Library | Game Industry Library

Employment

Życiorys Zawodowy

Jan Piotr Szpetulski-Łazarowicz is a seasoned financial executive and strategic advisor with over fifteen years of experience in corporate finance, auditing, and operational management. Holding a Master’s degree in Economics from the University of Warsaw, his career trajectory reflects a deep specialization in mergers and acquisitions, capital raising, and financial reporting standards. His professional background is rooted in high-level auditing roles at major firms such as EY and Mazars, where he managed complex financial audits and due diligence processes with a focus on International Accounting Standards and internal controls. The scope of his expertise extends across various industry segments, including technology, sports management, and the gaming sector. Between 2019 and 2022, he served in critical leadership capacities as a COO, CFO, and interim executive for several high-growth entities such as Nevomo, Booksy, and Console Labs. During this period, he was responsible for overseeing financial operations, tax structuring, and budgeting, while also facilitating the listing of companies on the NewConnect market. Currently, he serves as a Partner at Qualia Advisory, a boutique firm focused on investor relations and transaction advisory. In addition to his executive roles, Szpetulski-Łazarowicz maintains a significant presence in corporate governance within the Polish gaming and technology industries. Since 2020, he has held a seat on the Supervisory Board of PlayWay S.A., a major player in the global gaming market, and serves as the Chairman of the Supervisory Board for Freemind S.A. His international experience includes a tenure as Vice President of the Board for Babi Yar in Kyiv, Ukraine. This combination of operational leadership and supervisory oversight highlights a career dedicated to financial transparency, strategic growth, and the professionalization of corporate structures in Central and Eastern Europe.

employment salary poland

PlayWayJun 2025

Legal

Professional CV: Ludwik Leszek Sobolewski

Ludwik Leszek Sobolewski is a highly experienced legal and financial executive with a career spanning over three decades in the capital markets and corporate governance sectors. Holding a law degree from Jagiellonian University and a Diplome d’Etudes Approfondies from Université Paris-Assas, he possesses professional qualifications as both an advocate and a legal advisor. His career is defined by high-level leadership roles within major financial institutions, most notably serving as the President of the Management Board of the Warsaw Stock Exchange from 2006 to 2013 and subsequently as the President of the Bucharest Stock Exchange from 2013 to 2017. His professional trajectory demonstrates a deep integration into the European financial landscape, including a twelve-year tenure as Vice President of the National Depository for Securities in Poland and a role as an advisor to the Council of Ministers. Since 2022, he has served as a member of the Supervisory Board for PlayWay S.A., a prominent entity in the gaming industry. His current professional activities extend across multiple sectors, including his role as President of Emerging Europe Marketplace and his involvement as a partner in a specialized law firm. The scope of his expertise is further evidenced by a broad portfolio of supervisory board positions held between 2018 and 2025. These roles cover diverse industries such as media, investment, and interactive entertainment, including positions at Red Carpet Media Group, EduGames, and Wildlands Interactive. This extensive background in market regulation, corporate strategy, and legal oversight positions him as a central figure in the Polish and Romanian capital markets, providing significant strategic value to the gaming and technology sectors through his governance and legal expertise.

employment salary poland

PlayWayJun 2025

Legal

RB ESPI 6/2025: Appointment of Management Board Members for a New Term

The Ordinary General Meeting of PlayWay S.A., a prominent Polish game developer and publisher, convened on June 30, 2025, to formalize the leadership structure for the upcoming term. Through the adoption of resolutions 19 and 20, the shareholders reappointed the existing leadership team to their respective roles. Krzysztof Kostowski continues his tenure as the President of the Management Board, while Jakub Trzebiński retains his position as Vice President. This decision ensures executive continuity for the Warsaw-based company, which is known for its extensive portfolio of simulation titles and its unique incubator business model. The appointments comply with Polish capital market regulations regarding current and periodic information provided by issuers of securities. Both executives have confirmed that they do not engage in any activities competitive to PlayWay S.A. outside of the enterprise. Furthermore, neither individual participates in competitive entities as partners or board members, nor are they listed in the Register of Insolvent Debtors maintained under the National Court Register Act. These declarations serve to mitigate potential conflicts of interest and verify the professional standing of the leadership team. This administrative action reflects the company's adherence to corporate governance standards and statutory reporting requirements for publicly traded entities in Poland. By maintaining the current management composition, PlayWay S.A. signals a commitment to its established strategic direction and operational stability. The reappointments are effective immediately for the new term, reinforcing the roles of the key architects behind the company's market position within the global gaming industry.

