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LEADERSHIP PRESSURE IS CHANGING – AND IT’S NOT ALWAYS WHAT IT LOOKS LIKE…

Tue, 28 Apr 2026 16:07:12 GMT

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GETTING SENIOR HIRES RIGHT – WHY EXECUTIVE SEARCH MATTERS

Wed, 25 Mar 2026 16:15:09 GMT

I lead Amiqus’ Executive Search service and, while I may be biased, the reality is simple: few decisions shape a business more than its senior hires.

The leaders you bring in define strategy, influence culture, and set the pace for growth. Get it right, and you build momentum. Get it wrong, and it can set you back months, sometimes years.

Senior Hires Carry Real Weight

Whether you’re hiring a CEO, CTO or a senior leader within your team, these roles come with real responsibility.

They’re not just there to ‘do a job’, they’re there to:

Set direction and make critical decisions
Build, lead and inspire teams
Drive growth and innovation
Represent your business internally and externally

That’s why we often see senior hiring benefit from a more deliberate, structured approach, tailored to the complexity of the role.

The Real Cost of a Bad Hire

We’re used to hearing discussion about the cost of hiring – but what about the cost of getting it wrong?

At the leadership level, the impact goes far beyond salary; a bad hire can have a ripple effect across the whole organisation. Time lost while things don’t quite ‘click’

Unsettled or disengaged teams
Projects slowing down or losing direction
The cost, stress and disruption of having to start again

It’s often estimated that a failed senior hire can cost 3–5 times their salary. And that’s before you factor in the wider impact on your business.

So, Why Executive Search?

Executive Search is a more proactive, targeted approach, focussed on identifying and engaging the right people – especially those not actively looking.

It allows you to:

Access a broader, more relevant talent pool
Reach experienced leaders who won’t be on job boards
Properly assess not just skills, but leadership style and cultural fit
Make more confident, informed decisions

In short, it helps you get closer to the right hire, not just the available one.

How Amiqus Can Help

At Amiqus, we know that no two senior hires are the same. We work closely with our clients to really understand what success looks like – beyond the job description.

The leadership style needed
How the role fits into the wider business
The challenges and opportunities the hire will face

From there, we build a tailored search: leveraging our network, engaging the right people, and carrying out a thorough, insight-led selection process.

We’re also direct. If something doesn’t feel right, we’ll say so. If the market’s telling us something important, we’ll share it.

It’s About Reducing Risk

Executive Search is designed to give you a stronger chance of getting a critical hire right first time.

It helps you to:

Avoid rushed or reactive decisions
Access better-aligned candidates
Save time internally

Move forward with confidence

Because at leadership level, ‘good enough’ rarely is. Hiring exceptional leaders isn’t easy, but it’s one of the most valuable investments a business can make. Executive Search provides the structure, reach and insight to do it properly. And when you get that hire right, the impact is lasting.

If you’re planning a senior hire, feel free to get in touch – I’m always happy to have a conversation.

‘996’ WORK CULTURE: A TREND GAMES SHOULD THINK TWICE ABOUT

Sat, 28 Feb 2026 16:22:17 GMT

It is sadly true that ‘crunch’ still seems to be an issue in some parts of the game dev sector – although thankfully it is becoming less of a problem as employees push back. So, the idea of institutionalising extreme working hours as a standard operating model feels like a huge step backwards.

But it’s definitely worth highlighting a workplace trend emerging elsewhere in tech: the so-called ‘996 work culture’ – working 9am to 9pm, six days a week. Originating in parts of China’s tech sector and now resurfacing in segments of Silicon Valley’s AI boom, it’s being discussed as a badge of ambition and competitive drive.

For C-suite leaders in the games industry, this is less about alarm – and more about awareness. It’s a trend we hope the industry consciously avoids.

The Tech Firms Embracing a 72-Hour Working Week: A deep dive here by the BBC into this practice, providing a need-to-know on this approach to working, as well as revealing the attitudes of some start-up tech founders who believe ‘Slackers are not my brothers’. As the BBC reports, “… for every ambitious company founder, the ever-present fear is that someone else will get there first. Speed is of the essence – and tech sector workers are under pressure to work harder, and longer, to get results quickly.” Get the full inside story here - https://www.bbc.co.uk/news/articles/cvgn2k285ypo

‘Work Hard, Play Hard’ is Over. Inside Silicon Valley’s 996 Culture: This article by Forbes article describes how some startups are prioritising a simply ‘work hard’ culture, with a relentless productivity focus. 70-hour weeks are becoming an expectation rather than an exception in some spaces, with job ads making no bones about what is expected of employees. One observer notes that he has seen mattresses on the floor in every office of one company: “During interviews, they ask candidates if they’re willing to sleep at work – and people line up for jobs there.” Read more here - https://www.forbes.com/sites/dariashunina/2026/01/22/work-hard-play-hard-is-over-inside-silicon-valleys-996-culture

996 Culture is Coming at ‘Human Expense’: No surprises here, with Business Insider reporting that burnout is increasing fast in Silicon Valley. Interviews with AI researchers and engineers suggest that even when long hours are framed as voluntary or passion-driven, they can lead to exhaustion, strained relationships and health concerns. Burnout appears as a recurring theme, as you can discover here - https://www.businessinsider.com/996-work-culture-silicon-valley-burnout-ai-researchers-2026-2

The Dark Side of the AI Boom: Spotlighting Silicon Valley too, PCMag highlights how Silicon Valley’s embrace of 996 mirrors earlier trends in China’s tech scene, where such schedules drew legal and cultural backlash. The article focuses on some real-life stories from those who are embroiled in this way of working, missing out on time with friends and family and with other areas of their personal lives spiralling out of control. Discover what they have to say here - https://uk.pcmag.com/ai/162909/the-dark-side-of-the-ai-boom-silicon-valley-embraces-chinas-brutal-work-trend

Of course, 996 is not a defining feature of the games industry. But the conversation around it matters – particularly when tech sectors intersect, as they increasingly do through AI, live services and cross-platform innovation.

As competition and economic pressures increase, the temptation to equate longer hours with greater commitment can grow. But evidence consistently shows diminishing returns beyond a certain point – and increasing costs to morale, retention and reputation.

What are your thoughts…?

Mentoring - A Strategy That Punches Above Its Weight

Wed, 14 Jan 2026 10:44:59 GMT

Liz Prince , Business Manager of Amiqus and co-founder of the Empower-Up EDI platform, which launched with Ukie two years ago. The website and resources aim to help studios of all sizes on their diversity and inclusion journeys.

Here she discusses the importance of mentoring for supporting the professional – and personal – development of individuals, particularly women and those from under-represented groups…

The video games industry is built on craft, collaboration, and fast-moving technology. It’s also built on studios that often operate lean: small HR teams, limited Learning and Development capacity, and leaders wearing multiple hats.

In this environment, mentoring can be one of the most practical, high-impact ways to support both career progression – skills, roles, visibility – and personal progression, including confidence, resilience, and a sense of belonging.

Research consistently supports the value of mentoring in the workplace. Large-scale meta-analyses across sectors show that mentoring is associated with improved career outcomes, higher job satisfaction, stronger organisational commitment, and better wellbeing for mentees.

That matters in games, where career paths are rarely linear. Job titles can vary widely between studios, expectations can be opaque, and people often progress by moving sideways as much as upwards. A good mentor helps translate that complexity into something actionable: identifying skills to build, choosing projects strategically, navigating feedback, and handling the very human challenges of game development – in particular imposter syndrome, burnout risk, and the pressure of shipping.

One of the standout examples in the UK games sector is Limit Break , a mentoring programme supporting marginalised people working in – or aiming to progress within – the UK games industry. Limit Break programmes run over six months and are built around regular one-to-one mentoring, alongside community resources, events, and guidance for both mentors and mentees.

What makes Limit Break particularly powerful is that for mentees, it creates a safe, consistent space to reflect, set goals, and build confidence. For mentors, it offers support and community that makes mentoring feel sustainable alongside demanding roles.

As a former mentor on the programme, I’ve seen first-hand what that can unlock. Mentees leaving with a clearer career plan, developing confidence in their own judgement, learning how to prioritise what mattered, and becoming more comfortable advocating for themselves at work. Those shifts are subtle, but transformative.

Alongside industry-wide initiatives like Limit Break, many studios are investing directly in mentoring. Ubisoft has highlighted mentoring as part of its broader people-development and diversity strategies. Through initiatives such as Develop at Ubisoft, mentoring is positioned as a way to support progression, share knowledge across disciplines, and build inclusive leadership capability, with mentors and mentees encouraged to reflect on their experiences and learning.

Ubisoft’s approach demonstrates that mentoring doesn’t have to sit in a large, formal HR function to be effective. With clear intent, leadership support, and light structure, mentoring can scale across large, complex organisations.

And I know of many other great studios who are nurturing talent within their organisations to help individuals with their career progression.

The common thread – whether you’re a micro indie or a global publisher – is that mentoring works best when it’s treated as a real development practice: clear goals, light structure, psychological safety, and mutual commitment. It’s not a replacement for good management, fair progression frameworks, or inclusive culture. But it’s one of the most accessible ways to accelerate them.

For an industry that prides itself on iteration, mentoring is a people-first version of the same philosophy: regular check-ins, honest feedback, and small improvements that compound over time. For studios without vast HR resources – which, let’s face it, is most studios – it’s one of the most effective tools we have.

If you want to learn more about Empower-Up, you can check it out here.

AMIQUS NAMED BEST RECRUITMENT AGENCY AT THE TIGA AWARDS

Wed, 05 Nov 2025 16:49:12 GMT

OUR 25th AWARD IN 25 YEARS!

We’re delighted to have been named Best Recruitment Agency at the TIGA Games

Industry Awards 2025!

We are honoured and grateful for all the trophies we have picked up over the years.

But this award holds special significance for us – not only because it recognises our

continued commitment to supporting the incredible people and studios that make up

the games industry, but also because it marks a double milestone: our 25th award

win in our 25th year of business.

For a quarter of a century, Amiqus has been proud to serve the games industry,

helping talented individuals find their dream roles and supporting studios in building

the creative teams behind some of the world’s most loved games. This recognition

from TIGA is a wonderful reflection of the relationships, trust, and collaboration that

have shaped our journey since day one.

A huge thank you to the judges and the entire TIGA team for this honour and for

hosting such a fantastic celebration of the UK games industry. We’d also like to

extend our warmest congratulations to all of this year’s nominees and winners. It’s

inspiring to be among so many passionate, creative, and dedicated people driving

our industry forward.

To everyone we’ve worked with over the past 25 years – clients, candidates, and

colleagues – thank you for being part of our story. Here’s to continuing to grow,

collaborate, and support this brilliant industry for many more years to come.

CREATING CULTURES THAT WIN: LESSONS FROM THE GI.BIZ BEST PLACES TO WORK AWARDS

Fri, 10 Oct 2025 12:21:27 GMT

The recent announcement of this year’s Gamesindustry.biz Best Places To Work Awards once again shines a spotlight on companies that understand what every executive knows but not all act on: culture is not a ‘nice to have,’ it is a growth strategy.

Recognised studios are setting benchmarks for the wider industry on how employee engagement, inclusion, and wellbeing fuel creativity, retention, and ultimately, competitive edge. As leaders across the games industry and beyond reflect on how to future-proof their organisations, the common thread is that sustainable performance starts with people.

Here I’ve taken a look at some insights worth noting…

A Good Investment: How Keeping Employees Happy Benefits Business: As this article by Business.com kicks off, “As a business owner, it’s tempting to focus your growth efforts solely on operational aspects such as lead generation and sales. However, it’s just as important to prioritise employee happiness.” But as it highlights, happy teams are more productive and motivated. The data is unequivocal: happier employees deliver stronger performance, stay longer, and contribute to healthier bottom lines. For leaders, the challenge is to treat wellbeing as a driver of business outcomes, not a discretionary benefit. Those who do so are more likely to see innovation, loyalty, and reputational strength follow. It’s a great article that provides some great insights, but also incredibly useful tips on how to create a great working environment. You can read more here - https://www.business.com/articles/a-good-investment-how-keeping-employees-happy-benefits-a-business/

7 of the Best Company Culture Examples: If you want some examples – as well as more top tips – on positive company cultures, Startups.co.uk has taken a look. It shines a light on some best practices from a diverse range of organisations – from Shopify to AirbnB – ultimately underlining that culture must move beyond HR and into the C-suite agenda, where it informs growth, risk management and customer loyalty. It offers: “Each example not only showcases their success in building a good culture but also emphasises the importance of these approaches for both the organisation’s values and employee satisfaction.” Learn more here - https://startups.co.uk/people/management/company-culture-examples/

Future-Proofing Your Organisation: The Importance of Measuring & Defining Culture: Defining culture is only half the battle; measuring it is what allows leaders to steer it, according to Relocate Magazine . Organisations that track cultural indicators alongside financial and operational KPIs gain an early-warning system for disengagement or misalignment. For leaders under pressure to deliver resilience in uncertain markets, treating culture as a measurable asset provides clarity on where interventions are most needed. It’s a heavyweight piece, but if you’re interested in a positive company culture, it’s worth the long read - https://www.relocatemagazine.com/future-proofing-your-organisation-the-importance-of-measuring-and-defining-culture-mcurphey-0125

When Building New Businesses, Culture Matters: McKinsey provides the standard for workplace research, and this piece of work is no exception. The report highlights that ventures with strong, intentional cultures are more likely to scale successfully and attract top talent. For executives tasked with innovation, this means embedding cultural clarity from day one is as vital as funding and product-market fit. Discover the facts here - https://www.mckinsey.com/capabilities/business-building/our-insights/when-building-new-businesses-culture-matters

The Winners of the Gamesindustry.biz Best Places To Work Awards: And finally, here are the worthy winners of last week’s awards, which includes this year’s recipient of the G Into Gaming Award – Alison Lacy of Radical Forge – which was presented by Amiqus’ Business Manager Liz Prince. Congratulations to all! - https://www.gamesindustry.biz/winners-of-the-uk-best-places-to-work-awards-2025-revealed

The Best Places to Work winners provide inspiration, but also a challenge. For leaders in games and beyond, the goal is to elevate culture, wellbeing, and inclusion to the same strategic plane as revenue and growth. The studios that do this won’t just be celebrated at awards ceremonies – they’ll be the ones shaping the future of business.

I’d love to hear your thoughts – how is your organisation embedding culture as a true growth strategy, and what lessons can we all learn from those setting the standard?

Photo by Tim Mossholder on Unsplash

CEOS ARE NO LONGER TRUSTED… A GUIDE TO REINVENTION

Wed, 10 Sep 2025 12:15:20 GMT

Caroline Stokes is described as a leadership strategist for the ‘5th Industrial Revolution’. And some of you may know her from her days working in the games industry at Sony, where she helped to launch the original PlayStation, plus Virgin Interactive and Nokia. In more recent years, she’s evolved from executive headhunter to an authority on psychological and strategic leadership reinvention via her executive coaching business FORWARD – and she has just authored a new book - AfterShock to 2030: A CEO’s Guide to Reinvention in the Age of AI, Climate, and Societal Collapse.

I’ve had the pleasure of talking to Caroline about her background, her work and the blueprint her new book offers to the progressive and forward-thinking C-Suite…

After senior roles in games working at the likes of Sony PlayStation, Virgin, and Nokia, what pivotal moment led you to found FORWARD and move into executive coaching?

There wasn’t just one moment. At Virgin, Sony PlayStation, and Nokia, I kept seeing the same pattern: brilliant people, bold visions, brilliant tech and product – but often misaligned communication and collaboration systems to reach the goals without collateral damage. Often, teams were siloed and weren’t communicating in the way management and employees hoped. Often, intentions were misunderstood which created conflict. Collaboration struggled because no one had been trained to work with each other’s unique operating systems or to listen carefully to create optimal outcomes. What was missing? Systemic coaching. Team coaching. Rewiring how people relate, build trust, and align in fast-moving, high-pressure environments. Initially, I started FORWARD to combine executive search and coaching. I went all-in on Executive Coaching after the pandemic. At the time, I had just placed a CEO, relocating them from LA to Barcelona. Then, when I could see the pandemic disruption unfolding, I felt an urgency to double down. I pursued two executive programs at MIT, focused on Business Sustainability and AI for Business Strategy to deepen my systems-level understanding of what was coming. Thousands of hours of experience, research and applied learning have been synthesised into my book AfterShock to 2030: A CEO’s Guide to Reinvention in the Age of AI, Climate, and Societal Collapse – a playbook for leaders ready to reinvent themselves and their systems in real time.

