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w w w.v a l u e s v a l u e.c o mw w w.i n g a m e j o b.c o mBIG GAMESINDUSTRYEMPLOYMENTSURVEY 2023Salaries,compensationtrends and state of thegames sector in EuropeIntroductionWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMValues Value recruitment expert in hiring top game developmenttalent.InGame Job online platform for discovering career opportunitieswithin the games industry.This report presents the results of a targeted survey conducted in theEuropean video games industry.This initiative was a collaborationbetween Values Value and InGame Job,with the aim of uncovering keyinsights regarding trends in wages,job satisfaction,and career growth.Using an online anonymous survey,we collected responses from 1610participants occupying various positions and working in differentregions of the European games industry.Our respondents ranged fromnewcomers to veterans,holding junior positions to senior managementroles,providing a comprehensive overview of the industry.In the following sections,we delve into our findings,revealing intricatedetails about salary,work dynamics,and overall job satisfaction.Wehope that these data will serve as a valuable source of information forboth employees and employers in the industry.You can view the reports of previous years on the InGame Job platform.01OUR PARTNERSContentWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMKey TakeawaysIntroductionResearch MethodologySalary Data 2023Satisfaction With Current SalaryCompensations and BenefitseNPS:What Makes Employees LoyalPortrait Of The Ideal Company:Where People Are Most Likely ToEnjoy Their Job Genders of Respondents andSalariesWork Arrangement TrendsAI Adoption and Its Impact onSalaries in the Games Industry0233-34010304-0607-1011-1415-212223-2728-2930-32The research was conducted anonymously from March to June 2023.Atotal of 1610 respondents from 78 countries worldwide participated inthe study.The data was cleansed of invalid and anomalous salary responses.After finalizing the survey,we made the decision to analyze only theEuropean region in order to represent valid data.For the sake of clarity,the following countries were grouped together asthe region Europe(EU UK Switzerland):Austria,Belgium,Bulgaria,Croatia,Cyprus,Czech Republic,Denmark,Estonia,Finland,France,Germany,Greece,Hungary,Ireland,Italy,Latvia,Lithuania,Netherlands,Poland,Portugal,Romania,Slovakia,Slovenia,Spain,Sweden,Switzerland,and the United Kingdom.The size of the sample 608people.The following countries were grouped together as the region Europe(Non-EU):Armenia,Belarus,Georgia,Moldova,Bosnia and Herzegovina,Montenegro,Serbia and Ukraine.The size of the sample 576.Please feel free to contact us()if you wish to learnmore data for some specific countries or professional fields.Important note:Median salary is the median value of salaries in euro.The medianvalue divides the sample into two equal parts:one-half of respondentsreceive salaries less than the median,and the other half more than themedian.All salaries are gross,annual and in euro.ResearchMethodologyWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COM03Europe(EU UK CH)Europe(Non-EU)050001000015000 20000 25000Art/Design Programming/Development Game Design Salary Data 2023WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMMedian Annual Salary By Roles AndRegions Based On The LevelJunior-level specialistsUnfortunately,we did not have a large enough sample size for manyjunior-specialists fields.We are only presenting the salaries of thosespecialists for whom there was a sufficient number to determine themedian.1981704120002225012500247587740WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMMiddle-level specialistsEurope(EU UK CH)Europe(Non-EU)010000200003000040000QA/Testing HR/Recruiting Art/Design Sound Marketing/User Acquisition Game Design Project Management/Production Programming/Development Analytics Salary in the EU,the UK and Switzerland:Salary in non-EU countries:Differences between regions:For mid-level specialists in the fields of analytics,art,game design,development/programming,and project management,median salaries rangefrom 16,080 euros to 36,900 euros per year.The highest median salary amongthese professional fields is observed in analytics(36,900 euros),while thelowest is in the QA/testing field(16,080 euros).For mid-level specialists in the fields of analytics,art,game