employment game-publishing poland

PlayWayJun 2025

Legal

CV: Michał Markowski, Dr inż., ACCA

Michał Markowski is a highly experienced executive specializing in finance, information technology, and mergers and acquisitions within the Polish market. His professional trajectory demonstrates a unique intersection of technical engineering and high-level financial management, supported by a PhD in Computer Science and an ACCA qualification. The primary focus of his career involves leading large-scale corporate restructurings, managing private equity-backed ventures, and overseeing significant state-level financial initiatives. Key achievements include serving as the CFO of Rockfin S.A., a major engineering firm with 1 billion PLN in revenue, and holding pivotal roles within the Polish Ministry of Treasury. During his tenure with the government, he was instrumental in creating the Polish Investments Program, which deployed over 30 billion PLN in financing. He also managed the consolidation of the chemical sector to form Grupa Azoty, coordinated the successful turnaround of the national airline PLL LOT from near-bankruptcy to profitability, and oversaw IPOs and share sales valued at approximately 12.5 billion PLN. The scope of his expertise extends into the technology and gaming sectors, evidenced by his current supervisory board memberships at major Polish gaming and tech companies such as PlayWay S.A. and LiveChat S.A., both valued at approximately 1 billion PLN. His background also includes entrepreneurial success, having founded an accounting firm and a retail network, as well as early-career experience as a software developer. This combination of deep technical knowledge in C++, C#, and SQL with sophisticated financial modeling and M&A strategy positions him as a versatile leader capable of navigating complex industrial and digital transformations.

employment mergers-acquisitions poland

PlayWayJun 2025

Legal

Current Report No. 15/2025

The decision to downsize the development team assigned to Project Gemini is presented as a response to contractual uncertainty with Square Enix Limited, the publisher of the work‑for‑hire title. The governing legal basis is Article 17(1) of the MAR Regulation, and the announcement follows a prior report that halted development activities on 1 June 2025. The reduction targets more than 60 employees who were engaged in the European‑based production effort under the publishing agreement. The core rationale stems from Square Enix’s failure to provide a subsequent execution contract extending the original publishing agreement, leaving the partnership without a binding framework for continued work. This lack of a new contract generated significant doubt about the feasibility of maintaining the collaboration, prompting the board of PCF Group S.A. to initiate the workforce cut. The move reflects the company’s risk‑mitigation strategy in the absence of guaranteed revenue streams from the project. The scope of the decision is confined to the PCF Group’s European development operations for Project Gemini, operating under a work‑for‑hire model. No quantitative analysis or external survey underpins the decision; it is based solely on internal contractual review and legal compliance. Future developments concerning Project Gemini will be communicated through separate current reports in accordance with applicable legal requirements.

