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Marie Borgesson shared thisSome of the best artists I’ve worked with had more to offer than their portfolios showed. Having hired and led artists across multiple disciplines, I’ve learned that problem-solving, adaptability and collaboration can be just as valuable as technical skill. Sometimes the biggest challenge isn’t a lack of talent, but a lack of visibility. As creative leaders and fellow artists we can help change that. A simple share or introduction could open the right door for someone. Great initiative, Ahmad! 👏Marie Borgesson shared thisAny artist looking for a job? I've lived through layoffs in this industry too, many of them. I know the silence after you hit apply. Again. And again. So once a month, I hand this space over to you. One of these posts reached 88,000 people and visibility is what artists need in these tough times. Drop your portfolio below and I'll like and reply, so your work travels further across my 37,000+ network. Honestly, it's my favorite post of the month, seeing your amazing work. Everyone else: one share could be the reason someone gets hired this month. 🤍
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Marie Borgesson shared thisThis is such an important topic to shine the light on! Looking forward to learning more listening to this new podcast.Marie Borgesson shared thisHello! Welcome to Vital Gaps, a podcast that aims to show you data and research on female physiology, bring the understanding of how different our bodies are, and what are our unique needs and challenges as women. By filling in your vital knowledge gaps you will be equipped with the relevant and applicable information to make the best choices for you and your body. We will be covering women’s physiology spanning a wide range of topics from hormonal health, sports, gynecology, nutrition and occasionally venturing into psychology. My name is Daria Kepa-Green and I’ll be your host, learning together with you about all things us! Note: I’ll be using terms like woman and female interchangeably. Majority of the body related topics will be most relevant to cis female bodies but believe that men and members of trans or non binary communities will also find it interesting, relevant and applicable. Listen here: Spotify: https://lnkd.in/e3YrDFbf Apple: https://lnkd.in/e6-K7MU5
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Marie Borgesson shared thisMarie Borgesson shared thisProud the teams at #Yugalabs and #Improbable for another significant step toward the Metaverse.Bored Apes owner Yuga Labs launches 2nd Trip Otherside metaverse experienceBored Apes owner Yuga Labs launches 2nd Trip Otherside metaverse experience
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Marie Borgesson shared thisOver 5 years ago I joined Improbable to help game developers create massive, persistent virtual worlds. At that time, we had to mediate every pitch with a single caveat: "No flash mobs". We could power thousands of players in your games, but they could never group up all at once. Last weekend we finally broke that rule: We had 4,500 explorers do whatever they wanted, all visible at once and while also enabling real-time voice chat for each participant. Not only that, but this was achieved in Unreal Engine via a web browser with pixel streaming and nearly zero latency. Allowing for real-time interactions in a 3D space at this scale allows for a really unique and compelling social experience that I can't wait for more people to feel for themselves. It's unlike anything you've seen so far and this was just the start! https://lnkd.in/gMj_HsPm #FirstTrip #Otherside #metaverse #improbable #mmo #unrealengine #streaming #multiplayerthe Otherside by Yuga Labs - The First Trip live streamthe Otherside by Yuga Labs - The First Trip live stream
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Marie Borgesson shared thisMarie Borgesson shared thisImprobable partnering with the biggest brand in web3! “In partnership with Improbable, the metaverse technology company, Yuga Labs aims to create a metaRPG universe where the players own the world, where any NFT can become a playable character, and thousands of people can play together at the same time. Improbable will develop Otherside on the M2 network, creating an open metaverse on which the community can build and own unique characters and experiences.” https://lnkd.in/eu9zKJXS #M2 #Improbable #yugalabs #web3 #baycOtherside Metaverse Game Is Coming; Normal Rules Do Not ApplyOtherside Metaverse Game Is Coming; Normal Rules Do Not Apply
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Marie Borgesson shared thisMarie Borgesson shared thisSo exciting to actually be able to talk about this - 9,000 players, no big deal. Just part of the amazing work here at Improbable and Midwinter Entertainment https://lnkd.in/eauBkjM
