2023年大型游戏行业就业调查报告（英）

BIG

GAMESINDUSTRYEMPLOYMENTSURVEY

2023Salaries,compensationtrendsandstateofthegamessectorinEuropeIntroduction01ThisreportpresentstheresultsofatargetedsurveyconductedintheEuropeanvideogamesindustry.ThisinitiativewasacollaborationbetweenValuesValueandInGameJob,withtheaimofuncoveringkeyinsightsregardingtrendsinwages,jobsatisfaction,andcareergrowth.Values

Value

—recruitmentexpertinhiringtopgamedevelopmenttalent.InGame

Job

—onlineplatformfordiscoveringcareeropportunitieswithinthegamesindustry.Usinganonlineanonymoussurvey,wecollectedresponsesfrom1610participantsoccupyingvariouspositionsandworkingindifferentregionsoftheEuropeangamesindustry.Ourrespondentsrangedfromnewcomerstoveterans,holdingjuniorpositionstoseniormanagementroles,providingacomprehensiveoverviewoftheindustry.Inthefollowingsections,wedelveintoourfindings,revealingintricatedetailsaboutsalary,workdynamics,andoveralljobsatisfaction.Wehopethatthesedatawillserveasavaluablesourceofinformationforbothemployeesandemployersintheindustry.YoucanviewthereportsofpreviousyearsontheInGameJobplatform.OURPARTNERSWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMContent0201Introduction0304-0607-1011-1415-2122ResearchMethodologySalaryData2023SatisfactionWithCurrentSalaryCompensationsandBenefitseNPS:WhatMakesEmployeesLoyalPortraitOfThe"Ideal"Company:WherePeopleAreMostLikelyToEnjoyTheirJob23-27GendersofRespondentsandSalaries28-2930-32WorkArrangementTrendsAIAdoptionandItsImpactonSalariesintheGamesIndustry33-34KeyTakeawaysWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMResearchMethodology03TheresearchwasconductedanonymouslyfromMarchtoJune2023.Atotalof1610respondentsfrom78countries

worldwideparticipatedinthestudy.Thedatawascleansedofinvalidandanomaloussalaryresponses.Afterfinalizingthesurvey,wemadethedecisiontoanalyzeonlytheEuropeanregioninordertorepresentvaliddata.Forthesakeofclarity,thefollowingcountriesweregroupedtogetherastheregion"Europe(EU+UK+Switzerland)":Austria,Belgium,Bulgaria,Croatia,Cyprus,CzechRepublic,Denmark,Estonia,Finland,France,Germany,Greece,Hungary,Ireland,Italy,Latvia,Lithuania,Netherlands,Poland,Portugal,Romania,Slovakia,Slovenia,Spain,Sweden,Switzerland,andtheUnitedKingdom.Thesizeofthesample–608people.Thefollowingcountriesweregroupedtogetherastheregion"Europe(Non-EU)":Armenia,Belarus,Georgia,Moldova,BosniaandHerzegovina,Montenegro,SerbiaandUkraine.Thesizeofthesample–576.Pleasefeelfreetocontactus(ks@)ifyouwishtolearnmoredataforsomespecificcountriesorprofessionalfields.Importantnote:Mediansalary–isthemedianvalueofsalariesineuro.Themedianvaluedividesthesampleintotwoequalparts:one-halfofrespondentsreceivesalarieslessthanthemedian,andtheotherhalfmorethanthemedian.Allsalariesaregross,annualandineuro.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMSalaryData2023MedianAnnualSalaryByRolesAndRegionsBasedOnTheLevel04Junior-levelspecialistsEurope(EU+UK+CH)Europe(Non-EU)19817Art/Design1200022250Programming/Development1250024758GameDesign77400€5000€

