Myth Busting Bad Hiring Practices

Hiring is tough. Finding a new position in games is tough. Both sides are often under huge pressure, and yet we’re seeing the same frustrations repeating across the industry. Too many studios are still expecting candidates to simply wait around until someone “better” appears. It’s inhuman, and it’s damaging to everyone involved. Pipelines are slowing down, projects are missing deadlines, and good people are walking away because hiring processes have become far more complicated than they need to be.

Below are a few of the most common assumptions we see, and why they’re holding studios back.

1. There are always better candidates out there

This idea simply isn’t true. Many studios hold onto an image of a hidden unicorn candidate, someone who’s a flawless technical match, available right now, willing to take a salary cut and relocate at short notice. The problem is that person doesn’t exist.

The best ability in recruitment is availability. The perfect match rarely aligns in timing, skills, salary, and personality all at once. Games is one of the most specific industries in the world, where roles are deeply niche and expectations sky-high. Waiting endlessly for the “perfect” person only slows progress. Hiring isn’t about finding someone flawless, it’s about finding someone capable, aligned, and ready to grow with the team.

2. Holding candidates in process pens

We’ve seen it happen countless times: studios holding good candidates in limbo while they “wait for more to come through.” Comparison can be important, but keeping someone waiting for weeks on the chance that another candidate might appear is one of the fastest ways to kill excitement and trust.

What kind of message does that send? It says, “We like you, but only if we don’t find someone better.” That’s not the image of a studio people want to work for.

In some cases, we’ve even seen two strong candidates reach final interview stages at different times. One is ready, but instead of moving forward, the studio waits for the second to catch up so they can compare side by side. By the time that happens, the first candidate has already accepted another role, and the second one has nobody left to benchmark against. Both are gone.

Momentum matters. If someone feels right, move. The longer you wait, the faster you lose the people who are genuinely interested.

3. The “not quite right” limbo

This is one of the toughest areas for hiring managers, when a candidate isn’t a 100% match, but they’re clearly the closest fit you’ve seen. The question to ask is whether your expectations might be slightly off.

Are you chasing perfection, or are you building the right environment for someone capable to thrive? Because in a creative industry like games, a 100% fit is about as likely as finding two waves that move in the same shape.

Strong hires often come from people who tick 80% of the boxes and have the drive to learn the rest. Over-filtering for precision not only shrinks your pool but also removes the opportunity to discover someone who might grow into the role far better than expected.

A final thought

Hiring is as human as it gets. It’s people trying to understand other people, through processes, pressure, and imperfect information. Sometimes the best move isn’t to tighten the rules, but to loosen them a little, to act faster, communicate clearly, and make decisions with empathy instead of hesitation.

Studios that move with confidence and trust in their own judgment rarely lose out. Those that wait too long often watch great talent walk away.