You’re certified as both an executive coach and EQ-i 2.0 practitioner – when did emotional intelligence become central to your work, and why does it matter so much in leadership today?

The emotional intelligence system fully clicked for me about 12 years ago during executive coaching school, where I was immersed in the neuroscience of leadership. I had this moment of clarity: everything is emotional. If leaders don’t understand how their emotional responses shape their actions – especially under pressure or success – they’re reactive, not leading and finding solutions. We throw around the word ‘resilience’ in business, but real resilience doesn’t come from suppressing emotion or pretending to be tough. It comes from having tools to interpret what’s happening inside – what I call our ‘internalities’ – when faced with friction: a board confrontation, a team conflict, or a crisis no one saw coming. That’s why emotional intelligence became foundational to my work. I pursued formal training in EQ-i 2.0, earned my PCC executive coaching credential, and became certified in The Leadership Circle, one of the most powerful diagnostics I know. It doesn’t just show what you do – it helps you understand why, and what’s getting in your way. Today’s leaders aren’t just managing teams – they’re navigating systems, AI governance, climate risk, and existential uncertainty. Your ability to self-regulate under pressure directly affects how effectively you lead through complexity. When emotional intelligence is paired with strategic and systems awareness you can move faster. You make clearer decisions, lead with steadiness, and communicate with coherence across every level of the system. People often think emotional intelligence is a luxury. It’s not. As I write in AfterShock to 2030, even the military uses coaches to regulate emotions under extreme stress. And we’re living in exactly those kinds of conditions now. Understanding your emotional operating system isn’t a soft skill – it’s a survival skill .

You’ve played roles as coach, advisor, and ‘narrative reinvention’ partner – what does the latter entail, and why do narrative and presence matter at the C-suite level?

Narrative reinvention isn’t about spinning a better story. It’s about rewriting the internal operating system – because what got you here won’t get you where the world is going . Most leaders I work with are still running legacy code: stories about dominance, control, heroism, and stability that worked in the ‘90s and early 2000s. But those narratives are breaking under the weight of today’s reality – climate instability, AI disruption, cultural grief, economic precarity. And yet, many leaders are still trying to lead as if external realities don’t impact them, or their employees or customers. Narrative reinvention isn’t a rebrand or mission refresh. It’s a systemic teardown and rebuild in themselves and the organisation – vertically, horizontally, inside-out and outside-in. Whether I’m working with a scientist designing regenerative space agriculture, a technologist wrestling with AI’s environmental cost, or a game studio exec trying to ship a title while navigating budget cuts and layoff fatigue, my job is to help them think, speak, and operate from a future-aligned frame. Often, their expertise is intact and they’re highly experienced. But their narrative is outdated – and you can’t lead strategy or people with a story that no longer fits the moment. This matters even more in sectors like tech, media, and games – where Gen Z and AI-native talent are moving at post-institutional speed. They’re not stuck in grief about old models; they’re inventing new ones. If a C-suite leader’s presence – how they show up, listen, adapt – doesn’t evolve too, they’ll lose trust, lose talent, and eventually lose relevance. That’s what narrative reinvention is: system rewiring, psychological fluency, and strategic repositioning. It ensures the leader isn’t just visible, they’re resonant. Not just relevant for today, but coherent with what tomorrow demands. And that takes more than a PR consultant asking, “What story do you want to tell?” It takes a strategist who can help you build the story the future is already calling for – and support the organisation to live into it in real time. That’s why I don’t describe myself as a traditional coach. Narrative reinvention is a tidy name. But the work is a full-spectrum leadership transformation.

You describe this time as one of ‘huge, constant change.’ What mistakes do business leaders often make when they try to deal with that kind of pressure?

The biggest mistake is hoping and reaching for certainty where it no longer exists. Under pressure, most leaders default to what’s familiar – legacy models, comforting narratives, groupthink, or personal bias. That’s a totally human experience, by the way. Familiarity feels safe, but in a volatile world, that kind of safety doesn’t exist. The systems that once created stability won’t save anyone now. What’s required is radical reinvention – of self, team, and organisation. Today’s pace of change is exponential and there’s so much noise. Leaders must become fluid with real-time data – not quarterly dashboards or annual surveys that end up as a box ticking exercise without making change happen. It requires active, continuous listening. One of the simplest but most effective tools I use with clients is the listening tour. You don’t need to fly around the world (though presence still matters). Whether hybrid or distributed, there are ways to surface sentiment, friction, and insight – if you’re willing to ask and really listen. ‘Walking the floor’ still counts – digitally or physically. The point is: get close to the signal. What’s keeping your people up at night? Where’s the invisible resistance? What are your managers afraid to say out loud? However, many leaders think they can ‘fix’ culture with one round of input. But in this landscape, you need a constant, living stream of insight. Weekly, not annually. Yes, it’s messy. Yes, it’s a lot. But if you want to lead in real time, you need a real-time relationship with your organisation. The real skill isn’t just collecting feedback, it’s ensuring everyone trusts that the data will help everyone move towards the right goal, and for the data to be metabolised in a trusted way. In reality, most governments and let’s face it, the majority of organisations don’t work that way. People don’t trust how the data will be used. They fear it will be weaponised, not optimised.

That’s why, in this era of constant change, we need leaders to build cultures where data can be openly discussed and metabolized – as a fuel for coherence, not a tool for control.

You call your book a ‘playbook’ for the future. What are a few clear actions leaders should take right now to prepare for the years ahead?

AfterShock to 2030 is a structured intervention for CEOs and their leadership teams to adapt now to AI acceleration, climate volatility, and societal collapse. The book is divided into three actionable sections:

Face reality.
Ditch the polished narratives. Confront what’s really going on – inside yourself, your team, and your system. From cognitive bias to eroded trust, if you’re leading with a cracked windshield, you can’t steer through chaos.
Rewire your mindset.
Let go of outdated leadership myths and rebuild how you think, decide, and lead. We cover everything from AI adaptation to climate-integrated business models to the real competitive threats: psychological overwhelm, food insecurity, and cultural collapse.
Reset your system.
I introduce the AfterShock CEO Reset, including the Catalyst–Citizen model, AI co-regulators, and a 100-day leadership reboot. It’s practical, embodied, and built for complexity.

What can leaders do right now?

Grieving old models is holding you back. Think like a futurist.
Start rewiring how you perceive, decide, and respond.
Rebuild your narrative – and your nervous system – to lead what’s next.

Your book speaks to CEOs, tech leaders, board members, and people shaping company culture. What’s the biggest thing they need to do differently – and why is that so hard?

The biggest shift they need to make is deceptively simple: ask, honestly and critically – Is what we’re building still going to matter in a year? Will this product, this service, this culture be valid in the face of everything accelerating around us – climate, AI, economic instability, collective exhaustion? That one question forces a confrontation. Not with market forecasts, but with purpose, values, and integrity so a business can carry on. I once interviewed a CEO who launched a company based entirely on his values – vegan shoes made sustainably, locally, and by a team that shared the same mission. But it wasn’t just a poster on the wall. He embedded purpose into every hire, every product decision, every internal system. It was rigorous. And it worked – because everyone was there for a reason bigger than profit or promotion. But even with the best purpose-driven organisation approach, it can be toxic. I saw it first hand when I was at an event in 2024 where non profit leaders openly admitted to bullying and burnout being normalised inside their ‘do-good’ cultures. The mission was clear but the right behaviour was not.

So it’s not enough to stand for something externally. You have to do the inside work to sustain it. Otherwise, you end up with moral injury – where your team knows what should happen, but the system won’t let it. This is the crux of my book. There’s too much at stake. People are burned out, disillusioned, and smart enough to see through empty branding and promises. If your leadership doesn't feel congruent – if your product is misaligned with planetary reality, or your culture breeds cynicism – you won’t keep trust, talent, or traction. The truth is, the world has changed. If you're not building something that makes life better – for people, for society, for the planet – you’re going to lose relevance fast.

Caroline has much more to say about the future of leadership, and I feature the second part of our interview in another post.

Her book is available now here - https://shorturl.at/urkIV

WHEN VALUES GO VIRAL – WHY TODAY’S CEOS CAN’T AFFORD ‘OFF DUTY’ LAPSES

Mon, 11 Aug 2025 12:28:52 GMT

In today’s era of social media scrutiny, it’s no longer enough for a company to emblazen its values on a website or in corporate messaging. As we’ve seen from news reports in recent weeks, for senior leaders, every handshake, every reaction, every off duty moment can become tomorrow’s headline.

What’s at stake isn’t just personal reputation. A single misstep can draw boardrooms into crisis mode, distract leadership from strategy, erode employee morale, and tarnish a company’s standing with customers, investors, and regulators.

The difficult lessons learnt by some CEOs recently demonstrate that leadership today isn’t confined to the boardroom. It extends to the concert arena, tennis court and private chat. The message is that behaving in line with stated values must be a reflex, because there is no true ‘off-camera’ anymore.

In case you’ve missed it (where have you been?!), here’s a summary of what’s happened recently…

The embrace that launched a thousand memes: The Coldplay gig, the embrace caught on camera, followed by a shocked and embarrassed couple, and Chris Martin joking: “Either they’re having an affair or they’re just very shy”. It was, of course, the former – and we know how the story ended. Astronomer CEO Andy Byron’s name was at one point the most Googled name on the internet. The next day he resigned, and the company’s Chief People Officer Kristin Cabot – who was the woman he had been caught embracing – became the subject of much scrutiny, and online abuse. If you want a reminder of how the events unfolded, the Associated Press has the full story here - https://apnews.com/article/coldplay-jumbotron-kisscam-ceo-astronomer-5ab2f23f742668a2f24a2326f32ca04e

Taking candy from a baby: Next up, Piotr Szczerek, CEO of Polish paving company Drogbruk, who was caught on video at the US Open grabbing a signed hat that it appeared tennis player Kamil Majchrzak was trying to hand to a child. The video went global, generating much outrage and anger at Szczerek. He has since apologised, claiming he thought the cap had been given to him for his own sons. But it’s another example of how there is no ‘off duty’ in the C-Suite. NBC News reports on the full apology by the CEO here - https://www.nbcnews.com/news/us-news/ceo-apologizes-snatching-hat-kamil-majchrzak-signed-child-us-open-rcna228421

Not so C-‘Sweet’: And finally, a cautionary tale from chocolate and confectionery giant Nestle. Its CEO Laurent Freixe was dismissed earlier this week, following an investigation into an ‘undisclosed romantic relationship’ with a more junior member of staff. Freixe had been with Nestle for over 40 years, with the investigation into his relationship apparently coming about following a tip-off by an employee. Reuters has reported on the ‘crisis’ within the company since the news emerged - https://www.reuters.com/business/nestle-plunged-into-crisis-ceo-fired-hiding-romance-with-staffer-2025-09-02/

These three recent stories might look very different on the surface. But they all share a common thread: leaders who forgot that values don’t pause when the spotlight dims.

The public no longer distinguishes between ‘personal’ and ‘professional’ when it comes to executive behaviour. Every action feeds the narrative of a leader’s integrity. And, by extension, the integrity of the business they lead. When values are lived consistently, they compound into trust, loyalty, and long-term advantage. When they are broken, they erode everything from employee confidence to market position.

What are your thoughts? I’d love to hear from you.

WHY IWD IS STILL CRUCIAL IN GAMES – AND BEYOND

Tue, 20 May 2025 12:01:53 GMT

This is a subtitle for your new post

We’re heading towards International Women’s Day this Saturday (March 8th).

This annual global event honours the social, economic and cultural achievements of women, while serving as a call to action for accelerating gender equality and equity. As a woman, a woman working in games, and a woman who is passionate about promoting EDI, this date holds immense personal importance.

This year’s theme from UN Women, ‘For ALL women and girls: Rights. Equality. Empowerment,’ underscores the critical need for inclusivity and empowerment for every woman and girl worldwide.

Despite some progress in gender representation within the games industry, the numbers remain stark. Women and girls make up around half of all players globally, yet recent figures from the GDC State of the Industry 2025 Report reveal that women constitute just 25% of the workforce. Video Games Europe’s latest Key Facts report paints a similar picture, with women accounting for only 24% of all roles in games. Although these reports show a slight increase over the previous year, it’s evident that we still have a long way to go before achieving a truly balanced workforce.

The lack of women in the industry has far-reaching consequences. Without visible female role models, young girls may be discouraged from pursuing careers in games. Similarly, women in related sectors might not see an environment that welcomes and supports them.

This is why I founded the G Into Gaming campaign in 2018 – to encourage more women and girls to consider careers in games. It’s also why I co-created the Empower-Up EDI platform alongside Ukie’s Raise The Game initiative 18 months ago. We must continue to push for progress, particularly in gender representation within the industry’s workforce, as well as the safety and well-being of women in games.

There are several straightforward actions studios can take to support the women who work for them, and attract diverse talent:

Inclusive Hiring Practices: Implement unbiased hiring practices to ensure a diverse pool of candidates.
Flexible and hybrid working: This can make a significant difference for those juggling caregiving responsibilities with their careers.
Shared parental leave: This ensures that the burden of taking a career break doesn’t fall solely on women, potentially limiting their development and progress.
Menopause support programmes: Research shows that up to 23% of women aged 40- 60 plan to leave their roles due to menopause symptoms. Without appropriate support, we risk losing a substantial number of highly experienced women from the industry.
Mentorship: Establishing or supporting mentorship programmes can have a huge impact on the progression and retention of women in the industry.
Pay Equity Audits: Conduct regular pay equity audits to ensure that women are being paid fairly compared to their male counterparts.
Support Networks: Create support networks, support or employee resource groups (ERGs) for women.
Anti-Harassment Policies: Enforce strict anti-harassment policies and provide training to all employees on recognising and preventing harassment.
Intersectional Approach: Adopt an intersectional approach to EDI initiatives, recognising that women may face multiple forms of discrimination.

These are just a few examples of how we can attract and retain more women in the industry and I would urge you to check out the section of Empower-Up on Gender to learn more.

As we acknowledge IWD 2025, let’s not only celebrate the brilliant women currently working in games but also take collective action to attract more women to our industry, while focusing on supporting and retaining them, to create a truly diverse and equitable industry.

LIMIT BREAK LAUNCHES 2025 MENTORSHIP PROGRAMME

Tue, 08 Apr 2025 12:00:10 GMT

Games mentorship initiative Limit Break has announced the opening of applications for mentors and mentees for its 2025 programme.

This will be the seventh year of Limit Break Mentorship, which continues its mission to level up diversity and representation in the games industry through connecting people from under-represented and minority backgrounds with experienced industry mentors. Founded in 2019 with just 100 members, the organisation has seen rapidly increasing demand for its programme, engaging with over 1,600 mentors and mentees in 2024. The scheme offers a unique opportunity for members to develop their skills and knowledge, supporting professional growth and helping to contribute to an industry future that is rich with diversity and passion.

Through a structured six-month mentorship, mentees from a wide variety of backgrounds and disciplines are matched with experienced volunteer mentors drawn from all corners of the industry. Based on monthly one-to-one meetings, coupled with access to exclusive online events, resources and guidance, the scheme is designed to empower both mentors and mentees to build connections and expand their skills and knowledge, as part of the thriving Limit Break community.

Anisa Sanusi, Founder of Limit Break said:“Everyone at Limit Break is passionate about supporting diverse talent in our industry, and we’re really excited that we are able to run our mentorship program for a seventh year."

Limit Break Director Dan Thomas added: "It is a hugely challenging time for the industry at the moment, but we believe mentoring can play a really important role in our current context, far beyond the Limit Break program, by helping our members build long-lasting connections and grow, develop and be inspired as part of an inspiring and supportive community.”