10000€

15000€

20000€

25000€Unfortunately,wedidnothavealargeenoughsamplesizeformanyjunior-specialistsfields.Weareonlypresentingthesalariesofthosespecialistsforwhomtherewasasufficientnumbertodeterminethemedian.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMSalaryData2023MedianAnnualSalaryByRolesAndRegionsBasedOnTheLevel05Middle-levelspecialistsEurope(EU+UK+CH)Europe(Non-EU)1608016800QA/TestingHR/Recruiting240002642428348150001800018000Art/DesignSound2850023500Marketing/UserAcquisitionGameDesign30000216003121928200ProjectManagement/ProductionProgramming/DevelopmentAnalytics350003690040000€261002900030000€0€10000€20000€SalaryintheEU,theUKandSwitzerland:Formid-levelspecialistsinthefieldsofanalytics,art,gamedesign,development/programming,andprojectmanagement,mediansalariesrangefrom16,080eurosto36,900eurosperyear.Thehighestmediansalaryamongtheseprofessionalfieldsisobservedinanalytics(36,900euros),whilethelowestisintheQA/testingfield(16,080euros).Salaryinnon-EUcountries:Formid-levelspecialistsinthefieldsofanalytics,art,gamedesign,development/programming,andprojectmanagement,mediansalariesrangefrom16,800eurosto29,000eurosperyear.Differencesbetweenregions:Overall,mid-levelspecialistsintheEU,theUKandSwitzerlandreceivehighermediansalariesthantheircounterpartsinnon-EUcountries.Thedifferencesbetweenregionsrangefrom5%to30%.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMSalaryData2023MedianAnnualSalaryByRolesAndRegionsBasedOnTheLevel06Senior-levelspecialistsEurope(EU+UK+CH)Europe(Non-EU)4600040400Marketing/UserAcquisitionQA/Testing46700398005000030000Sound50081Art/Design3060050400GameDesign3266352000HR/Recruiting309006000047348ProjectManagement/ProductionProgramming/DevelopmentAnalytics6052848000694227560049000BusinessDevelopment/SalesTopmanagement,C-level,VP6256884000660000€25000€

50000€

75000€

100000€SalaryintheEU,theUKandSwitzerland:Forsenior-levelspecialistsinthefieldsofanalytics,art/design,development/programming,andprojectmanagement,businessdevelopmentandsales,mediansalariesrangefrom46,000eurosto75,600eurosperyear.Thehighestmediansalaryamongtheseprofessionalfieldsisobservedinbusinessdevelopment/salesandprojectmanagement.Topmanagersearn84,000eurosannually.Salaryinnon-EUcountries:Forsenior-levelspecialistsinthefieldsofanalytics,art/design,development/programming,andprojectmanagement,mediansalariesrangefrom30,000eurosto62,568eurosperyear.Topmanagersearn66,000eurosannually.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMSatisfactionWithCurrentSalary07Weaskedrespondentstoratetheirincomesatisfactiononafive-pointscale.Inthegraphsbelow,youwillseetheaveragesatisfactionscoreswithsalariesamongrespondentsofdifferentlevelsandprofessionsintworegions–[theEU,theUKandSwitzerland]and[Non-EUEuropeanCountries].Junior-levelspecialistsandtheirincomesatisfactionEurope(EU+UK+CH)Europe(Non-EU)1.622250Programming/DevelopmentGameDesign2.3125002.02.42475877402.92.319817Art/Design120005000€

10000€

15000€

20000€

25000€0€WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMSatisfactionWithCurrentSalary08Middle-levelspecialistsandtheirincomesatisfactionEurope(EU+UK+CH)Europe(Non-EU)3.43.336900AnalyticsArt/Design29000264243.23.118000300002.93.2GameDesign21600240003.23.1HR/Recruiting1500028500235003.73.4Marketing/UserAcquisitionProgramming/DevelopmentProjectManagement/ProductionQA/Testing3.23.235000261003.13.131219282002.82.716080168003.128348Sound3.0180000€10000€

