skip to Main Content

Game Designer Job Description

How to Hire a Game Designer

Once you have selected your Job Description download it or convert it to a Job Advert. From here you can post/advertise your job across our network of job boards. If you wish to use the job description for a CV Template click through for advice and Convert to a CV

Game Designer Job Description

We are actively searching for a Game Designer who has a passion for all genres of games and passion for coding and storytelling. You also need to understand the industry, our target market and  audiences. Working as a Game Designer you can expect to manage teams of programers, artists, animators and sound engineers

Your responsibilities will also include developing design and gaming protocols, defining game-play mechanics, coordinating with other game designers, ensuring quality, and meeting with company executives.

It is important that you plan schedules and work with budgets.

To deliver as a Game Designer, you should have exceptional coding skills, happy working long hours, thrive under pressure and be passionate about making games that are original and ground-breaking.

Suitable candidates will have experience in game design, knowledge of computer systems and languages, excellent communication and collaboration skills.

Game Designer Duties and Responsibilities

  • Enthusiasm and knowledge of the industry.
  • Relevant certification in programing languages.
  • Portfolio of sample projects.
  • Bachelor’s degree in game design, computer science or computer engineering.

Game Designer Skills and Requirements

  • Create innovative games for entertainment or education purposes.
  • Pitch new game ideas to executives and clients.
  • Conceptualise and develop characters, rules, settings and storeys for new games.
  • Prototype new games.
  • Follow industry trends and good practises.
  • Lead and manage multiple teams and projects.
  • Monitor work, cash flows and control budgets.
  • Develop design and gaming protocols.
  • Enthusiasm and knowledge of the industry.
  • Relevant certification in programing languages.
  • Portfolio of sample projects.
  • Bachelor’s degree in game design, computer science or computer engineering.

Personalising Your Game Designer Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


Back To Top