employment game-development europe

PCF GroupJun 2025

Report

Top Game Creators Academy: 入学式/懇親会を開催しました

The Top Game Creators Academy (TGCA) was inaugurated on 25 April 2025 as a joint initiative of the Cultural Agency, the Japan Arts and Culture Promotion Agency, and the Computer Entertainment Association (CESA) to cultivate next‑generation game creators capable of delivering original IP that can compete globally. Ten selected teams—five groups and five individual creators—were formally admitted, accompanied by thirty‑five advisors who will provide ongoing mentorship, specialty guidance, and business support throughout a two‑year development cycle. The program draws on the Cultural Arts Activity Strengthening Fund, allocating public resources to enable intensive, mentor‑driven training. Each creator cohort is paired with a dedicated mentor from leading studios such as Bandai Namco, Capcom, and Square Enix, while sixteen specialty advisors cover visual art, engineering, design, sound, and project management, and nine business advisors address marketing, finance, and legal matters. Progress meetings occur monthly, fostering collaborative feedback within multi‑person groups rather than one‑on‑one pairings. Participants will showcase their work at major industry events, beginning with an online appearance at CEDEC in July 2025, a debut at Tokyo Game Show in September 2025, and subsequent exhibitions at the Taipei Game Show in January 2026, with potential expansion to international venues such as Gamescom in 2026. The cohort aims to graduate by March 2027, having refined both creative and commercial competencies to launch globally competitive titles.

game-development funding employment+3

CESA – Computer Entertainment Supplier's AssociationMay 2025

Legal

Sprawozdanie o Wynagrodzeniach Członków Zarządu i Rady Nadzorczej PCF Group S.A. za Rok 2024

The 2024 fiscal year for PCF Group S.A. was characterized by a strict adherence to established remuneration policies during a period of significant financial contraction. The primary objective of the compensation framework was to align executive pay with market standards and long-term stability while maintaining the independence of the Supervisory Board. Total compensation for the Management Board, represented solely by President Sebastian Wojciechowski, amounted to 1,434,863.82 PLN. This figure reflects a 21% decrease compared to the previous year, driven largely by the absence of variable performance bonuses. The President’s earnings were primarily derived from a service agreement for production leadership and a U.S.-based employment contract, supplemented by a fixed monthly corporate fee and minor non-monetary benefits such as private medical care. In contrast to the reduction in executive pay, the average salary for the Group’s employees rose by 10.67% to 116,932 PLN. This divergence occurred against a backdrop of substantial financial challenges, as the Group reported a net loss of 175.3 million PLN for the year. Supervisory Board members received fixed annual compensation ranging from 36,000 PLN to 75,500 PLN, consisting of monthly fees and meeting stipends. These payments were designed to ensure objective oversight, and as such, included no variable components, non-monetary benefits, or compensation from subsidiary entities. The Group maintained high levels of transparency and regulatory compliance throughout 2024, reporting no deviations from its Remuneration Policy. No financial instruments, such as stock options or shares, were granted or offered to any board members during this period. Furthermore, the governance of these compensation structures remained stable, following the shareholder approval of the previous year’s remuneration statement without objection. This fiscal approach emphasizes a commitment to policy consistency and cost management during a period of negative net earnings for the organization.

salary employment europe+1

PCF GroupMay 2025

Report

2025 Game Industry Salary Report

The 2025 Game Industry Salary Report provides a comprehensive analysis of compensation, job security, and workplace sentiment among video game professionals in the United States. Based on a July 2025 survey of 562 industry professionals, the findings reveal a landscape defined by high average earnings contrasted against significant instability. The study maintains a 3% margin of error at a 95% confidence level, covering various industry segments including AAA, indie, and co-development studios. The average annual salary for U.S. game professionals reached $142,000 in 2025, with a median of $129,000. While 60% of respondents saw pay increases over the previous year, a profound sense of financial and professional dissatisfaction persists. Over half of the workforce feels undercompensated, a sentiment that is more pronounced among women, non-binary individuals, and non-white workers. Data highlights a persistent wage gap, with non-white workers earning 27% less than their white peers and women earning 24% less than men. Industry stability remains a primary concern following a period of intense volatility. One-fourth of respondents experienced a layoff within the past two years, and nearly half of those individuals remain unemployed. Consequently, 80% of professionals view game development as less secure than other career paths. Despite these fears, 82% intend to remain in the industry for the next five years. The report also tracks emerging labor trends, noting that 64% of workers support unionization and 56% are interested in joining a union. Remote work remains dominant, with approximately 60% of developers in programming and design roles working fully remotely. While 85% of employees receive health insurance, other benefits like childcare subsidies remain rare, leading 11% of the workforce to take on side hustles to meet financial needs or seek creative fulfillment.