20000€

30000€

40000€WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMSatisfactionWithCurrentSalary09Senior-levelspecialistsandtheirincomesatisfactionEurope(EU+UK+CH)Europe(Non-EU)694224.04.2AnalyticsArt/Design490003.150081306003.63.53.775600BusinessDevelopment/SalesGameDesign625683.63.65040032663309002.83.452000HR/Recruiting3.54.04600040400Marketing/UserAcquisitionProgramming/DevelopmentProjectManagement/ProductionQA/Testing3.93.86052848000600003.53.847348467003.54.139800500003.13.7Sound300003.63.784000Topmanagement,C-level,VP660000€25000€

50000€

75000€

100000€WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMSatisfactionWithCurrentSalary10Overall,specialistsfromnon-EUcountriesearnlessandfeelalittlebitmoresatisfiedwiththeirincomes.Why?Becauseofthecostofliving?Theanswermayliedeeper.“Overthepastyear,we'vebeenactivelyengagingwithcandidateshailingfromvariouscountries.Itrulybelievethatwe'vegainedadeepunderstandingoftheirconcernsandprimaryexpectationswhenitcomestoprospectiveemployers.Interestingly,itappearsthatsalaryisn'ttheprevailingdrivingforceintoday'slandscape.Whatholdsmoresignificanceisthesenseofstability.Thissentimentisn'tconfinedtojustUkrainianspecialists;itextendstoKatyaSabirovaHeadofCommunications,ValuesValueprofessionalsfromdiversenations.We'veallbornewitnesstowidespreadlayoffsandthereverberationsofeconomiccrises.Inthecontemporarycontext,employeesfindtheirmotivationthroughcaptivating,enduringprojectswithextendeddevelopmentaltrajectories.Amidthearrayofperksandincentivescompaniesputforth,benefitslikemedicalinsurance,profit-sharingdisbursements,project-specificbonuses,interest-freeloans,andtuitionreimbursementsholdsubstantialvalue.”WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMCompensationsandBenefits11FinancialBenefits*RespondentscouldchoosemultiplebenefitsfromthelistAmongtheparticipantssurveyedintheEU,theUK,andSwitzerland,anoteworthy23%indicatedtheabsenceofanyfinancialbonuses.Meanwhile,thisfigurewasslightlyhigher,at29%,forrespondentssituatedinnon-EUcountries.6%and7%,respectively,notethatthefinancialbonusestheyhavedonotholdmuchsignificanceforthem.Europe(EU+UK+CH)Europe(Non-EU)38%Paidsickleave42%26%Annualbonus18%23%Nofinancialbonuses29%17%Paidparentingleave8%12%13%Extrapaymentforovertime11%Stockoroptions3%8%7%Projectbonus6%7%Nofinancialbonusesmeaningfultome5%3%Quarterlybonus5%3%Profitshare2%2%Royalty2%4%Monthlybonus2%1%Percentageofsales0%10%20%30%40%50%*Inmanycountries,paidsickleaveorpaidparentalleaveisprovidedtoemployeesbydefault,asitisregulatedbythelaborcodeorotherdocuments.It'spossiblethatnotallrespondentshavemarkedsuchoptionsasbenefitsbecausetheyareguaranteedbylaw.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMCompensationsandBenefits12FinancialBenefitsForTopManagersAndLineEmployees*RespondentscouldchoosemultiplebenefitsfromthelistHavesubordinatestaffIdon'thavesubordinatestaff38%40%PaidsickleaveAnnualbonus23%22%18%27%16%NofinancialbonusesStockorOptions6%14%12%13%PaidparentingleaveProfitshare3%11%Projectbonus8%9%Royalty1%9%ExtrapaymentforovertimeQuarterlybonus13%7%4%6%6%4%3%3%1%NofinancialbonusesmeaningfultomeMonthlybonusPercentageofsales0%10%20%30%40%WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMCompensationsandBenefits13Non-financialBenefits*RespondentscouldchoosemultiplebenefitsfromthelistEurope(EU+UK+CH)Europe(Non-EU)42%40%Healthinsurance/Medicalcare/DentalcareCorporateevents32%23%28%31%FundingforforeignlanguageclassesSports/Gymintheoffice27%22%26%24%25%RelocationsupportCooloffice19%23%20%Fundingforexternaleducation/training/coursesStarterpacks(souvenir/merchandisekits)PaymentforparticipationinconferencesHomeofficesupport22%21%20%14%13%20%17%ExtravacationdaysFreemealsintheoffice12%16%16%15%Anniversarygift16%15%Giftsforbirthdays,weddings21%14%OutsidecorporateeventsatresortsExcellenttechnicalsupport11%13%12%13%OrganizationofinternaleducationCompany/projectanniversarygiftTransportpass12%12%15%10%9%3%5%PartialcompensationformealsattheofficeNobonusesatthecompany9%11%8%CorporatesmartphoneforpersonaluseTherearenosignificantbonusesformeLoyaltyprogramsanddiscountcardsforcompanyemployeesTaxcompensationforcontractors/self-employedTheopportunitytogotosabbaticalI'mafreelanceranddon'thavebonusesAccountingforcontractors/self-employedInterest-freeloans4%7%9%6%5%5%17%5%4%4%4%3%9%2%5%2%2%1%CompanyapartmentCompanycar0%4%2%Other(pleasespecify)0%10%20%30%40%50%WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMCompensationsandBenefits14TOP10Non-financialBenefitsForTopManagersAndLineEmployees*RespondentscouldchoosemultiplebenefitsfromthelistHavesubordinatestaffIdon'thavesubordinatestaff47%Healthinsurance/MedicalCare/DentalCareCorporateevents40%38%27%31%FundingforforeignlanguageclassesGiftsforbirthdays,weddingsPaymentforparticipationinconferencesRelocationsupport30%29%17%16%27%26%25%25%Cooloffice22%25%25%Sports/GymintheofficeAnniversarygift25%15%25%Extravacationdays14%0%10%20%30%40%50%WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMeNPS:WhatMakesEmployeesLoyal15Importantnote:NPSstandsforNetPromoterScore,ametricusedincustomerexperienceprogrammes.NPSmeasurestheloyaltyofcustomerstoacompany.NPSscoresaremeasuredwithasinglequestionsurveyandreportedwithanumberfrom-100to+100.Ahigherscoreisdesirable.eNPS-EmployeeNetPromoterScoreeNPSbycompanytypeNear-gamingservicecompany16.7AproductcompanythatcreatesgamesMarketing/UA/Advertisingagency/AdtechOutsourcingcompany12.17.14.8AproductcompanythatworkswithapublisherIworkformyself/Indieteam0.0-4.3Publisher