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Marie Borgesson liked thisMarie Borgesson liked thisWhen was the last time you handed someone a business card? I couldn't remember either. A couple weeks ago, I was heading to a Berkeley Haas alumni event with plans to meet new people (with exactly zero business cards). So I asked Claude to create a digital card with a QR code linking to my LinkedIn profile. Within minutes, I had one saved to my phone. And off I went. My QR code helped me add several new amazing humans to my network. No awkward real-time searching and hoping the Wi-Fi cooperated. Then it got better. I shared my little AI tip with a few former Microsoft colleagues. And before I knew it, Mark Flores ✨ gave my plain QR code a glow up and added a profile photo and headline. AI gave me exactly what I asked for (a QR code). Mark saw it and made it better. That's what I love about sharing ideas with collaborative teams. Someone brings a fresh perspective and builds on it. So in the spirit of sharing simple hacks that work. Here's the prompt you can use to create your very own (and add your own flair). Copy and paste this prompt: Create a LinkedIn QR code card as a PNG. Place my profile photo in a circle at the top, followed by my name [Your Name], my professional headline [Your Headline], and the words Scan to connect on LinkedIn. Add a QR code in LinkedIn blue linking to [Your LinkedIn URL]. Include my full LinkedIn URL below the QR code and a light grey border around the graphic. Verify that the QR code works. Not every useful AI experiment needs to be groundbreaking. In this case, it gave a great conversation starter for in-person networking events. And saved me from ordering 500 business cards I'll probably never use ;-)
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Marie Borgesson liked thisMarie Borgesson liked thisI'm part of the 9% of people in UK tech who come from a low-income background. We often act like the best people get the best opportunities in tech, regardless of where they come from. But that's not how it works. To this day, it’s not unusual for me to be the only person in the room who didn't go to private school or an elite university. It's part of why I've chosen to build Dex. And right now, AI is making that worse, not better. Left unchecked, the technology recreates and accelerates the same old biases. If we're training hiring tools to reward the same universities and companies recruiters have always favoured, we'll keep giving the same people the best opportunities. I got lucky, and I broke into tech on my own. Plenty of kids just as good as me - and loads more who're better - never catch the breaks I did. That's a big part of what we're trying to change with Dex. A logo tells you where someone sat for 40+ hours a week. It says nothing about what they did while they were there. At Dex, we spend the time getting to know engineers and understanding what they're capable of. Then we connect them with some of the best startups in the world. We're regularly placing engineers of all backgrounds into roles paying £150k, £200k and more. I'd love to see more people who grew up like me landing these jobs. There's no good reason why the school you went to should determine how far you can go in your career. If you're an exceptional software engineer looking for your next move, we'd love for you to talk with Dex: meetdex.ai
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Marie Borgesson liked thisMarie Borgesson liked thisWhen I was younger, I made a pretty significant contribution to a project. My boss told me, “Your contribution was huge. We’re adding something extra to your next bonus, so you can really look forward to it.” Naturally, I was excited. $10,000? Maybe $20,000? Actually, considering how much I’d contributed, $50,000 didn’t seem completely unreasonable. Yes, I had quite an imagination back then. A few months later, I received my bonus statement. This was back when we still got paper payslips. I opened it with great excitement. $1,000. My disappointment somehow turned into hatred. 😂 Looking back, $1,000 was a perfectly nice bonus. Nobody had promised me $50,000. I’d invented that number entirely on my own, with a little encouragement from my boss. That was when I learned how dangerous expectations can be. I’ve seen the same thing happen in game development. Remember when game companies used to launch mysterious countdown websites? A countdown, a cryptic image, maybe a few clues. Players would spend days imagining what incredible announcement was coming. By the time the countdown reached zero, some people had already convinced themselves that their dream game was about to be announced. Then came the actual announcement. Sometimes it was a perfectly decent game, but it wasn’t the game people had imagined, and the reaction could be brutal. The problem wasn’t necessarily the announcement itself. It was the gap between what people expected and what they actually got. It happens in business too. People sometimes exaggerate what they can deliver, make bold promises, or bluff a little to get others excited. I’ve seen plenty of that over the years, and sometimes it works. A little confidence can help get a project moving, win support, or convince people to take a chance on something. The trouble is, people don’t always judge your results against what’s reasonable. They judge them against what you led them to expect. You can deliver something genuinely good and still leave people disappointed. Push that gap far enough, and disappointment can turn into resentment. I don’t think making bold promises is necessarily wrong. Sometimes you need a little bravado to get things moving. But if you’re going to raise expectations, you’d better be prepared to meet them. If my boss had simply handed me an unexpected $1,000 bonus, I probably would have been delighted. He could have bought my gratitude for $1,000. Instead, he spent $1,000 making me hate him. Quite an achievement, really. 😂
