget would not be able to afford a fully functional gym in their workplace, however, a group discount at a neighboring gym can be an excellent alternative.

      This would promote a healthier, dynamic work environment.

   5. Travel or holiday allowance

      An excellent benefit to add to your list would be a holiday allowance that can boost the happiness quotient among employees in your office to new levels.

      A dash of creativity coupled with some well-thought out and relevant benefits can empower you to not only retain your current crop of employees but also galvanize them into becoming brand ambassadors for your company.

      Referral hires who are well versed with the dynamics and work culture of your company, thanks to this band of brand ambassadors, would be willing to take a pay cut because they know they would be a good fit here. (Also Read – How employee wellness affects productivity: four fundamental pillars)

3. Work-life balance

   Whether you’re running a bookkeeping side hustle with a team of two or managing an enterprise with a dozen headcounts, you must prioritize the work-life balances of your employees .Employees today do not prefer to be tied down to their desks for long work hours and require time-off to socialize, follow their passions, pursue higher education and lead a fulfilling life.

   It is imperative for employers to understand this need, and offer employees an excellent work-life balance. Such a workforce tends to be more productive and infuses robust energy to the workplace.

   A study by Deloitte reports how employees revealed that work-life balance was one of the most important factors while considering a job.

   There are limited hours in a day and demanding that your employee work for longer hours not only builds resentment but also affects productivity!

   An unhealthy lifestyle with irregular meals of unwholesome food, lack of adequate exercise, and the absence of stress-relieving activities can potentially lead to life-altering or fatal lifestyle diseases!

4. Autonomy, mastery, and purpose

   Experiments in the 1970s by well-renowned psychologist Edward Deci studied how money and motivation derived different results from its subjects.

   In these experiments, a group of people was divided into two sets, one that was asked to solve a puzzle with money as the reward and the other who was asked to solve a similar puzzle without any monetary rewards.

   He found the second group that was simply offered a challenge without any monetary compensation to be more motivated than the one that was offered compensation.

   This example is in no way to suggest you withdraw monetary compensation for your employees from the table! On the contrary, the lesson we could perhaps learn from this is that humans have an intrinsic need to succeed, which can be leveraged by offering them an environment that is conducive to attaining such a goal.

5. Potential for growth

   Some of the best hires are often looking for an excellent opportunity and a challenge as well!

   They are keen to know about the company’s growth prospects and their own professional advancement and career prospects.

   In a poll by Gallup, 87% of the millennials reported career advancement was very important in a job.

   A candidate who understands his current role, as well as the career prospects within the company, is much more likely to take a salary cut in lieu of career advancement.

6. Stock options

   Several companies offer equity or stock options as part of the compensation.

   This would mean that the salary that the employee gets in hand would be much lesser since he gets to have greater skin in the game.

   This is an excellent way to align the company’s interests with that of the employee.

   The employee who chooses to take a lesser salary in lieu of equity believes in the company’s potential and is incentivized to grow the company so that her own shares also increase in value.

   Microsoft is one of the early companies who offered stock options to its employees and created 3 billionaires and over 12,000 millionaires in the process!

7. Sell them on your technology

   A very effective way to attract players to your team is to sell them on the hot technology you are working on.

   People, from entry-level to senior-level employees, would take a smaller paycheck if they get to work on cutting-edge skills. (Also Read – Automation in recruitment and why it is a necessity for HR)

8. Show them you only hire the best

   Compelling stories about your team and their superior industry knowledge would persuade a talented hire to be part of your team.

   The reason?

   An A-player prefers to work with other A-players and would be willing to take home a few dollars less for the opportunity to be in the company of great talent.

9. Job vs. Career

   The best hires are not merely looking for a job to earn money!

   Instead, they are looking for a workplace that has the potential to grow and offers similar growth prospects to its employees.

   In short, a lucrative career is what a top-class talent is looking for.

   To convince a person such as this, you need to play up your company’s mission, its goals, its potential for growth, its team, and its work culture.

   It is imperative to find a dedicated team of talented employees to boost your company’s success and without lucrative paychecks, these above-mentioned ideas can serve you well in attracting great talent.

Conclusion

While finding new ways to retain employees through exciting perks and keep them engaged with new challenges, remember to not tweak the hiring process to such an extent that you have to make do with less than the best talent.

There are other ways to cut costs— employ novel tools to identify talent, streamline the evaluation and interviewing processes, and manage employees— and weed out under-qualified candidates.

Automation can save several man-hours, which means you save lots of pennies too, and improve the effectiveness and efficiency of your recruitment strategy.

