Home
/
Blog
/
DEI Hiring
/
Talking #BlackLinkedIn and DEI with Patricia Gatlin

Talking #BlackLinkedIn and DEI with Patricia Gatlin

Author
Kumari Trishya
Calendar Icon
August 16, 2022
Timer Icon
3 min read
Share

Explore this post with:

Hire IQ by HackerEarth is a new initiative in which we speak with recruiters, talent acquisition managers, and hiring managers from across the globe, and ask them pertinent questions on the issues that ail the tech recruiting world.

Next up in this edition is Patricia Gatlin, Diversity Lead/Talent Sourcing Specialist, at Johns Hopkins. She is also the curator of #BlackLinkedin ✊🏾 where she mentions how biased the LinkedIn algorithm is due to which her DEI posts were not getting the same exposure as everyone else.

We keep saying the tech world needs to break out of its “boys only” mode and become more inclusive when the tech we use on an everyday basis could be the very reason that relevant voices like hers are not getting seen, or heard.

All the more reason for this conversation with Patricia—to learn about her journey and understand inclusivity and diversity in the tech world, at a micro level.

Settle in, and let’s get to it!

P.S. If you missed the previous edition of HireIQ where we sat down with Colet Coelho from Recruit CRM, you can read it here 🙂

HackerEarth: You mention on your site that #BlackLinkedin was born out of shared knowledge of how Black and brown voices are discriminated against by the AI on LinkedIn. Have you seen this discrimination on other social sites, too? Could you share a few examples of this discrimination and how it has affected your work in the DEI space?

Patricia: Yes, I have seen it on other sites such as Instagram, Tiktok, Youtube, Facebook, etc.

Algorithmic bias is systemic and it creates unfair circumstances for particular users and promotes access to privilege.

At the root of it all, are the rules – the platforms’ IFTTT framework gets coupled with messages from a certain section of society who may be classist, racist, or phobic.

Let’s be honest, not everyone had a computer when they first came out but guess who did? White affluent males, and therefore they were the first ones in the race while everyone else was catching up. We fail to acknowledge that white males have the most disposable incomes because they are getting paid more. So, if you started with a UX being focused on your target audience being white and having white privilege then, of course, you’re going to see AI issues.

Every mainstream social media platform has discrimination built into it. For example, TikTok is a Chinese-based company in a society that is monoethnic, and consequently, they don’t have to live in a polyethnic society like America, and the platform too, isn’t built to accommodate the nuances of a polyethnic American society. In fact, most countries aren’t polyethnic. Most societies don’t deal with the same racial and cultural constructs that America does. If a society deems whiteness as the most virtuous then a video platform will be biased toward that. We live in a global world that centers privilege and access around whiteness.

POCs in Tech

There is a strong need to be proactive in my quest to support black and brown content over people who are not of color. When I’m building out a talent pipeline I can already assume that if I’m doing a Boolean or X-ray search of Google I will see white candidates first because most likely the algorithm is based on social constructs that don’t support black professionals. Even if you are using YouTube and you search for a video data engineer you will most likely see men, mostly white, and a few men of color.

Why? Because white men most likely had privileged access either to education, the job interview, or to have camera gear to shoot content about their job. As a DEI specialist, it’s my job to find the problem, address it, and correct it with whatever tools I can find. First, I must admit there’s a systemic or institutionalized issue for POC in Tech, and only then can I begin to deconstruct what that looks like for them.

Also, read: 10-Step Diversity Hiring Handbook

HackerEarth: Post creating #BlackLinkedIn, have you seen a change in the way your posts are being received online? Could you detail some of the wins of the movement for us?

Patricia: I have seen a change because the hashtag exists, and people know where to find mine and others’ content on the platform. I think the biggest win of the movement is BIPOCs’ finding each other on the platform, creating safe spaces, and connecting more; which is leading to more people landing opportunities through referrals or getting mentorship.

The hashtag has become a watercooler for us to hang out and tell our truths about what it means to a professional in and outside of the workplace.

We have a long way to go with growing support around it. In addition, I have put up an informative site and added a quarterly virtual event called, The Digital Cookout, where we get to gather and discuss hot topics from the water cooler (hashtag). Our last event was about over employment and how to navigate that as a black or brown professional.

HackerEarth: How do you think the DEI space has evolved since George Floyd and Black Lives Matter? In your opinion, is there an added emphasis on POCs in tech recruiting, or was it just a phase?