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Marie Borgesson liked thisMarie Borgesson liked this150 students in one degree. 3 got jobs. 1 is still in the industry... That is one class, reported by a graduate this year. Here is the part nobody puts in the brochure: 1- The pitch. This year, a private VFX school answered a public warning about the industry with: With around 1.5 to 2 million artists worldwide, the industry cannot be as bad as it is presented here. Then it invited readers to book an appointment with one of its advisors. 2- The math. 42% of recent graduates are working jobs that do not need their degree. The degree got them to the door. It did not get them through it. 3- The gap. The average job search now runs 6.6 months. Nobody prices that into the tuition. Nobody tells student to start searching for a job 6 month before graduating. The people selling the ticket in are not the ones who have to tell you the truth. If you are one of the 147, you are not the problem. You trained for an industry that changed its rules while you were still in class. The door did not disappear. It moved: junior roles at smaller studios, internships, outsourcing teams, contract and freelance work. That is where a lot of careers are starting now, and some of them turn into the studio job later. Keep making work. Keep applying. Just apply where the door actually is. How many people from your class are still making art for a living?
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Katrina Mosson
How do studios “keep up with the Joneses” on salaries without breaking themselves? It has been a while since I have been vocal on here. I am times feel it has lost its strengths to lots of samey same content written and shared in the same ways. One thing that I have been thinking about a lot lately is salary differences across the games industry. It has always existed, but in recent years the gaps have become enormous in some cases. The same development role can carry a salary difference of £20k, £30k or often more depending on the company. Not because the work is necessarily more complex or the person significantly more experienced but because one studio simply has deeper pockets, needs to grow quickly or is prepared to pay whatever it takes. So, who is to blame? The large corporations pushing salaries up? Studios following the crowd because they are scared of losing people? Projects Suffering! Recruitment leaders who encourage businesses to “match the market”? Or candidates who understandably accept the best offer available? Perhaps nobody is entirely to blame. Equally, perhaps we all play a part. Higher salaries can attract great talent, solve an immediate hiring problem and help a studio scale quickly. They can also improve someone’s life and we should never make people feel greedy for wanting to earn what a company is willing to pay them. But what happens when those salaries are built for rapid growth rather than long-term sustainability? We have seen the consequences: restructures, redundancies, cancelled projects and talented people suddenly entering the market with salary expectations that smaller or more cautious studios simply cannot meet. Then come the golden handcuffs. People stay in roles they no longer enjoy because moving would mean taking a significant pay cut. Others spend months searching because their previous salary has become the benchmark, even when it was well above the wider market. Of course, studios need to remain competitive. But competitive doesn’t always have to mean “pay more than everyone else.” Career development, strong leadership, interesting work, flexibility, stability, benefits and genuinely good culture all have value. The problem is that companies cannot underpay people and expect those things to magically make up the difference either. There has to be a sensible middle ground. Is paying £20k above the market a smart investment or are we creating a problem that will eventually correct itself, painfully? And who carries the biggest responsibility for keeping salaries fair, competitive and sustainable? Interested to hear perspectives from developers, studio leaders and recruitment teams. I suspect the answers will be very different depending on which side of the table you sit.
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