design,development/programming,and project management,median salaries rangefrom 16,800 euros to 29,000 euros per year.Overall,mid-level specialists in the EU,the UK and Switzerland receive highermedian salaries than their counterparts in non-EU countries.The differencesbetween regions range from 5%to 30%.16080Salary Data 2023Median Annual Salary By Roles AndRegions Based On The Level051680024000150002642418000283481800028500235003000021600312192820035000261003690029000WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMSenior-level specialistsEurope(EU UK CH)Europe(Non-EU)0250005000075000100000Marketing/User Acquisition QA/Testing Sound Art/Design Game Design HR/Recruiting Project Management/Production Programming/Development Analytics Business Development/Sales Top management,C-level,VP 46000404004670039800500003000050081306005040032663520003090060000473486052848000490007560062568840006600069422Salary Data 2023Median Annual Salary By Roles AndRegions Based On The Level06Salary in the EU,the UK and Switzerland:Salary in non-EU countries:For senior-level specialists in the fields of analytics,art/design,development/programming,and project management,businessdevelopment and sales,median salaries range from 46,000 euros to 75,600euros per year.The highest median salary among these professional fields isobserved in business development/sales and project management.Top managers earn 84,000 euros annually.For senior-level specialists in the fields of analytics,art/design,development/programming,and project management,median salaries rangefrom 30,000 euros to 62,568 euros per year.Top managers earn 66,000 euros annually.Europe(EU UK CH)Europe(Non-EU)0500010000150002000025000Programming/Development Game Design Art/Design Satisfaction WithCurrent SalaryWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMWe asked respondents to rate their income satisfaction on a five-point scale.In the graphs below,you will see the average satisfaction scores with salariesamong respondents of different levels and professions in two regions theEU,the UK and Switzerland and Non-EU European Countries.Junior-level specialists and theirincome satisfaction 1.62.32.02.4072.92.322250125002475877401981712000Satisfaction WithCurrent SalaryWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMMiddle-level specialists and theirincome satisfactionEurope(EU UK CH)Europe(Non-EU)010000200003000040000Analytics Art/Design Game Design HR/Recruiting Marketing/User Acquisition Programming/Development Project Management/Production QA/Testing Sound 3690029000264241800030000216002400015000285002350035000261003121928200160801680028348180003.43.33.23.12.93.23.23.13.73.43.23.23.13.12.82.73.13.008Satisfaction WithCurrent SalaryWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMSenior-level specialists and theirincome satisfactionEurope(EU UK CH)Europe(Non-EU)0250005000075000100000Analytics Art/Design Business Development/Sales Game Design HR/Recruiting Marketing/User Acquisition Programming/Development Project Management/Production QA/Testing Sound Top management,C-level,VP 6942249000500813060075600625685040032663520003090046000404006052848000600004.04.23.13.63.53.73.63.62.83.43.54.03.93.83.53.83.54.13.13.73.63.74734846700398005000030000840006600009“Over the past year,weve been activelyengaging with candidates hailing fromvarious countries.I truly believe that wevegained a deep understanding of theirconcerns and primary expectations when itcomes to prospective employers.Interestingly,it appears that salary isnt theprevailing driving force in todays landscape.What holds more significance is the sense ofstability.This sentiment isnt confined to justUkrainian specialists;it extends toprofessionals from diverse nations.Weve allborne witness to widespread layoffs and thereverberations of economic crises.In the contemporary context,employees findtheir motivation through captivating,enduring projects with extendeddevelopmental trajectories.Amid the array ofperks and incentives companies put forth,benefits like medical insurance,profit-sharingdisbursements,project-specific bonuses,interest-free loans,and tuitionreimbursements hold substantial value.”Satisfaction WithCurrent SalaryWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMOverall,specialists from non-EU countries earn less and feel a little bit moresatisfied with their incomes.Why?Because of the cost of living?The answermay lie deeper.10Katya SabirovaHead of