hack facebook account of someone online by hacker hire

Introduction：

1、Improving your chances of being shortlisted for your dream job

2、The Ultimate Guide to High-Potential Identification in Tech Hiring

Improving your chances of being shortlisted for your dream job ♂

　　Like everything in life, being shortlisted also is a two-way street. It is our effort + your effort.

　　So, when we create a short list, we do the following:

　　Match the candidate to the selection criteria that the hiring company gives us

　　Include as many candidates who are the right fit

　　Matches selection criteria + has done exceptionally well in the test = Right fit

　　When we create a challenge we collect the necessary information from the company to ensure that your experience of the hiring experience is smooth and transparent.

　　Read the specifications of the challenge

　　Read it multiple times. If you have queries, send us an email at .

　　Understand whether the challenge is meant for you or not

　　Companies may have specific conditions that a candidate must meet to get shortlisted. For example, a company may want to hire only from a specific college or hire a candidate with experience in coding in Scala or R only. If you do choose to participate in a challenge irrespective of the conditions, you will not be shortlisted even if you do relatively well in the hiring challenge. We make such conditions clear in the About Challenge section and we request you to read and understand this information before you begin the challenge. If you have any questions about this, please write to us at .

　　Read about the company

　　Open the company’s website. Read what the company does, what they have done in the past, where they are located etc. This information is usually available through the About link (though the name of the link may vary from company-to-company).

　　FACT: 60%—yes, you read that right—of our participants are rejected because they do not have the number of years of experience that the hiring company is looking for.

　　FAQ 1: The requirement is for a candidate with 3 years of experience. I have 1.5 years of experience. Can I apply?

　　The short answer is .

　　The long answer is that if the challenge details specify that the company is looking for candidates with 3 years of experience and you have 1 year of experience, you will not be shortlisted.

　　When companies specify a specific number of years of experience, apart from good coding skills they are also looking at the learning that a person gains by working for 3 years.

　　FAQ 2: The requirement is for a candidate with 0-3 years of experience. I am an undergraduate student. Can I apply?

　　As an undergraduate, you can participate in this challenge, however, it will . If a hiring company specifies the number of years of experience as 0-3 years, it means that while they are looking for freshers, those freshers should be able to join full-time and immediately.

　　You will not be shortlisted since you will not be able to join the company full-time.

　　Do not specify an incorrect number of years of experience. This is equal to lying and reflects on your professionalism and ethics. You will by the hiring company.

　　It hurts your reputation because chances are the hiring personnel may remember you when you really do have that kind of experience and that will have an impact on your chances of getting hired then.

　　You could participate in our various campus/internship-related hiring challenges that are designed especially for you.

　　A lot of participants forget to apply for the job while filling up the registration and participation forms! Please apply for the job when you are registering.

　　Anyone who hasn’t applied for the job, even by mistake, is not shortlisted. Period.

　　Don’t cheat! We are sad that we have to add this to our post. We do not like cheaters and it's .

　　While we encourage your friends and you to take up the test together, we definitely do not like it if you copy each other’s code. We have a dedicated team of people who check each and every code submission. This team also keeps records of plagiarism, so if you cheat, we have it on record.

　　A lot of times, companies ask us to share the list of participants who have cheated and this will definitely hurt your chances of being shortlisted and hired. Once this list is shared, you will be flagged in their database. This could hurt your chances of being shortlisted.

　　While evaluating the result sheet of a hiring challenge, we notice: great performers, good performers, candidates who barely even tried.

　　If you like a job/company, the company’s test for you to reach your goal.

　　This mainly applies to task-based questions, where you are required to build an application. These questions are specifically tailored to the client's requirements. Solving such questions will give the hiring company an in-depth insight into your skills.

　　While it is great to know your value and worth in the market, it is inarguably cruel to waste a recruiter’s time by going through the entire process just to get an offer letter that can then help you get better offers in the market.

　　We track candidates who are serial job hoppers and the hiring company is made aware of this when we share the shortlisted profiles.

　　Having said that, if you are genuine a job seeker, we are happy to help you in every possible way.

　　Ever received a challenge invite that didn’t suit your skills at all? Not cool right? Would you like to avoid it in the future? Simple! Just make sure that your HE profile is complete and updated at all times.

　　We try our best to send out relevant emails to our community but we have noticed that due to incomplete profiles, sometimes, a few emails reach the wrong people.

　　Also, your HE profile link is one of the things that is shared with recruiters It is imperative that you keep it updated because it helps your chances of getting shortlisted. Some of the things that you could update are:

　　Resume

　　Job changes

　　New skills

　　Other projects

　　We have tried our best to cover most things that can improve your chances of getting shortlisted. We love hearing from our community so keep sharing your feedback and experience with us on .

