Tech Assessment

Superhero movies and super successful companies have one thing in common. They both have a great team that strives to win, no matter what the challenge is. It is always the hero’s team that saves the day.

A challenge like a hackathon is no different. At hackathons, teams of developers, designers, and product managers work together to build prototypes and solve real-world problems within a specific time frame. The team that works the most efficiently and builds the best solution takes home the prize. Getting the right people on board gives your team a competitive advantage over others. Here are the top tips to form a winning team for your next hackathon:

1) Start your hunt early

Start looking for teammates from the time you decide to participate in a hackathon. Search for potential teammates on online platforms and communities like Stack Exchange, Stack Overflow, and Quora. Start with your own network of friends and like-minded acquaintances. You can also find other hackers on meetups and developer groups. Further, hackathons conducted on platforms like HackerEarth allow participants to form teams on the platform itself.

2) Work on your pitch

To attract talented people to your team, you need to sell your idea and your profile well. Update your Github profile and create a good pitch to share with potential teammates. Showcase your past projects. Highlight your skills and domain knowledge. Explain your idea and the problem that you plan to solve. Be proactive in pitching your idea and listen to feedback. Even if you arrive at the hackathon alone, with a good pitch, you still have a good chance of forming a great hackathon team.

3) Seek diversity

Diversity is what makes Avengers, the team of superheroes great as a team. Each member brings a unique strength to the table. While forming your hackathon team, hunt for talent from diverse domains like designing, frontend development, business management, etc. Having a team of people with diverse skill sets will help you in building a complete product.

4) Be aware of different working styles

Different people work differently and have different approaches to solving the same problem. Assign tasks and roles to team members based on their core strengths. Give everyone a fair chance to work on specific tasks which they are good at. Encourage mutual learning and problem-solving. Getting the chemistry right is the key to a successful team. If you have the time to prepare, do a mock run with your team to plan tasks and organize yourselves better as a team.

‘Getting the right people and the right chemistry is more important than getting the right idea.’?—?Ed Catmull, previously CEO of Pixar, author of Creativity, Inc.

A good team adapts well to any situation. Your final prototype is a result of your team’s work. By forming a good team, you can build better products and improve your chances of winning a hackathon.

Got a tip for building stronger hackathon teams? Share it with us in the comments below.

The IT landscape as we know it is getting redefined every day. Change is constant. The need of the hour for tech companies, big and small, is to innovate fast and keep up with the change. Innovation was the main focus ofIndiaHacks 2017, HackerEarth’s country-wide hackathon, aimed atbuilding software products to transform the world.

Thousands of submissions were received from developers across the country.The hackathon had three tracks – Internet of Things, Fintech, and AI. Based on the first offline session conducted in three regional zones – Delhi, Pune, and Bangalore, 10 finalists were chosen for each track. Thirty finalists participated in the offline hackathon conducted on the 8th and 9th of September in Bangalore.

In the final round, teams built some incredible apps and prototypes.We are happy to present the winning hacks of IndiaHacks 2017:

Winners in Internet of Things (IOT)

1) License Integrated Safety Device

The License Integrated Safety Device is a UUID-based vehicle tracking system that addresses the growing need for delivering effective safety, traffic control, and pollution control. The technology can act as a first responder management service in smart cities.

Application:

• The system comes with hardware that mimics access control system for automobiles. This prevents any unauthorized access.
• The device tracks the user’s coordinates when on the move. This information can be aggregated to a cloud- based system, allowing companies to gain insights and provide value-added services for smart city management.
• The data can also be consolidated into a city surveillance system to manage traffic by prioritizing user’s needs and routing optimally.

1ST Prize winners:

Team Name: Team_Anonymous

Submission Theme: Smart Driving Experience

Team Members: Sohail Chamadia, Kunal sharma

2) Real-time assistant for badminton players

The real-time assistant is a wearable device that enables players to know their fitness level and match readiness by analyzing their “smash” profiles. This profile has fitness details such as calorie intake, fluid intake, workout before sessions, and performance level of players. The device comes with an Arduino Nano, GY521 accelerometer, a sound sensor, and a Bluetooth HC-05. The device can help badminton players in the following ways:

• It calculates the player’s fitness level including the power generated by hand, the jump intensity, and the smash speed.
• It helps players to know their physical strength before a match.
• It provides insights players can use to adjust their fitness routine and improve their performance.