Communications,Values ValueCompensationsand BenefitsWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMAmong the participants surveyed in the EU,the UK,and Switzerland,anoteworthy 23%indicated the absence of any financial bonuses.Meanwhile,this figure was slightly higher,at 29%,for respondents situated in non-EUcountries.6%and 7%,respectively,note that the financial bonuses they havedo not hold much significance for them.Financial BenefitsEurope(EU UK CH)Europe(Non-EU)0 0P%Paid sick leave Annual bonus No financial bonuses Paid parenting leave Extra payment for overtime Stock or options Project bonus No financial bonuses meaningful to me Quarterly bonus Profit share Royalty Monthly bonus Percentage of sales 38B&#)%8%3%8%7%6%7%5%3%5%3%2%2%2%4%2%1*In many countries,paid sick leave or paid parental leave is provided to employees by default,as it is regulated bythe labor code or other documents.Its possible that not all respondents have marked such options as benefitsbecause they are guaranteed by law.*Respondents could choose multiple benefits from the listCompensationsand BenefitsWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMFinancial Benefits For Top ManagersAnd Line EmployeesHave subordinate staffI dont have subordinate staff0 0%Paid sick leave Annual bonus No financial bonuses Stock or Options Paid parenting leave Profit share Project bonus Royalty Extra payment for overtime Quarterly bonus No financial bonuses meaningful to me Monthly bonus Percentage of sales 38#%6%3%8%9%1%9%7%4%6%6%4%3%3%1*Respondents could choose multiple benefits from the listCompensationsand BenefitsWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMNon-financial Benefits Europe(EU UK CH)Europe(Non-EU)0 0P%Health insurance/Medical care/Dental care Corporate events Funding for foreign language classes Sports/Gym in the office Relocation support Cool office Funding for external education/training/courses Starter packs(souvenir/merchandise kits)Payment for participation in conferences Home office support Extra vacation days Free meals in the office Anniversary gift Gifts for birthdays,weddings Outside corporate events at resorts Excellent technical support Organization of internal education Company/project anniversary gift Transport pass Partial compensation for meals at the office No bonuses at the company Corporate smartphone for personal use There are no significant bonuses for me Loyalty programs and discount cards for company employees Tax compensation for contractors/self-employed The opportunity to go to sabbatical Im a freelancer and dont have bonuses Accounting for contractors/self-employed Interest-free loans Company apartment Company car Other(please specify)422#(1&$%# ! !%3%9%5%9%8%4%7%9%6%5%5%5%4%4%4%3%9%2%5%2%2%1%0%4%2*Respondents could choose multiple benefits from the listCompensationsand BenefitsWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMTOP 10 Non-financial Benefits For TopManagers And Line EmployeesHave subordinate staffI dont have subordinate staff0 0P%Health insurance/Medical Care/Dental Care Corporate events Funding for foreign language classes Gifts for birthdays,weddings Payment for participation in conferences Relocation support Cool office Sports/Gym in the office Anniversary gift Extra vacation days 47810)&%*Respondents could choose multiple benefits from the listeNPS:WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMWhat Makes Employees LoyalImportant note:NPS stands for Net Promoter Score,a metric used in customer experienceprogrammes.NPS measures the loyalty of customers to a company.NPSscores are measured with a single question survey and reported with anumber from-100 to 100.A higher score is desirable.eNPS-Employee Net Promoter Score-10-505101520Near-gaming service company A product company that creates games Marketing/UA/Advertising agency/Ad tech Outsourcing company A product company that works with a publisher I work for myself/Indie team Publisher eNPS by company type16.712.17.14.8-4.3-5.7Employees working in near-gaming services(media,events,localization,etc.)and employees of product companies that handle the publishing of their owngames are the most satisfied with their jobs.People are also more inclined toengage with work in a product company and hold their employer in higherregard.Freelancers,self-employed professionals,and indie developers are the leastsatisfied.150.0“At Values Value,we gather statistics aboutthe reasons behind