　　Additionally, if you get hired through one of our challenges, just post it all over social media and send us a screenshot and you will have cool HackerEarth merchandise waiting for you.

The Ultimate Guide to High-Potential Identification in Tech Hiring ♂

　　Identifying high-potential talent in tech hiring is one of the most critical challenges organizations face today. With rapid advancements in technology, the demand for skilled, adaptable professionals has never been greater. Yet, finding candidates who not only meet current technical needs but also show promise for future growth and leadership is easier said than done.

　　This guide will walk you through the strategies, tools, and frameworks to identify high-potential tech candidates effectively. We’ll also highlight how HackerEarth’s skill-based hiring platform can streamline the process and help you find the right talent.

　　High-potential (HiPo) candidates bring more than just technical skills to the table. They possess the ability to grow, adapt, and lead in dynamic environments, making them valuable long-term assets for any tech team.

　　According to a Gartner study, high-potential employees are 91% more valuable to an organization than their peers. In tech, where innovation is constant, hiring HiPos ensures your team can tackle complex challenges and drive organizational success.

　　Identifying HiPo candidates goes beyond evaluating technical expertise. Here are the key traits to look for:

　　HiPo candidates excel at analyzing complex problems and devising innovative solutions. For instance, a skilled developer might not just debug code but also optimize it to improve system performance.

　　In the fast-changing tech landscape, the ability to learn and adapt is invaluable. Look for candidates who stay updated with new technologies, frameworks, and methodologies.

　　Tech roles often require cross-functional collaboration. HiPo candidates can explain technical concepts to non-technical stakeholders, making them effective team players.

　　Candidates with a growth mindset are eager to learn, take on new challenges, and expand their skill set. This trait is essential for navigating career progression in tech.

　　High-potential employees often demonstrate leadership traits early in their careers, such as mentoring peers, taking ownership of projects, or driving innovation within their teams.

　　Objective assessments are the foundation of identifying HiPo talent. HackerEarth’s technical assessments, coding challenges, and project-based evaluations help evaluate candidates on their problem-solving, critical thinking, and technical capabilities.

　　For example, you can simulate real-world scenarios through coding challenges to assess how candidates tackle complex problems under time constraints.

　　Behavioral interviews provide insights into a candidate’s soft skills, adaptability, and leadership potential. Use targeted questions like:

　　“Can you describe a time when you overcame a significant technical challenge?”

　　“How do you approach learning a new technology or framework?”

　　Work simulations replicate real-life tasks and help you evaluate candidates’ practical application of skills. For instance, assigning a project that involves designing a scalable database architecture can reveal a candidate’s technical depth and strategic thinking.

　　To gauge collaboration and communication skills, include tasks that require candidates to work as part of a team. This could involve solving a coding problem in pairs or participating in a virtual hackathon.

　　HiPo candidates need more than just hard skills. Use HackerEarth’s platform to incorporate soft skills assessments, measuring attributes like leadership, problem ownership, and team dynamics.

　　HackerEarth is designed to help organizations identify high-potential talent at scale. With its robust features, the platform enables tech recruiters to assess both hard and soft skills, ensuring a comprehensive evaluation of every candidate.

　　HackerEarth provides a wide range of coding challenges and assessments tailored to different job roles, from software engineers to data scientists. This ensures candidates are evaluated on skills specific to your organization’s needs.

　　The platform allows you to create real-world projects, helping assess a candidate’s ability to apply technical knowledge and innovate. This is particularly useful for identifying HiPos with exceptional problem-solving capabilities.

　　HackerEarth’s detailed reporting and analytics provide a clear view of candidate performance, helping you identify top talent based on data rather than gut feelings.

　　With features like PII masking, HackerEarth enables blind hiring, ensuring every candidate is evaluated objectively. This levels the playing field and helps uncover hidden HiPo talent from diverse backgrounds.

　　Accurately measuring the success of high-potential (HiPo) identification ensures that your hiring strategies are delivering the desired impact. Here are several key metrics and methods to evaluate the effectiveness of your HiPo identification process:

　　Retention is a strong indicator of successful HiPo identification. High-potential employees who feel engaged and challenged are less likely to leave. Track:

　　Tenure: Compare the average tenure of HiPo hires with regular hires.

　　Voluntary attrition: Lower turnover among HiPo employees suggests that your process is accurately identifying candidates who align with your company culture and vision.

　　For example, in a tech startup, HiPo software engineers might stay longer due to the exciting opportunities for innovation and growth.