2nd Prize winners

Team Name: Smashlytics

Submission Theme: Smart Wearables

Team Members: Dey Subhankar

3) GPS and IoT-based soldier tracking and health indication system

The low-cost, wearable device based on IoT is equipped with biosensors. The device offers a reliable system to guard the lives of soldiers. The system can help locate and monitor the health of soldiers in combat. The main applications of the software are as follows:

• With IoT, armed forces can know the location of their soldiers directly on a smart phone.
• The technology can help monitor the health and ammunition of the soldiers in combat.
• GSM module can be used for effective high-speed transmission, short-range, and soldier-to-soldier wireless communications.

3rd Prize winners

Team Name: Tech_Monsters

Submission Theme: Smart Wearables

Team Members: Jasvinder Singh Chhabra, Ritesh Agarwal

Winners in Fintech

1) TechnoFin – A simple solution to financial problems

With time-series modelling, and predictive analysis, TechnoFin serves as a full-fledged financial recommendation engine. It addresses all the problems related to investing in stock market, real-estate, gold, and banking. The model can be used to predict the following:

• Stock prices with high accuracy and help in the comparison of stocks.
• Real-estate prices, and gold prices.

1ST Prize winners:

Team Name: FIN_ishers

Submission Theme: Financial Advisory

Team Members: Avinash G Kori, Akhil Poojary

2) MoneyMultiplier

Money Multiplier, an app integrated with Watson Conversation, aims to educate the financially illiterate. The app helps in the analysis of monthly account statement, and the monthly limit for savings. It also helps in understanding the Net Asset Value (NAV) of mutual funds.

Details of 2nd Prize winners

Team Name: ENSPIRE

Submission Theme: Financial Inclusion

Team Members: Suhit Kalubarme, Harish Shridhar Khot

3) Security for financial transactions

The ML-based security software aims to make transactions safer by identifying and tracking user behavior. Using Apache Lucene-based Elastic search or Solr engine, the software stores transactional data and identifies user pattern.

Details of 3rd Prize winners

Team Name: Secure_You

Submission Theme: Security

Team Members: Yadu Mathur, Sandhya SG

Winners in ArtificialIntelligence (AI )

1) Smart Courses

The smart online learning software uses smart image recognition recommendation system to evaluate facial expressions of students and then operates accordingly. The system can also be equipped with a smart assistant or chatbot to answer user queries.

1ST Prize winners:

Team Name: Zodiac

Submission Theme: Recommendation system

Team Members: Rishabh Malik, Aniket Sharma

2) Genre-switching music recommendation system

The recommendation software specializes in giving a good mix of genres based on the correlation established between the tapped genres using reinforcement learning.

2nd Prize winners

Team Name: Mad_Men

Submission Theme: Recommendation system

Team Members: Abhinav Anurag, Nitikesh Bhad

3) Bot104

BOT 104 tracks the number of beds available in nearby hospitals and helps users to book hospital beds easily. The software also has a feature to generate auto bills using QR codes.

3rd Prize winners

Team Name: Krypton

Submission Theme: Chatbots

Team Members: Jayesh Bidani, simran kaur

Winners of Online Challenge:

The programming and machine learning challenges were conducted online. Participants had to solve challenges online within a limited time frame. We are happy to present the winners of the online challenges of IndiaHacks 2017:

Winners of Machine Learning Challenge:

1st Prize winner:Bishwarup Bhattacharjee

2nd Prize winner:Siddharth Chandrakant

3rd Prize winner:Phani Srikanth

Winners of Programming Challenge:

1st Prize winner:Gennady Korotkevich

2nd Prize winner:Shik Chen

3rd Prize winner:Yuhao Du

A hackathon is a great platform for developersto network, showcase their talent, and learn new skills. It is one of the best ways tobuild your portfolio, grow your professional network, and become a better programmer.

Whether you are an employer or an employee, you need to think beyond résumés to stay ahead of the game.

From hackathons to automated evaluation tools, semantic analysis to personality tests, social hiring to website scraping, recruiting is being reinvented and how.

A “one-size-fits-all” strategy certainly doesn’t cut it.

Résumés will take you only so far.

Research shows that context-dependent skills and passion for the job will continue to drive hiring more than ever.

Here is a quick overview of the top nine sources when scouting for technical talent.

Even if you are not a programmer yourself, these places should help you build a good talent pipeline.

LinkedIn

How are recruiters using LinkedIn for hiring developers?