job changes for ourcandidates.And consistently,reasons suchas the desire to work on more interestingprojects,as well as the aspiration for growthand development,emerge as the clearwinners by a significant margin.Thus,itseems entirely logical that employees inproduct companies exhibit high levels ofsatisfaction.The majority of our respondentshold mid-level and senior positions,whichmeans that unlike juniors and trainees,theyhave more opportunities to choose projectsthat are genuinely interesting to them.Moreover,unlike indie companies,forinstance,product companies are more likelyto have well-established HR processes withtransparent growth and developmentprospects.Slightly more unexpected is the remarkablyhigh satisfaction within the near-gamingservices sector.I would explain this by thefact that employees in such companies aresimultaneously involved with variousenterprises and projects,which makes themmore engaged in the industry as a whole andenhances their level of expertise.”eNPS:WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMWhat Makes Employees Loyal16Valeriia BakhvalovaHead of Sourcing,Values ValueeNPS:WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMWhat Makes Employees LoyaleNPS by overtime frequency-20-15-10-505101520Almost every day,even on weekends More than 2 times a week 1-2 times a week 1-2 times a month 1-2 times a quarter 1-2 times a year Never-15.4-14.70.719.513.110.610.4Those who work overtime a couple of times a month or quarter are also verysatisfied with their jobs,even more than those who never work extra hours.This is likely due to the fact that these individuals are deeply engaged in workthat brings them enjoyment,and they see their contributions.Lets assumethat this overtime arises from their own desire or is driven by common sense.eNPS by company size05101520250-10 11-50 51-100 101-500 501-1000 1001 1.85.110.222.325.0Employees of large companies with a staff of 501-1000 people are the mostsatisfied with their job.This could be attributed to factors like increased resources,clearer careerpaths,more comprehensive employee benefits,and potentially better work-life balance.170.0eNPS:WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMWhat Makes Employees LoyaleNPS by cooperation format05101520Remote On-site Hybrid 5.211.417.7eNPS by project genre-25-20-15-10-505101520Hardcore Casual Midcore Education Indie Hyper-Casual Kids 16.512.610.1-4.3-16.2-25.0Employees of games companies working on Hardcore,Casual,and Midcoreprojects are the most satisfied,while projects developed for children showedthe lowest eNPS.Indie developers and employees of Hyper-Casual projectswere also among the least satisfied.“At Values Value,we regularly encountercandidates who are not actively job hunting,but are open to communication if it involves ahardcore project on PC and console platforms.I believe this can be easily explained by thefact that developers are most intrigued byworking on a project they would personallyenjoy playing.Additionally,such projects oftenhave longer development periods,implyinggreater stability and reliability in employment.”18Valeriia BakhvalovaHead of Sourcing,Values Value0.0eNPS:WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMWhat Makes Employees LoyaleNPS by financial bonuses-20-1001020304050Royalty Profit share Percentage of sales Project bonus Extra payment for overtime Annual bonus Stock or Options Quarterly bonus Paid parenting leave Paid sick leave Other No financial bonuses meaningful to me Monthly bonus No financial bonuses 4840362723232222191513-3-11The financial bonuses that exerted the greatest influence on eNPS wereRoyalty,Profit share,and Percentage of sales.Conversely,Monthly bonusesresulted in a negative eNPS.Its clear that employees who are not grantedfinancial bonuses by the company are the least content.