It’s official – I’ve got a new job! As of June 1, I will be working at ThatGameCompany – purveyors of fine interactive, digital experiences the likes of Flow and Flower:

On the one hand – this is a superexciting development. But on the other – it is a sunset of sorts. The conclusion to a series of discussions, inquiries and internal musings… evidenced by the post below, which I wrote in November of 2008 but never posted.
Today started at 8 am with a Spielberg meeting – and ended at 11 after a 4 hour focus test. From morning till night, every hour of today was about making sure things went smoothly, getting things out of the way for my team, and generally staying focused on the important discussion at hand. Exhausted at the end of this day, I took a long bath, curled up with the HBR – and ended up daydreaming about the future.
I have gathered a lot of experience in my short time as a professional developer. And because of my cross-disciplinary nature, I am atypical. Happy in a brainstorm creating new IP or hashing out a budget, I’m also quick to jump at a chance to play something new, offer tuning advice, or build a level. I love designing user experiences, but have discovered that I enjoy growing people & teams. And just getting things done, of course. If it’s a challenge, and the cause is good – I’m in.
This makes career planning a bit difficult. If I were soully focused on climbing the ladder – I’d hop from short project to short project, asking for title bumps and raises. It’s a common strategy for managers and (it seems) fairly successful within larger companies. But because I care more about ideals (good game, good team, player/creativity focus) than ends – I often have a hard time articulating exactly where I want to be in the next 3 years – let alone 5.
Lately, it seems like I’m facing a crossroads. I can continue to hone my skills in production and creative direction…. or begin looking beyond single teams, dealing with larger group and even, possibly, company cultures. I can keep contributing to a single, large organization – or branch out to touch a variety of businesses, in a more advisory role. Stay in product or branch out to process. Ship or consult.
This dissatisfies me. My ideal job is a lot like the one I have now: I teach part time, I work on a small, creative and iconoclastic team, and travel to consult on games when needed for higher-level, blue-sky thinking. If I could find a bit more time to sleep and exercise – I’d be very happy. Especially if I recieved recognition for all facets of my contribution.
But it seems that the further “up” you go, the harder it is to maintain a cross-contributor role. Maybe it’s about scheduling – but I also think it’s about being in the right culture. So I’m thinking a lot about where I am, and where I might like to go.
Reading this HBR article on recruitment, I was struck by this “Talent Compact” – a framework of key strategies for attracting and keeping high-functioning, cross-contributors like myself:
- Brand: Known for excellence; Leading global company; Inspirational leadership
- Opportunity: Challenging work; Accellerated career track; Continual training/development; Competative pay
- Culture: Authenticity; Meritocracy; Connection; Talent-centricity
- Purpose: Guiding mission; Global citizenship; Committed to the region
A closer look at our interviews gave us new insights into how these four factors work in concert. We found that they could be united under two guiding principles: promises made (the combination of brand, opportunity, and purpose) and promises kept (most significantly, employees’ day-to-day experiences within an organization’s culture). All four factors play a role in all aspects of the talent management process, but each influences recruitment and retention in different ways. (See the exhibit “A Framework for Attracting and Retaining Talent.”) Promises made and kept affect any quest for talent, but the intensity of competition in the fast-growing BRIC and other economies makes strong differentiation urgent. Most companies continue to believe that a big salary and a name brand will suffice to meet their needs, but a local company that creates genuine opportunities and exhibits desirable cultural conditions will often win out over a Western multinational that offers higher pay.
This article was focused mostly on growing talent in emerging markets: thus the reference to a commitment to the region, and global citizenship. While reading – I asked myself what the ideal organization would be committed to for me. What is key to retaining my passion for games, for user-focused design, and overall – great entertainment that breaks the boundaries of what has come before it?
It’s got to be a commitment to the customer. A drive to create games for people – not just games that we know they will buy – but games that will inspire and delight them in new ways. I’m fine with selling product – and understand that good business drives our opportunity to create games at all. But underneath it, I yearn for dedication to creating what’s next, new and fresh. Taking that risk – because it’s the best way to new business.
Will my next job be in line with this goal? Can this promise be made – let alone kept? Especially now – when times are tight, and playing it safe seems like a good idea: where can a passionate contributor like myself set her sights?
I remember the night I wrote this post – I was tired and uncertain of what I was really “trying to say”. Read once – it sounded a bit like the whambulance to me. Read the following day, it sounded more like an open call for job proposals. And in a week’s time… honestly, I was too busy to really bother figuring out what it meant. File for later, under “something will happen”…
Well – it’s clear now what happened, in hindsight. We made a kick-ass game and with the help of some extremely dedicated individuals shipped it on time. Everyone, from the most seasoned execs to the newest of newbs brought something unique and special to the game – and then, we were done. Looking up from my computer, I knew it was time to move on.
Can the Talent Compact be made in our industry? I’m not sure – but there is surely only one way to find out. Wish me luck as I step off the cruiseliner that is EA and onto the schooner that is TGC. Open waters ahead may mean hard work – but it is certainly an adventure worth looking forward to!!