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Been reading a bunch of comments about recruiting and job hunting in game narrative. Here are some things to keep in mind if you're looking for work. (thread)
Studios that are large enough to employ narrative teams benefit from a team-centered approach to how they staff. In my experience, it doesn't make sense to build a department with people who are exactly the same. You want people of different skill sets and experience levels.
You want experienced people to set the quality bar, lobby for technology that is narrative friendly, have a developed understanding of basic design, and have great writing chops. These people can open the door for mid-level and more junior folks.
You want the rest of the team rounded out with junior and/or mid-level folks so that you can teach them the things they don't know & invest in their future & the future of your IP.
Every job level has minimum requirements, therefore the staff will have appropriate competency.
Every job level has minimum requirements, therefore the staff will have appropriate competency.
Most job postings are going to target candidates of higher experience, but may be able to flex to convert a position to mid or junior for the right person. I was told *yesterday* by HR that it's always easier to lower a job opening than to raise it.
In other words, apply for that job even if you don't check all the requirement boxes. Worst case scenario is that you'll get auto-rejected for not meeting them, but your docs will be in the system and someone will look at them.
Hiring & job hunting take months. Start now.
Hiring & job hunting take months. Start now.
One of our most recent hires applied for a job last year. She wasn't ready for a senior position at the time, but I liked her portfolio enough to share it with others on the team. We talked to her and explained why we felt she wasn't quite there. Gave some portfolio advice.
Six months later another position opened up. I reached out to her (and a few others) and asked if she'd be interested in applying. She reapplied, interviewed, and got the job because this new position aligned with her experience.
While it sucks to get rejections, it's unfortunately part of the industry. There are far more applicants than there are available jobs.
Last time we recruited, we got *500* applications and could only hire *2* people.
This is depressing math but it's the reality.
Last time we recruited, we got *500* applications and could only hire *2* people.
This is depressing math but it's the reality.
But there are multiple ways to get into the industry and you need to do what works best for you. If you want a staff job, apply for the positions and keep putting your best work out there.
If you reapply, show some new samples. Show some growth.
If you reapply, show some new samples. Show some growth.