Patricia: The DEI space has dramatically changed, there are more activists now than before when everyone was just a human resource professional or community or social justice advocate. DEI has allowed activists, like me, to be considered ‘professionals’ and get paid for the emotional labor we do. Unfortunately, George Floyd had to die for people to really see how racism affects the black community in America. With his death, we saw Fortune 500 companies, and especially tech companies, pledge to become the change we so desperately need.

For some companies, it was just performative because they never put any action behind it or they simply just put money into it and left black and brown people to solve an issue they didn’t create.

Not only that but, many companies secretly support the systematic injustice of black and brown people on the back end. If you donate to politicians or groups who actively support the phobia of blacks, LGBTQ+, women’s rights, etc. then you are canceling out your public displays of advocacy which makes it performative. There’s an added emphasis from those companies now to hire POCs and I’ve seen some great discussions, accelerators, and apprenticeships come out of it but I can’t speak for the results because it may be 2-3 years before we see it.

Also, read: Recruiters Versus Bias: Who’s Winning This War?

HackerEarth: With inflation and layoffs, do you think that the emphasis placed on creating diverse teams in the days right after COVID will be lost?

Patricia: No I don’t think the emphasis will be lost but I believe the reasons could be twisted. Let me explain, junior and mid-level professionals tend to make up the majority of BIPOC. In addition, departments and teams that are deemed unnecessary tend to house a majority of BIPOC for example talent acquisition, administrative, facilities, marketing, etc. When you look at who makes up those teams you will see women and people of color.

The issue with inflation is people are cutting their budgets, but this is the time for companies to start looking at their diversity pipelines and discover what they can do better. Instead, what I see companies doing is, hiring BIPOC in their mid-COVID pipelines for low salaries. They blame it on having a lean budget, but we all know the CEO isn’t getting furloughed. Some companies are targeting BIPOC because they know that inflation can make them desperate. Therefore, some are using diverse pipelines as a lure to keep their ships from sinking and not really because they believe in the mission.

HackerEarth: According to you – what are the top 3 global tech companies who are doing DEI right, and what can others learn from them?

Patricia: If I’m being honest, I don’t co-sign for companies I haven’t been hired to audit myself or been hired at because I have heard horror stories from employees at some of the best companies. We must stop seeing DEI as a badge of honor when it’s actually what should have always been done. You can have the trophy one day and the next it’s been taken away. Don’t incentivize DEI because people will start doing it for the wrong reasons. But if I had to give an answer, from what I’ve heard, Twilio, Microsoft, and Blend (no further comment than that).

Also, read: How To Build Safe And ‘PROUD’ Workplaces – A Personal Story

HackerEarth: What is the on-ground reality among POCs applying for roles in tech? Is there more trust among the community, or are there vital issues that they think are not being addressed?

Patricia: Inflation is not going away or slowing down for another 2-3 years if that.

Hiring freezers are real if you want to get into big tech. Yes, you might be able to snag a contract role but that’s not FTE and people of color need full benefits.

The tech industry has gotten more competitive due to TikTok influencers marketing six-figure salaries and luxury lifestyles. Tech is making it even harder to get an interview or get an offer because tech companies are combating career influencers who give out elaborate narratives about the industry.

We’re also not discussing the Gen Zs who don’t want to work harder but smarter and how that will affect retention rates in the future. Luckily there is more trust amongst POCs who are sharing amazing IRL information about what it means to work in this industry. I love BlackTechTwitter and all the Facebook groups for POCs in different fields. Yet, a vital issue is that there are even more gatekeepers in tech now because of all that I previously mentioned.

HackerEarth: What are 3–5 pieces of advice you have for organizations looking to improve the impact of their D&I strategies?

Patricia: When DEI professionals are burned out they can’t solve problems.

Put your money where the problem is, don’t just say you want to work on DEI strategies and not pay DEI professionals well and then not give them a team to support those efforts.

BIPOCs are just as capable as anyone else but they also need support before, during, and after the interview phase. For every employee it’s going to look different, for example, one might need relocation assistance even if they aren’t a director or VP. The others might need a buddy system or mentorship to guide them through working at your corporation for the first 90 days. Another might simply need a roadmap on how to climb the ladder at your corporation. Have a collaborative plan with your BIPOC so they can become pillars at the job and not just metrics. These are retention methods you should be considering.