Mentee applications are open to anyone based in the UK and Ireland currently working in the games industry or seeking to enter it, and who identifies as part of a marginalised or under-represented gender, orientation or ethnicity group, in addition to neurodiverse people and those with disabilities.

Applications are welcomed from any prospective mentors with over three years of relevant industry experience. Potential mentors and mentees can apply now until April 25th through the Limit BreakMentorship website here.

UK RANKED LOWEST IN A DECADE FOR WORKPLACE GENDER EQUALITY

Thu, 13 Mar 2025 11:51:45 GMT

The UK slips from 17th to 18th in PwC’s Women in Work Index, down from 10th in 2020 - the steepest post-pandemic decline amongst OECD countries - with Iceland, New Zealand and Luxembourg the best performing. Scotland is the UK’s top performing region for the second year in a row.

Despite marginal improvements in gender pay gap and high female labour participation, the UK's overall ranking fell due to worsening unemployment and a widening participation gap.

The UK fell to second among G7 countries, and now sits behind Canada. At the UK’s current rate of progress, it will take 33 years to close the gender pay gap.

Productivity gains through increased female participation from 2011 to 2023, measured by GDP per hour worked, boosted UK GDP on average by 0.3% a year, resulting in a total annual GDP increase of US$7.8bn (£6.2bn).

The UK has dropped to its lowest ranking among the 33 OECD countries in over a decade, despite an overall improved score year-on-year, according to PwC’s latest annual Women in Work Index.

The report, which looks at progress made towards achieving gender equality at work, showed that in 2023 (the latest result), the UK had a female labour force participation rate of 74.80%, compared to 72.70% and 71.69% in the OECD (the Organisation for Economic Co-Operation and Development) and G7, respectively. The G7 had the weakest performance, with its 2023 participation figure now only just aligning with that of the UK’s in 2014.

The UK’s Index Performance In-Depth

The UK's performance in the Women in Work Index has varied since its inception in 2011, averaging 16th place over the years since. It peaked at 10th in 2020, in large part due to the COVID-19 furlough scheme. The latest result is the lowest the UK has ranked in over a decade, when it ranked 19th in 2012. For the first time since 2019, the UK is no longer ranked number one among the G7 economies, and is now second behind Canada.

The Women in Work Index assesses five indicators that make up the rankings. A deep dive into the UK’s performance against these indicators reveals that:

Female Labour Force Participation: The UK's rate saw marginal improvement of less than 0.1%, and therefore remains at 74.8%, although still above the 72.7% OECD average. However, the OECD average increased by 0.7%, indicating stronger progress in other countries.

Participation Rate Gap: The UK's female labour force participation rate gap, (the percentage difference between male and female participation rates) widened from 7.1% in 2022 to 7.8% in 2023, dropping the UK's rank from 13th to 19th place – however, this is still better than the OECD average of 8.8%. The UK participation gap has been consistently smaller than the OECD’s since 2011. However trends indicate other countries are beginning to catch up post-pandemic.

Wage Gap: The average OECD gender pay gap has bee n lower than the UK every year between 2011 and 2023, except 2020 when factors such as job retention schemes temporarily improved the UK’s comparative position. In 2023, the UK improved its gender pay gap by 1.2% to 13.3%, closing the gap to just 0.2% shy of the OECD average. Nevertheless, the current rate means it will still take 33 years for the gender pay gap to close in the UK.

Female Unemployment Rate: The UK's female unemployment rate marginally worsened, standing at 3.5% – 1.8% lower than the OECD average of 5.3%.

Full-Time Employment Rate: The UK's female full-time employment rate is 68.9%, ranking 27th out of 33 OECD countries, and is significantly below the OECD average of 78.1%.

Regional Inequalities In The UK

Half of the UK regions (six out of 12) recorded improvements in their Index score year-on-year. Scotland placed first for the second year running, improving its female participation rate, and its wage gap narrowed significantly from 11.8% in 2022 to 8.3% in 2023.

The North East was the most improved, moving up six places to fourth, due to much better female participation, lower unemployment, and wage gap improvements. Five regions experienced a deterioration, most notably in the East and East Midlands.

Overall, the gap between the worst and best performing regions has widened, by approximately seven points year-on-year. The contributing factors for this have been the impact of slow regional growth in certain parts of the UK, and varying degrees of both implementation of the ‘Levelling Up’ agenda and proactive efforts of devolved governments in supporting female employment.

Alia Qamar, economist at PwC UK, said: “While a fall in rank is never good news, it doesn't depict the whole story; the UK is improving its gender pay disparity, but at a slower pace than other countries. The sluggish progress compared to peers means long term the UK’s performance is consistently only just ahead of the OECD average, whereas other similar countries such as Ireland and Canada have shown impressive improvements in the post-pandemic era. This tepid progress means the ultimate end goal to close the gender pay gap remains a long way off, as on the UK’s current trajectory it will now take over three decades.”

Gender Equality Boosts GDP

Related PwC research identifies a positive link between female workplace participation and a country’s economic performance. Specific focus was given to analysing the impact of the female participation rate on increased productivity, and the resulting boost to productivity of OECD countries.

The findings show a correlation between increased female participation and productivity and GDP growth across OECD countries from 2011 to 2023, leading to an annual increase of USD $0.19 in GDP per hour worked for the average OECD country. This translated into an average GDP boost of USD $4.5bn per OECD country a year. If progress toward full gender equality in the workplace were to continue at the same pace for the next five years, total productivity gains by 2030 could amount to $54.5bn (£43.5bn) in UK GDP, $31.6bn for the average OECD country and $105.5bn for the average G7.

Phillippa O’Connor, Chief People Officer at PwC UK, said: "The positive link between gender equality in the workplace and economic growth shows that investing in gender equality isn't just the right thing to do, it's the smart thing to do. The benefits of a larger and more diverse workforce are translating directly into GDP gains, as well as enriching economic diversity, reducing income inequality, and providing a stronger overall skills base.

“As our research shows, increasing the workplace participation rates of women has the potential to significantly boost the UK economy and help solve the productivity puzzle – providing a valuable pathway to achieving sustainable growth.”

Iceland Tops The Rankings

Iceland ranks first on our Index, moving up three places from 2022, followed by New Zealand and Luxembourg.

The top five countries remain the same as 2022, although the order in which they rank has changed. Chile, Korea and Mexico ranked at the bottom of the Index. Despite being lowest, all three of these countries improved their overall index value.

The Republic of Ireland has seen dramatic progress in all indicators, recording the biggest annual improvement in the OECD. It rose from 12th place in 2022 to 6th place in 2023, with a notable wage gap decrease from 6.7% to 3.7% in 2023.

The full Women in Work Index can be found here.

EXECUTIVE SEARCH FOR AVID GAMES

Thu, 30 Jan 2025 12:05:07 GMT

Avid Games, a leading digital card trading game developer, faced critical challenges in expanding its operations and enhancing its strategic capabilities.

With ambitions to grow exponentially and position themselves for a future sale, the company needed two high-calibre executive hires: a COO/CFO and a CTO. These roles were essential to achieving their long-term objectives.

The Challenge

Avid Games' CEO, Paul Mayze, was managing dual roles as CEO and COO, which wasn’t sustainable. This operational bottleneck, combined with the studio’s desire to increase user engagement in its flagship game, Cards, The Universe, and Everything, highlighted the need for structural changes within the organisation.

Avid’s lead investor recommended hiring a COO to manage operational efficiency, financial strategy, and key stakeholder relationships. Additionally, a Chief Technology Officer was required. Avid Games had seen the departure of its Technical Director, but Avid wanted to create a new CTO role to bring additional technical innovation and vision to the company.

Key Challenges Included:

Specialised Talent Needs: Both roles required niche expertise in mobile games as a service (GaaS) and an existing games industry network.
Time Sensitivity: Avid Games was under pressure to secure these hires within a three-month window.
Confidentiality Concerns: Maintaining discretion was paramount to avoid any premature market speculation.
Cultural Fit: The company needed executives who could integrate seamlessly with Avid’s studio culture – while driving results.

Our Approach and Process

Amiqus’ Executive Search service, with deep expertise in the games industry, was engaged to define and manage the recruitment process for both roles.

Step 1: Understanding the Client's Needs

We conducted detailed discussions with the CEO and Chairman to understand Avid’s goals, culture, and specific role requirements. For the COO role, we identified a need for a candidate with both operational and financial expertise to complement Paul’s creative strengths. For the CTO role, the focus was on technological modernisation and strategic vision.

Step 2: Building a Talent Pipeline

Market Research: Leveraging our proprietary database and networks, we identified 180+ potential candidates for the COO role. We also tapped into passive talent pools and engaged active candidates through discreet advertising.
Candidate Screening: Rigorous vetting processes, including detailed interviews and up to 10 reference checks per candidate, ensured a strong match.
Technology Utilisation: AI tools and platforms like LinkedIn Insights enabled targeted outreach to top-tier talent.

Step 3: Candidate Engagement

Our Head of Executive Search Stig Strand used his 25 years of recruitment experience and proven techniques to build trust with candidates, ensuring they felt comfortable sharing information even before formal applications were submitted. This approach minimised drop-outs during the recruitment process.

Step 4: Final Selection

For the COO role, we provided 28 candidates, with 11 progressing to interviews, and three to final stages. The successful hire, Ido Hochman, brought dual expertise in operations and finance, along with a proven track record of scaling and exiting businesses
For the CTO role, we presented seven candidates, with the first interviewee, Mark Allen, being a standout fit. A former CTO and co-founder of Neon Play, Mark had deep technical expertise and experience modernising technology stacks, and his former studio had experience in digital card games.

The Results

COO/CFO Hire: Ido Hochman was placed within 2.5 months. His experience in strategy and finance have since driven operational efficiency and community growth.
CTO Hire: Mark Allen was hired within 8 weeks. His contributions have modernised Avid’s technology and aligned the company with its long-term vision.
Business Impact: Within months of their placements, both executives have delivered measurable improvements, including increased revenue and a clearer strategic direction.

Key Takeaways

1. Specialised Expertise: Amiqus’ niche focus on the games industry, and our 25 years of experience, ensuring access to top-tier talent.

2. Efficient Execution: Despite tight timelines, both hires were completed ahead of schedule.

3. Tailored Solutions: By understanding Avid’s unique challenges, we delivered candidates who matched both the technical requirements and cultural fit.

4. Confidentiality: Our discreet approach preserved Avid’s market position and mitigated risks during the hiring process.

Conclusion

Avid Games’ successful partnership with Amiqus demonstrates the value of leveraging specialised Executive Search expertise. By securing transformative leaders, Avid Games is now well-positioned to achieve its growth objectives and maximise its potential for a successful exit in the future.

"We were reticent about going down the executive search route because of the costs involved. Having gone through the process with Amiqus, I only wish we'd started sooner. Value was demonstrated at every step: requirements gathering, constructive advice and guidance in drafting the roles, a long list for refinement and then, subsequently, a string of interviews with impeccable candidates. While the time commitment was substantial, this was easily the most enjoyable and satisfying recruitment process I have been through - and the results are already more than worth it."

Avid Games CEO Paul Mayze

Make the most of the season by following these simple guidelines

Tue, 07 Jan 2025 09:14:40 GMT

The new season is a great reason to make and keep resolutions. Whether it’s eating right or cleaning out the garage, here are some tips for making and keeping resolutions.

Make a list

Lists are great ways to stay on track. Write down some big things you want to accomplish and some smaller things, too.

Check the list regularly

Don’t forget to check in and see how you’re doing. Just because you don’t achieve the big goals right away doesn’t mean you’re not making progress.

Reward yourself

When you succeed in achieving a goal, be it a big one or a small one, make sure to pat yourself on the back.

Think positively

Positive thinking is a major factor in success. So instead of mulling over things that didn’t go quite right, remind yourself of things that did.

Empower Up Celebrates A Year Of Providing EDI Advice & Resources

Mon, 18 Nov 2024 12:18:36 GMT

Empower Up, the online EDI platform from award-w inning specialist games recruitment agency Amiqus and #RaiseTheGame – powered by Ukie, is celebrating its first-year anniversary.

The website was launched to provide games companies of all sizes with the knowledge, frameworks, guidance and resources they need to establish, improve or grow their Equality, Diversity & Inclusion (EDI) policies, practices and processes, empowering talent across the industry to thrive in inclusive environments.

It features a wealth of resources, including the Intro To EDI section, which summarises each Protected Characteristic and information on Under-Represented Groups, along with some specific advice and guidance on each.

The Health Check tool enables games companies to benchmark where they are on their individual, current EDI journey. This will then signpost those companies and individuals to specific areas of the website where they can gain relevant advice and actionable steps on how to move forward.

Meanwhile, the EDI Journey section provides information and guidance, covering several areas, including:

Getting Started
Your Workplace Culture
Recruitment & Hiring
Staff Development & Retention
Marketing & Communications
Accessibility & Representation
Activities & Outreach
Legal Requirements

Finally, a Resources section offers inspirational Case Studies from studios already doing great work in EDI; a Directory of EDI organisations and initiatives; a Glossary of Terms area; and a Calendar of events, supporting companies as they build vibrant workplaces where every voice is valued.

Importantly, Empower Up is constantly evolving, with additional content – covering new initiatives, research, updated legal requirements and more – being published every week. Since launching, over 100 new pieces of content have been added to the platform – from exploring what the new Worker Protection Act means for your business, to an examination of why menopausal women are quitting work; from tips on celebrating Disability Pride Month, to advice on inclusive leadership.

In addition, the co-founders of Empower Up – Amiqus’ Business Manager Liz Prince and #RaiseTheGame’s Dom Shaw – have presented Empower Up, and showcased its resources, at a number of industry events over the past 12 months.

Amiqus’ Business Manager Liz Prince said: “Empower Up has become an essential tool for games companies seeking to make meaningful strides in Equality, Diversity & Inclusion. With over 100 resources added and a growing membership, we’re thrilled to support companies on their unique EDI journeys.”

#RaiseTheGame Manager Dom Shaw offered: “Our mission with Empower Up has always been to provide actionable resources that inspire and enable positive change. In just a year, we’ve seen an incredible response from the industry, and we’re excited to keep pushing forward, expanding our offerings to make EDI more accessible and impactful.”

HARINDER SANGHA PRESENTED WITH THE G INTO GAMING AWARD 2024

Wed, 11 Sep 2024 12:26:57 GMT

We were delighted to present Harinder Sangha, Co-Founder & COO of Maverick Games with the G Into Gaming accolade at the recent Gamesindustry.biz Best Places To Work Awards.

This award is given each year to a woman who has demonstrated unwavering commitment to promoting diversity, equity, and inclusion within their organisation, but has also been a beacon of hope and inspiration in the wider industry.

Harinder has done just that and joins Ann Hurley (Team 17), Tamsin O’Luanaigh (nDreams), Dr Marie-Claire Isaaman (Women in Games), Emma Smith (Hestia Talent) and Gina Jackson OBE (Pitchify) in the G Into Gaming Hall of Fame.

The award was presented by G Into Gaming Founder and Amiqus’ Business Manager Liz Prince at the Best Places To Work Awards event, which followed the HR Summit. She said:

“If you were here earlier at the HR Summit you may have heard me talking about the troubling anti-EDI trend that we’re witnessing currently - the scaling back of diversity teams and initiatives and the backlash against what some dismissively call 'woke' culture, led by high-profile figures.

“But what helps to keep my spirit and determination alive are the incredible individuals around me who share a passion and commitment to EDI. This room is filled with such amazing people, all of whom are being recognised for their tireless efforts in making the games industry a better, more inclusive place. I applaud every one of you and thank you from the bottom of my heart for all you do.

“And now, it is my absolute pleasure to present the G Into Gaming Award for 2024.

This year's recipient is no stranger to accolades. She has previously won the Best Places to Work Best Boss award and has been instrumental in her former studio's numerous achievements in EDI and employee support. Her contributions have left an indelible mark on the industry.

“A year ago, she embarked on a new journey, launching a studio in Leamington Spa. True to her values, she has been building and leading her new team with the same dedication and passion, fostering an environment of inclusivity and excellence.

“Beyond her professional achievements, she’s an Ambassador for Special Effect, she’s served on the Women in Games Advisory Board, is a Ukie Board Member, and has been recognised as one of the GI.biz Most Influential Women.