-5.7-10-505101520Employeesworkinginnear-gamingservices(media,events,localization,etc.)andemployeesofproductcompaniesthathandlethepublishingoftheirowngamesarethemostsatisfiedwiththeirjobs.Peoplearealsomoreinclinedtoengagewithworkinaproductcompanyandholdtheiremployerinhigherregard.Freelancers,self-employedprofessionals,andindiedevelopersaretheleastsatisfied.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMeNPS:WhatMakesEmployeesLoyal16“AtValuesValue,wegatherstatisticsaboutthereasonsbehindjobchangesforourcandidates.Andconsistently,reasonssuchasthedesiretoworkonmoreinterestingprojects,aswellastheaspirationforgrowthanddevelopment,emergeastheclearwinnersbyasignificantmargin.Thus,itseemsentirelylogicalthatemployeesinproductcompaniesexhibithighlevelsofsatisfaction.Themajorityofourrespondentsholdmid-levelandsenior+positions,whichmeansthatunlikejuniorsandtrainees,theyhavemoreopportunitiestochooseprojectsthataregenuinelyinterestingtothem.Moreover,unlikeindiecompanies,forinstance,productcompaniesaremorelikelytohavewell-establishedHRprocesseswithtransparentgrowthanddevelopmentprospects.ValeriiaBakhvalovaHeadofSourcing,ValuesValueSlightlymoreunexpectedistheremarkablyhighsatisfactionwithinthenear-gamingservicessector.Iwouldexplainthisbythefactthatemployeesinsuchcompaniesaresimultaneouslyinvolvedwithvariousenterprisesandprojects,whichmakesthemmoreengagedintheindustryasawholeandenhancestheirlevelofexpertise.”WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMeNPS:WhatMakesEmployeesLoyal17eNPSbyovertimefrequencyAlmosteveryday,evenonweekends