“The annual bonus has a profound influenceon how engaged someone feels and howlikely they are to recommend their company.Conversely,monthly bonuses dont have thesame motivational impact as they potentiallycould.With time,employees becomeaccustomed to them-they start seeing themas part of their regular pay,so if theysuddenly dont receive them-it can lead todemotivation.”19Tanja LoktionovaFounder,Values Value0.0eNPS:WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMWhat Makes Employees LoyaleNPS by non-financial bonuses-30-20-1001020304050Tech Support Interest-free Loans Resort Events Internal Education Industrial events compensation Cool Office Company Phone Extra Leave Home Office Company Events Starter Packs Employee Discounts Anniversary Gift Education Funding Relocation support Anniversary gifts Sabbatical Option Free Meals Health/Dental Care Personal Gifts Contractor Accounting Language Classes Sports/Gym in the office Tax Compensation Transport Pass Freelancer,no bonuses Meal Compensations There are no significant bonuses for me No Company Bonuses 42.234.134.033.132.731.831.028.428.428.027.526.926.826.724.223.022.422.421.621.421.120.919.718.312.26.71.2-13.0-23.5There is a noticeable connection between holding employers in high regardand the availability of certain bonuses they offer,such as top-notch technicalsupport,interest-free loans,corporate events,and internal educationopportunities.20WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMWhy should youtrust eNPS?We examined how an individuals intention to leave the company influencestheir evaluation of eNPS and discovered a direct correlation.Hence,wesuggest placing confidence in the aforementioned eNPS estimates:)eNPS and willingness to quit the job ona five-point scale-50-2502550750 1 2 3 4 5 61.038.313.0-9.7-13.8-35.0The eNPS chart clearly indicates a direct correlation between an employeessatisfaction level and their inclination to consider leaving their job.Thisobservation underscores the necessity for companies to prioritize theestablishment of a comfortable working environment.21An ideal company is a near-game service company or aproduct company that creates its own games in hardcore,midcore or casual genres with a workforce of more than 500people.There is no practice of overtime in an ideal company,or it isjustified by common sense and occurs no more than 1-2 timesper month or quarter.An ideal company gives to its employees royalties,profit share,and percentage of sales.An ideal company takes care of its employees by providingexcellent technical equipment and interest-free loans,organizing resort events and internal training for them,sendingthem to professional conferences covered by the employer,and offering additional vacation days.Based on everything mentioned above,the portrait of an idealcompany takes shape as follows:WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMPortrait Of TheIdeal Company:Where People Are Most Likely To Enjoy Their Job 22WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMGenders ofRespondents andSalariesMaleFemaleOtherI prefer not to answerEurope(EU UK CH)Europe(Non-EU)60 %0%Respondents in both regions,when segmented by gender,are presented inroughly equal proportions.59%1%eNPS by gender051015Male Female 12.31.1Males are more satisfied with their employer than females.230%WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMGenders ofRespondents andSalariesMedian Salary by Gender andEducationMaleFemale01000020000 30000 40000 50000School Bachelors degree,Masters degree PhD degree Dropped out of university I prefer not to answer 31500254763500027600360003876037200294004800044400We can clearly see a direct correlation between education level and salaries:the higher the education level-the higher the salary for both male andfemale respondents.However,in general,male salaries are higher thanfemale salaries,with the exception of those with a PhD degree,where femalesearn more.24WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMGenders ofRespondents andSalariesMedian Salary by Gender and SeniorityMaleFemale0250005000075000Trainee Junior Middle Senior Expert/Top/Chief/Head/VP Cant rate my level 152001115013800120002435820020450003600066041480003000027348Female salaries are lower across all levels of seniority,and the higher the levelof expertise-the greater the salary gap between males and females.Median Desired Salary by Gender andLevelsMaleFemale020000400006000080000Trainee Junior Middle Senior Expert/Top/Chief/Head/VP Cant rate my level 16500150002200020000400003000060000497758000060000400003600025“While the topic of diversity and equity isprominently featured in discussions,societalchange doesnt happen overnight.Thus,stereotypes persist,such as portraying women asoverly emotional for C-level positions orsuggesting their lesser aptitude in programmingand other baseless notions.During my preparation for one of my reports,Iwas shocked to discover that women compriseless than 30%of all representatives in the gamesindustry.This significant underrepresentationcould