Recruiters can post jobs, source talent, and build the company brand easily using LinkedIn Talent Solutions.

LinkedIn has over 400 million people! Follow etiquette before all else for optimal results.

Use your profile and company page

Potential candidates will see your personal brand as a reflection of the employer brand.

A good recruiting profile has a friendly profile picture, an interesting descriptive headline, a summary that showcases your professional story and the company culture, goals, accomplishments, and candidate expectations in the best possible light.

Encourage discussions to build your brand.

Establish yourself as a thought leader by publishing engaging, insightful content, either curated or original.

Create a career page, apart from your company page.

• Read a bit about the publishing platform, LinkedIn Pulse, here.
• Read more on how to share content using this news aggregation feed here.

Use the built-in analytics features to capture valuable insights for data-driven recruiting.

• Read more on how to attract followers here.

Extend your reach via engaging status updates about your company’s activities.

To target relevant candidates, try sponsored updates.

Say, your company is organizing a Swift hackathon, then you can sponsor an update to software professionals and students nearby, expanding your network with new followers.

Use the built-in dashboard to study the impressions, engagement, clicks, shares, likes, and acquisition.

• Read more on some best practices for sponsored content here.

*Note that you can’t publish sponsored updates without a company page and an advertising account.

Use your network

Beef up your existing network through content that might interest programmers. Once again, use sponsored content or company updates to grab attention.

LinkedIn Elevate gives your employees quality shareable content, thereby influencing future recruits in their networks.

People are more likely to believe employees than recruiter spiel. Studies show that people who use this tool,

• share four times more than before
• drive forty percent more followers
• drive three times more job views

Build a referral chain, and run referral contests or referral programs that reward the participants.

*Data suggests that “it takes 29 days to hire a referred candidate, 39 days to hire a candidate through a job posting, and 55 days to hire a candidate through a career site.”

• Go here to see how you can use LinkedIn Referrals to get the most out of your employees’ networks.

• Go here to see different types of referral programs to source the best candidates.

One of the most effective ways to humanize your brand is by adding recommendations or testimonials.

Don’t forget to tag connections.

For example, a recruiter can group Python developers using tags.

Scan the events section for valuable connections in the attendee list. Or, list an event to spread the word.

Use ads

LinkedIn has a minimum daily budget that you have to spend on your ads.

Your ROI is much higher than any other internet advertising mediums.

You can attract the attention of people who are checking out profiles of employees in your organization by using Recruitment Ads beside these employee profiles.

• Go here for some inspirational ads to boost hiring.

Sponsored ads specifically reach the right audience and have proved to be very useful in getting new followers.

Text ads simply display the information you provide under the column “ads you make like” on the right side.

They are also highly-targeted.

• Go to the LinkedIn ads page to create an ad.

Personalized messages can be delivered to a target hire’s inbox.

Use paid options

LinkedIn offers paid services to find passive candidates with access to a wider pool of talent and features to “build a candidate pipeline.”

The advanced search and filter options on offer with a premium account help you source quickly and nurture relationships with top talent easily.

Free (typically done via status updates, job discussions/groups, or creative presentations) and paid job advertising gets you relevant clicks from your target audience.

• Read more about posting jobs on LinkedIn here.
• Read more about job posting prices here.

Use groups and join discussions

Participating in group discussions can be really effective to increase the visibility of your brand among the developers and foster your relationship with them.

Here are a few LinkedIn groups that you as an IT recruiter should join for networking, knowing about the latest trends in tech, engaging with the talent, and posting jobs:

• Technology jobs network
• Software and Technology
• Information Technology: Jobs, Job postings & Job recruiters
• Information technology professionals
• Information technology managers forum

Just check out LinkedIn Recruiter for amazing features such as the Recommendation Engine to source outstanding talent.

Would you like to get updates once a month on our latest articles? We won’t spam, we promise. Subscribe now to The HackerEarth Blog!

Tips

• Try LinkedIn plug-ins such as Klout, Hootsuite, Buffer, TweetDeck, and Bullhorn Reach to help in recruiting the right people.
• To deal with the 100 search limit quota, try Recruitment Geek’s LinkedIn X-ray Search.
• Export LinkedIn connections to your recruitment database.
• Try this link to search better using specific filters.
• Save your searches to get talent emailed directly to you without upgrading to a premium account.

