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Adam Levenson Snr Director Audio and Talent at Activision meets Interactive Selection

Adam Levenson met David Smith from Interactive Selection and Game Careers at the Develop conference in Brighton, UK. Adam serves as Director of the Central Audio and Talent groups at Activision where he oversees original music, sound effects, post-production, audio technology, voiceovers, celebrity talent, and scriptwriters across Activision portfolio of titles. In addition, he is spearheading the creation and implementation of shared audio standards and technologies across Activision’s global studios. He joined Activision in 2006 as the Director of Central Audio. He has more than 17 years experience in video game audio production having contributed to games as a composer, sound designer, supervisor and audio director. Prior to joining Activision, he founded Immersive Sound, a full-service game audio production company where he directed audio production for publishers such as Electronic Arts and Atari, both companies he later worked with as Audio Director. Before this, he worked on the award-winning audio team at Interplay Entertainment and began his career in audio production at Trilobyte. Prior to joining the video game industry, Mr. Levenson worked as a recording artist and performing musician for several years.

His advice to audio people looking to work on the music for an Activision game: “I think the most important thing is, do your homework. If you want to work for Activision, learn about the company, do some research, find out the recent titles, know what they are all about and figure out how you can contribute to those games. That is really critical. A cold call is great, but you need to do your homework in advance so that when you get on the phone with someone like myself you know what you are talking about. The other important thing is to have demo material ready. If you’re a creative person, make sure you have your reel prepared and make sure it shows the best of your work. People often think they are supposed to show X, Y and Z, NO. We want to know what you do best and what your unique contribution is going to be. Those are the two most important things.”

Louis Castle CEO of InstantAction and TorquePowered speaks to Interactive Selection

Are you passionate about the latest and greatest web-gaming technology? Lou’s company has over 100 staff in three arms: TorquePowered.com, which sells Torque game engines. InstantAction.com, which publishes 3D games in browsers and a game studio, which creates games for InstantAction and beyond.The company is constantly on the look-out for new talent in game development, engine marketing, and online project management. They hire both experts in the field and promising up-and-comers who are ready to create high quality games and engines. David Smith of Game Careers  and Interactive Selection caught up with Lou at the Develop conference in Brighton, UK. Lou’s tip is “no matter what you do have some amount of editorializing that you have to do to your portfolio. I really encourage that less is more, pick your absolute best stuff, pick as few things as you possibly can that will really show your talent and abilities. When you go into an interview, go in open minded because every culture and company is different, having recruited both at Westwood and EA which have very different cultures. I see way too many times people are trying to include everything and are very methodical about approaching a job. The most important question I ask when people are coming in is what’s your future look like? Where do you want to be in a couple years and how does your personal aspiration fit in with the company and what kind of positions that company is looking to fill. Going back to why we are a great place to work, one thing we are committed deeply to is growing people and their careers and helping them move up to the next level. It has allowed me to work with some fantastic people and keep working with great talents that grow in the industry.”

Reality of H-1B visas for USA - 120000 applicants for quota of 65000 in 2 days.

It has been impossible for US games companies to bring in overseas nationals for at least 6 years. There is a small quota of visas and these are massively oversubscribed on the day of release 1st April. Game developers need overseas talent to join in line with their project timetable and cannot wait until the next 1st April to partake in the lottery of current applications. It is a non starter even for those companies with the best immigration lawyers. The recent downturn has increased calls from protectionists in the USA that see US workers without a job. It is political hot potato to change the current system. If you are interested in working in games in the USA, our advice is to consider Canada or other attractive locations like Australia. Interactive Selection has hundreds of clients around the world so please contacts us to hear more. The Lou Dobbs report from March 10, 2008 on how there is no tech worker Shortage and how the H-1B guest worker Visa program has been proven to “labor arbitrage” US workers.

H1B Visa in 2007 and 2008 hard to get one - and 2009 and 2010!