salary employment market-analysis+2

Game Developers ConferenceMar 2025

Legal

Remuneration Report 2024

The Remuneration Report 2024 for Remedy Entertainment Plc details the compensation framework and specific payments made to the Board of Directors and the Chief Executive Officer for the 2024 financial year. The primary objective of the compensation policy is to align executive interests with the company’s strategic goals, long-term financial performance, and shareholder value. The report covers the Finnish company’s operations and provides a five-year comparative analysis of executive pay relative to financial performance and average employee salaries from 2020 to 2024. Financial data indicates that Remedy experienced significant revenue growth in 2024, reaching EUR 50.7 million compared to EUR 33.9 million in 2023. Despite this growth, the company reported an operating loss (EBIT) of EUR 4.3 million, though this was a notable improvement from the EUR 28.7 million loss in the previous year. During this period, the average salary of a Remedy employee remained stable at EUR 63,907. Remuneration for the Board of Directors is strictly fee-based, with the Chairman receiving EUR 54,000 and other members receiving EUR 36,000 annually. Board members do not participate in share-based incentive schemes. However, Chairman Markus Mäki also serves as Chief Product Officer, receiving an additional EUR 92,490 in fixed salary for that role. CEO Tero Virtala’s total compensation for 2024 was EUR 290,060, consisting of a EUR 210,240 fixed salary and EUR 79,820 in long-term incentive rewards. The CEO’s incentive structure includes six active option plans with subscription periods extending through 2030, though no options were exercised or sold during the 2024 financial year. The report concludes that all payments were made in accordance with the resolutions of the Annual General Meeting and the company’s established Remuneration Policy.

salary employment finland

Remedy EntertainmentMar 2025

Report

Australian Video Games Industry Policy Platform: February 2025

The Australian video games industry represents a vital economic sector, generating $339.1 million in revenue and supporting 2,465 full-time positions during the 2024 fiscal year. With 93 percent of revenue derived from international markets and over half of all studios anticipating continued income growth, the sector is positioned to evolve into a global powerhouse. The primary objective is to scale the industry to a $1 billion valuation by 2030, a goal that necessitates a strategic shift toward long-term policy frameworks, increased federal investment, and enhanced export support to facilitate international publisher partnerships and local intellectual property development. To achieve this growth, the industry requires a modernized regulatory environment that replaces fragmented, reactive policies with evidence-based standards. Current classification and online safety laws often impose disproportionate burdens on developers, hindering innovation. By streamlining these frameworks and reducing administrative red tape, the government can provide the certainty required for studios to scale operations. Furthermore, the industry advocates for a more integrated approach to public policy, specifically by leveraging "serious games" to address societal challenges and fostering closer alignment between government initiatives and the practical needs of game developers. Sustaining this trajectory also depends on addressing critical structural challenges, particularly regarding talent acquisition and capital access. The industry faces persistent talent shortages that demand improved migration pathways and a renewed focus on STEAM education to build a robust local workforce. By combining these educational and immigration reforms with targeted research and development incentives, Australia can foster a competitive ecosystem that attracts international investment while empowering domestic studios. Ultimately, the transition to a billion-dollar industry relies on a collaborative partnership between the public and private sectors to prioritize innovation, intellectual property protection, and sustainable economic development.

market-analysis market-forecast employment+1

Interactive Games and Entertainment AssociationFeb 2025

Report

Game Developer Employment: Career Formation of Student Game Creators 2019 Survey 2025