Read how start-ups like GyanMatrix & global NGOs are using Technology Recruitment Software for hiring technical talents on budget.

Take a 14-day FREE trial for HackerEarth Recruit to see if the software is a right fit for your organization.

This post was originally published on The HR Agenda Magazine’s blog on March 1st, 2019

Hackathons are a logical solution to addressing the unique challenges of hiring the ever-elusive top tech talent.

Talent acquisition has been the biggest concerns for the C-suite year after year. According to the latest PWC survey, 63 percent of the CEOs are increasingly concerned about finding talent with the right skills.

To combat the serious shortage of skills, companies are resorting to innovative means of hiring. For example, Volvo turned the Brussels Motor Show into a recruitment ground where AI-powered cars interviewed and recruited technicians. This led to Volvo filling the 200 vacancies in no time.

One of the recent recruitment trends gaining momentum is for companies to use hackathons for hiring quality talent. Although hackathons are predominantly a crowdsourcing tool, in recent times, they have proven to be an effective hiring mechanism.

What is a hackathon?

A hackathon is a competitive and competitive event in which teams of designers, developers and subject matter experts create solutions for a specific problem within a defined time frame. The goal is to build a working prototype in the form of a website, an app, or a robot to solve a given problem.

Why hackathons for hiring?

When it comes to recruitment, the following five important parameters or metrics ascertain its effectiveness.

• Quality of hire
• Time to hire
• Cost of hire
• Candidate experience
• Diversity and inclusion

Hackathon as a hiring tool serves well across the parameters mentioned above.

May the best man/woman win

Hiring through hackathons is a truly meritocratic process. If a candidate is skilled enough to solve a complex problem you pose or build something extraordinary, all that is left is to assess if the candidate is culturally fit for the organization. Most hackathons will have at least 10 percent of ideas that exceeds your expectation. Interestingly, these ideas also tend to come from people who would not have been shortlisted through the traditional process on the basis of experience, pedigree, etc.

48 hours of rendezvous

According to studies, the average time to fill a position is 36 days. Whereas, hackathons reduce this time to 28 days (organizing, inviting ideas, and shortlisting) including the 48 hours of intense hacking. Also, companies get the opportunity to interact with the candidates and mentor them.

Cost of hire

According to the Talent Acquisition Benchmarking Report, the average cost of a hire is $4,425 whereas the average cost of hackathons for hiring is $4,000, with the advantage of hiring multiple candidates. If four employees are hired by conducting a hackathon, the average cost per hire boils down to $1,000 ($4,000/4) as opposed to $4,425 (conventional hire). Hackathons help in building a pipeline of talent as well. For example, if your company predominantly works on Django/Python tech stack, you can easily build a pool of talent by conducting a hackathon focused on Django/Python.

Candidate experience

The number one reason for candidates to participate in hackathons is “because I find it enjoyable,” says a survey by StackOverflow. Moreover, 20 percent of the hackathon participants believe it “helps me find new job opportunities.” In contrast to the traditional screening and interview process, hackathons provide a conducive environment that can bring out the best in a candidate.

Diversity and inclusion

Companies that are focused on improving diversity and inclusion turn to hackathons for hiring. For instance, women-only hackathons have proven to be an effective way to recruit female tech talent.

Emerging Technologies and Niche Skills

Data scientist scarcity – In the U.S., data scientists are the most sought-after professionals. However, there is a significant shortage of data scientists globally, and the demand is 50 percent more than the supply. In such cases, machine learning (ML) and data science hackathons have been tremendously effective in spotting and recruiting skilled data scientists. On the average, an ML/data science challenge gets 1,500 to 2,000 participants. Corporate giants such as Accenture and banks such as Societe Generale regularly conduct such hackathons. In fact, some companies have set up a data science team in just 10 days through ML hackathons.

Blockchain, AR/VR, full-stack, and cyber-security experts are a few other niche skills that companies hire through hackathons.

How to Conduct a Hiring Hackathon

1. Decide the role and list the desired skill set for a particular role.
2. Craft problem statements that would assess the skills encompassing the role.

For example: If you are hiring a full-stack developer, the problem or task should be designed to evaluate:

• Understanding of front-end programming languages such as HTML, CSS, and Javascript
• Command over middle-ware such as PHP, Python, and Ruby
• Knowledge of databases and OS
• Experience in deployment and hosting
• Knowledge of third-party APIs/services

3. Invite participants. This could be challenging for most companies. Partnering with hackathon management companies with a vibrant developer community will help attract a large number of participants.