lead to the undervaluing of women withinthe industry,as key positions continue to bedominated by men.Furthermore,its undeniablethat women are often less assertive whennegotiating their salaries and benefits comparedto men.So,what can we do to address this issue?Weshould encourage women to pursue their careerswithout fear,highlight the stories of successfulwomen in the games industry,and underscorethe vital importance for companies to foster anenvironment of equal opportunities forprofessional work,growth,and development.”WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMGenders ofRespondents andSalariesA somber trend is worth highlighting:female respondents tend to indicatelower desired salary levels compared to their male counterparts.This patternreflects the same correlation observed with actual salary levels.As theexpertise level increases-the disparity between desired salaries amongrespondents widens.Sasha KononenkoRecruitment Lead,Values Value26WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMGenders ofRespondents andSalariesMedian Salary by Gender andCompany TypeMaleFemale010000 20000 30000 40000 50000Outsourcing Company Near-Gaming Services Publisher Game Product(Self-Publishing)Game Product(Publisher Partnership)Independent/Indie Game Developer Marketing/UA 2600016560300002500041000360003950031290356863415030000124132875032500Analyzing the data by company type,we observe the same enduring trend:males surpass females in terms of salary across most domains,except forMarketing and Esports.27WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMWorkArrangementTrendsOn-siteRemoteHybridI prefer not to answerEurope(EU UK CH)Europe(Non-EU)75P%0H)%7i%5%In the non-EU countries,remote work is more popular,whereas in theEU UK Switzerland region,respondents work in offices almost twice asfrequently,with a hybrid work format being employed by 30%of therespondents.Cooperation Formats and Company TypeRemoteHybridOn-siteI prefer not to answer0%Pu0%Independent/Indie Game Developer Outsourcing Company Near-Gaming Services Game Product(Self-Publishing)Game Product(Publisher Partnership)Publisher Marketing/User Acquisition 81%4%4ww%5%5rr$%4%4qq%7%7YY(TT00SSAA%6%6(WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMWorkArrangementTrendsHow does the work arrangement affectthe salary?On-siteRemoteHybrid0250005000075000100000Top management,C-level,VP Programming/Development Project Management/Production Marketing/User Acquisition Game Design Art/Design QA/Testing On-siteRemoteHybrid0200004000060000Game Product(Publisher Partnership)Game Product(Self-Publishing)Publisher Outsourcing Company Other 64000600008750048000331804435042000433444900033600338004800033070270003360022070230003500018000178913460042000333004560040000330004200033000330005378023400216002983218000192003000029WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMAI Adoptionand Its Impact on Salaries in theGames IndustryWithin this segment,well delve into the domain of AI within the gamesindustry.Our focus will be on examining the prevalence of AI amongrespondents and its effects on salary dynamics.AI Adoption Trends by RegionsI use AI in my work and find it helpfulI tried AI,but I didnt find it helpfulI dont use AI in my work and I dont have plans to use itI have never tried AI in my work,but I have plans to tryNo answerEurope(EU UK CH)Europe(Non-EU)400 %02# 5%6%AI Adoption by Education LevelsI use AI in my work and find it helpfulI tried AI,but I didnt find it helpfulI dont use AI in my work and I dont have plans to us.I have never tried AI in my work,but I have plans to tryNo answer0%Pu0%School Bachelors degree,Masters degree Dropped out of university PhD degree 30355#(%2%27711#$!2222%5%5%1%1%WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMAI Adoptionand Its Impact on Salaries in theGames IndustryAI Adoption by Company TypesI use AI in my work and find it helpfulI tried AI,but I didnt find it helpfulI dont use AI in my work and I dont have plans to use itI have never tried AI in my work,but I have plans to tryNo answer0%Pu0%Marketing/User Acquisition Near-Gaming Services Game Product(Publisher Partnership)Game Product(Self-Publishing)Publisher Outsourcing Company Respondents working in Marketing,Product companies,and Publishing arethe most frequent users of AI.Conversely,the least popular adoption of AI isamong respondents engaged in Outsourcing and Indie sectors.3147G$%6%6 %8%8FF!66#!