**Watch some helpful videos on LinkedIn Talent Solutions here.

You don’t need to actually join a group such as Austin Digital Jobs to get access to the members.

Facebook, Twitter, Snapchat, Google+, Instagram

Everything is digital now. Recruitment too. When 30% of all Google searches are related to employment, there’s little need for further introduction.

If you look at Dice Social Recruiting in Tech Survey 2016-17, you’ll see that recruiters are going all out with social tools with a remarkable success rate.

Facebook

Every minute, users update 293,000 statuses and upload 136,000 photos on Facebook (FB).

This is definitely a talent bank you can’t ignore as a recruiter.

Recruiting through Facebook is a quick and cost-effective way to source local talent, especially for small businesses or startups.

• Use creative job postings on your company’s FB page and leverage the customization options for maximum benefit.
• Create a buzz about your company goals and culture in your target market (say, Java developers) through short videos or photos.
• Connect with potential programmers (or have a page manager) and ensure you engage with them via discussions and quick responses to queries.
• Add job tabs on your FB page using your ATS.
• Join relevant groups such as The Facebook Corporate Recruiters Network and Recruiters Online for hiring tips and networking.
• Encourage employee referral activity.
• When your company creates an ad with great visuals, make sure it includes all pertinent job posting details.

• Go here for WordStream’s infographic on ad targeting options FB offers.
• Read about FB ad types, costs/pricing, and guidelines here.

Tips

• Find suitable programmers using the FB Graph Search feature. Organic search can’t help you look beyond employees’ friends.

• • Read how to use the graph search option for recruiting here.
  • Don’t create work and a personal FB account as this is against the Terms of Service. Create a “candidates” list and make employer information and hiring posts available only to that audience. Only you know about the privacy restrictions.

• GitHub

  GitHub is an online project-hosting service site where developers share their open- source projects.

  You can collect contact information from this hotbed of emerging and established technical talent from around the globe.

  Perhaps no other platform has so many programmers in one place. “It is the largest code host in the world.”

  • Once you have a public account up and running, you can get details such as a candidate’s current employer, location, email address, websites she has chosen to display, number of followers (the number telling how good they are at what they do and how respected), GitHub contributions (notice the keywords, for example, Django, Ruby on Rails), and repositories.
  • Your search could be:language: ruby location: San Jose followers: > 15.
  • After filtering your search results (best matches on top), you can reach out to people of interest. Remember to do a bit of research about their work on the site, public activity, and cross-check on other social media sites if possible.
  • You want Code listed as Sources, not Forked.
  

  Tips

  • Use tools such as SourceHub to find candidates easily.
  • Note that GitHub wasn’t designed for sourcing, so people may not respond. Find a less direct way to approach them.
  • Pick a talented programmer from your company, find her on GitHub, and identify similar people from the follower list.

• Stack Overflow

  Stack Overflow is an online community for programmers to learn, share their knowledge, and advance their careers.

  Currently, it’s a community of 6.9 million programmers where sort-out developers post their day-to-day questions seeking help and advice from other developers.

  • Use Google search bar to search for candidates with specific skill-set in a particular location because the Stack Overflow search interface is limited. For example, to find android developers in the “Portland” area, in the Google search bar, you can type: “site:stackoverflow.com/users Android (“location*oregon” │”location*portland” │”location*or”)
  • Add a tag (say, the area of expertise such as Flask) as the keyword to find developers who posted or answered questions from that tag.
  • Use Stack Overflow job listings portal to subscribe to Stack Overflow talent.
  
  • You can find basic details and summary about programmers, answers they have provided, questions they’ve asked, and a rank/reputation based on how the candidates’ questions and answers are perceived by others.

  Tip

  • Use Stack Overflow badges to search for great candidates.
  • Find passive candidates by going to the Careers section; you’ll get an idea about what sort of opportunities they may be looking for.
  • Construct MySQL queries to search data.stackexchange.com.
  • Use properly constructed simple queries on recruitin.net to search Stack Overflow.
  • • Read more about sourcing programmers using GitHub and StackOverflow here.

• Reddit

  Reddit is an online community where users submit content, such as text posts or direct links, in very specific “subreddits” (areas of interest such as news, gaming, music, books, and technology).

  Users can vote submissions up or down.

  As of early 2017, Reddit had 542 million monthly visitors (234 million unique users) and was the seventh most visited website in the US.

