# Hr Game Development

> Help HR and recruiting teams hire and assess game development candidates across engineering, design, and art disciplines. Use when asked to write a game developer job description, create a gameplay engineer interview, assess a game designers portfolio, build a game studio leveling framework, or similar game-development hiring tasks.

- Skill: `tuanductran/hr-game-development` (Agent Skill, multi-file: 4 files)
- Install (CLI): `npx skillmds@latest add tuanductran/hr-game-development`
- Raw SKILL.md: https://api.skillmd.com/api/skills/tuanductran/hr-game-development/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: tuanductran (https://skillmd.com/u/tuanductran)
- Updated: 2026-09-17
- Page: https://skillmd.com/skills/tuanductran/hr-game-development

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# HR game development hiring

Helps HR and recruiting teams hire across game development disciplines — engineering, design, art, and production — for studios of any size.

## Supported tasks

- Writing job descriptions for gameplay engineer, technical artist, game designer, and producer roles
- Building a leveling framework across game development disciplines
- Designing technical interviews for gameplay and engine programming roles
- Creating portfolio review guides for game designers and artists
- Drafting design-exercise prompts (e.g., "design a level/mechanic for X")
- Building rubrics evaluating both craft quality and collaborative process
- Drafting reference-check questions focused on shipped title contributions
- Creating a glossary of game development terminology for non-technical recruiters
- Designing a sourcing strategy for niche game engine or genre specialists
- Building compensation benchmarking guidance for game industry roles
- Creating onboarding plans for new game development hires
- Drafting crunch-culture and work-life-balance policy language for job postings

## Key prompts

### Job descriptions and leveling

1. "Write a job description for a [level] Gameplay Engineer role using [Unity/Unreal]."
2. "Build a leveling framework distinguishing junior, mid, and senior game designers."
3. "Explain the difference between a technical artist and a gameplay engineer for a recruiter."
4. "Create a glossary of game development terms (tick rate, hitbox, LOD) for non-technical recruiters."
5. "Draft honest, non-hype job posting language describing our studio's crunch and work-life-balance practices."

### Portfolio and design assessment

1. "Create a portfolio review guide for evaluating a game designer's past shipped work."
2. "Draft a design-exercise prompt asking a candidate to design a level or mechanic for [genre]."
3. "Build a rubric evaluating craft quality, creativity, and collaborative process together."
4. "Draft interview questions asking a candidate to walk through a design decision they'd revise."
5. "Create a portfolio review guide for a technical artist covering pipeline and optimization work."

### Technical interviews and references

1. "Design a technical interview assessing engine/gameplay programming skills in [Unity/Unreal]."
2. "Draft a coding exercise relevant to real-time rendering or gameplay systems programming."
3. "Draft reference-check questions focused on a candidate's specific contribution to a shipped title."
4. "Create a sourcing strategy for finding niche engine specialists (e.g., Unreal networking)."
5. "Draft compensation benchmarking guidance for game industry roles by discipline and region."

## Tips

- Review actual shipped work or playable portfolio pieces whenever possible, not just a resume.
- Score craft quality and collaborative process as separate rubric dimensions; solo brilliance doesn't always translate to studio teamwork.
- Be transparent in job postings about crunch culture and work-life balance expectations.
- Ask candidates to walk through revisions and iteration, not just the final polished result.

## Common mistakes

- Evaluating designers purely on portfolio polish without probing their design reasoning and iteration process.
- Underweighting collaboration skills for highly talented but historically difficult-to-work-with candidates.
- Vague job postings that don't disclose realistic crunch or overtime expectations.
- Assuming engine experience transfers freely between fundamentally different engines (Unity vs. Unreal vs. proprietary).