%2%2CC$%5%511 %WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMAI Adoptionand Its Impact on Salaries in theGames IndustryAI Adoption by Gender I use AI in my work and find it helpfulI tried AI,but I didnt find it helpfulI dont use AI in my work and I dont have plans to use itI have never tried AI in my work,but I have plans to try0 0%Male Female AI Adoption by Profession I use AI in my work and find it helpfulI dont use AI in my work and I dont have plans to use it01000020000300004000050000Art/Design Programming/Development Game Design QA/Testing Marketing/User Acquisition HR/Recruiting Sound Analytics Community/Support Localization 38 6#%30602950035000404403028330000132002058030600432073250035300345003675050000480002000017739276002500032High-Paid Roles:Talking about middle-level specialists analysts come in first place with amedian salary of 36,200 EUR annually for EU UK Switzerland,while other roleshave only reached the 16,000 EUR range.In non-EU countries,projectmanagement and analytics roles happen to have the highest salaries nearly 29,000 EUR annually.Seniors for this level the high-paid roles dont change compared to middles.Besides the fact that top management,C-level,VP of course earn even morethan anyone else.Regional Disparities in Compensation Satisfaction:As a matter of fact,respondents from non-EU European countries earn twiceless,but they exhibit greater satisfaction with their salaries compared to theircounterparts in Europe(EU UK Switzerland).Which comes from the fact thatspecialists nowadays search for a sense of stability rather than just a highsalary.eNPS or What Makes Employees Loyal(Bonuses&Environment):In the contemporary context,employees find their motivation throughcaptivating,enduring projects with extended developmental trajectories.Amid the array of perks and incentives companies put forth,benefits likemedical insurance,profit-sharing disbursements,project-specific bonuses,interest-free loans,and tuition reimbursements hold substantial value.Good company will simply take care of the needs of its employees byproviding relevant bonuses-and it really makes an impact!However,in order to highlight yourself,companies may provide excellenttechnical equipment,organize resort events and internal training,sendemployees to professional conferences covered by employer,and offeradditional vacation days.Also,it will be good to keep in mind the perfect picture that employees tendto enjoy working in a near-game service company or a product company thatcreates its own games in hardcore,midcore or casual genres with aworkforce of more than 500 people,has overtime no more than 1-2 times permonth,gives to its employees royalties,profit share,and/or percentage ofsales.WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMKey Takeaways33WWW.VALUESVALUE.COM|WWW.INGAMEJOB.COMKey TakeawaysAnd,last but not least,monthly bonuses seem to be not the best practice asemployees in a matter of time tend to get used to it.Gender Wage Gap and Its Complex Implications:Respondents in both regions,when segmented by gender,are presented inroughly equal proportions:60%are men;and around 25%are women.(Otherrespondents preferred not to name their gender or chose the“Other Gender”option).The persistent gender wage gap remains a challenge,driving femalespecialists into a cycle where their self-evaluated desired salaries tend to belower than their male colleagues.Female salaries are lower across all levels ofseniority,and the higher the level of expertise-the greater the salary gapbetween males and females.Work Arrangement Trends:In the non-EU countries,remote work is more popular,whereas in theEU UK Switzerland region,respondents work in offices almost twice asfrequently,with a hybrid work format being employed by 30%of therespondents.Adoption of AI Among Respondents:When examined across regions,we notice a similar pattern of AI adoptionamong respondents.Respondents working in Marketing,Product companies,and Publishing arethe most frequent users of AI.Conversely,the least popular adoption of AI isamong respondents engaged in Outsourcing and Indie sectors.34OUR CLIENTSWWW.VALUESVALUE.COM|WWW.INGAMEJOB.COM35Values Value and InGame JobRecruitmentSourcingMarket AnalyticsHR Consulting110 0005 0003 1501 300Monthly Visitors Monthly candidatesapplicationsCVs of monthlyactive candidatesEmployersAboutCHECK OUT OUR SITEFOLLOW VALUES VALUE
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