  Various developers and thought leaders ask questions and discussion on technology in the Technology section. This can be an amazing place for you to discover highly skilled programmers.

  • Create a personal or company profile after you’ve understood the somewhat complex interface.
  • Use the search bar to find relevant subreddits using keywords like technical hiring, hire, tech jobs etc.
    • Note that Reddit has its own Boolean search terminology. Although it is more limited than some other sites such as LinkedIn, if you are looking for a Python developer who is actively looking to be hired, you can try this: subreddit:forhire selftext:python. If this gets you too many results, use more filters such as time.
  • Once you find your subreddit, you can share your well-defined job description after you read the Rules.
  • You can also contact a Redditor looking for a job in the technical domain.
  

  Tips

  • Go here for a recruitment subreddit.
  • Download this plugin to answer queries from Redditors without having to log in to Reddit.
  • Desktop users should install this enhancement suite.
  • Message the moderators if you find your post has gone to spam.
  • Before all else, learn the “Reddiquettes.”

• Quora

  Quora is a Q&A site which facilitates social interactions and interesting conversations.

  • Just like you would when using any niche community for recruiting, you will need to first establish yourself as a thought leader, for example, by answering questions on hiring. Build your reputation.
  • You can identify domain experts by going through topics of interest. For example, if you are interested in Go, you can find people who consistently provide accurate answers.
  • Initiate conversations with the experts and keep in touch. You may just be the recruiter of choice when they start looking for jobs!
  • • Read more on how to use Quora for hiring here.
  

  Tips

  • If nothing else, listen to what people are saying about your company and hiring process. This will help you design your strategy better.
  • Pick up pointers on better-recruiting processes, developers’ pain points, and general know-how in the tech area.

• Glassdoor

  “Glassdoor is a bit like TripAdvisor for HR, gathering user-generated, anonymous reviews about companies and company life,” says Jonathan Bright in his post on the Business 2 Community website. The candid content prompts potential hires to check out employer ratings before they sign on the dotted lines. A promising tool for recruiting, Glassdoor exerts a huge social influence on job aspirants.

  • Sign up for an Enhanced Employer Profile and make the most of it. Tap into the potential hires’ needs, paint wonderful pictures of the work culture, growth opportunities, work-life balance, and other company policies (which are true, of course).
  • Go here to know more about Glassdoor for Employers.
  • Take pains with your Employee Value Proposition. How you present it and how you promote your company brand makes or breaks a deal.
  

  Tips

  • It is hard to fake content on Glassdoor. So, be genuine and transparent and earn trust.
  • Gather “competitive intelligence” from Glassdoor before you create your employer profile.
  • Use metrics to better identify your target audience and tailor your hiring approach.
  • Glassdoor offers paid advertising options.
  • Go here for a Glassdoor recruiting tutorial.

• Meet-ups and developer events

  Meetup.com is an amazing networking site which unites people with shared professional interests.

  With 30.3 million members and more than 0.25 million groups, it’s one of the largest networks of developers all around the world.

  Meetup allows members to find and join groups unified by a common interest. It’s designed so that organizers can manage events associated with in-person meetings.

  For individuals, it can help them find groups that fit their interests and attend events in their preferred location.

  But you can use meetup to find potential candidates without having to go to any events as many of meetup’s groups and attendee lists are public.

  • Find groups of interest (according to location, skills, etc.) using specific keywords. For example, you can find tech meetups within 25 miles of Melbourne, you can browse by country, state, city and the topic of your interest (in our case, it’s tech).
  • Look at the meetup members’ profile and evaluate them through their introduction, interests, and answers to group questions. (Highlight “members” in the image.)
  • Get a list of other groups they’ve joined. This would help demarcate serious ones from the others. Also, you’ll get to know about their interest areas. (Highlight Members of 11 other meetups.)
  • Once you’ve made your interest list, for reference, check their Twitter, Google+, blogs, or sites (if any) to know more about them. Once you’ve filtered your candidates, you can send them a personalized email through meetup which goes to their personal e-mail address as that’s the same address where their meetup updates are sent to.

  In this era of digitalization, we daily come across innumerable ads, emails, offers, sales pitches and a lot of other things.

  So as a recruiter, how can you differentiate yourself and your company from others?

  Personal relationships not only can enable you and your organization to stand out but can create an image of an outstanding brand for which people would want to work.

  And to develop these relationships, as a recruiter, developer events can provide you with an opportunity to network with the most sort-out technical experts.