Promote black and brown people at the C-Suite level. It’s that simple. Black women are the most educated group in America and eventually the world. Create a seat at the table or be prepared to be sitting alone. The world is becoming more diverse (brown) by the minute and Gen Z will not put up with the same things previous generations have.

Stop taking weeks and months to interview candidates, especially BIPOC because most people are living paycheck to paycheck. The average cost for a company to interview a candidate is 4k and the cost for a candidate to interview with a company given they make it to the last round is half of that. People can’t afford to wait months to go without an answer. Candidates can’t afford to do 3-4 rounds of interviews and an assessment that’s just overkill.

About Patricia Gaitlin

My name is Patricia (Sonja Sky) Gatlin. I’m a New York Times featured activist, DEI Specialist, EdTechie, and Founder of Newbies in Tech. I live in the entertainment capital of the world, Las Vegas, Nevada. I’ve worked 10+ years in Higher Education and 3+ years in Tech. I’ve recently merged the two fields and currently work part-time as a Diversity Lead sourcing and recruiting STEM professionals to teach gifted students. In addition, I’m a full-time Coordinator flexing my project management, instructional design, and community engagement skills. My goal is to inspire people and become a Chief Diversity Officer and Tech influencer.

Subscribe to The HackerEarth Blog

Get expert tips, hacks, and how-tos from the world of tech recruiting to stay on top of your hiring!

Author
Kumari Trishya
Calendar Icon
August 16, 2022
Timer Icon
3 min read
Share

Hire top tech talent with our recruitment platform

Access Free Demo
Related reads

Discover more articles

Gain insights to optimize your developer recruitment process.

How I used VibeCode Arena platform to build code using AI and leant how to improve it

I Used AI to Build a "Simple Image Carousel" at VibeCodeArena. It Found 15+ Issues and Taught Me How to Fix Them.

My Learning Journey

I wanted to understand what separates working code from good code. So I used VibeCodeArena.ai to pick a problem statement where different LLMs produce code for the same prompt. Upon landing on the main page of VibeCodeArena, I could see different challenges. Since I was interested in an Image carousal application, I picked the challenge with the prompt "Make a simple image carousel that lets users click 'next' and 'previous' buttons to cycle through images."

Within seconds, I had code from multiple LLMs, including DeepSeek, Mistral, GPT, and Llama. Each code sample also had an objective evaluation score. I was pleasantly surprised to see so many solutions for the same problem. I picked gpt-oss-20b model from OpenAI. For this experiment, I wanted to focus on learning how to code better so either one of the LLMs could have worked. But VibeCodeArena can also be used to evaluate different LLMs to help make a decision about which model to use for what problem statement.

The model had produced a clean HTML, CSS, and JavaScript. The code looked professional. I could see the preview of the code by clicking on the render icon. It worked perfectly in my browser. The carousel was smooth, and the images loaded beautifully.

But was it actually good code?

I had no idea. That's when I decided to look at the evaluation metrics

What I Thought Was "Good Code"

A working image carousel with:

  • Clean, semantic HTML
  • Smooth CSS transitions
  • Keyboard navigation support
  • ARIA labels for accessibility
  • Error handling for failed images

It looked like something a senior developer would write. But I had questions:

Was it secure? Was it optimized? Would it scale? Were there better ways to structure it?

Without objective evaluation, I had no answers. So, I proceeded to look at the detailed evaluation metrics for this code

What VibeCodeArena's Evaluation Showed

The platform's objective evaluation revealed issues I never would have spotted:

Security Vulnerabilities (The Scary Ones)

No Content Security Policy (CSP): My carousel was wide open to XSS attacks. Anyone could inject malicious scripts through the image URLs or manipulate the DOM. VibeCodeArena flagged this immediately and recommended implementing CSP headers.

Missing Input Validation: The platform pointed out that while the code handles image errors, it doesn't validate or sanitize the image sources. A malicious actor could potentially exploit this.

Hardcoded Configuration: Image URLs and settings were hardcoded directly in the code. The platform recommended using environment variables instead - a best practice I completely overlooked.

SQL Injection Vulnerability Patterns: Even though this carousel doesn't use a database, the platform flagged coding patterns that could lead to SQL injection in similar contexts. This kind of forward-thinking analysis helps prevent copy-paste security disasters.

Performance Problems (The Silent Killers)

DOM Structure Depth (15 levels): VibeCodeArena measured my DOM at 15 levels deep. I had no idea. This creates unnecessary rendering overhead that would get worse as the carousel scales.