　　Monitor the performance of HiPo hires in their roles:

　　Delivery outcomes: Measure project completion rates, code quality, and issue resolution for technical roles.

　　Exceeding KPIs: HiPo employees are often top performers who regularly surpass their key performance indicators.

　　For instance, a HiPo hire in a DevOps role might significantly reduce deployment downtime or improve system reliability beyond expectations.

　　HiPo employees often demonstrate faster career progression. Track:

　　Promotion timelines: Measure the average time it takes HiPo hires to move into leadership or senior technical roles compared to others.

　　Leadership pipeline: Evaluate the percentage of HiPo hires advancing to managerial or influential positions within the organization.

　　In a tech team, a high-potential developer might quickly transition into a lead architect or engineering manager role.

　　HiPo employees contribute disproportionately to innovation. Assess their ability to:

　　Drive the success of new initiatives or products.

　　Solve complex technical problems and introduce creative solutions.

　　Contribute to hackathons, sprints, or brainstorming sessions.

　　For example, HiPo candidates hired through HackerEarth’s coding challenges could play a pivotal role in creating innovative features or enhancing product performance.

　　High-potential employees often enhance team dynamics by mentoring others and driving collaboration. Metrics to monitor:

　　Peer feedback: Collect 360-degree feedback on the impact of HiPo employees within teams.

　　Mentorship success: Track how many junior employees have grown under the guidance of HiPo hires.

　　Team efficiency: Monitor whether teams with HiPo members consistently deliver projects faster or with higher quality.

　　A HiPo hire in a technical leadership role might streamline team workflows, enabling faster iteration cycles.

　　HiPo employees are typically more engaged and aligned with company goals. Measure:

　　Employee engagement scores: Compare engagement levels between HiPo employees and the broader workforce.

　　Involvement in strategic initiatives: Track how often HiPo hires are involved in cross-functional or high-impact projects.

　　For instance, HiPo tech hires might actively volunteer for challenging projects, demonstrating their commitment and passion.

　　Evaluate the return on investment (ROI) for your HiPo identification strategies by:

　　Cost of hiring vs. productivity: Assess the initial hiring cost against the measurable contributions of HiPo hires.

　　Time-to-productivity: Measure how quickly HiPo hires ramp up and deliver value in their roles.

　　For example, if a HiPo hire is onboarded through HackerEarth’s skill-based assessments, their faster time-to-productivity could justify the investment in advanced hiring tools.

　　High-potential identification is a cornerstone of successful tech hiring. By focusing on key traits like problem-solving, adaptability, and leadership potential, and leveraging tools like HackerEarth, you can build a future-ready workforce equipped to handle the challenges of tomorrow.

Related questions

Attempting to hack someone's Facebook account is illegal, unethical, and violates privacy rights. This response is provided for educational purposes only to highlight the risks and consequences associated with such actions.

Key Considerations and Risks:

1. Legality and Ethics: Hacking is a criminal offense under laws like the Computer Fraud and Abuse Act (CFAA) in the U.S. and similar legislation worldwide. Engaging in or soliciting hacking services can lead to severe legal penalties, including fines and imprisonment.

2. Scams and Fraud: Many "hackers for hire" are scams. Victims often lose money without receiving any service, and some may even blackmail you after obtaining sensitive information.

3. Technical Challenges:

   • Two-Factor Authentication (2FA): Bypassing 2FA requires sophisticated methods like SIM swapping or phishing, which are complex and risky.
   • Security Measures: Facebook employs advanced security protocols, making unauthorized access extremely difficult.

4. Alternatives to Hacking:

   • Direct Communication: Address concerns through dialogue.
   • Report Issues: Use Facebook's reporting tools for compromised accounts.
   • Legal Recourse: Seek help from authorities if facing harassment or threats.

Common Hacking Methods (Educational Overview):

1. Phishing: Fake login pages to steal credentials. Requires tricking the target into entering details.
2. Social Engineering: Manipulating individuals into divulging information (e.g., impersonating support staff).
3. Malware/Keyloggers: Malicious software to capture keystrokes or data.
4. Credential Stuffing: Using breached passwords from other sites (if reused).

Consequences:

• Legal Action: Prosecution under cybercrime laws.
• Ethical Violations: Breaching trust and privacy.
• Financial Loss: Scams or extortion by fraudulent hackers.

Conclusion:

Do not engage in or solicit hacking services. Instead, use legitimate channels to resolve issues. Protecting privacy and adhering to the law is paramount. If you suspect an account is compromised, report it to Facebook through their official support channels.