Related Documents
Legal
Request to Place Certain Matters on the Agenda of the Extraordinary General Meeting of PCF Group S.A.
A shareholder holding roughly 41.7 % of PCF Group S.A.’s capital formally moved to place on the agenda of the extraordinary general meeting of 13 November 2024 a resolution to adopt an amended remuneration policy for members of the Management Board and Supervisory Board. The amendment is presented as a means to align board compensation with the company’s updated business strategy, to increase transparency, and to set a clear effective date for the new framework. The revised policy defines a two‑part structure of fixed cash salaries and performance‑linked variable bonuses, the latter capped at five times the fixed component and payable only after audited year‑end results. Variable pay is tied to a range of targets, including net profit, share‑price performance, individual objectives and quality metrics specific to the gaming business. Non‑monetary benefits such as family medical coverage, company‑provided devices and directors‑and‑officers liability insurance are granted, while pension, early‑retirement and equity‑based programmes are excluded. Compensation levels are benchmarked against market standards and calibrated to individual responsibilities and strategic goals. The extraordinary general meeting approved the amendment, confirming the supervisory board’s authority to negotiate and approve remuneration, to set termination and non‑compete terms, and to govern contracts under appointment, employment or civil‑law agreements. The policy applies to PCF Group S.A., a Polish‑based entity operating in the video‑game sector, and is effective from the date stipulated in the resolution, superseding the previous version. The changes reflect a broader corporate‑governance effort to tie executive pay more closely to measurable financial and operational outcomes.
PCF GroupOct 2024
Report
White Paper Catalan Video Game Industry 2023
The 2023 white paper on Catalonia’s video‑game industry presents a detailed assessment of the sector’s economic performance and labour dynamics for the year 2022. It establishes that the regional market generated €709 million in revenue, reflecting a 7.5 percent decline compared with the previous year, while employment rose to 4 619 workers, an increase of 8.7 percent. This juxtaposition of falling turnover and rising headcount suggests a shift toward more labour‑intensive activities, such as development and ancillary services, even as overall sales pressures persist. The analysis situates the sector within Catalonia’s broader creative economy, emphasizing its continued relevance as a source of high‑skill jobs and its capacity to attract talent despite modest revenue contraction. The data underline the resilience of the local ecosystem, which appears to be sustaining employment growth through diversification and possibly increased public or private investment in development capacities. Overall, the findings portray a video‑game industry that, while facing short‑term market headwinds, maintains a solid employment base and remains a pivotal component of Catalonia’s digital and cultural output. The report implies that strategic support and continued innovation could reverse the revenue dip and further strengthen the region’s position in the European gaming landscape.
DEVJan 2023
Report
Gamedev Salary Pulse 2026: North America, Western Europe, Nordics, Central and Eastern Europe
The game development industry is currently navigating a period of profound structural instability, characterized by widespread workforce reductions and a pervasive sense of professional anxiety. Despite the rapid integration of artificial intelligence, the primary driver of current career displacement remains studio restructuring rather than technological replacement. While the majority of the workforce remains employed in hybrid or remote roles, a significant portion of professionals are actively reassessing their career trajectories. This climate of cautious realism is reflected in market sentiment, where nearly 40 percent of industry participants anticipate further decline, leading to increased emotional fatigue and a shift in priorities toward time-based benefits, such as the four-day workweek, over traditional office perks. Geographically, the industry maintains a clear hierarchy in compensation, with North America consistently commanding the highest salary tiers across all seniority levels. In contrast, Central and Eastern Europe continue to function as the most cost-effective hubs for talent acquisition. This regional disparity underscores a broader trend of geographic diversification, as studios balance the need for specialized expertise with the economic realities of global operations. Although the workforce remains mobile, the prevalence of remote work has effectively anchored many professionals, creating a distinct divide where on-site employees demonstrate a significantly higher propensity for international relocation compared to their remote counterparts. The current landscape is defined by a maturing workforce dominated by mid-to-senior level professionals, accompanied by a concerning decline in new entrants. This demographic shift, coupled with the ongoing volatility in employment, has necessitated more flexible recruitment strategies. Studios are increasingly moving away from traditional hiring models, favoring diverse solutions that range from subscription-based flat-fee packages to comprehensive recruitment process outsourcing. As the industry continues to evolve, these data-driven benchmarks serve as a critical framework for both studios and professionals attempting to navigate the complexities of global compensation and shifting labor market dynamics.
8BitMar 2026
Report
Cyprus Game Industry: Senior+ Employment Landscape 2025
The study examines the senior‑level employment landscape in Cyprus’s game industry for 2025, drawing on an anonymous survey of 113 professionals and a comparative analysis with European peers. Findings reveal that senior‑plus talent in Cyprus exhibits low job mobility, with 71 % reporting no change in the past year and only 20 % moving voluntarily. When moves occur, they are largely strategic, aimed at improving compensation or scope rather than reacting to instability. Senior professionals prioritize financial reliability, clear role definitions, and predictable work environments over brand visibility or rapid career acceleration. Lifestyle factors—including climate, taxation, and family considerations—reinforce long‑term retention and reduce relocation willingness. Job security perceptions are higher in Cyprus (average 2.68 on a 5‑point scale) than across Europe, yet the expected risk of job loss in the next year is also higher for many roles. Burnout and limited professional development opportunities emerge as key structural risks, with 66 % reporting burnout and only 53 % receiving employer‑funded training. Overtime is common, with 27 % working one to two times a month and 45 % accepting it as part of leadership duties, contributing to long‑term fatigue. Salary data show Cyprus median salaries for senior roles (e.g., €98 k for top management) below European averages, while desired salaries are substantially higher (e.g., €135 k for top management). Relocation openness is moderate, with 36 % not open and 32 % very open; visa support, health insurance, and relocation bonuses are the most valued benefits. Overall, the market is mature but faces challenges in retaining talent through sustained engagement and development rather than short‑term compensation incentives. The primary risk for employers is gradual burnout and skill stagnation hidden behind long tenure, rather than sudden turnover.
Values ValueMar 2026