  You can make connections and build mutually beneficial relationships with them.

  These events happen around the year globally and your colleagues and you can be part of it.

  Over coffee, lunch, or cocktails, you can make connections and spread awareness about how awesome your company is for the developers.

  Maybe at a breakout session, you may find your next tech star.

  

  Tips

  • There are various sites which provide you with information about these events. Search on Google will give you these on top:
  • www.developerevents.org
  • https://developers.google.com/events/
  • https://www.developer-tech.com/events/
  • https://dev.twitter.com/events

• Hackathons

  Companies conduct hackathons to foster innovation and get out-of-the-box ideas to create efficient and highly effective products.

  Irrespective of the format or theme of a hackathon, participants are expected to build something from scratch and typically complete the challenge with a working prototype.

  Hackathons are one of their favorite talent-discovery activities, say recruiters.

  External hackathons are amazing places to network with exceptional talent and industry experts.

  You can skillfully build a talent pipeline of hardworking, smart, and passionate programmers by attending the right events.

  The participants will need to work collaboratively and competitively against time and resource constraints; this gives a recruiter a complete picture of the programmers in their “natural habitat.”

  Companies also conduct internal hackathons to crowdsource ideas and identify untapped exceptional talent in their workforce.

  • Read more about how hackathons can be leveraged by HR here.
  

  Tips

  • Go here for some pointers on how to successfully recruit at hackathons.
    • Companies such as HackerEarth and Hackfest offer platforms to conduct, manage, or organize hackathons easily.

Conclusion

Recruiters can use these ideas to rope in the best programmers looking for a challenging and rewarding opportunities. Admittedly, finding them can be overwhelming.

No matter which source you turn to, remember to hire a programmer who fits into your work environment in terms of vision and commitment.

To ensure better chances of success, you can give them audition projects or bring them on board as consultants initially.

Take your time.

There’s more to a programmer than knowing how to code. “It’s really just about logical thinking and analysis,” says Zack Haehn, Bloomberg’s Software Engineering Head.

So, hire for proven capability.

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Hire remote developers effectively, with HackerEarth Assessment

Published Apps

Android Certification

• Associate Android Developer (Google)

• Android Certified Application Developer (Android ATC)

Assess Android Developer

HackerEarth’s talent assessment platform allows companies to use online coding tests to automate their tech screening process.

With a library of more than 20,000 questions, technical leads, and even non-tech recruiters can conduct tests on a large scale to grade developers for virtually any technical role.

With 32+ languages supported, Recruit auto-assesses the submissions of each developer instantly, based on defined parameters like logical correctness, time-efficiency, memory-efficiency and code quality.

Recruiters can then analyze each applicant’s performance with the detailed reporting and analytics features within Recruit.

With our proctoring measures and plagiarism detection techniques, you can be sure about the originality of each submission.

Amazon, Walmart Labs, Apple, General Electric, and Intuit are some of the companies that use Recruit. Recruit’s applications range from assessment for highly specific Lateral Hiring to mass assessment during Campus Hiring.

Recruit is also used by companies for internal assessment of the technical team ensuring that employees constantly sharpen their skills to take on any new challenges.

Hackerearth is one of the few platforms that can assess an Android developer’s skills. It has a huge database of Android questions spanning various difficulty levels.

It is also possible to create a database of your own questions. Hackerearth Recruit has an inbuilt Android emulator which can be run on any recent web browser.

This can be used to simulate and assess an application code directly from the browser.

How HackerEarth can be used to evaluate an Android Developer:

Evaluating Android questions

You can evaluate Android problems in the following ways:

• Using Recruit’s built-in Android emulator
• By downloading the APK file and using the application on your Android mobile

Evaluation of Android questions

• A candidate takes approximately 3 hours to build an application, i.e., solve an Android question.
• In Recruit, the deliverables that you receive from candidates who attempt Android questions are evaluated manually and not automatically.

Why manual evaluation?

The deliverable of an Android problem is an APK file. Candidates are given a problem statement using which they must design and implement an application.

Since the approach used by candidates to build an application may vary, a single auto-evaluation system cannot be created.

Evaluation Summary

Post-assessment, HackerEarth Recruit publishes a detailed report.

The candidate’s information, performance evaluation with a number of questions attempted, the time is taken, and the total score achieved for a set of problems are shared.

Based on the report, the best candidate can be invited for further rounds.

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