“Harinder… your unwavering dedication, your passion, and your genuine care for making the games industry a better place is truly inspiring. You have touched the lives of so many, including mine. It’s an honour to know you and to witness your incredible journey.

“So, ladies and gentlemen, please join me in celebrating the remarkable Harinder Sangha of Maverick Games, the recipient of the G Into Gaming Award 2024.”

Congratulations to Harinder , and to all the winners of the Best Places To Work Awards 2024. You can watch the ceremony and discover the winners here .

BEING A RECRUITER, AWARDS AND HUGE THANKS

Fri, 19 Jul 2024 12:31:12 GMT

I’m in a service profession, one that I’ve been proud to belong to for the past 30 years. For 19 years (so far) of that career, I’ve served the games industry alongside my colleagues at Amiqus.

When I started my first job in recruitment in 1994 my MD taught me that what matters in recruitment is relationships and service. He believed that if you do the job well, and focus on people and the details, then success would follow. He was absolutely right, and it’s an attitude that I’ve taken with me ever since.

At some point, most people will go through a recruitment or hiring process and many employers will use an agency for that. The UK staffing market revenues are around £ 140 billion so it’s a huge part of our economy; there are 30+ million people in the UK of working age meaning a lot of employment touch points; and many are managed through recruitment agencies.

Recruitment done well should feel seamless, effortless, easy to navigate, with easily understood hiring decisions that are transparent, communicative, and where the process is undertaken at the right speed – lots of ways and opportunities to make a candidate feel special and individual.

To do recruitment well - to make all those plates spin and remember all the details - it’s a genuine art! We’re mentors, we’re confidantes, we’re advisors, we’re the eyes and ears of the market, we have data, we’re natural networkers…

I have spent all of my career doing my utmost to make sure that we’re a positive part of the recruitment sector. And at Amiqus we committed ourselves to working with the industry to collaboratively solve studio talent challenges and industry-wide issues - offering to do more than ‘just’ recruitment.

But does everyone love us? Absolutely not! I think it was only late last year that someone referred to agencies in the games industry as parasites. It’s a tough crowd to please sometimes…

We acknowledge that we don’t build or develop physical products, but we do offer the best and most professional, credible and experienced service possible, and most people that we interact with don’t pay anything at all for the service we offer them.

In 2024, during the worst trading conditions I’ve experienced in my working life, I’m so lucky to have the team that I have around me and the support that we have in the industry to try to get us through. We’re truly focussed on surviving right now.

And last week we were honoured to receive what is our 24th award for recruitment excellence in the games industry. I couldn’t be happier or more humbled that our industry believes in us so much and continues to choose to reward our contributions in this way. We never take anything for granted and never stop striving to be better.

A huge thank you to everyone who voted for us, thank you to Tandem Events, Bastion and MCV/DEVLOP for great events – and huge love to everyone who continues to support Amiqus.

NEW 4-DAY WEEK TRIAL BEGINS

Thu, 11 Jul 2024 12:22:34 GMT

Some 17 UK businesses, encompassing over 1,000 staff, are taking part in the second four-day week pilot scheme from this week. The trial is once again being led by the 4 Day Week Campaign , which will present the findings from the pilot to the Labour Government next summer.

The companies involved in the trial will mostly implement the four-day week, although some have opted to test a shorter working week or a nine-day fortnight, in which workers get an extra day off every two weeks. Four more businesses will join the trial later.

Nearly 200 British businesses have switched to a four-day week permanently, according to the 4 Day Week Campaign, which is run by a non-profit organisation and launched in 2022.

Results from the last trial revealed:

Almost every company (92%) that took part has decided to continue with the four-day week after the pilot. Of the 61 companies that participated, at least 56 are continuing with the four-day week, with 18 saying the policy is a permanent change.
The vast majority of companies were satisfied that business performance and productivity were maintained.
Over the six-month trial period, stress and burnout for employees both significantly declined, with 71% of employees reporting lower levels of burnout.
Reported levels of anxiety, fatigue and sleep issues decreased, while mental and physical health both experienced improvements.
Measures of work-life balance improved. Respondents found it easier to balance their work with both family and social commitments and were more satisfied with their household finances, relationships and how their time was being managed.
Other key business metrics showed signs of positive effects. Companies’ revenue stayed broadly the same, rising by 1.4% on average.
There was a substantial decline (57%) in the likelihood that an employee would quit, dramatically improving job retention.
There was a 65% reduction in the number of sick days.

You can find out more about the 4-Day Week Campaign here .

THIS IS WHAT GAMES DEVS ARE LOOKING FOR IN A NEW JOB (AND IT’S NOT WHAT YOU THINK…)

Wed, 24 Apr 2024 12:43:23 GMT

We’ve just carried out a straw poll of gam es professionals on LinkedIn, asking them what the most important thing is that they look for when considering a new job role.

Over 400 took part – and, overwhelmingly, the key response was for flexible, hybrid or remote working, with just over half (50%) listing it as the most important consideration.

This was way ahead of ‘Salary’ at 30%. Meanwhile, the reputation of the studio, or the games it creates, was cited as the most important for 14% of respondents.

And the location of the studio, if the job didn’t offer flexible, remote or hybrid working conditions, was key for 6% of those who took the poll.

What is the most important thing for you when considering a new job role?

Flexible, hybrid or remote working – 50%
Salary – 30%
Studio reputation/the games – 14%
Location, if studio based – 6%

INTERNATIONAL WOMEN’S DAY: TIME TO LOOK BEYOND THE TOKEN GESTURES

Tue, 05 Mar 2024 13:03:40 GMT

It’s Hashtag International Women’s Day! A time to acknowledge the achievements of women, as well as to reflect on the injustices and persecution facing women and girls in many parts of the world.

In games, it’s an opportunity to champion the brilliant women working here – still an under-represented group, but I’m honoured and gladdened to work alongside them.

It should also be a day for the games industry to congratulate itself on the strides forward it has taken in gender diversity and inclusion over the past few years…. But the sad truth is, the games industry just hasn’t made enough meaningful progress in this space. In fact, in some instances, it’s getting worse.

I had a call recently with someone who works in a UK studio – one of the biggest here – and she told me that she wasn’t really looking forward to International Women’s Day because the bosses were laying on an afternoon tea for the women in the studio and giving them all branded mugs. That, she said, was all well and good – but what many of the women there ACTUALLY want is genuinely flexible working options. That would be a tangible benefit – as it would be for many women with caring responsibilities – making their lives easier, reducing childcare costs (which we all know are astronomical) and potentially keeping them employed at the studio for longer.

If the industry is serious about closing the gender gap, why are so many studios insisting staff go back to the office full-time? Why do I hear so often that women asking their leadership teams for flexible, hybrid or remote working are being labelled ‘difficult’, or that they’re asking for ‘special treatment’? That they’re not a ‘team player’…

Another recent conversation has also played on my mind … the woman in question is fighting for more support, opportunities, the chance to hire more women into the studio. “But what can I do, what difference can I make, if I’m the only woman there currently? They don’t want to hear me, and they don’t understand what the problem is…”

The reason I keep thinking about that conversation is because it must be the situation for so many women in the industry. While we make up just 23-30% (depending on what data you read), there are going to be hundreds of small studios with a lone woman working there. Many studios, of course, will actually be all-male environments.

So, what do you do if you’re a woman in that situation? Turn up the volume? Get labelled – again – as ‘difficult’?

If the industry is serious about change, the heavy lifting can’t just be left to the women. We need action, board level understanding of what matters to women, we need leaders to listen with empathy and take the actions required. We need meaningful changes that make the workplace truly inclusive – equal pay, clear and unbiased paths to promotion, and yes, flexible working conditions that acknowledge people have lives outside of the studio. We need men to realise that it’s NOT okay for a studio to be all male, to understand why that’s a problem, and to proactively find ways to change. It’s time to look beyond the token gestures.

The games industry can either keep pretending that a sprinkle of gender diversity here and there is enough, or it can truly embrace change for the good of all. Some studios are already showing us how it's done, but it's time for everyone else to catch up.

The battle for gender diversity in games isn't just about getting more women in the door. It's about changing the landscape from the inside out, making sure everyone has a fair shot at success. It’s about who’s leading the teams, and whose voices are being heard in the boardrooms where decisions are made. It’s also, of course, about addressing the ongoing issues of harassment and abuse.

It’s not enough to lean on diversity and inclusion as buzzwords; they need to be woven into the fabric of the company’s culture. It’s time for action, not just awareness, it’s time for change… not cake…

AND NOW FOR SOME GOOD NEWS…

Tue, 23 Jan 2024 13:06:28 GMT

If you’ve been reading some of the commentary about the games industry of late, you’ll be forgiven for thinking that we’re in a downwards spiral of doom and gloom.

It’s true: times are tougher for the industry than they have been for many years. We’ve seen projects cancelled alongside redundancies and restructuring, and as we look to the year ahead, it’s clear that there is some nervousness amongst studio leaders about the performance of their businesses and the wider games industry.

However, we surely need a little positivity to allow us to better tackle the challenges ahead. Firstly, let’s not forget that the popularity of games is showing no sign of abating. We’re creating bigger, better and more amazing experiences for consumers, and gamers are continuing to spend big money on their hobby. According to GSD data, 182 million PC and console games were sold across Europe in 2023, a rise of 1.7 per cent over 2022. At the same time, some 7.4 million console units were sold in Europe during the year. Those figures should provide some positivity for us all – gamers are continuing to invest in their pastime; new gamers are continuing to emerge.

Meanwhile, UK trade body TIGA has recently published the results of its 2023/2024 Business Opinion Survey which offers some additional upbeat findings.

First up – and Disclaimer: it’s focused on recruitment – the survey revealed that 73 per cent of respondents plan to grow their workforce in 2024. At the same time, 21 per cent expect to keep their staff counts at existing levels; only six per cent anticipate having to downsize.

Other key findings from the TIGA survey include:

46% of respondents said that they are more optimistic about their company’s prospects compared to 12 months ago (up from 40% last year);
54% forecast that the trend in their company’s net profits over the next 12 months would be up;
46% believe that the economic and business climate is favourable to the video games industry.

There are challenges, of course. Quoting the TIGA report again, key problems cited include skills shortages, access to finance, the overall economic environment, that thorny issue of Brexit, and more.

The redundancies and restructurings that have affected the games industry recently can’t be whitewashed – not least out of respect for those individuals who have been affected. But shouldn’t we stop talking down the games industry? Because there are positives – maybe not as newsworthy as the negatives – but which will help us all to keep focused, traverse the challenges we’re currently facing, and ultimately continue pushing forward with our work in one of the best industries around.

MCV/DEVELOP AWARDS – WITH THANKS FOR OUR ACCOLADE!

Sun, 07 Jan 2024 12:34:20 GMT

We are delighted, honoured and thankful to have been named Recruitment Agency of the Year at the recent MCV/DEVELOP Awards.

The Amiqus team and friends gathered at the Lancaster Hotel, London a few days ago for a fantastic evening of celebration and networking. And the icing on the cake? We picked up another award.

While we have been fortunate enough to win a number of these awards over the past 20 years, we are never complacent, and these accolades mean the world to us– in particular this year. The past few months have been probably the most tough we can recall, with the industry going through a restructure and re-set, leading to the significant number of redundancies we’ve all read about in the media.

As a recruitment specialist in games, this has hit us hard, so we are so thankful to everyone who has continued to support us, and of course, to those who voted for us in these awards. We know it’s not just us who have been affected through this difficult period for the industry, so we’d like to wholeheartedly congratulate all of the other winners in the MCV/DEVELOP Awards, namely:

Creative (Content) Partner of the Year – Liquid Crimson
Service Partner of the Year – PressEngine
Strategic Partner of the Year – Heaven Media
Hardware Innovation of the Year – Access Controller for PlayStation 5(Sony)
Visual Innovation of the Year – Viewfinder (Sad Owl Studios/Thunderful)
Audio Innovation of the Year – Baldur’s Gate 3 (Larian Studios/PitstopProductions)
Accessibility Innovation of the Year – Stories of Blossom (Soft LeafStudios)
Narrative Innovation of the Year – Baldur’s Gate 3 (Larian Studios)
Gameplay Innovation of the Year – Viewfinder (Sad OwlStudios/Thunderful)
Ongoing Innovation of the Year – Sea of Thieves (Rare/Microsoft Studios)
Major Studio of the Year – Larian Studios
Indie Studio of the Year – FuturLabo Major
Publisher of the Year – Nintendo
Indie Publisher of the Year – Wired Productions
Co-development Studio of the Year – Sumo Digital
Media Brand of the Year – Eurogamer
PR Agency of the Year – Bastion
Campaign of the Year – TAKEOFF (Alan Wake 2 ARG InfluencerCampaign)
Event of the Year – Women in Games Careers, Development &Networking Expo
Recruitment Agency of the Year – Amiqus (oh hello!)
Distributor of the Year – PLAION
Retailer of the Year – Green Man Gaming
Newcomer of the Year – Maverick Games
Better World – GamesAid
Legend – Jagex

EQUAL PAY DAY: TIME TO MAKE FLEXIBLE WORKING THE DEFAULT?

Wed, 22 Nov 2023 13:13:17 GMT

Today (November 22nd) is the day when, because of the gender pay gap, women overall in the UK sto p being paid compared to men.

This means:

At the current rate of change, the gender pay gap won't close until 2051—28 years from now
Women aged 40 and older (those born before 1983) won't see the gender pay gap close before they reach State Pension age

This year, to mark Equal Pay Day, the Fawcett Society has released new data and a report which shows that making flexible work the default in high-quality, high-paid jobs is essential if we are to see the gender pay gap close more quickly.

The data shows that women are accessing flexible work associated with lower-paid, lower-quality work e.g. part-time, insecure work and zero-hours contracts, in order to balance their caring responsibilities, and that this contributes to the UK's pernicious gender pay gap.

The Fawcett Society’s evidence reveals that:

40% of women who aren't currently working said that access to flexible work would mean they could take on more paid work (32% of men who aren't working and 37% of people overall said the same)
Women were significantly more likely to report working part-time (27%) compared to men (14%)
Men were more likely to report having access to more desirable forms of flexible work —for example, working term time only (outside of an education setting) (21%), working as part of a job share (18%), working a number of set hours flexibly across the year (15%) or working to commissioned outcomes (10%).
77% of women agreed that they would be more likely to apply for a job that advertises flexible working options.

Jemima Olchawski, Chief Executive of the Fawcett Society, said: “The Chancellor is delivering the Autumn Statement today, but can he really build a thriving economy without closing the gender pay gap? The fact is, if we want a thriving economy, the gender pay gap must close, and to achieve this, our government must make flexible work the default.

“We see time and time again that women feel they have no choice but to accept lower-paid, lower-quality work in exchange for flexibility, and this isn't fair. A need for flexible working arrangements, whether it be due to caring responsibilities, disability, or simply a desire to rebalance work and life, should not mean the end of career progression. Women are being kept in lower-quality jobs due to old-fashioned workplace norms.

“Women must be allowed to progress with the flexible working arrangements they require, and men must step up and take on their fair share of caring responsibilities and household tasks. Flexible work must be the norm for both men and women at work.

“A day-one right to request flexible working is simply not enough to create the deep cultural change that is needed. Right now, accessing flexible work is a matter of negotiation with your employer. Our report clearly shows that this is a process that favours men and bakes in existing inequality. Women shouldn't be penalised or disadvantaged because they need to work flexibly and they certainly shouldn't be locked out of roles they are qualified and keen to do. Too many women take on less-desirable and less well-paid roles so they can access flexibility and this contributes to the gender pay gap. Flexible work must be made the default for everyone. Employees need a better understanding of the different forms of flexible work open to them across all career paths and employers need to embrace the benefits this will bring to their organisation.”

Harriet Harman, Chair of the Fawcett Society, said: “The gender pay gap is closing far too slowly. At the current rate of change, women over 40 will suffer the pay gap until they retire. This is unfair and unjust, and it hurts everyone. A thriving economy relies on the full participation of women, and we are currently locking women out of work they are qualified for and capable of doing.