4. Evaluate and shortlist candidates. Invite the shortlisted candidates for an in-person interview and roll-out offers. Using hackathon management software makes the job 10X easier as submissions, judging, and shortlisting are streamlined.

Tech-oriented recruitment for top tech talent

Hackathons can be an effective tool for hiring, especially when attracting niche and rare talent.

It shortens the time to hire, brings down the cost, and also ensures an unbiased assessment. If you believe hiring the right talent is important for your business, then hiring through hackathons is something you should explore. After all, a company is only as good as its employees.

Work Environment:

I have always dreamt of working for an organization where loads of responsibilities are placed on their employees. And HackerEarth does just that! Obviously, you get hired because of your skills, but founders and managers expect much more. Opportunities for learning and growth are plenty, as often, you work outside your job description. Everyone works together and the best part is, there's no middle management, so you learn from the best.



It was a pleasure to join the Inside Sales team as a Market Research intern. Interning at HackerEarth gave me the freedom to learn from many vertices. Everyone at HackerEarth has the license to show off their brilliance. Delivering results with fresh designs and pitching in new concepts that capture consumer interests happen almost everyday! There’s pressure to break new ground, but dynamic energy drives the progress here. Pride in growing the company and sharing in its ups and downs creates a tight-knit team.

Not to forget, HackerEarth is one of the coolest places to work in. Plenty of perks keep employees happy, such as quarterly outings, flexible working hours, free food, a casual atmosphere, a gaming zone, etc.Every quarter, the entire organization gathers for a session with the CEO, Sachin Gupta. He gives an insight about the company, industry trends, what the company has achieved so far, what it intends to achieve, and much more. The level of transparency is impeccable! A special shoutout to Shishir, Head of Inside Sales, and probably the most resourceful person I have ever known. He helped me get a hang of things, starting right from the basics.

My Experience:

As a fresh MBA graduate, HackerEarth was the perfect place to calm my hunger - the hunger for knowledge, career growth, and skill development. As a Market Research intern, I learned that it is one of the most interesting and fastest growing fields to be in. It has a wide scope in the international forefront. This role not only improved my theoretical skills but also gave me hands-on experience in sales, marketing, lead generation, and business development. Apart from being one of the foremost startups in the country, HackerEarth also provides a fair working environment. The young and talented employees here are ready to walk an extra mile when you are in dire need.HackerEarth has an open culture and everyone is free to suggest new ideas and changes. There’s no scope of boring preset “to-do” lists; it is a world full of new challenges and possibilities. Yes, working at HackerEarth is an adventure!

Take Away:

It is said that good salespeople are hard to find, effective sales managers are rare commodities, and an outstanding sales director is like the proverbial needle in a haystack. The sales team at HackerEarth is exactly opposite of what is stated above. I was fortunate enough to work with this outstanding team - their effectiveness and principles are beyond brilliant!

I can confidently say that HackerEarth is “The Company” where one can acquire new prowesses and upskill themselves in a very short span of time. In only six months, I learned about consumer/client behavior, different research techniques, analytical skills, various marketing methods, to name a few. The company truly lives by its motto, “Everyone here is an owner of the company and we are always open to hearing people who can help us become better.” Career development opportunities are excellent for those with a go-to attitude and motivation to turn ideas into reality.

As the curtains rise up on 2019, it’s time to look back at the amazing innovations that came out last year. We conducted over 400 hackathons with enterprises, universities, nonprofits, and governments in various fields, ranging from shaping the future of music to creating Fintech solutions.

The hackathon ideas of 2018 were judged based on the following 5 parameters:

• Creativity - Bringing the “wow” factor to solve a problem
• Usability - Usefulness of the product to solve a problem
• Technicality - The technology used to create the solution
• Scalability - Potential for future upgrades to improve upon the solution
• Business value - Solving a problem while aligning to the business goals

Without further ado, here are the best hacks of 2018 in no particular order.

Category - Versatility

Hackathon - NITI Aayog Pune Smart City Hackathon

Geography - India

Theme - Public Health

Team name - Anashwar Tech

What is the hack? - Water disinfection container cover plate

What did we love about it? - This hack solves a real-world problem - access to safe drinking water. We loved how this simple hack makes use of a cover plate, purifying water in the container that it covers and also cleans itself at the same time! This fully working prototype uses digital purification from UV-C light to purify both the water and the container at the click of a button.

