The Competition for Senior Talent
The Battle for Experience
As studios recover from layoffs and closures, experienced developers are in higher demand than ever. Senior Programmers, Technical Directors, and live service-related roles are particularly sought after, creating fierce competition across the industry. For many studios, senior talent represents not just technical proficiency but also leadership, mentorship, and the ability to guide teams through complex development cycles.
Senior devs are often the glue that hold projects together. They have the knowledge and expertise to solve complex technical challenges and the strategic vision to keep development aligned with project goals. Without experienced voices, studios not only risk development inefficiencies but also the erosion of team morale. Juniors and mid-level developers often rely on senior colleagues for guidance and problem-solving; when those experienced seniors are absent, productivity can falter.
As the industry seeks a way out from the recent turmoil and disruption, the reliance on senior talent has only intensified. Studios (and developers) are seeking stability after layoffs and cancellations, and hiring proven developers is seen as the best way to regain momentum and stability.
Why Senior Talent is in Demand
Several factors contribute to the increased demand for senior talent:
Hybrid and Remote Work Models
The adoption of hybrid and remote work has expanded the talent pool but has also intensified competition. Devs are no longer limited by geography; they can work across continents. The rise in competition led to salary inflation, as well as the need for more compelling benefits and flexible working arrangements in the race to secure experienced developers.
Fewer Internal Promotions
The upheaval to the industry and it’s workforce during the recent downturn disrupted much of the natural progression of mid-level devs into senior roles. Traditionally, studios would develop talent internally, promoting promising individuals, with many seniors moving onto leadership positions, particularly during times of industry growth and studio expansion. However, the waves of widespread layoffs severed this pipeline, leaving many studios without a steady flow of senior-ready professionals. Those who retain their roles may well have found themselves overburdened, leaving little room for professional growth or opportunities where they’re able to provide mentorship.
Technical Complexity
The complexity of game development has driven the demand for highly skilled senior developers. Engine advancements like UE5’s adoption, cross-platform development, and the recent shift to live service models requires devs with deep technical knowledge. Studios need and seek out the individuals capable of making critical architecture decisions, optimising performance across platforms, and ensuring that live content updates roll out seamlessly.
Leadership Potential
Senior developers are being increasingly valued for their ability to provide leadership and mentoring. With the rise in popularity of working at smaller, indie studios who are in control of their own destiny, this ability to help with the development and direction of small teams has never been so sought after. Studios recognise that technical excellence alone is not enough; teams thrive under individuals who can foster collaboration, manage conflict, and maintain morale. These hybrid skillsets are rare, making the seniors who possess them in high demand.
The Risk of Falling Behind
Failing to secure senior talent can have dire consequences:
Project Setbacks
Without the guidance and advice of experienced devs teams often struggle with technical hurdles. And when the insight and input from senior devs weighing in on critical decisions is in short supply, they end up delayed, leading to bottlenecks and missed milestones.
Salary Inflation
In their desire to secure senior talent, some studios resort to overpaying. While this may fill a vacancy, it can lead to long-term salary discrepancies, internal dissatisfaction, and an inflated wage bill when discrepancies are corrected with the pay of other developers increasing.
Burnout and Turnover
Junior and mid-level devs operating without the support of senior colleagues are more susceptible to burnout. Without support or mentorship, they can feel isolated and underprepared, prompting them to seek opportunities elsewhere.
Strategies for Winning the Talent Race
Proactive Search and Outreach
Studios can’t afford to wait for senior talent to apply—they must be proactive in seeking out passive candidates. Passive job seekers, usually satisfied in their current role, form the majority of the senior talent pool, with research showing up to 73% of an industry’s workforce can be considered passive job seekers. Engaging the passive job seekers requires a personalised approach, emphasising not just salary but also the studio’s culture, vision, and work-life balance.
Competitive and Flexible Packages
While salary will always remain important, benefits and flexibility increasingly sway senior developers. Remote work options, personal professional development budgets, extended maternity and paternity leave, relocation and visa support extended to family members, and stock options can differentiate a studio in a crowded market. Performance bonuses tied to project milestones, aligning developer incentives with studio success are also on the rise.
Accelerating the Hiring Process
Lengthy recruitment processes result in lost candidates; the more agile internal recruitment teams who are able to move through the recruitment process quicker are reaping the benefits. Streamlining interviews and decision-making means studios can act swiftly when they identify the right talent. Senior developers, aware of their value, are unlikely to wait weeks for an offer, especially in the current situation the industry has found itself in.
Building a Leadership Pipeline
Hiring externally is a necessity, but studios shouldn’t neglect internal development. Creating mentorship programs where senior devs coach mid-level colleagues can help identify and prepare future leaders. In addition, investing in leadership training equips developers with the soft skills needed to transition into senior roles.
How Aardvark Swift Can Help
We understand the nuances of hiring experienced developers and the importance of securing the right cultural fit.
Access to Passive Candidates
Over the past five years, 78% of our placements involved passive candidates; this trend continued through the months when the industry underwent waves of redundancies. The strength of our networks and relationships allows us to connect studios with senior talent who are not actively looking for a new role.
Specialist Headhunting
Our experienced recruiters specialise in senior and lead roles. We regularly stay in touch with our candidates and proactively approach them on behalf of studios, ensuring discretion and professionalism throughout the process. By understanding studio needs and a candidate’s desires and aspirations, we match individuals with roles where they can thrive.
Rapid Candidate Delivery
We recognise that speed is crucial. Our proven seven-step recruitment process allows us to deliver senior-level candidate shortlists within seven days of a complete role briefing. This minimises downtime and keeps development schedules on track.
Market Intelligence and Salary Benchmarking
Navigating salary expectations in a competitive market is challenging. We assist studios with real-time salary benchmarking, helping studios create offers of employment that are competitive and also sustainable. We also advise on benefits packages that appeal specifically to senior developers.
Temp-to-Perm Solutions
For studios hesitant about making immediate permanent hires, our temp-to-perm option allows senior devs to join on a contract basis. Studios can evaluate their performance and cultural fit over a period of up to 18 months before deciding on a permanent offer. This de-risks hiring decisions and provides the ultimate flexibility to the hiring studio.
Success Stories
Aardvark Swift has facilitated pivotal hires for studios during critical transition periods. When a UK-based studio shifted from a proprietary engine to Unreal Engine, we sourced a Technical Director with both engine migration experience and leadership capabilities. This hire streamlined the transition and empowered the studio’s Programming team to adapt quickly to their project requirements. When we assisted a studio who had a problem with live service content delivery, we secured them a Senior Product Manager. Our network enabled us to present candidates with direct experience in live operations and also the genre of game. The successful hire improved content pipeline efficiency and player retention.
Future-Proofing Studio Leadership
Competition for senior talent will continue to intensify as the industry recovers stabilises and then slowly begins to grow. Studios should approach the development and acquisition of leaders as a continuous effort, not a one-off task. Establishing partnerships with effective recruitment specialists ensures that when key positions open, studios are equipped to act quickly and decisively and can reply of third-party support to assist their own internal activity.
We’re experienced in and committed to helping studios build resilient leadership teams. Whether securing a Technical Director for an ambitious new IP or strengthening a live service production unit, we are the trusted partner studios can reply on to navigate today’s talent landscape.
Contact us to discuss how we can help your studio secure the senior talent that will drive your ongoing success.