Expensive DOM Queries: The JavaScript was repeatedly querying the DOM without caching results. Under load, this would create performance bottlenecks I'd never notice in local testing.

Missing Performance Optimizations: The platform provided a checklist of optimizations I didn't even know existed:

  • No DNS-prefetch hints for external image domains
  • Missing width/height attributes causing layout shift
  • No preload directives for critical resources
  • Missing CSS containment properties
  • No will-change property for animated elements

Each of these seems minor, but together they compound into a poor user experience.

Code Quality Issues (The Technical Debt)

High Nesting Depth (4 levels): My JavaScript had logic nested 4 levels deep. VibeCodeArena flagged this as a maintainability concern and suggested flattening the logic.

Overly Specific CSS Selectors (depth: 9): My CSS had selectors 9 levels deep, making it brittle and hard to refactor. I thought I was being thorough; I was actually creating maintenance nightmares.

Code Duplication (7.9%): The platform detected nearly 8% code duplication across files. That's technical debt accumulating from day one.

Moderate Maintainability Index (67.5): While not terrible, the platform showed there's significant room for improvement in code maintainability.

Missing Best Practices (The Professional Touches)

The platform also flagged missing elements that separate hobby projects from professional code:

  • No 'use strict' directive in JavaScript
  • Missing package.json for dependency management
  • No test files
  • Missing README documentation
  • No .gitignore or version control setup
  • Could use functional array methods for cleaner code
  • Missing CSS animations for enhanced UX

The "Aha" Moment

Here's what hit me: I had no framework for evaluating code quality beyond "does it work?"

The carousel functioned. It was accessible. It had error handling. But I couldn't tell you if it was secure, optimized, or maintainable.

VibeCodeArena gave me that framework. It didn't just point out problems, it taught me what production-ready code looks like.

My New Workflow: The Learning Loop

This is when I discovered the real power of the platform. Here's my process now:

Step 1: Generate Code Using VibeCodeArena

I start with a prompt and let the AI generate the initial solution. This gives me a working baseline.

Step 2: Analyze Across Several Metrics

I can get comprehensive analysis across:

  • Security vulnerabilities
  • Performance/Efficiency issues
  • Performance optimization opportunities
  • Code Quality improvements

This is where I learn. Each issue includes explanation of why it matters and how to fix it.

Step 3: Click "Challenge" and Improve

Here's the game-changer: I click the "Challenge" button and start fixing the issues based on the suggestions. This turns passive reading into active learning.

Do I implement CSP headers correctly? Does flattening the nested logic actually improve readability? What happens when I add dns-prefetch hints?

I can even use AI to help improve my code. For this action, I can use from a list of several available models that don't need to be the same one that generated the code. This helps me to explore which models are good at what kind of tasks.

For my experiment, I decided to work on two suggestions provided by VibeCodeArena by preloading critical CSS/JS resources with <link rel="preload"> for faster rendering in index.html and by adding explicit width and height attributes to images to prevent layout shift in index.html. The code editor gave me change summary before I submitted by code for evaluation.

Step 4: Submit for Evaluation

After making improvements, I submit my code for evaluation. Now I see:

  • What actually improved (and by how much)
  • What new issues I might have introduced
  • Where I still have room to grow

Step 5: Hey, I Can Beat AI

My changes helped improve the performance metric of this simple code from 82% to 83% - Yay! But this was just one small change. I now believe that by acting upon multiple suggestions, I can easily improve the quality of the code that I write versus just relying on prompts.

Each improvement can move me up the leaderboard. I'm not just learning in isolation—I'm seeing how my solutions compare to other developers and AI models.

So, this is the loop: Generate → Analyze → Challenge → Improve → Measure → Repeat.

Every iteration makes me better at both evaluating AI code and writing better prompts.

What This Means for Learning to Code with AI

This experience taught me three critical lessons:

1. Working ≠ Good Code

AI models are incredible at generating code that functions. But "it works" tells you nothing about security, performance, or maintainability.

The gap between "functional" and "production-ready" is where real learning happens. VibeCodeArena makes that gap visible and teachable.

2. Improvement Requires Measurement

I used to iterate on code blindly: "This seems better... I think?"

Now I know exactly what improved. When I flatten nested logic, I see the maintainability index go up. When I add CSP headers, I see security scores improve. When I optimize selectors, I see performance gains.