Category - Beginner Hack

Hackathon - Talent Hackathon - Centro Fox

Geography - Mexico

Team name - hectorjafeth_1be2

What is the hack? - BENTOXX - A nanocomposite to build a sustainable industrial process

What did we love about it? - A service aimed at sectors such as the paper industry, textile industry, and farming, BENTOXX implements a nanocomposite that removes and collects contaminating particles with Arduino-based electronics and microcontrollers. We really liked how the system can be used to monitor pH, turbidity, and temperature of water to build sustainable industrial processes.

Category - Consumer ease

Hackathon - World Music Hackathon

Geography - North America, Europe, Asia

Team name - kailasmoon_7258

What is the hack? - Untethered

What did we love about it? - Everyone wants to express themselves through music, but it takes years of practice to master an instrument. The goal is to make it possible for anyone to create music -- and Untethered does exactly that. Its AI interprets users' gestures and enables them to intuitively control an instrument of their choice. The only requirements: a webcam and passion for music.

Category - Scalability

Hackathon - Blue Planet hackathon

Geography - Global

Team name - The Fraternity

What is the hack? - Efficient vertical axis water turbine

Theme - Pollution control

What did we love about it? - This new age water turbine hack helps generate electricity without the conventional dam model. The flexible design can be used for both small and large scale energy production by trapping energy from the surface of the water, irrespective of the flow of the water stream.

Category - Consumer ease

Hackathon - P&G Click Predict Innovate

Geography - India

Team name - Mellowain

What is the hack? - Mellowain: Queue problem in retail store

What did we love about it? - Remember the long checkout queues after you shop? What if there was no checkout anymore? What if you could just pick the items from the aisle, drop them into your cart and leave? Using motion capture and data augmentation, Mellowain detects the item, validates, and bills via the connected payment method.

Category - Security

Hackathon - Unisys Hackathon

Geography - India

Team name - Hypersign

What is the hack? - Hypersign - A cryptographic single sign-on solution

What did we love about it? - Hypersign is cryptography based SingleSignOn Solution that enables users to securely access applications without providing their access credentials. What caught our attention is this hack's ability to bring together cryptographic algorithms and equations in a mobile application thus totally eliminating the need for usernames and passwords. The application further enables a user to securely sign transactions in decentralized environments; the Hypersign SDK allows easy authentication to the Blockchain.

Category - Social Good

Hackathon - DeltaHacks IV

Geography - Canada

Team name - Aloud

What is the hack? - Aloud — granting seamless verbal narration of physical text materials.

What did we love about it? - 90% of the visually impaired have a partial visual impairment. Depending on the severity and cause, this leaves a wide range of ways to read, rather than Braille or waiting for the release of the audiobook. Aloud is a voice recognition tool that uses Amazon Alexa and StdLib to let users translate physical text material by taking a picture of the text.

Category - Women Empowerment

Hackathon - International Women’s hackathon - 2018

Geography - Global

Team name - Raikes Girls

What is the hack? - Rosie: Undermining Language Detector

Theme - Economic Freedom

What did we love about it? - This hack is a Chrome extension that detects undermining language and suggests more confident phrasing to help people represent themselves as the professionals they are. Named after Rosie the Riveter, an American symbol for female empowerment in the workplace, this is a great tool which can help women write confidently and have great business conversations. Check out their website here.

Category - Change Maker

Hackathon - Lumohacks 2018 - Canada’s Ultimate Health Hackathon

Geography - Canada

Team name - Compii

What is the hack? - Compassionate Intelligence

Theme - Post Traumatic Stress Disorder (PTSD)/ Operational Stress Injury (OSI)

Technology used - AI, IoT, and Audibles

What did we love about it? - This hack tackles a major concern seen among military veterans and first responders - Operational Stress and Injury (OSI). Compii mobilizes the positive effects of social support. The social support intervenes at critical moments and empowers both individuals and their circle of trust to know when and how to act in times of emotional distress.

Category - Consumer ease

Hackathon - Cal Hacks 5.0

Geography - USA

Team name - JASK

What is the hack? - NavAR

What did we love about it? - While there are numerous navigation apps available for consumers, none of them work reliably and accurately indoors. The objective was to create an app that would highlight a path in the real world on your phone screen. This technology can be of great use to everyday citizens because it allows one to accurately navigate to a specific location in a building they have never been to before, such as a classroom in a campus. It is also useful in retail stores where the app can integrate with inventory databases to show customers the items they would want to purchase.

Want your ideas to turn into reality?
Check out the ongoing hackathons and find the one that suits you best.

Participate Now!