The 2025 Japanese survey of students’ career aspirations investigates how the role of “game creator” is perceived across gender, age, and educational level, aiming to gauge the pipeline of future talent for the domestic game development sector. It encompasses elementary, middle, high‑school, technical‑college and university respondents nationwide, providing a comprehensive snapshot of attitudes toward a profession that remains peripheral in the broader labor market. Findings reveal a stark gender divide. Among male pupils in elementary and middle school, the game‑creator career ranks first overall and consistently appears within the top two choices for grades three through nine, indicating strong early enthusiasm. In contrast, female students place the same role far lower, with the position falling to nineteenth overall for females and remaining near the bottom of their preference lists at every age level. When respondents reach higher‑education stages, roughly eighty percent of those who still consider the occupation view it primarily as a professional pathway rather than a hobby or ancillary activity. The data suggest that while the game‑creator profession enjoys robust appeal among young males, it fails to attract comparable interest from females, potentially limiting diversity in the future workforce. The pronounced early‑stage gender gap underscores the need for targeted outreach, curriculum development, and mentorship programs that can broaden awareness and appeal among female students, thereby strengthening the talent base for Japan’s evolving game industry.

employment diversity-inclusion market-analysis+1

CESA – Computer Entertainment Supplier's AssociationJan 2025

Report

The Romanian Video Games Development Industry

The analysis presents a comprehensive overview of Romania’s video‑game development sector, focusing on revenue performance, geographic concentration, and workforce trends over the past decade. Its central thesis is that the industry has experienced rapid expansion, with total turnover rising from roughly €119 million in 2015 to more than €340 million in 2024, while the number of active studios grew by 70 % within the same period. Revenue concentration is illustrated by a ranking of the top thirty developers, highlighting that multinational publishers such as Electronic Arts Romania (Bucharest) and Ubisoft Romania (Cluj‑Napoca) dominate the market, together accounting for a substantial share of the €340 million total. Mid‑size studios—including Amber Studio (Iași), Green Horse Games (Ilfov), and Playtika (Brașov)—contribute notable percentages, ranging from 5 % to 15 % of overall earnings. The data also maps studio locations, revealing a strong clustering in Bucharest, Cluj‑Napoca, Iași, and Brașov, with emerging hubs in Timișoara, Turda, and Arad. Workforce figures show headcount increasing from 279,986 employees in 2015 to a projected 343,160 in 2024, reflecting a 12 % annual growth rate in personnel. Productivity, measured as turnover per employee, rose by 7.4 % over the ten‑year span, indicating that revenue gains are not solely driven by hiring but also by higher efficiency. Service‑oriented companies and international providers together represent 51.5 % of the sector, underscoring the importance of outsourcing and cross‑border collaborations. The scope encompasses the entire Romanian market, covering all development, publishing, and service activities from 2015 through 2024. Figures appear to be compiled from company‑reported revenues, employee registers, and regional studio counts, suggesting a mixed methodology of financial reporting and industry surveys. Overall, the evidence points to a robust, diversifying ecosystem that is increasingly integrated with the global video‑game supply chain.

market-analysis employment salary+2

RGDAJan 2025

Report

Association of Swedish Game Developers: 2024 Report

The 2024 overview of Sweden’s games industry presents a comprehensive assessment of the sector’s performance, challenges, and forward‑looking dynamics within the Swedish market. It argues that, despite a noticeable wave of studio closures, the industry remains resilient and is entering a phase of regeneration driven by regional clusters, targeted investment schemes, and internationally successful titles. Analysis of the year shows that development activity is increasingly concentrated in hubs such as Skövde, where new studios have emerged and produced world‑hit games like *Satisfactory*, a title that secured both D.I.C.E. and Golden Joystick awards. This creative output underscores Sweden’s capacity to generate globally competitive products even as legacy firms exit the market. Growth is attributed largely to coordinated programmes—including Redeye Gaming Day, Invest in Games, and the EU‑funded CDG‑Booster mentoring cohort—that channel capital, mentorship, and market access to emerging developers. The findings highlight a sector that, while contending with consolidation pressures, is expanding its export footprint and sustaining employment through the formation of new companies and the scaling of award‑winning projects. Investment in talent development and cluster formation emerges as a decisive factor in maintaining Sweden’s reputation as a leading European game‑development hub. Overall, the 2024 snapshot confirms that Sweden’s games industry, spanning development, publishing, and ancillary services, continues to generate significant economic value and cultural impact, positioning itself for sustained growth in the coming years.