Measurement transforms vague improvement into concrete progress.

3. Competition Accelerates Learning

The leaderboard changed everything for me. I'm not just trying to write "good enough" code—I'm trying to climb past other developers and even beat the AI models.

This competitive element keeps me pushing to learn one more optimization, fix one more issue, implement one more best practice.

How the Platform Helps Me Become A Better Programmer

VibeCodeArena isn't just an evaluation tool—it's a structured learning environment. Here's what makes it effective:

Immediate Feedback: I see issues the moment I submit code, not weeks later in code review.

Contextual Education: Each issue comes with explanation and guidance. I learn why something matters, not just that it's wrong.

Iterative Improvement: The "Challenge" button transforms evaluation into action. I learn by doing, not just reading.

Measurable Progress: I can track my improvement over time—both in code quality scores and leaderboard position.

Comparative Learning: Seeing how my solutions stack up against others shows me what's possible and motivates me to reach higher.

What I've Learned So Far

Through this iterative process, I've gained practical knowledge I never would have developed just reading documentation:

  • How to implement Content Security Policy correctly
  • Why DOM depth matters for rendering performance
  • What CSS containment does and when to use it
  • How to structure code for better maintainability
  • Which performance optimizations actually make a difference

Each "Challenge" cycle teaches me something new. And because I'm measuring the impact, I know what actually works.

The Bottom Line

AI coding tools are incredible for generating starting points. But they don't produce high quality code and can't teach you what good code looks like or how to improve it.

VibeCodeArena bridges that gap by providing:

✓ Objective analysis that shows you what's actually wrong
✓ Educational feedback that explains why it matters
✓ A "Challenge" system that turns learning into action
✓ Measurable improvement tracking so you know what works
✓ Competitive motivation through leaderboards

My "simple image carousel" taught me an important lesson: The real skill isn't generating code with AI. It's knowing how to evaluate it, improve it, and learn from the process.

The future of AI-assisted development isn't just about prompting better. It's about developing the judgment to make AI-generated code production-ready. That requires structured learning, objective feedback, and iterative improvement. And that's exactly what VibeCodeArena delivers.

Here is a link to the code for the image carousal I used for my learning journey

#AIcoding #WebDevelopment #CodeQuality #VibeCoding #SoftwareEngineering #LearningToCode

The Mobile Dev Hiring Landscape Just Changed

Revolutionizing Mobile Talent Hiring: The HackerEarth Advantage

The demand for mobile applications is exploding, but finding and verifying developers with proven, real-world skills is more difficult than ever. Traditional assessment methods often fall short, failing to replicate the complexities of modern mobile development.

Introducing a New Era in Mobile Assessment

At HackerEarth, we're closing this critical gap with two groundbreaking features, seamlessly integrated into our Full Stack IDE:

Article content

Now, assess mobile developers in their true native environment. Our enhanced Full Stack questions now offer full support for both Java and Kotlin, the core languages powering the Android ecosystem. This allows you to evaluate candidates on authentic, real-world app development skills, moving beyond theoretical knowledge to practical application.

Article content

Say goodbye to setup drama and tool-switching. Candidates can now build, test, and debug Android and React Native applications directly within the browser-based IDE. This seamless, in-browser experience provides a true-to-life evaluation, saving valuable time for both candidates and your hiring team.

Assess the Skills That Truly Matter

With native Android support, your assessments can now delve into a candidate's ability to write clean, efficient, and functional code in the languages professional developers use daily. Kotlin's rapid adoption makes proficiency in it a key indicator of a forward-thinking candidate ready for modern mobile development.

Breakup of Mobile development skills ~95% of mobile app dev happens through Java and Kotlin
This chart illustrates the importance of assessing proficiency in both modern (Kotlin) and established (Java) codebases.

Streamlining Your Assessment Workflow

The integrated mobile emulator fundamentally transforms the assessment process. By eliminating the friction of fragmented toolchains and complex local setups, we enable a faster, more effective evaluation and a superior candidate experience.

Old Fragmented Way vs. The New, Integrated Way
Visualize the stark difference: Our streamlined workflow removes technical hurdles, allowing candidates to focus purely on demonstrating their coding and problem-solving abilities.

Quantifiable Impact on Hiring Success

A seamless and authentic assessment environment isn't just a convenience, it's a powerful catalyst for efficiency and better hiring outcomes. By removing technical barriers, candidates can focus entirely on demonstrating their skills, leading to faster submissions and higher-quality signals for your recruiters and hiring managers.