“For too long, women have put up with less fair and less equal working arrangements in exchange for flexibility. We need urgent action to ensure women are allowed to work to their full level of skills and experience. making flexibility the norm will make it easier for women to get the flexibility they need, and also normalise men taking on their fair share of caring responsibilities. We cannot afford to wait.”

THE GENDER PAY GAP IN THE UK: EXPLAINED

The gender pay gap is the difference between the hourly pay of women and men, as a proportion of men's pay. This year, Government data has indicated a mean gender pay gap of 10.7% for full-time workers, which means Equal Pay Day is on 22nd November 2023.

Click here to download the full Fawcett Society report.

Another Award For The Trophy Cabinet 🥳

Tue, 21 Nov 2023 13:17:05 GMT

The whole team at Amiqus is absolutely delighted and honoured to have received another award, this time the accolade of Best Recruitment Agency at the TIGA Games Industry Awards 2023.

Awards like this are so important to us because they are voted for by the industry – a sector which we have worked within and supported for over 20 years, helping studios and other companies to grow their businesses; and individuals to further their careers.

This is our 22nd games industry award for recruitment, and we couldn’t be more grateful. Thank you to everyone who has voted for us through the years, your support means everything to us. We will always strive to offer the very best recruitment solutions to the industry, and we continue to invest in helping the UK games sector to become the best place for a career for everyone.

In the past year, we have built on our commitment to EDI via our G Into Gaming initiative by pledging significant resources to a new venture in conjunction with Ukie’s #RaiseTheGame – the Empower Up platform. We are incredibly proud of this launch, and look forward to seeing its potential play out across the entire industry.

It’s been a busy year for Amiqus, as well as a challenging one for us and many others within the industry. We’re looking forward to seeing what 2024 brings and, again, are thankful to TIGA and to the judges for this wonderful award. Congratulations to all the other winners. Here’s the roll call…

BEST ARCADE GAME - MechHead – Staffordshire University

BEST QA and/or LOCALISATION PROVIDER - Testronic

DIVERSITY AWARD - Desta: The Memories Between – ustwo games

BEST CASUAL GAME - PowerWash Simulator - Futurlab

HERITAGE IN GAMES - 878 AD: Winchester Revealed – Sugar Creative

BEST EDUCATIONAL, SERIOUS OR SIMULATION GAME - Planet Planners – BBC/Mobile Pie

BEST TECHNICAL INNOVATION - Speech Graphics

BEST ROLE PLAYING GAME - Silverpoint: The Game – BBC/Jollywise

BEST AUDIO DESIGN - God of War Ragnarök - Sony Interactive Entertainment/Santa Monica Studio

BEST SOCIAL GAME - Disney Illusion Island - Disney Games/Dlala Studios

BEST ACTION AND ADVENTURE GAME - The Dark Pictures Anthology: The Devil In Me – Supermassive Games

BEST AR/VR GAME - Synapse - nDreams

CREATIVITY IN GAMES -Desta: The Memories Between – ustwo games

BEST SMALL STUDIO - Dlala Studios

BEST PUZZLE GAME - Love and Pies - Trailmix

BEST AUDIO SERVICES PROVIDER - PitStop Productions

BEST STRATEGY GAME - Starship Troopers: Terran Command – Slitherine Software UK

BEST LEGAL SERVICES PROVIDER - Lewis Silkin LLP

OUTSTANDING LEADERSHIP AWARD - John Tearle, CEO, Flix Interactive

BEST RECRUITMENT AGENCY - Amiqus

BEST ART/ANIMATION TRAILER SUPPLIER - TrailerFarm

BEST PUBLISHER - Rebellion

BEST SERVICES PROVIDER - Airship Interactive

BEST TALENT DEVELOPMENT INITIATIVE - Sumo Group

BEST EDUCATION INITIATIVE - Birmingham City University

BEST VISUAL DESIGN - Horizon Call of the Mountain - Sony Interactive Entertainment/Guerrilla

BEST EDUCATIONAL INSTITUTION - Norwich University of the Arts

OUTSTANDING INDIVIDUAL OF THE YEAR 2023 - Geraldine Cross, HR Director, Playground Games

EMPLOYER OF THE YEAR 2023 - Dovetail Games

COMMITMENT TO WORKPLACE WELLBEING - Playground Games

COMMITMENT TO ESG - Rocksteady Studios

BEST LARGE STUDIO - Sumo Digital

GAME OF THE YEAR 2023 - Disney Ill usion Island - Disney Games/Dlala Studios

Unlocking A Complicated Industry

Tue, 17 Oct 2023 13:21:16 GMT

The Value of Working with a Games Recruitment Agency

There has been a lot of sad news recently about redundancies and restructuring within the industry, and our thoughts go out to all those affected. For those studios who are still expanding or restructuring their businesses, working with a specialist recruitment agency can bring many benefits, particularly during a time of flux and change within the sector.

Deep Industry Knowledge

One of the primary advantages of partnering with a specialist recruitment agency lies in its understanding of the nuances of the market. An agency with many years of experience in the industry will recognise the sector’s dynamics, trends, and unique job requirements. This expertise allows an agency to provide invaluable market insights and guidance to both job seekers and studios who are looking to hire, even in challenging economic times.

A Vast Network

A good recruitment agency will have an extensive network within the industry, maintaining relationships with everyone from devs to studio heads. This means that the recruitment specialists are able to guide studios to their next key hire, probably someone who otherwise wouldn’t have visibility of your studio or roles. This brings us to our next point…

Customised Matchmaking

The roles required in the games industry are diverse, from game developers and designers to marketers and community managers. An experienced recruitment agency understands these varied roles and can match candidates accordingly. A personalised approach results in better matches, particularly for candidates who may not be actively looking for a role but would be valuable additions to your team.

Plug and Play - Scalability

Recruitment is time-consuming and resource intensive, especially in times of peak hiring. When time-to-market is crucial, a streamlined hiring process is essential and working with an agency can significantly expedite the hiring process while allowing you to continue to focus on your core business, particularly important during a time when resources might be tight. This benefits jobseekers as well, as they can expect faster responses and feedback from prospective employers, ensuring your employer brand is not negatively impacted by a poor candidate experience.

Equity, Diversity and Inclusion

EDI is important to many games studios, so your recruitment agency should align with your values in this area. Amiqus is proud to support Women in Games, Limit Break and other organisations and initiatives in this space. Our G Into Gaming initiative, created by Amiqus’ Business Manager Liz Prince, aims to encourage more women and girls to consider a career in games, and then support them in their roles. Data suggests that, at best, only 30 per cent of those working in games are women – with 50 per cent of all gamers being women and girls, the industry should be more representative of our audience. Amiqus can work with studios to help them attract more women to their organisations.

If you would like to learn more about the benefits of working with a specialist recruitment agency, we would be delighted to arrange a call.

Navigating Redundancy in the Video Games Industry: 7 Essential Tips

Tue, 05 Sep 2023 13:24:16 GMT

Facing redundancy can be daunting. I'll cut to the chase with my top tips to help you navigate this situation:

Take Your Time to Reflect and Regroup:

In the midst of a career transition, it's essential to take a breath and reflect. Use this period to evaluate your career goals, skills, and what truly excites you about the video games industry. It's okay to feel uncertain; clarity often comes with time and self-reflection. Don't take the first thing you're offered!

Update Your LinkedIn Profile:

Update your profile with a professional photo, an engaging headline, and a detailed summary. Join industry groups, follow influencers, and actively participate in discussions. Be sure to show recruiters you're 'open to opportunities'.

Revamp Your Portfolio:

Take this opportunity to refresh it with your latest work, projects, and personal endeavours related to video game development. Provide context and highlight your contributions to each project to demonstrate your skills and expertise. For Production, Design and Code this can be tricky, but try showcasing achievements or screenshots to your digital presence.

Reach Out to Your Network:

Networking remains a crucial part of the video games industry. Connect with your existing network, including past employers and colleagues. Don't hesitate to seek advice, job leads, or referrals. Let them know about your situation and your eagerness to explore new opportunities.

Consult a Trusted Games Industry Recruitment Consultant:

Enlisting the help of a professional recruitment consultant with expertise in the video games sector can be a game-changer. They have their finger on the industry's pulse and can connect you with roles that align with your skills and ambitions. Of course, I'd always recommend us here at Amiqus - Games Recruitment Specialists but if you have a trusted advisor, reach out to them.

Utilise Industry-Specific Websites:

When navigating your next move in the video games industry, tap into online resources such as:

Amiqus
Hitmarker
Gamejobs.co
Artstation
Work With Indies
GrackleHQ

Your skills ARE in demand. Rest assured, this too shall pass. I wish you the best of luck.

How to Stand Out From The Crowd - Landing That Job

Mon, 12 Jun 2023 13:45:58 GMT

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We’re often asked by candidates about how they can stand out during the job application process. With over 20 years of experience as a specialist games recruiter, we’ve got an arsenal of killer tips at our disposal. Here are a handful to help you in the process…

Firstly, a well-crafted CV is your initial opportunity to demonstrate your uniqueness. In the games industry, creativity and innovation are, understandably, highly valued so try to show your skills in these areas. If you have work experience then write about what you were responsible for in a role and what you achieved, alongside any skills you were using. If you haven’t got work experience as yet, then highlight any relevant projects where you significantly contributed or led, personal work or game jams etc can really demonstrate your passion for the industry and can set you apart from other candidates. And don’t forget to include your contact details – you’d be surprised how many CVs we see without them…

It’s often underestimated, but your cover letter or personal statement is a powerful way to stand out. Tailor each for the specific role and company you're applying to. Research the company's culture, mission, and recent projects, and explain why these resonate with you and what you can bring to the table.

Game development projects often involve collaboration with other individuals and departments, so it’s worth showing evidence of teamwork and communication skills. Highlight experiences where you successfully worked within a team or led one to achieve project goals.

Once you’ve landed an interview, preparation is key. But how do you stand out in a sea of other well-prepared candidates? Apart from showcasing your own skills, understanding the company's games, their audience, their values and their competitors can demonstrate that you’re not just interested in a job - but in being a part of their studio.

During the interview, don’t shy away from asking questions about their workflows, team dynamics, or upcoming projects. And be prepared to discuss your role in past projects in depth, focusing on the challenges you faced, how you overcame them, and the outcomes. Telling a compelling story can help the interviewer remember you long after the interview is over.

We encourage you to follow up post-interview - a brief thank you note, expressing your appreciation for the opportunity and your continued interest in the role, should help to keep you at the forefront of the recruiter’s mind.

One last thought: standing out amongst the other candidates is not necessarily about being different—it's about being authentically you, showing potential employers how your unique blend of experiences and skills can enrich their team and contribute to their success. Keep in mind though that this is a two-way street, you need to consider whether the studio culture is right for you and will meet your aspirations, so make sure you think about questions you can ask all the way through the process that will give you the overview you need.

Good luck! And if you would like additional advice, please feel free to contact us via hello@amiqus.com

AMIQUS BECOMES A WOMEN IN GAMES CORPORATE AMBASSADOR ON #IWD23

Tue, 07 Mar 2023 13:49:49 GMT

On this International Women’s Day, we’re delighted to reveal that Amiqus has become an official Women in Games Ambassador.

An Individual Ambassador herself, Amiqus’ Business Manager Liz Prince has long collaborated with Women in Games, speaking at its events and contributing last year to the Women in Games Guide: Building A Fair Playing Field.

She launched the pro bono campaign putting The G Into Gaming five years ago which aims to encourage more women and girls to consider a career in games and regularly speaks at events about how studios can better approach EDI, and how women and girls can improve their confidence.

She said: “We’re very happy to support Women in Games as a Corporate Ambassador. The organisation is so important and the work it does in supporting and encouraging women and girls in games is vital if we are to see better gender representation across the industry. “We know from our own work, and via our G Into Gaming initiative, that there are studios that have much to do when it comes to attracting and retaining women; we also recognise that women and girls need more support through all stages of their career. We’re looking forward to collaborating with Women in Games in its work in these areas and beyond.”

Women in Games CEO Marie-Claire Isaaman added: “We’re delighted to welcome Liz and the whole Amiqus team to Women in Games as Corporate Ambassadors. Liz has contributed much to our organisation over the past couple of years, so we are looking forward to what we can achieve collaboratively with Amiqus in the future.”

If you’d like to find out more about Women in Games, its work and its ambitions, head to www.womeningames.org

4 DAY WEEK GLOBAL TRIAL RESULTS – IS THIS THE FUTURE OF WORK?

Thu, 23 Feb 2023 13:53:38 GMT

Results from the world’s largest four-day week trial have been published, with most participating companies deciding to continue with this new way of working, with productivity, business performance and revenue all having seen positive effects.

Results from the world’s largest four-day week trial have been published, with most participating companies deciding to continue with this new way of working, with productivity, business performance and revenue all having seen positive effects.

The pilot programme has been carried out by not-for-profit organisation 4 Day Week Global, which guided over 60 companies and almost 3,000 workers through a six-month trial of a four-day working week, with no loss of pay for workers.Overall results show that almost every organisation will stick to a four-day week post-trial, with 91% definitely continuing or planning to continue, and a further 4% leaning towards continuing.

Only 4% of participants are definitely not continuing. Companies rated their overall experience of the trials an average of 8.5/10, with business productivity and business performance each scoring 7.5/10. Revenue rose by 35% over the trial periods when compared to similar periods from the previous year. Meanwhile, hiring increased while absenteeism decreased.

The health and well-being of employees also improved, with significant increases observed in physical and mental health, time spent exercising, and overall life and job satisfaction. Rates of stress, burnout and fatigue all fell, while problems with sleep declined. Environmental outcomes were also encouraging, with commuting time falling across the full sample by a half hour per week. Lead researcher Professor Juliet Schor of Boston College observed an encouraging consistency in the data: “Results are largely steady across workplaces of varying sizes, demonstrating this is an innovation which works for many types of organisations.“There are also some interesting differences. We found that employees in non-profits and professional services had a larger average increase in time spent exercising, while those in construction/manufacturing enjoyed the largest reductions in burnout and sleep problems,” she said.

Behavioural scientist and new CEO of 4 Day Week Global Dr Dale Whelehan explained the sample produced interesting differences in gender outcomes: “While both men and women benefit from a four-day week, women’s experience is generally better. This is the case for burnout, life and job satisfaction, mental health and reduced commuting time. Encouragingly, the burden of non-work duties appears to be balancing out, with more men taking on a greater share of housework and childcare,” he said. Co-founder and Managing Director of 4 Day Week Global Charlotte Lockhart added: “Our team is delighted to be expanding the arguments in favour of a four-day week today with this new world-class academic research, and we look forward to adding our Australasian pilot results to this data set in the coming weeks and our European, South African, Brazilian and North American results in the coming months.”

A Recommended Approach To Offering A Role

Tue, 29 Nov 2022 13:57:26 GMT

What's The Best Way To Offer A Role?

The ‘war for talent’ is well documented, and undoubtedly we are working within a candidate-led market which is set to continue into 2023 and beyond.

This means that in recruitment circles – in games and in the wider world – we’re focusing more and more on the candidate experience. This includes everything from the application process, first impressions of the company, interviews and the way that job offers are made to successful candidates - which is what I want to focus on here.

Candidates are in demand, they need to feel energised about their next career move and wanted for the opportunity with your studio. Unfortunately, all too regularly the selection process is too lengthy, in some cases up to two months, so even if an offer is forthcoming, it can feel like something of an anti-climax. I get it - it’s difficult to coordinate diaries and this can get more complicated in larger organisations, but in this market the longer a company delays, the quicker the candidate will walk away.

Another thing to consider is how the offer is delivered. It’s disheartening for a candidate to receive a simple formal email, sent from someone who hasn’t been involved in the process. Candidates tell us that this feels really impersonal and corporate. So, how to approach offering a candidate a role?