If you are an American reading this, you have no need to worry. If you are from outside of the USA and would like to work in the USA you have a problem. The H1B visa (Green Card) is impossible to get and has been in possible to get for several years if you work in games development. “Don’t bother trying” is the advice of Interactive Selection. The best lawyers working for the best game publishers and developers cannot get them so you can really write off a job in the USA for now until President Obama sorts out the current immigration policy. There is always Canada and some other great alternatives. Speak to your Interactive Selection consultant.

10 Job Search tips from global games recruiter Interactive Selection

1. ALWAYS REGISTER WITH AT LEAST ONE AGENCY

You cannot know of all the vacancies that exist in the marketplace. It is our job to know. We don’t promise to know every one, but we do know of 95% and more importantly, we know exactly who to get your resume or CV to. Don’t assume that all resumes or CV’s sent to a company find their way to the right person’s desk.

2. SELECT YOUR AGENCY CAREFULLY

Who has given you a good service in the past? Which agencies have a good reputation and which ones have appalling reputations? Ask around. Study testimonials on site like LinkedIn.

3. BEWARE REGISTERING WITH MULTIPLE AGENCIES 

Candidates good at their jobs need only work with one agency (to help organise interviews for them). Candidates only average at their job should register with different agencies in different areas of expertise – they will need more help. Do NOT register with as many agencies as possible. Some companies reject resumes or CVs if received from more than one agency because they do not want to risk disputes with different agencies. Also individual recruitment consultants value the trust of exclusive relationships and will not spend as much time on candidates that they know have registered with multiple agencies.

4. PUT TOGETHER A PROFESSIONAL RESUME OR CV

Speed isn’t everything in finding your next job. Even top artists can design adisappointing resume or  CV. Get your agency to advise you on your resume or CV. They are probably writing resumes or CVs every day of the week and they know what makes a good one. You may only do it once every few years.

5. THINK ABOUT YOUR JOB HUNTING STRATEGY

Think about what you realistically want from your next job. Apply for jobs that you stand a chance of getting! A senior artist job in one company may be just as prestigious and well paid as a lead artist in another company. Be flexible about the location that you want to work in. Don’t rule out relocating for the right job. This is expected more and more.

6. COMMUNICATE YOUR STRATEGY TO YOUR AGENT AND MAKE SURE THEY FOLLOW IT

Discuss your strategy with your agent to make sure it is realistic. If it is, don’t let your agent send your resume or CV just anywhere. It may damage your credibility and could cost you your existing job!

7. KEEP A RECORD OF WHERE YOUR RESUME OR CV HAS BEEN SENT

By all means allow your agent a free hand in selecting companies for you – only if you want your agent to have this freedom. Remember that you will get a bad reputation in the marketplace (as well as the agent) if you resume or CV goes to a company that already knows you or which you subsequently have to disappoint.

8. TALK REGULARLY WITH YOUR AGENT

A good agent will always find time to talk to you. If they cannot take the call immediately, they should at least be able to return your call. The best agents are extremely busy and do not have the time for everyday chats, but they should be able to take a call every 2 weeks or so. Beware of agents that never return phone calls!

9. DONT TOLERATE POOR STANDARDS FROM A BAD AGENT!

Find a good agent and develop the relationship with him or her. If you hit a serious problem, you can terminate your relationship with an agent at any time, provided that you let them know of this, preferably in writing. You are the principal and they are working for you! Most agents are professional and doing their best. But don’t tolerate bad practice or sloppy behavior. Your reputation within the marketplace is at stake.

10. DON’T PANIC!

The economic climate is not good but it is improving slowly. There IS demand for game professionals provided you show a little flexibility in salary and location. Your time will come, so stay calm. A good agent will not stop working for you. You have someone looking after your interests. Work together and in 6 months time you will be wondering what all the fuss was about!

Hello world!

Welcome to Interactive Selection USA - the lastest initiative from Interactive Selection – the first and only global games recruiter. We offer more help to more international job seekers in video games than anyone else! Register your interest today. It free at http://www.jobsdbase.net/register.asp