3 Hiring Assumptions Holding Studios Back

Hiring in games is never straightforward. Teams want the best talent, candidates want the best opportunities, and somewhere in between sits a process that often slows everything down. From my experience, a lot of the roadblocks we see do not actually come from a lack of talent, they come from how studios are approaching hiring itself.

What I want to share here is not finger pointing, but a reality check. These are some of the most common patterns we see stopping great hires from being made, and more importantly, how they can be avoided.

Juniors are not Seniors

There is a global shortage of junior artists in games, and much of that comes down to how they are hired, or more accurately, how they are not. Too often, studios expect entry level applicants to arrive with portfolios that look indistinguishable from senior level work. When you stop and think about it, that expectation does not make sense. Senior portfolios exist because those artists have had years of industry time to refine their craft, adapt to pipelines, and ship a range games. Expecting juniors to match that before they have been given the same opportunities is unrealistic and unfair.

The solution is investment. If you want strong juniors, you must be prepared to give them time, training, and meaningful feedback. Some of the best senior artists out there only got where they are because someone took a chance on them earlier in their career. Studios that put development structures in place for juniors not only build loyalty but also ensure they have a long-term pipeline of talent growing within their teams.

You Are Missing Out on Great Talent - The Unicorn is Probably Not Going to Appear

One of the biggest mistakes in hiring is holding out for a unicorn. The mythical candidate who has done the exact style, in the exact engine, on the exact platform you are working on. In today’s market, this is a dangerous mindset. There are hundreds of highly skilled, highly adaptable artists actively looking for work, and the truth is that their versatility often outweighs whether they have made something that looks exactly like your current project.

The solution is to think in terms of capability, not replication. A great artist can adapt to your style if given the chance, and often the most exciting creative results come from fresh perspectives. Instead of waiting for the one in a million perfect match, look for the skills and mindset that signal someone can grow into the role. It keeps your process moving, makes your hiring more inclusive, and brings in talent that might otherwise have been overlooked.

Great Candidates Do Not Wait

If you do find someone who ticks every box, here is the reality. So has someone else. The days of candidates sitting on one offer for weeks while studios take their time are gone. Most skilled candidates are interviewing at multiple places at once, and if your process is slow, they will be snapped up. It is not arrogance on their part; it is just how the market works in 2025.

The solution is urgency. Clear communication, efficient scheduling, and setting expectations early can make all the difference. Candidates do not expect an instant offer, but they do expect a studio to show intent. Even a simple update or a scheduled follow up is enough to show them they are valued. Silence, on the other hand, is the quickest way to lose out.

How Skillsearch Can Help

These challenges are real, but they are not impossible to solve. At Skillsearch, we help studios manage hiring expectations, streamline processes, and connect with candidates in a way that keeps both sides engaged. Our role is to make sure you do not miss out on great people because of unrealistic assumptions or slow pipelines. With the right approach, hiring can move faster, smoother, and with far better results for everyone involved.