market-analysis game-development employment+1

Spelplan-ASGDJan 2025

Report

The Game Industry of Poland: 2025

Collective work under the direction of dr Jakub Marszałkowski dr Jakub Marszałkowski, Indie Games Poland, Poznan University of Technology (chapters 3, 5, 8, 9) Eryk Rutkowski, Polish Agency for Enterprise Development (chapters 2, 4, 6) Wojciech Trusz, Creative Industries Institute (chapters 1) Piotr Milewski, Sirius Game Studio, Gdynia Maritime University (chapters 7) Game Industry Conference team: Olga Matej, Agnieszka Wołoszyn, Kacper Żubryk, Hanna Marszałkowska, Dominik Latos Extra data minin...

market-analysis employment investment+3

Polish Agency for Enterprise DevelopmentJan 2025

Report

Employment Issues in Video Game Development: Spain

The guideaims to help video‑game publishers, developers and related staff in Spain navigate employment legislation while fostering safe, productive workplaces. It stresses that compliance with the Workers’ Statute, the 2022 labour reform and the Remote‑Working Law is essential to avoid costly legal sanctions and to protect staff from the health‑risk phenomenon known as “crunch.” Key findings highlight the danger of false self‑employment, where workers appear independent but are actually subject to employer control. Spanish courts identify dependency, subordination and fixed remuneration as hallmarks; violations can trigger Social‑Security fines of €3,750‑€12,000 per worker, plus surcharges up to 150 % of unpaid contributions. The guide confirms that indefinite contracts are the default; fixed‑term contracts are permissible only for production‑related needs or to replace absent employees, with a maximum six‑month duration for the former and 90 days per calendar year for the latter. Misusing temporary contracts converts the relationship to permanent status and incurs fines of €751‑€7,500 per affected employee. Remote work must be voluntarily agreed, cover at least 30 % of a worker’s time, and include employer‑funded equipment costing roughly €25‑€35 per month; non‑compliance also attracts fines of €751‑€7,500. Occupational‑risk prevention is mandated under Law 31/1995, with penalties ranging from €45 to €983,736 depending on severity, and requires systematic risk analyses to curb physical and psychosocial harms linked to crunch periods. Additionally, firms must maintain objective daily time‑recording systems, respect the irregular distribution of hours (up to a 10 % pool, notified five days in advance), and implement digital‑disconnection protocols, equality plans for organisations with over 50 employees, and whistle‑blowing channels. Overall, the guide provides a practical checklist for Spanish video‑game companies: verify contract types, assess self‑employment arrangements, formalise remote‑work agreements, enforce occupational‑risk measures, and ensure accurate time‑keeping and compliance with broader digital‑and‑equality obligations, thereby reducing legal exposure and promoting healthier work environments.

employment game-development europe+1

AEVIJan 2025

Report

Aspectos Laborales en el Desarrollo de Videojuegos

The guide aims to equip professionals in the Spanish video‑game sector with a practical framework for complying with national labour legislation while fostering safe, flexible and sustainable work environments. It stresses that employment relationships must be governed primarily by the Estatuto de los Trabajadores and the 2022 labour reform, positioning indefinite contracts as the default model and limiting temporary contracts to production‑related needs or substitution of specific workers. Key legal risks are highlighted, notably the use of “falso autónomo” arrangements. Indicators such as dependence, lack of entrepreneurial risk, fixed remuneration and provision of equipment can reclassify a contractor as an employee, exposing firms to Social Security back‑payments of up to €50 000, fines ranging from €3 750 to €12 000 per case and additional penalties of 100‑150 % of the owed contributions. Incorrectly formalised temporary contracts trigger automatic conversion to permanent status and fines between €751 and €7 500 per affected worker. The document outlines the regulatory regime for teleworking, requiring a voluntary agreement, employer‑borne provision costs of roughly €25‑35 per month, and detailed specifications on schedules and monitoring tools. Non‑compliance is penalised as a grave infringement with fines identical to those for improper temporary contracts. Prevention of occupational risks, especially the “crunch” phenomenon, is mandated under the 1995 Prevention of Risks Law; violations can attract fines from €45 up to €983 736, and employers may face civil liability for work‑related injuries or illnesses. Additional obligations include mandatory daily working‑time records introduced in 2019, the use of irregular‑hour distribution up to 10 % of total hours with five‑day notice and strict rest‑period safeguards, and the implementation of digital‑disconnection protocols, equality plans for firms with more than fifty employees, whistle‑blowing channels and digital‑device usage policies. The guide, authored by legal experts and industry consultants, synthesises statutory provisions and recent reforms to provide a comprehensive compliance checklist for developers, publishers and marketing teams operating within Spain’s

