Getting your first job in games is emotionally draining.
There just aren’t that many games user research jobs out there - especially those rare junior roles. Then after sending off an application, you rarely hear back - and get no feedback on why.
If you are lucky enough to get an interview, there is the stress of preparation, and then the tense wait to hear how it’s gone.
Worst of all, after all of this - you get ghosted, and never hear from them again.
Why does this happen?
Hiring managers are inundated by hundreds of applications for most roles and are under enormous pressure to quickly evaluate candidates. This means good candidates who don’t sell themselves convincingly get missed. Wouldn’t it be good to know what hiring managers are looking for? Well, I asked them.
I’ve interviewed hiring managers from some of the worlds most successful games user research teams about their approach, and what they are looking for from candidates. Many of them wanted to stay anonymous, so they could speak freely and share their honest opinions.
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