Based on our years of working in games recruitment, and the feedback we receive, here are some suggestions…

Firstly, a verbal offer should be extended on the phone, ideally by someone involved in the process. This should really be the hiring manager rather than somebody from the HR team.
Congratulate. This is a big moment for the candidate and the result of their hard work
Give some feedback – We felt your experience with XYZ was really relevant to this project”
Go through the offer: Title, Salary, Benefits (confirm that you will email this detail after the call)
Crucially, ask them how they feel but don’t ask for a decision.
Ask if they have any questions.
Explain what, if they accept, the next steps would be, i.e. HR onboarding/equipment sent out/an induction etc.
Collaborate to decide when they will come back with a decision
Congratulate again and email the offer letter

Following this process will ensure a feeling of completeness and closure to the process. In a world where we have hybrid or fully remote working conditions, these human touchpoints add a sense of belonging and can make all the difference.

Beauty Brand Dove Launches Video Games Diversity Initiative

Wed, 16 Nov 2022 14:02:40 GMT

Dove has teamed up with Epic Games, the Women in Games organisation and studio Toya on a campaign to tackle the representation of women in games, and to support girls with self-esteem education.

Some 1.3 billion women and girls make up half of the global games community, with 60%playing video games before the age of 13. Yet new research from Dove - endorsed by Women in Games and the Centre for Appearance Research (CAR) – reveals that 60% of girl gamers feel misrepresented and recognise a lack of diversity as a key issue in video games.

The research also revealed that 35% of young girls feel their self-esteem is negatively impacted after seeing a lack of diversity in characters and avatars. To help combat this, Dove has launched ‘Real Virtual Beauty", a series of initiatives to shatter beauty stereotypes and equip the next generation of young creators and players with the tools to build self-esteem and body confidence.

These include:

Real Beauty in Games Training – an education course in partnership with Epic Games’Unreal Engine, which invites game creators to help reflect the diversity we see in everyday life and to avoid contributing to stereotypes and biases in design

Real Virtual Beauty Avatar Library – an online character art collection hosted on EpicGames’ Art Station platform that will help raise the standard for the authentic, diverse, and inclusive representation of women and girls across the stages of avatar development

SuperU Story - the world’s first Roblox games experience designed to deliver self-esteem education, enabling young girls to customise their own avatars allowing them to experience more representative versions of beauty

Amiqus Wins 20th Award

Sun, 13 Nov 2022 14:07:31 GMT

WHAT a milestone for this amazing team. Our 20th industry award for recruitment services to the Games Industry. A bit of a journey to say the least!

We’ve been nominated for awards each year since starting out, alongside our peers in other specialist recruitment agencies who have been smashing it as long as we have. No word of a lie, it was a strange place to be as a recruiter back in those days.

I joined the Amiqus business in 2005 and I remember being excited about our nomination that year at the Develop Awards - but was a bit floored when the recruitment category was boo’d like a Pantomime villain! I remember coming away from that night wondering why recruitment was so undervalued in the games industry and determined to be part of something that could help to change that perception.

Our philosophy at Amiqus has always remained the same – to demonstrate the value we can bring, do things with honesty and integrity, and be an example. And that’s stood us in good stead. I hope over the years that we’ve proved to the industry that we’re here for the long haul, we’re here to invest in people and the sector, and to give our time and energy to its well-being and growth.

Fast forward four years after that strange ‘pantomime’ night... In 2009 we were honoured with our first award, a Develop Award, and this time the room stood for us, clapping for our success. I remember that with goosebumps and knew then that we were heading in the right direction.

We have always wanted to do business with people who share the same values and over the years have chosen to surround ourselves with companies and people who feel the same way. People like Lisa, Stu and Darrell from Mimram, Fiona and James from ThinkinCircles, the teams at UKIE, Raise the Game, APSCo andTIGA, The Special Effect team, and all of our trusted advisers and partners. We couldn’t do any of this without you and we’re so grateful for your support and friendship.

To the clients who choose to work with us and value us as we value you, our biggest thanks. It’s a privilege to support you and to watch you grow. To candidates who choose us to assist in their next big step, or in some cases every step in their career, thank you. You’re our lifeblood and we appreciate your trust more than you will ever know.

To everyone we have grown to know and love in this industry - too many to shout out, but you know who you are - you’re our rocks and we appreciate everything you do to develop the games industry every day. And finally, to the team who are now the proud and deserving owners of 20 awards for recruitment services to Games – you’re all I could ever have asked for in a team and you have done everything possible to change the way this industry thinks about recruiters, and rightly so. Your passion and professionalism, your warmth and relationship building, your desire to get a genuine win for everyone involved in every situation - you’re an inspiration, valued by so many, and I couldn’t be more grateful to you for all you do.

Award number 20 = achievement unlocked. Here’s to the next level :-)

G INTO GAMING AWARD WINNER – MARIE-CLAIRE ISAAMAN, CEO

Fri, 22 Jul 2022 14:10:08 GMT

Amiqus has been supporting the Gamesindustry.biz Best Places To Work Awards since the event began five years ago.

The awards are so important – highlighting the studios and companies in games that people love working for. Pre-pandemic, there were already many studios who were forward-thinking, placing wellbeing, diversity and social responsibility at the heart of what they do.

Fast forward to 2022 and the awards returned as a live event during Develop:Brighton where it was fantastic to see how much work that studios, leaders and HR teams have put into supporting their teams through the pandemic and since.

We were delighted and honoured to once again be asked to present the G Into Gaming award, to honour someone who has demonstrated outstanding commitment to promoting inclusivity and diversity within their organisation and beyond.

This year’s recipient is Marie-Claire Isaaman , CEO of Women in Games . Here’s a little about this brilliant woman who describes herself as an activist and is truly pushing the boundaries when it comes to gender diversity and inclusion…

Marie-Claire became Women in Games’ CEO back in 2016, having previously worked in education. It was there, at the Norwich University of the Arts, that her desire for encouraging more women into the games industry began. During her time at the university, she made incredible progress in gender diversity – taking the programme from having no female students or staff, to a split of 60/40 men to women in the student cohort, and a 50/50 split across the staff. For this, she won an international award.

She is still supportive, and involved in, games education, as well as working with research and cultural organisations in the UK and beyond.

But it is her work spearheading Women in Games that has such an impact on women working with games, both here and internationally. Since taking on the role as CEO, she has taken the organisation from being run by volunteers in the UK, to a globally recognised body that has over 800 official Ambassadors in over 50 countries around the world, and an even bigger community of women and allies who all have a common goal of gender equality in games.

She is a true activist, working around the clock on campaigns and initiatives to help support women in games and esports. Her passion for the organisation’s goals is evident to anyone who meets her. She is a mentor to many, and an inspiration to many, many more.

Huge congratulations to Marie Claire!

Elsewhere, the full list of Best Places To Work winners are below��

Small Company Winners

Dlala

Failbetter Games

Indigo Pearl

Kepler Interactive

Ripstone

SockMonkey Studios

TrailMix

Talewind

Mid-Sized Company Winners

Criterion

D3T

Hutch

PlayStation Studios

Red Kite Games

Space Ape Games

Large Company Winners

Creative Assembly

NaturalMotion

Rare

G Into Gaming Award Winner

Marie-Claire Isaaman

Environmental Award Winner

Sports Interactive

Health and Wellbeing Award Winner

Rare

Educational Award Winner

Creative Assembly

Diversity Award Winner

Failbetter Games

CSR Award Winner

Rocksteady

UK Best Boss

AJ Grand-Scrutton, Dlala

THE GREAT RESIGNATION - WHAT WORKERS WANT FROM THEIR JOBS

Mon, 06 Jun 2022 14:20:00 GMT

New research by global accounting giant PWC has further underlined a predicted major disruption in the workforce, as employees look for pay rises to manage the cost-of-living crisis – but as they also seek a better work/life balance, and fulfilment.

PwC’s Global Workforce Hopes and Features survey took soundings from over 52,000 workers in 44 countries and territories, and found that 35% are planning to ask their employer for a pay rise in the next 12 months.

Pressure on pay is highest in the tech sector where 44% of workers surveyed plan to ask for a raise and is lowest in the public sector (25%).

While an increase in pay is a main motivator for making a job change (71%), wanting a fulfilling job (69%) and wanting to truly be themselves at work (66%) round out the top three things workers are looking for.

Nearly half (47%) prioritised being able to choose where they work.

The survey also reveals a gender disparity, particularly when it comes to pay and communication with managers. Women were seven percentage points less likely than men to say they are fairly rewarded financially, but still seven points less likely to ask for a raise.

Women were also eight points less likely to ask for a promotion, and that request is more likely to fall on deaf ears – as women are eight points less likely than men to feel their manager listens to them.

There were also significant differences between generations, with Gen Z workers less satisfied with their job and twice as likely as Baby Boomers to be concerned that technology will replace their role in the next three years.

Other key findings from the survey include:

45% of respondents said their job could not be done remotely

Of those who say their job can be done remotely:

63% say they prefer some mix of in-person and remote working - the same proportion who said they expect their employer to offer that mix for at least the next 12 months

26% of employees would prefer full-time remote work, but only 18% say their employers are likely to adopt that model.

Another 18% say that their employers are likely to require full-time in-person work, which just 11% of employees prefer.

Amiqus carried out its own research into attitudes about working in the games industry late last year – Will The Great Resignation Hit Games?

And we are now asking for your thoughts on the Four-Day Working Week. Please share your thoughts!

Meet The Team - Stig Strand

Tue, 03 May 2022 14:29:28 GMT

Amiqus Team Profile - Meet Stig

What's the best thing about working in the games industry?

This industry is now a bigger sector than movies and music combined. And in the UK, it accounts for more than half of the entire entertainment market. Being a huge fan of computer games and development I love that I can combine my passions with my everyday working life, it’s a dream role.

For those pursuing careers in games, this is a great time to build your reputation and portfolio. With a high rate of forecasted growth in 2023, improving your skills in this sector will give you access to some of the best jobs and salaries available. It’s the most exciting time ever to be part of the future of games.

What's the most challenging aspect?

The most challenging aspect is identifying new and emerging talent due to the shortage of skills being developed within education. However this has drastically improved in the last 2 years and studios are now taking more opportunities to hire graduates than ever before due to sustained growth. So it’s a great time to level up your skills through study.

What's the best/worst excuse you've heard from a candidate about why they can't make a job interview?

My dog has eaten my CV and my printer has gone down – no lie.

How have you seen recruitment in the games industry evolve over the past decade?

Absolutely, recruitment is not as straight forward as it may seem. Every studio has a different culture and mission, so ensuring your sourcing strategy for new talent matches this has had to evolve. Agencies spend all their time building and mapping out talent and investing resources in the best technology for attracting so there will always be a desire to fast track and speak to the experts even though most studios attract directly with in house teams too.

What's the best piece of career advice that you'd give to someone looking to build their career in the #gamingindustry?

Take your time to work out what you are best at, don’t apply always to the dream studios straight away – it's loads of fun building a career with some of the AAA smaller developers then working your way up to Naughty Dog – applying can be exhausting and frustrating but once you are in, it's like the mafia �� and you are made and set for long term career in the sector you love so it's worthwhile.

Connect with on Stig on LinkedIn here ➡️ https://www.linkedin.com/in/stigstrand/

Amiqus Talent Profile - Meet Alan

Mon, 25 Apr 2022 14:33:14 GMT

Alan Dixon, Principal Consultant at Amiqus talks about the best thing about working in the #gamingindustry, how he has seen the games industry evolve and he offers his advice on getting your first job in games.

What's the best thing about working in the games industry?

Working with some of the most creative and intelligent people, in an industry which is constantly striving to not only be successful, but to be better.

What's the most challenging aspect?

In terms of recruitment, it’s a really candidate led market, so they can be hard to find! In other ways, a lot of things are under NDA, so we can’t talk about amazing things our clients are working on!

What's the best/worst excuse you've heard from a candidate about why they can't make a job interview?

The best was simply that they’d done the journey, got to the front door and just couldn’t see themselves doing it every day – I mean I kind of respect the honesty – but they were soooo close! Luckily this kind of thing is in the past thanks to remote working.

How have you seen recruitment in the games industry evolve over the past decade?

I’ve seen the industry become much more inclusive and thankfully more diverse. More recently, the evolution of remote working has been a real ‘game changer’ pun intended. The flexibility it afford clients and candidates means more choice for everyone!

What's the best piece of career advice that you'd give to someone looking to build their career in the #gamingindustry?

Build a portfolio. Network. Go to events. And keep going, you’re going to have to keep applying and chipping away. Once in there though you’re in.

UKIE DIVERSITY CENSUS: Flexible working, crunch and long term plans

Wed, 30 Mar 2022 14:35:50 GMT

As well as reporting on diversity within the industry, the recent Ukie Census this time looked at games industry professionals’ attitudes to work. And when it comes to how they want to work, the report underlines the findings of our own survey late last year – in a nutshell, that most are unlikely to return to the office or studio full-time.

Indeed, the Ukie census of over 3,600 individuals reveals that just 10 per cent are looking to work full-time in the office/studio. This compares to 66 per cent who were doing so pre-pandemic. The Census also highlights that if the industry adopts a more flexible working environment, it will help with diversity efforts:

“… it is highly likely that companies will need to think about inclusivity in a way that accounts for a much more flexible way of working. To some extent, a shift towards a hybrid model could support the creation of a more inclusive sector.

“Adopting a flexible approach to returning to the office may better support people with caring responsibilities, encourage further geographical distribution of staff (including bringing in staff based abroad) and reduce barriers to work for those with physical conditions.”

However, the report also accepts that a shift in working practices will present challenges, in particular in creating a balance between those working in the office and those who work remotely: “The industry has adapted well to the changing nature of work throughout the challenges of the pandemic. It must now consider how to foster an inclusive environment in a world reshaped by the practicalities, and challenges, of working from home.”

Reports of ‘crunch’ continue to blight the games industry internationally, despite the promises of studios large and small to commit to staff wellbeing. The first Ukie Census touched on working hours, but this time it delved deeper.

Individuals were asked how many hours a week they typically worked - – and the results revealed that 74 per cent usually work between 33-40 hours a week, with 17 per cent working 41-50 hours and two per cent still notching up 51-60 hours.

The research team this time asked a second question about the most hours that respondents had worked in a single week. The results revealed that while 80 per cent of respondents reported an average week of 40 hours or less, 67 per cent of people worked over 40 hours in their heaviest week. Some 38 per cent reportedly working 41-50 hours, with 18 per cent having worked at least 51-60 hours. Meanwhile, 11 per cent had at least one week when they worked 60 hours or more, and five per cent had worked beyond 70 hours.

The report points out that more analysis going forward is required: “… further work could be done to establish a baseline understanding of working practices across the creative industries, potentially enabling the sector to understand and define levels and patterns of work that may be unhealthy, damaging, or exclusionary.

“There is a tremendous opportunity to characterise these working practices and understand their effects, allowing the industry to make informed decisions about work in the future within a landscape that is shifting due to new ideas in the wake of the pandemic.”

Happily, most of the games industry professionals who took part in the survey are proud of where they work. And they plan to continue working within the games industry, with some 95 per cent hoping to stay in the industry for at least a year, and 74 per cent for at least three years. The figures for staying with their current employer were lower, however, at 85 per cent and 49 per cent respectively.

At Amiqus, we see first-hand the wishes and goals of candidates within the games industry. Our own research revealed that a more flexible approach to working is now one of the biggest priorities for people when they’re considering a career move; Ukie’s census has underlined that shift in what people want from their working conditions – and their work/life balance.

Meet Kelly - Amiqus Team Spotlight

Fri, 11 Feb 2022 07:51:13 GMT

This month we're shining a spotlight on our team.

First up is Kelly (O'Hara) Seasman who has been with Amiqus for over a decade.

Read what Kelly has to say about working with one company for so long and her stand-out moments.

#Amiqus #GintoGaming #WomeninGames

The average person stays with a company for four years. You've just celebrated ten years with Amiqus, what made you stay?

It sounds cliché but I love working with the team, I enjoy my job and I’ve been fortunate to find my place. I’m not saying everything’s perfect, I just happen to feel like a piece of the jigsaw. Working together for over a quarter of my life through some of the biggest times of my life like getting married and having my daughter I’ve come to see my colleagues as more than that. There’s synergy in knowing each other as long as we have, we understand each other’s strengths and weaknesses and complement one another. We also all have similar senses of humour which helps! Overall, I feel valued, supported, and rewarded. I think these things have contributed to my staying.