employment salary spain+1

AEVIJan 2025

Legal

Current Report No. 18/2025: Decision to Reduce the Bifrost Project Development Team

The decision to downsize the development team for the Bifrost project was formally adopted on 4 June 2025 by the board of PCF Group S.A., headquartered in Warsaw, invoking the authority granted under Article 17, paragraph 1 of the MAR Regulation. The primary objective of the decision is to align the project’s staffing levels with the company’s strategic shift toward self‑publishing, financed entirely from the Group’s own resources. Implementation of the decision will affect more than fifty employees, who are subject to termination of employment. Remaining staff members have been offered relocation to other ongoing projects within the Group, reflecting an effort to retain talent while consolidating development activities. The action follows an earlier suspension of work on Bifrost reported on 1 June 2025, indicating a continued reassessment of the project’s viability. The scope of the announcement is limited to PCF Group’s internal operations, covering its Warsaw‑based corporate entity and its self‑publishing development model. No external market or geographic data are presented, and the report does not rely on survey methodology; instead, it is based on internal governance procedures and legal compliance requirements. Future updates concerning Bifrost will be communicated through separate current reports in accordance with applicable legal provisions.

employment game-development game-publishing+2

PCF GroupJan 2025

Report

PowerUP: Spelbranschen – en svensk basnäring

Sweden’s video‑game sector is positioned as a culturally driven, “born‑global” industry that, despite generating more than SEK 3.5 billion in revenue and employing over 15 000 staff abroad, remains fragmented and under‑supported at the national level. The analysis maps the ecosystem of roughly 1 000 firms—87 % micro‑enterprises, 42 % with no employees, and only 1 % large companies—highlighting that 97 % of studios rely on regional clusters such as Skövde, Malmö and the northern hub, which suffer from chronic under‑financing and a lack of long‑term planning. The sector’s growth is constrained by low legitimacy, inadequate national financing mechanisms, and regulatory barriers that impede talent recruitment, especially for start‑ups and regional firms. Key findings show a mismatch between the sector’s cultural impact—average player age 32, documented benefits for creativity, problem‑solving, STEM interest and mental health—and the absence of coordinated public‑private structures to translate these gains into economic value. Comparative data reveal Sweden’s early‑stage funding to be far below peer EU nations, while the talent pipeline is strained, with a projected need for 25 000 developers over the next decade and 40 % of the current workforce being foreign‑born. The report recommends establishing a comprehensive national game strategy, a dedicated investment fund modeled on Industrifonden, long‑term financing for regional clusters, and a Swedish games institute to de‑risk commercial projects and retain IP ownership. To secure sustainable growth, the analysis calls for reform of innovation metrics, inclusion of game‑specific occupations in labour policy, expanded vocational and research education, and the separation of cultural and commercial funding streams. By implementing these measures, Sweden could elevate its position from the EU’s fourth‑largest producer to a leading contender alongside France and Germany by 2025.