-15.4Morethan2timesaweek

-14.71-2timesaweek0.71-2timesamonth19.51-2timesaquarter13.110.610.41-2timesayearNever-20-15-10-505101520Thosewhoworkovertimeacoupleoftimesamonthorquarterarealsoverysatisfiedwiththeirjobs,evenmorethanthosewhoneverworkextrahours.Thisislikelyduetothefactthattheseindividualsaredeeplyengagedinworkthatbringsthemenjoyment,andtheyseetheircontributions.Let'sassumethatthisovertimearisesfromtheirowndesireorisdrivenbycommonsense.eNPSbycompanysize0-1011-50

0.051-1001.85.1101-50010.2501-100025.01001+022.3510152025Employeesoflargecompanieswithastaffof501-1000peoplearethemostsatisfiedwiththeirjob.Thiscouldbeattributedtofactorslikeincreasedresources,clearercareerpaths,morecomprehensiveemployeebenefits,andpotentiallybetterwork-lifebalance.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMeNPS:WhatMakesEmployeesLoyal18eNPSbycooperationformatRemoteOn-siteHybrid5.211.417.705101520eNPSbyprojectgenreHardcoreCasual16.512.6MidcoreEducationIndie10.10.0-4.3Hyper-CasualKids

-25.0-25-16.2-20-15-10-505101520EmployeesofgamescompaniesworkingonHardcore,Casual,andMidcoreprojectsarethemostsatisfied,whileprojectsdevelopedforchildrenshowedthelowesteNPS.IndiedevelopersandemployeesofHyper-Casualprojectswerealsoamongtheleastsatisfied.“AtValuesValue,weregularlyencountercandidateswhoarenotactivelyjobhunting,butareopentocommunicationifitinvolvesahardcoreprojectonPCandconsoleplatforms.Ibelievethiscanbeeasilyexplainedbythefactthatdevelopersaremostintriguedbyworkingonaprojecttheywouldpersonallyenjoyplaying.Additionally,suchprojectsoftenhavelongerdevelopmentperiods,implyingValeriiaBakhvalovaHeadofSourcing,ValuesValuegreaterstabilityandreliabilityinemployment.”WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMeNPS:WhatMakesEmployeesLoyal19eNPSbyfinancialbonusesRoyaltyProfitshare4840PercentageofsalesProjectbonus3627ExtrapaymentforovertimeAnnualbonus2323StockorOptions2222QuarterlybonusPaidparentingleavePaidsickleave191513OtherNofinancialbonusesmeaningfultome0.0Monthlybonus-3Nofinancialbonuses-11-20-1001020304050ThefinancialbonusesthatexertedthegreatestinfluenceoneNPSwereRoyalty,Profitshare,andPercentageofsales.Conversely,MonthlybonusesresultedinanegativeeNPS.It'sclearthatemployeeswhoarenotgrantedfinancialbonusesbythecompanyaretheleastcontent.“Theannualbonushasaprofoundinfluenceonhowengagedsomeonefeelsandhowlikelytheyaretorecommendtheircompany.Conversely,monthlybonusesdon'thavethesamemotivationalimpactastheypotentiallycould.Withtime,employeesbecomeaccustomedtothem-theystartseeingthemaspartoftheirregularpay,soiftheysuddenlydon'treceivethem-itcanleadtoTanjaLoktionovademotivation.”Founder,ValuesValueWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMeNPS:WhatMakesEmployeesLoyal20eNPSbynon-financialbonusesTechSupportInterest-freeLoansResortEvents42.234.134.033.132.731.8InternalEducationIndustrialeventscompensationCoolOfficeCompanyPhone31.028.4ExtraLeaveHomeOfficeCompanyEventsStarterPacks28.428.027.5EmployeeDiscountsAnniversaryGift26.926.826.7EducationFundingRelocationsupportAnniversarygiftsSabbaticalOptionFreeMeals24.223.022.422.421.621.4Health/DentalCarePersonalGiftsContractorAccountingLanguageClassesSports/GymintheofficeTaxCompensationTransportPass21.120.919.718.312.2Freelancer,nobonusesMealCompensations6.71.2TherearenosignificantbonusesformeNoCompanyBonuses-13.0-23.5-20-30-1001020304050Thereisanoticeableconnectionbetweenholdingemployersinhighregardandtheavailabilityofcertainbonusestheyoffer,suchastop-notchtechnicalsupport,interest-freeloans,corporateevents,andinternaleducationopportunities.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMWhyshouldyoutrusteNPS?21Weexaminedhowanindividual'sintentiontoleavethecompanyinfluencestheirevaluationofeNPSanddiscoveredadirectcorrelation.Hence,wesuggestplacingconfidenceintheaforementionedeNPSestimates:)eNPSandwillingnesstoquitthejobonafive-pointscale0161.038.3234513.0-9.7-13.8-35.0-50-250255075TheeNPSchartclearlyindicatesadirectcorrelationbetweenanemployee'ssatisfactionlevelandtheirinclinationtoconsiderleavingtheirjob.Thisobservationunderscoresthenecessityforcompaniestoprioritizetheestablishmentofacomfortableworkingenvironment.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMPortraitOfThe"Ideal"Company:WherePeopleAreMostLikelyToEnjoyTheirJob22Basedoneverythingmentionedabove,theportraitofanidealcompanytakesshapeasfollows:Anidealcompanyisanear-gameservicecompanyoraproductcompanythatcreatesitsowngamesinhardcore,midcoreorcasualgenreswithaworkforceofmorethan500people.Thereisnopracticeofovertimeinanidealcompany,oritisjustifiedbycommonsenseandoccursnomorethan1-2timespermonthorquarter.Anidealcompanygivestoitsemployeesroyalties,profitshare,andpercentageofsales.Anidealcompanytakescareofitsemployeesbyprovidingexcellenttechnicalequipmentandinterest-freeloans,organizingresorteventsandinternaltrainingforthem,sendingthemtoprofessionalconferencescoveredbytheemployer,andofferingadditionalvacationdays.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMGendersofRespondentsandSalaries23MaleFemaleOtherIprefernottoanswer60%40%20%0%60%59%27%22%18%13%1%0%Europe(EU+UK+CH)Europe(Non-EU)Respondentsinbothregions,whensegmentedbygender,arepresentedinroughlyequalproportions.eNPSbygenderMale12.3Female1.1051015Malesaremoresatisfiedwiththeiremployerthanfemales.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMGendersofRespondentsandSalaries24MedianSalarybyGenderandEducationMaleFemale3150025476School35000Bachelor'sdegree,Master'sdegreePhDdegree27600360003876037200DroppedoutofuniversityIprefernottoanswer2940048000444000€10000€