A Better Experience for Everyone

Our new features are meticulously designed to benefit the entire hiring ecosystem:

For Recruiters & Hiring Managers:

  • Accurately assess real-world development skills.
  • Gain deeper insights into candidate proficiency.
  • Hire with greater confidence and speed.
  • Reduce candidate drop-off from technical friction.

For Candidates:

  • Enjoy a seamless, efficient assessment experience.
  • No need to switch between different tools or manage complex setups.
  • Focus purely on showcasing skills, not environment configurations.
  • Work in a powerful, professional-grade IDE.

Unlock a New Era of Mobile Talent Assessment

Stop guessing and start hiring the best mobile developers with confidence. Explore how HackerEarth can transform your tech recruiting.

Vibe Coding: Shaping the Future of Software

A New Era of Code

Vibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change makes software more accessible to everyone. In the past, being able to produce functional code was a strong advantage for developers. Today, when code is produced quickly through AI, the true value lies in designing, refining, and optimizing systems. Our role now goes beyond writing code; we must also ensure that our systems remain efficient and reliable.

From Machine Language to Natural Language

I recall the early days when every line of code was written manually. We progressed from machine language to high-level programming, and now we are beginning to interact with our tools using natural language. This development does not only increase speed but also changes how we approach problem solving. Product managers can now create working demos in hours instead of weeks, and founders have a clearer way of pitching their ideas with functional prototypes. It is important for us to rethink our role as developers and focus on architecture and system design rather than simply on typing c

Vibe Coding Difference

The Promise and the Pitfalls

I have experienced both sides of vibe coding. In cases where the goal was to build a quick prototype or a simple internal tool, AI-generated code provided impressive results. Teams have been able to test new ideas and validate concepts much faster. However, when it comes to more complex systems that require careful planning and attention to detail, the output from AI can be problematic. I have seen situations where AI produces large volumes of code that become difficult to manage without significant human intervention.

AI-powered coding tools like GitHub Copilot and AWS’s Q Developer have demonstrated significant productivity gains. For instance, at the National Australia Bank, it’s reported that half of the production code is generated by Q Developer, allowing developers to focus on higher-level problem-solving . Similarly, platforms like Lovable or Hostinger Horizons enable non-coders to build viable tech businesses using natural language prompts, contributing to a shift where AI-generated code reduces the need for large engineering teams. However, there are challenges. AI-generated code can sometimes be verbose or lack the architectural discipline required for complex systems. While AI can rapidly produce prototypes or simple utilities, building large-scale systems still necessitates experienced engineers to refine and optimize the code.​

The Economic Impact

The democratization of code generation is altering the economic landscape of software development. As AI tools become more prevalent, the value of average coding skills may diminish, potentially affecting salaries for entry-level positions. Conversely, developers who excel in system design, architecture, and optimization are likely to see increased demand and compensation.​
Seizing the Opportunity

Vibe coding is most beneficial in areas such as rapid prototyping and building simple applications or internal tools. It frees up valuable time that we can then invest in higher-level tasks such as system architecture, security, and user experience. When used in the right context, AI becomes a helpful partner that accelerates the development process without replacing the need for skilled engineers.

This is revolutionizing our craft, much like the shift from machine language to assembly to high-level languages did in the past. AI can churn out code at lightning speed, but remember, “Any fool can write code that a computer can understand. Good programmers write code that humans can understand.” Use AI for rapid prototyping, but it’s your expertise that transforms raw output into robust, scalable software. By honing our skills in design and architecture, we ensure our work remains impactful and enduring. Let’s continue to learn, adapt, and build software that stands the test of time.​

Ready to streamline your recruitment process? Get a free demo to explore cutting-edge solutions and resources for your hiring needs.

Top Products

Explore HackerEarth’s top products for Hiring & Innovation

Discover powerful tools designed to streamline hiring, assess talent efficiently, and run seamless hackathons. Explore HackerEarth’s top products that help businesses innovate and grow.
Frame
Hackathons
Engage global developers through innovation
Arrow
Frame 2
Assessments
AI-driven advanced coding assessments
Arrow
Frame 3
FaceCode
Real-time code editor for effective coding interviews
Arrow
Frame 4
L & D
Tailored learning paths for continuous assessments
Arrow
Get A Free Demo