market-analysis employment sweden

DataspelsbranschenJan 2025

Report

Game Developer Survey 2025

The 2025 Game Developer Survey captures the technology preferences and strategic shifts of game studios worldwide, focusing on platform targets, engine adoption, 3D creation tools, backend services, analytics, user‑acquisition solutions, and generative‑AI usage. By segmenting respondents across six studio‑size categories—from solo developers to enterprises with over 100 employees—the survey reveals how development priorities evolve as companies scale and as pricing models change. Unity remains the most widely used engine, yet studios of all sizes report a notable decline in planned future use, driven by Unity’s revised pricing that introduced a 25 % increase for enterprise licenses and an $2,200 per‑seat fee for pro users. Open‑source alternatives such as Godot and Defold are gaining traction, while Unity’s ProBuilder and SideFX’s Houdini emerge as the fastest‑growing 3D modeling and level‑design tools, especially among studios under 100 employees focused on PC and web titles. Conversely, Adobe’s suite and Autodesk products experience the steepest drop‑offs, with declines ranging from 4 % to 10 % in anticipated usage. Backend infrastructure shows a shift away from Photon, whose hybrid‑plus offering has sparked a modest decline, toward Edgegap, which leverages bare‑metal and cloud resources to deliver cost‑effective matchmaking. Xsolla’s recent rollout of loyalty programs, regional tiering, and cloud‑gaming integration underscores a broader move toward web‑based delivery and progressive‑web‑app capabilities, particularly in the MENA region. Analytics remain dominated by Google, but Mixpanel records a 120 % surge in interest, buoyed by a new startup‑focused pricing tier that promises over $150 k in value for qualifying studios. User‑acquisition trends indicate a universal retreat from Apple Search Ads after its shift to a cost‑per‑tap model, while privacy‑centric platforms such as Tenjin and Branch experience rapid adoption, leveraging OpenAI‑enabled features and enhanced compliance tools. Generative AI is employed across a spectrum of development stages—from storyboarding to performance optimization—but studios report a consistent decline in its use for content creation, with smaller teams showing a 7 % drop and larger teams a 5 % reduction. Overall, the survey highlights a diversification of technology stacks, a cautious response to pricing reforms, and an accelerating embrace of open‑source, cloud‑native, and AI‑augmented solutions as the industry navigates

market-analysis game-engines game-development+2

KonvoyJan 2025

Report

Impact Report 2025

The FY 2025 impact analysis presents Electronic Arts’ comprehensive ESG strategy, arguing that responsible stewardship of people, planet, and data is integral to sustainable growth in the interactive‑entertainment sector. By quantifying progress across talent, climate, privacy and security, the report demonstrates how the company translates corporate responsibility into measurable outcomes while maintaining its global market position. Across a workforce of more than 6,000 employees worldwide, 83 % now have access to internal AI tools, and 17 % of new hires are returning staff, contributing to an industry‑leading attrition rate of –0.1 %. Expanded benefits—including paid parental leave and bereavement support—paired with a balanced gender composition, underpin the talent‑focused results. Community engagement generated 18,000 volunteer hours and $5.9 million in investments, reinforcing the social dimension of the strategy. Environmental performance shows a clear downward trajectory: total operational emissions fell to 6.6 Mt CO₂e in FY25, down from 7.3 Mt in FY24 and 10.6 Mt in FY23, with Scope 1 emissions at 2.98 Mt and Scope 2 (market‑based) comprising the remainder, while energy consumption reached 380,859 GJ, fully sourced from office operations. The company’s carbon‑neutral status and renewable‑energy initiatives address identified climate risks such as acute physical events, volatile energy prices, rising carbon costs and emerging reporting regulations. Data‑privacy and security are governed by a privacy‑by‑design framework overseen by the Audit Committee, delivering explicit player notice, consent and control, data‑minimisation, and partner‑risk contracts. The security management system aligns with ISO, NIST and CIS standards, undergoes annual independent validation, operates a 24‑hour SOC and mandates annual training for all staff. An articulated AI governance model completes the governance pillar, ensuring responsible deployment of emerging technologies. Collectively, these initiatives illustrate a holistic, globally scoped commitment to ESG excellence throughout FY 2025.

diversity-inclusion sustainability global+1

Electronic ArtsJan 2025