20000€

30000€

40000€

50000€Wecanclearlyseeadirectcorrelationbetweeneducationlevelandsalaries:thehighertheeducationlevel-thehigherthesalaryforbothmaleandfemalerespondents.However,ingeneral,malesalariesarehigherthanfemalesalaries,withtheexceptionofthosewithaPhDdegree,wherefemalesearnmore.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMGendersofRespondentsandSalaries25MedianSalarybyGenderandSeniorityMaleFemale15200111501380012000TraineeJunior2435820020Middle4500036000Senior66041Expert/Top/Chief/Head/VPCan'tratemylevel48000300002734825000€0€50000€75000€Femalesalariesareloweracrossalllevelsofseniority,andthehigherthelevelofexpertise-thegreaterthesalarygapbetweenmalesandfemales.MedianDesiredSalarybyGenderandLevelsMaleFemale16500150002200020000TraineeJunior4000030000Middle6000060000Senior4977580000Expert/Top/Chief/Head/VPCan'tratemylevel400003600040000€0€20000€60000€80000€WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMGendersofRespondentsandSalaries26Asombertrendisworthhighlighting:femalerespondentstendtoindicatelowerdesiredsalarylevelscomparedtotheirmalecounterparts.Thispatternreflectsthesamecorrelationobservedwithactualsalarylevels.Astheexpertiselevelincreases-thedisparitybetweendesiredsalariesamongrespondentswidens.“Whilethetopicofdiversityandequityisprominentlyfeaturedindiscussions,societalchangedoesn'thappenovernight.Thus,stereotypespersist,suchasportrayingwomenasoverlyemotionalforC-levelpositionsorsuggestingtheirlesseraptitudeinprogrammingandotherbaselessnotions.Duringmypreparationforoneofmyreports,IwasshockedtodiscoverthatwomencompriseSashaKononenkoRecruitmentLead,ValuesValuelessthan30%ofallrepresentativesinthegamesindustry.Thissignificantunderrepresentationcouldleadtotheundervaluingofwomenwithintheindustry,askeypositionscontinuetobedominatedbymen.Furthermore,it'sundeniablethatwomenareoftenlessassertivewhennegotiatingtheirsalariesandbenefitscomparedtomen.So,whatcanwedotoaddressthisissue?Weshouldencouragewomentopursuetheircareerswithoutfear,highlightthestoriesofsuccessfulwomeninthegamesindustry,andunderscorethevitalimportanceforcompaniestofosteranenvironmentofequalopportunitiesforprofessionalwork,growth,anddevelopment.”WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMGendersofRespondentsandSalaries27MedianSalarybyGenderandCompanyTypeMaleFemale26000OutsourcingCompany165603000025000Near-GamingServicesPublisher410003600039500GameProduct(Self-Publishing)GameProduct(PublisherPartnership)31290356863415030000Independent/IndieGameDeveloper12413287503250010000€

20000€

30000€

40000€

50000€Marketing/UA0€Analyzingthedatabycompanytype,weobservethesameenduringtrend:malessurpassfemalesintermsofsalaryacrossmostdomains,exceptforMarketingandEsports.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMWorkArrangementTrends28On-siteRemoteHybridIprefernottoanswer75%50%25%0%69%48%29%19%13%10%7%5%Europe(EU+UK+CH)Europe(Non-EU)Inthenon-EUcountries,remoteworkismorepopular,whereasintheEU+UK+Switzerlandregion,respondentsworkinofficesalmosttwiceasfrequently,withahybridworkformatbeingemployedby30%oftherespondents.CooperationFormatsandCompanyTypeRemoteHybridIprefernottoanswerOn-site81%77%4%15%Independent/IndieGameDeveloperOutsourcingCompany18%

5%24%

4%22%

7%13%16%Near-GamingServices72%GameProduct(Self-Publishing)GameProduct(PublisherPartnership)Publisher71%59%54%53%28%30%Marketing/UserAcquisition41%6%0%25%50%75%100%WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMWorkArrangementTrends29Howdoestheworkarrangementaffectthesalary?On-siteRemoteHybrid64000Topmanagement,C-level,VPProgramming/DevelopmentProjectManagement/ProductionMarketing/UserAcquisitionGameDesign600008750048000331804435042000433444900033600338004800033070270003360022070Art/Design23000350001800017891QA/Testing346000€25000€50000€75000€Remote100000€On-siteHybrid4200033300GameProduct(PublisherPartnership)GameProduct(Self-Publishing)Publisher4560040000330004200033000330005378023400OutsourcingCompanyOther21600298321800019200300000€20000€40000€60000€WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMAIAdoptionandItsImpactonSalariesintheGamesIndustry30Withinthissegment,we'lldelveintothedomainofAIwithinthegamesindustry.OurfocuswillbeonexaminingtheprevalenceofAIamongrespondentsanditseffectsonsalarydynamics.AIAdoptionTrendsbyRegionsIuseAIinmyworkandfindithelp