What have been the most positive changes you've seen in the gaming industry in that time?

A few spring to mind. New roles that weren’t around a decade ago. Video Games is such a dynamic industry, when I entered the job market I’d never heard of some of the roles available today. In my opinion, the technological advances in the past decade have opened innovative fields of work. What roles will be around in 2032! In recent years female gamers have been on the rise, but so is the number of women working in the industry…..I’m in awe of the women who work in Video Games. What a great place to be!

Connectivity is the way we communicate now using platforms, VR, and streaming. It’s science fiction made real. For those who don’t remember don’t laugh, but I had to unplug the phoneline to connect to the internet and dial-up. So to see now what’s possible. Wow! How the last few years alone has shaped remote working, people can collaborate from anywhere in the world with no physical office…..what’s next?!?

Any standout moments?

There are a few stand-out moments in 10 years! Without a doubt the evolution of our team, I’m privileged to have witnessed it gradually over the years building our success and having those successes recognised by our peers by winning awards. There’s a pride to being a part of an accomplished team. Can you believe we’ve won 18 recruitment awards! Winners of these awards are independently selected by the game dev community. I enjoy celebrating our wins, you should see us dance! Just don’t ask us to sing!

Your LinkedIn profile says 'professional cat herder', are recruiters that difficult?

Define difficult? No, but seriously we’re all unique! There are many moving parts to monitor in my role and it relies on input from everyone. I have to manage that and I liken it to herding cats because my attempts to coordinate, organise and control can prove challenging at times with all the moving parts.

What would you like to achieve in the next decade?

Professionally I see my role strengthening into a more operational one. 2020 and 2021 brought uncertainty with Brexit and Covid, juggling homeschooling through lockdowns and all the other wonderful ups and downs we all endured. Having now found a work/life balance as a working mum I’m motivated and inspired to see what other dimension I can bring this year and beyond. Some serious thought and goal setting is on the horizon….watch this space!

Welcome Chris, Our Newest Amiqus Team Member

Mon, 17 Jan 2022 07:55:00 GMT

The newest member of Amiqus team, Chris Molleson , tells us a bit about himself.

We had a chat with this dad of two and avid gamer about why he joined Amiqus, why he left his native Canada to come to these shores and what his favourite thing about living in the UK is.

You're Canadian, why the UK?

Yes, I'm Canadian. Although I usually get American or Irish haha. I'm from a small town that nobody has heard of called Belleville in Ontario. However, I spent my adult life living in Ottawa before moving to the UK.

My wife is from Chester in the NW of England. She moved to Canada for a one year work experience - unfortunately for her she met me! We decided to settle on this side of the pond. Now I don't think I could move back and face another winter!

What's your favourite thing about living in the UK?

My favourite thing about the UK is its history. I love how much history is right on our doorstep, especially in Chester with the Tudor buildings and Roman walls. I take any opportunity to discover the old villages and landmarks throughout the country. It is so different to home - the oldest thing in Canada is probably something I had left in my fridge during my early 20s!

Are you a gamer?

With young kids my gaming currently revolves around the switch. Isaac loves to get up early on the weekends and play Luigi's Mansion, Mario Kart, or Sonic.

I've always been a console gamer. I love immersing myself in a fleshed-out universe. That being said, I would have to say my favourite game of all time is Golden Eye for N64. The nostalgia!

Why Amiqus?

I have known Will Hudson for years. We were chatting and he knew I was looking for a new long-term opportunity, so he put me in touch with Alan, Stig and Liz. Throughout the interview process, it became very clear that the values within Amiqus mirrored my own and they are a breath of fresh air within recruitment.

Also, I get to spend my days chatting with the awesome people responsible for bringing us such great video games. How cool is that?

Any NY resolutions?

It's a pretty boring one, but I want to dedicate more time to being active during the week.

WILL ‘THE GREAT RESIGNATION’ HIT GAMES?

Wed, 01 Dec 2021 08:07:40 GMT

NEW RESEARCH HIGHLIGHTS FLEXIBLE WORKING IS KEY TO EMPLOYEE RETENTION

The games industry is gradually heading back to the studio or office, but after an extended period working from home due to the COVID-19 pandemic, many individuals are now looking for permanent flexibility in working conditions going forward.

That’s the clear conclusion of research conducted by leading European games industry recruitment agency Amiqus, which surveyed over 400 professionals about how lockdown has affected their working lives – and their attitudes to their careers going forward.

The shift to remote working back in March 2020 was, of course, a huge one. But, importantly, 82 per cent of respondents said that their productivity levels have remained the same – or increased – while working from home.

The respondents also highlighted the key benefits they’ve enjoyed while working remotely:-

Saving money on commuting – 83%
Enhanced work/life balance – 73%
Spending more time with the family – 61%
Taking up new hobbies/pursuits – 40%
Easing childcare challenges – 26%
Opportunity to change place of residence – 25%

Some 20 months after the initial pandemic lockdown, 58 per cent of respondents are still working at home all week. Meanwhile, 15 per cent are hybrid working at their own discretion, and 13 per cent are back in the studio/office all week.

Of those who are still working from home, 23 per cent don’t expect to be back in the office/studio this year. Meanwhile, 16 per cent are never going back to the office, with their employers having given them the opportunity to continue working remotely. And a further 9 per cent are never going back to the office because the companies have made their job fully remote.

Lack of flexible working is a deal-breaker for many

Going forward, of those who have stated that they don’t currently have their ideal working conditions, 79 per cent said they are currently considering, or are possibly considering, a career move to achieve those goals.

Significantly, 41 per cent said that they would not consider a job in the future if remote working wasn’t an option. Some 32 per cent said they would “possibly’ consider a job under those circumstances.

“The workplace has been shaken upside down over the past 20 months, since the start of the pandemic and lockdown restrictions. But it’s clear to see from our survey that there have been some positives for many respondents and a new way of working has emerged,” said Amiqus’ Business Manager Liz Prince.

“We know that the UK and other parts of Europe have seen a gradual increase in working hours, and long commutes have been a part of life for many professionals. And in games, ‘crunch’ has become a huge problem – and one that is still an issue for many individuals working in the industry.

“The games industry – like many other sectors – adapted very well to lockdown, and the ops and IT teams at studios and other companies are to be applauded for managing the transition.

“For employees, it’s clear that there is a demand from many to continue with the flexibility that the last year or so has afforded them. And from the feedback we see on a daily basis from candidates, benefits such as remote or flexible working are now seen as ‘must haves’, rather than luxuries.

“The removal of the daily commute, the opportunity to spend more time with family, an easing of childcare challenges – and, importantly, an enhanced work/life balance – have meant that many people are now looking to continue with this new progressive way of working.

“There is something to consider here for all studios. It’s one thing to carve out a flexible working option for your current team which hopefully will enable you to retain your existing talent. Those are the lessons we’re learning from the survey.

“However there’s more to think about when it comes to attracting new people to your studio.

“Offering a fully remote option is the only way to maintain the widest possible talent attraction strategy. Any hybrid or flexible working model which means people spending time in the studio on a regular basis will still only generally work for those who are within a commutable distance. If someone is further afield and they’re required to be in the studio with any regularity, then it means time away from home and family, or they relocate. If relocation isn’t an option, and they don’t want to, or can’t, spend time away from home, then they won’t be able to consider your opportunity.”

“We recognise that for some studios and other companies, full remote working for their staff may present some challenges. But, from our experience and the outcomes of the survey, it’s clear that these are challenges that are worth working on to rethink our workplaces and working models from the ground up, to help to retain and attract the best and most diverse team for your studio."

Download your free copy of our report here .

RECRUITMENT STARS AGAIN! WE’VE PICKED UP ANOTHER AWARD!

Thu, 04 Nov 2021 08:10:33 GMT

The whole team at Amiqus is delighted and honoured to have picked up the Recruitm ent Star Award at the recent Develop Star Awards in Brighton.

As we celebrate our 21st year as a specialist games recruitment agency, this latest award means so much to us all here. It’s not been easy for everyone over the past 18 months of the pandemic and getting together, face to face, with friends and peers in Brighton was very special.

Our Business Manager, Liz Prince, collected the award and offered her thanks: “We’re so grateful for this award and to everyone who voted for us. One special person who always supported us was Ian Richardson and we, like many of you, lost a great friend this year.

“Some events in our lives serve as reminder to us to be grateful and to express that gratitude when we can, so tonight I want to say how grateful I am to our amazing team, for everything they do, I’m so proud of you. I’m grateful to do business with the best companies and people and to support such a fantastic industry. Thank you again for this award, it really does mean the world to us.”

We’d like to thank the judges, plus the brilliant teams at Tandem Events and Bastion for hosting the Awards. And huge congratulations to all the winners. They include:-

Best Visual Art: Returnal

Best Narrative: Röki

Best Game Design: Fall Guys: Ultimate Knockout

Best Audio: Marvel’s Spider-Man: Miles Morales

Best Innovation: Lost Words: Beyond the Page

Best QA & Localisation Provider: Keywords Studios

Recruitment Star: Amiqus Recruitment

Best Creative Provider: Atomhawk

Best Original IP (Sponsored by Hiro Capital): Fall Guys: Ultimate Knockout

Diversity Star (Sponsored by PTW): Anisa Sanusi

Tomorrow’s Star (Sponsored by Amiqus): Reema Ishaque

Best Technology Provider: Unreal Engine

Publishing Star: No More Robots

Best Mobile Game: Little Orpheus

Game of the Year: Returnal

Best Micro Studio (Sponsored by Talenthouse): Polygon Treehouse

Best Studio (Sponsored by Epic Games): Sumo Digital

The Develop Star Award: Debbie Bestwick – Team17

WorkPride Conference 2021

Wed, 09 Jun 2021 08:13:34 GMT

If you want to learn more about making your studio more inclusive, make a date to attend the WorkPride conference from next Monday, June 14th.

WorkPride is run by myGwork, the global business community for LGBTQ+ professionals, and they are returning with their WorkPride conference for a second year from Monday June 14th. The conference is a five-day series of events bringing together LGBTQ+ professionals, inclusive employers and those committed to workplace equality, to network, share best practices and learn strategies to help create workspaces inclusive of all sexual orientations, gender identities and gender expressions.

WorkPride 2021 offers 50 events across five days, with panels, training, digital-social events and more. With LGBTQ+ professionals and inclusion specialists from around the world, the conference will offer comprehensive insights into what businesses and professionals have learned over the past year, as well as looking ahead at how they’re preparing to enter physical offices and workplaces again.

WorkPride 2021 Programme

Monday June 14th – Inclusiveness

Tuesday June 15th – LGBTQ+ Networks and ERGs

Wednesday June 16th – Skill Sets

Thursday June 17th – LGBTQ+ in Business

Friday, June 18 – Mental Health and Well-being

If you’re serious about how to make your studio a more inclusive space for LGBTQ+ professionals, this event is well worth your time. To find out more and to register, visit https://www.mygwork.com/en/work-pride-2021

THIS IS WHAT I #CHOOSETOCHALLENGE

Sun, 07 Mar 2021 08:16:57 GMT

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The theme of this year’s International Women’s Day is #ChooseToChallenge. In the words of the organisation behind this brilliant initiative, a challenged world is an alert world.

In the context of gender bias and inequality, it’s important for us all to continually challenge behaviour and attitudes that are unhelpful and potentially damaging to our collective effort in creating a more inclusive and welcoming environment for women.

To anyone who is experiencing any kind of harassment, the #ChooseToChallenge message couldn’t be more appropriate. But for anyone – male or female - witnessing it in their workplace, the message is just as important, if not more so. If we are to create safe, welcoming environments for female talent within the games industry, it is the responsibility of every single person working in the business to step up, support co-workers – and continue to challenge.

For my part, I want to call out and highlight some behaviours that perhaps people don’t always think are a problem, things that can make women feel uncomfortable and we don’t always know what to do. How should we react? I’m talking about things like the tone of emails to women, how they’re addressed – things that may be considered ‘small’ or insignificant, but that actually have a cumulative impact on overall attitudes to women in the workplace (and elsewhere).

If you’re aware of the Everyday Sexism Project that was launched by writer Laura Bates a few years back, you’ll understand what I mean. The initiative aimed to raise awareness of the things that happen to women every day including those things that have become normalised, small things – micro-behaviours, if you like – that serve to undermine women and young girls. From supermarkets having separate sections for boys’ and girls’ toys and pink razors being sold for ‘ladies’; to professional women being on the receiving end of ‘mansplaining’ in the workplace – the campaign has made huge strides in highlighting what is unacceptable in today’s modern society.

But, while the supermarkets and fashion stores have mostly reconsidered their strategies, there are still many examples of ‘everyday sexism’ we see in the workplace, all the time. And I can give you recent real-life examples experienced by two women in our team.

Our work as recruiters means that we spend a lot of time connecting and communicating with people via LinkedIn. A recent exchange between one of our team and a potential candidate saw him telling her she “has a beautiful name”, with the message becoming increasingly flirtatious (from his side) thereafter - and resulting in him trying to follow her on Instagram (her personal account).

Another member of our team was told by a potential candidate that he’d taken all morning to draw a picture of her from her LinkedIn profile – and had loved spending the few hours looking at her..

We are supposed to find it funny and flattering – if we don’t we are uptight and rude...

Neither of these incidents caused direct harm but are they appropriate ways to talk to a recruitment professional? Absolutely not. Would they have happened to a male colleague, I suspect not. It shouldn’t be up to a woman in the Games industry to highlight this sort of behaviour as unacceptable, it should be understood by everyone.

Within the games industry – as in the rest of the workplace, and society in general – we must #ChooseToChallenge all attitudes and behaviours that undermine women and young girls. Of course, we continue to stand firm and united in condemning and fighting injustices and wrong doings when it comes to serious incidents of bullying, sexual harassment and inequality in the workplace. But I also #ChooseToChallenge the ‘everyday sexism’ that continues to blight our industry and beyond. I urge everyone to do the same – and make it an ongoing consideration of the way that we communicate and act towards women. Because eliminating these ‘small’ things really will make a BIG difference…

WHAT DOES THE GAMES INDUSTRY REALLY THINK ABOUT AI…?

Sun, 05 Jul 2020 12:37:25 GMT

Games studios have long been utilising AI, with the technology having revolutionised– positively – areas from NPC behaviour to game analytics. But what do game devs think about how AI may impact their careers going forward?

We asked just that –and over 160 of you responded to highlight your thoughts on what AI could mean for both their jobs and future creativity.

It's worth highlighting that respondents could only pick one overriding thought about the impact of AI – and the majority, at 47%, feel it might lead to job losses. Only 2% believe that it could alleviate some of the talent and skills shortages we’re witnessing in the industry.

When it comes to AI’s impact on creativity, 34% think that it could increase innovation, presumably as it would allow studios to use AI to manage more ‘menial' tasks, allowing coders and designers to concentrate more on the creative process.

Some 17%, however, feel that AI may replace human creativity – something that has concerned many in Hollywood, where the production of TV shows and movies was severely impacted by a strike by the Writers Guild of America last year. If you’re interested in finding out more about what Hollywood thinks about AI’s impact on film, TV and games, here’s a great piece from The Hollywood Reporter published earlier this year.

And if you’d like to know what ChatGPT thinks will happen to game development roles with the increase of AI being used in the sector, read on:

'AI will significantly reshape video game development jobs. Routine tasks like bug detection and asset creation will be automated, allowing developers to focus on creativity and innovation. Designers will harness AI to generate vast, dynamic game worlds and personalised experiences. AI will optimise game mechanics and improve player engagement through data analysis. However, these advancements may reduce the demand for some technical roles while increasing the need for specialists in AI-driven tools. This transition will create a dynamic job market where adaptability and a blend of creative and technical skills will be crucial for future game developers.'

What do you think? We’d love to hear your thoughts!

Ask Amiqus - What should I consider when employing a writer or narrative designer?

Thu, 28 Nov 2019 08:20:13 GMT

Whenever you’re hiring for a studio or project there are some staple considerations

How long you will need someone for; what employment model is most cost-effective; what level of experience is necessary; or whether anyone in your existing team can step up to the plate to name a few. The recruitment of key hires will have an enormous impact on your game, and this is particularly true of writers and narrative designers. With this in mind, where should studios start when recruiting for the story-tellers?

Decide what your game needs

Phil Harris, Narrative Designer at Deep Silver FISHLABS told us “The first thing to consider is what your product really requires, as the roles of writer and narrative designer are quite different. Although often the difference in these roles is poorly defined within the industry.

A writer creates text within a game world, which can range from the description a player reads when they click on an icon, to the flowing conversational dialogue between two characters, or the description of a vast fortress in the game. A narrative designer is a more specialized role, directly involved in the creation of the game world. They create the ‘machinery’ that makes the world working with the designers, artists, developers and producers to understand what is possible and how they can adapt their ideas to fit within the technical limitations of the game engine. They also maintain the canon of the product, so if the product is revisited, consistency is maintained.”

creative compelling storytelling

Get the timing right

Writers are often recruited after the start of product development, with freelance and remote working being common employment models. Narrative Designers on the other hand are typically needed from the initial inception of a product as they are integral to the creation of the game.

Colin Harvey, Senior Narrative Designer at Rebellion agrees - “Ideally and most fundamentally, get the Narrative Designer in at the beginning of the project. That way he or she can help shape the project and make sure everything is suitably integrated from the get-go. If you don’t have existing processes for creating story, be prepared to let the Narrative Designer help establish those.”

However, as any experienced game developer knows, unforeseen issues mean it’s often necessary to deviate from the plan. Though your game vision is a cornerstone of any project, Harvey has some advice should things go wrong. “If for whatever reason you absolutely have to bring a Narrative Designer in part way through the project, be prepared to be flexible with the overall vision. The Narrative Designer will do his or her best to stitch together what you’ve already got, but there’s got to be some give and take to make the vision the best it possibly can be.”

Ensure team integration

Being able to bring elements together is a key competency to look for when hiring and you’ll need to decide how you are going to assess candidates for these attributes. A good games recruitment agency can provide some guidance here. Freelance Narrative Designer, Anthony Jauneaud, believes that a person-spec as well as a skills list is key, he says "A writer on a video game project should be a people's person. They should be able to communicate with coders, artists, designers, producers... this is crucial. Narration is information, so they should be updated with changes. See narration as a binder for your games, but also for your team.". Competency-based interview questions around examples of where your Designer has deployed soft-skills, such as influence, will help you pull out the capability of your candidate. It’s also a good idea to take up references about their style and approach so that you can get beneath the surface and find out how they are likely to function in the job.

What kind of project are you working on?

Ultimately the kind of game you want to create will heavily inform your choice of hire. Experience in the genre or style you’re developing will mean a writer or designer has proven their ability in line with your vision. That said, many studios enjoy a totally fresh approach so it’s worth assessing personal portfolios in addition to formal work experience to find out what someone is capable of, some of which hasn’t yet been discovered.

As Harvey at Rebellion points out, it’s possible to pitch for a share in an increasingly competitive leisure market by challenging the status quo and experimenting with new ideas. “If you own your own IP, be prepared to think radically about it – are there fundamental things that need to be changed to get it to work? If possible build in development time to test story ideas, do table read-throughs, etc. and see what works and what doesn’t. Contemporary gameplayers have justifiably high expectations of narrative and will expect plotting and characterisation to be on a par with what they see in the cinema and on Netflix.” This approach can allow you to open up your usual games recruitment patterns and think about hiring someone who will bring you new ideas you didn’t expect.

Some final words

Harris of Deep Silver FISHLABS emphasises the critical nature of making the right hire and summarises with some practical advice.

“The real importance of narrative design is player engagement. If the world doesn’t work beneath the surface, the spell you hope the player is under can be broken. If you are considering a product that is a quick and simple puzzle game with some sparkling text to engage the players, you want a writer. But if you plan to produce a game with a stronger story element like a third person action adventure, an MMORPG, a multi-media launch, or a series, you should probably consider hiring a narrative designer. Or, if the product is big enough, both”.

Finally, Rob Yescombe, acclaimed Writer & Narrative Director (RIME, FARPOINT, THE INVISIBLE HOURS) concludes. "Narrative is half science, half art. Don't hire a scientist without soul, and don't hire an Artiste who can't explain their methods."

This article written by Amiqus was first published in Develop magazine

Amiqus can help you

Are you looking to make a new hire and want some more advice? We specialise in games recruitment and would love to help you find that next brilliant member to join your team - get in touch.

Or if you’re looking for an exciting new job in the games industry browse our latest jobs and apply today!

We’re putting the G into Gaming this Valentine’s Day…

Wed, 14 Feb 2018 08:24:15 GMT

We know that gender imbalance in the Games industry is still a huge problem.

Around 20% of the workforce is female and an even smaller percentage of those are engaged in development roles or in leadership positions. Games is such a fantastic, progressive place but change has been slow, we’re here to find ways the industry can put its foot on the accelerator to make Games a go-to career choice for women, from all walks of life.

Launching on the 14th February, Putting the G into Gaming is a campaign to drive diversity forward with actionable steps, promoting gender balance to the top of the agenda in games companies.

Together, we...

Champion women working in the industry — sharing advice, support, guidance and a voice to speak out

Promote diverse thinking, working directly with studios to share our community feedback — offering them the tools they need to provide a working environment that’s gender neutral and welcoming to all
Attract and connect with female talent working outside of the industry to encourage them to see Games as a career for them
Share the love and passionately celebrate the wonderful women working in Games!

Join the initiative.

Founded by and in association with Amiqus — our world is in specialist games recruitment, so we take our responsibility for inclusion seriously, but I want to be clear that this is an industry mission, not a business venture.

Putting the G Into Gaming is a platform open for everyone to contribute positively and become a hub for real ideas, real actions and real change. I’m a woman in the games industry, so this means a lot to me personally and I’d like to play a part in making a difference… and hope that you’ll join me! ☺

Just one last thought to share — in terms of our approach, we’ve specifically decided not to build a forum for sharing bad experiences. We’re acutely aware that there are behavioural issues in games (as in other industries) where there is gender or power imbalance, and we’re not closing our eyes or ears to that, but we want to focus on actions to attract women. I believe that companies who are serious about having a balanced work force will make sure they’re ready to invite women in. I hope you agree.

Ready to make a change?

Over the next few days we’ll be asking you to join the community on all our social channels, invite your friends, and spread the word! You can help us increase momentum and accelerate change by joining the initiative and share the message using the hashtag #GintoGaming.

This is just the start of the journey. Over the next few 12 months we’ll be hosting webinars, networking opportunities, action days and anything else the community wants! Thanks to our friends in the industry media there will also be a G Into Gaming award introduced later this year – watch this space… ☺

To take part, join our facebook group here or contact us at G-IntoGaming@amiqus.com

Amiqus win the TIGA Best Recruiter Award 2017

Mon, 06 Nov 2017 08:26:00 GMT

Team Amiqus are on cloud nine after picking up our 10th industry award.

After an incredible Awards Ceremony at the V&A in the heart of London on Thursday night, Business Manager Liz Prince released this statement:-

"We're absolutely delighted to win the TIGA Best Recruiter Award, thanks so much to everyone who voted for us. It's great for the team to be appreciated and to know that what we do is recognised by this fantastic industry. We'll continue to focus on supporting growth in Games including the attraction of women to the sector through our initiative 'Putting the G into Gaming'. Thanks once more for this award, it really does mean the world to us".

Programmers - how to create a stand-out portfolio

Sun, 01 Jan 2017 08:28:56 GMT

Whether you’re just breaking into the industry or you’re a seasoned professional, an up-to-date coding portfolio is really beneficial when it comes to securing your next programming job. A good portfolio shows off your skillset and lets employers see the great work and projects you’ve been involved in, highlighting technical skills that you can’t always expand on in your CV. So with studio demand for coding portfolios increasing and developers looking for new ways to stand out from the crowd, what can you do to ensure your portfolio is the best it can be?

You can never have too much or too little experience to have a portfolio

The first step to perfecting your portfolio is simple: You need to have one. Just ask Will Hudson, an Amiqus Recruitment Consultant, who says, “You never know when you will be presented with an amazing opportunity for a new role, even when you’re not looking for a job.”

It’s easy to think that you have too much or too little experience to put together a decent portfolio, however Liam Durkan, one of our Resource Consultants believes both graduates and those with years of experience in the industry should be continually building and reviewing their portfolio.

“For graduates it’s very important to have a portfolio for studios and recruiters to use as a starting point to gauge skills and ability levels for someone who doesn’t have any work experience at this stage of their career. For the more experienced programmers it’s useful as we can see more about their skillset - for example, if you’re a tech coder did you create tools or work on game engines?”

The portfolio is your opportunity to take stock of your work over the years and ensure your best and most interesting examples are kept in one place. Hiring managers are increasingly looking to the portfolio before the CV when looking for talent, so make sure yours is giving the best possible representation of your work.

Add detail to highlight your experience

The big advantage a portfolio gives you over and above a CV is that it allows you to show practical examples of your technical skills. It’s also important to add detail on projects you’ve contributed to, how you tackled problems and what you learnt from particular experiences.

“It’s great to see detailed portfolios with screenshots or videos and information about the project,” says Liam. “This is useful for finding out more about the person themselves, including why they chose particular projects and what challenges they faced.” “If you did something complicated which was out of your comfort zone but achieved a great result, then this is the place to mention it and show what you learned,” adds Will. Links to an online CV and examples of your work (such as sample code) are welcome additions to any portfolio, but be sure to double check all your spelling and syntax is correct and working as it should.

Showcase your skills

It always pays to demonstrate your key programming skills, particularly those highly desirable ones such as C++, C# and your knowledge of game engines. Programmers should also keep up to date with the latest technology and trends in this ever-changing industry, regardless of how new or experienced you are. For example, at the moment we’re particularly impressed by good looking portfolios that nod to new technologies such as virtual reality and cross platform tech such as Unity and UE4.

Will recommends keeping your project list current and being clear on your contribution to each game; “If we see a candidate who has worked on an amazing game which has been released but there is no evidence of it, it doesn’t tell us what the candidate actually did,” he says. “User experience is important too. I recommend giving a portfolio to someone who isn’t used to reviewing work and seeing how easy it is for them to use and navigate through“.

Like most job application tools, your portfolio should be tailored to the role you’re applying for. Employers will likely skip less relevant projects or experience and will look for skillsets that directly match their positions, so don’t be afraid to edit your portfolio when you apply for new roles. Recruiters and employers alike appreciate CVs and portfolios that are clear and concise, so a little editing goes a long way here.

“The portfolio is your chance to really show off your skills. If you’ve built a game engine, show it off! If you’ve built a backend network to highlight leaderboards and online multiplayer features, show it off! Hiring managers and recruiters want to be wowed when they open your portfolio” - Will Hudson

amiqus1

LEADERSHIP PRESSURE IS CHANGING – AND IT’S NOT ALWAYS WHAT IT LOOKS LIKE…

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GETTING SENIOR HIRES RIGHT – WHY EXECUTIVE SEARCH MATTERS

Senior Hires Carry Real Weight

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So, Why Executive Search?

How Amiqus Can Help

It’s About Reducing Risk

Move forward with confidence

‘996’ WORK CULTURE: A TREND GAMES SHOULD THINK TWICE ABOUT

Mentoring - A Strategy That Punches Above Its Weight

Liz Prince , Business Manager of Amiqus and co-founder of the Empower-Up EDI platform, which launched with Ukie two years ago. The website and resources aim to help studios of all sizes on their diversity and inclusion journeys.

Here she discusses the importance of mentoring for supporting the professional – and personal – development of individuals, particularly women and those from under-represented groups…

AMIQUS NAMED BEST RECRUITMENT AGENCY AT THE TIGA AWARDS

OUR 25th AWARD IN 25 YEARS! ﻿

CREATING CULTURES THAT WIN: LESSONS FROM THE GI.BIZ BEST PLACES TO WORK AWARDS

The recent announcement of this year’s Gamesindustry.biz Best Places To Work Awards once again shines a spotlight on companies that understand what every executive knows but not all act on: culture is not a ‘nice to have,’ it is a growth strategy.

CEOS ARE NO LONGER TRUSTED… A GUIDE TO REINVENTION

WHEN VALUES GO VIRAL – WHY TODAY’S CEOS CAN’T AFFORD ‘OFF DUTY’ LAPSES

WHY IWD IS STILL CRUCIAL IN GAMES – AND BEYOND

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LIMIT BREAK LAUNCHES 2025 MENTORSHIP PROGRAMME

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The UK’s Index Performance In-Depth

Regional Inequalities In The UK

Gender Equality Boosts GDP

Iceland Tops The Rankings

EXECUTIVE SEARCH FOR AVID GAMES

The Challenge

Key Challenges Included:

Our Approach and Process

Step 1: Understanding the Client's Needs

Step 2: Building a Talent Pipeline

Step 3: Candidate Engagement

Step 4: Final Selection

The Results

Key Takeaways

Conclusion

Avid Games CEO Paul Mayze

Make the most of the season by following these simple guidelines

Empower Up Celebrates A Year Of Providing EDI Advice & Resources

Empower Up, the online EDI platform from award-w inning specialist games recruitment agency Amiqus and #RaiseTheGame – powered by Ukie, is celebrating its first-year anniversary.

HARINDER SANGHA PRESENTED WITH THE G INTO GAMING AWARD 2024

We were delighted to present Harinder Sangha, Co-Founder & COO of Maverick Games with the G Into Gaming accolade at the recent Gamesindustry.biz Best Places To Work Awards.

BEING A RECRUITER, AWARDS AND HUGE THANKS

NEW 4-DAY WEEK TRIAL BEGINS

THIS IS WHAT GAMES DEVS ARE LOOKING FOR IN A NEW JOB (AND IT’S NOT WHAT YOU THINK…)

We’ve just carried out a straw poll of gam es professionals on LinkedIn, asking them what the most important thing is that they look for when considering a new job role.

What is the most important thing for you when considering a new job role?

INTERNATIONAL WOMEN’S DAY: TIME TO LOOK BEYOND THE TOKEN GESTURES

It’s Hashtag International Women’s Day! A time to acknowledge the achievements of women, as well as to reflect on the injustices and persecution facing women and girls in many parts of the world.

AND NOW FOR SOME GOOD NEWS…

MCV/DEVELOP AWARDS – WITH THANKS FOR OUR ACCOLADE!

We are delighted, honoured and thankful to have been named Recruitment Agency of the Year at the recent MCV/DEVELOP Awards.

EQUAL PAY DAY: TIME TO MAKE FLEXIBLE WORKING THE DEFAULT?

Another Award For The Trophy Cabinet 🥳

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The Value of Working with a Games Recruitment Agency

Navigating Redundancy in the Video Games Industry: 7 Essential Tips

Facing redundancy can be daunting. I'll cut to the chase with my top tips to help you navigate this situation:

How to Stand Out From The Crowd - Landing That Job

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We’re often asked by candidates about how they can stand out during the job application process. With over 20 years of experience as a specialist games recruiter, we’ve got an arsenal of killer tips at our disposal. Here are a handful to help you in the process…

AMIQUS BECOMES A WOMEN IN GAMES CORPORATE AMBASSADOR ON #IWD23

On this International Women’s Day, we’re delighted to reveal that Amiqus has become an official Women in Games Ambassador.

4 DAY WEEK GLOBAL TRIAL RESULTS – IS THIS THE FUTURE OF WORK?

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A Recommended Approach To Offering A Role

What's The Best Way To Offer A Role?

The ‘war for talent’ is well documented, and undoubtedly we are working within a candidate-led market which is set to continue into 2023 and beyond.

Beauty Brand Dove Launches Video Games Diversity Initiative

Amiqus Wins 20th Award

WHAT a milestone for this amazing team. Our 20th industry award for recruitment services to the Games Industry. A bit of a journey to say the least!

G INTO GAMING AWARD WINNER – MARIE-CLAIRE ISAAMAN, CEO

Amiqus has been supporting the Gamesindustry.biz Best Places To Work Awards since the event began five years ago.

Small Company Winners

Mid-Sized Company Winners

Large Company Winners

G Into Gaming Award Winner

OUR 25th AWARD IN 25 YEARS!