Anonymous asked:
Well that was heart-wrenching… I like to sit here and accuse Telltale’s management of being short-sighted and careless, but to actually read about it from former employees how projects are just tossed around at random, politics are more important than anything in the creative process, the top people just make decisions on whims, and everyone on the bottom is overworked and underpaid because they know their reputation will attract new employees they can use up and spit out, is… again, heart-wrenching.
It does confirm a lot of my suspicions about why TWDG: S2 came out so horrible, as well my reasoning for why the bulk of the project leaders from the first game abandoned the company not long after the first game’s success. The sad thing is most people will continue to buy TTG’s products as they either won’t notice or care about the drop in quality, thus vindicating management’s policies as if people can seriously think S2 was anywhere as good as the original TWDG, why bother making changes? It still sells, probably on brand recognition at the moment, and most people can’t tell the difference. Who cares if it’s junk? =/
I’m going to paste a couple of excerpts from Glassdoor.com that I found the most telling.
From Oct. 16, 2013
The creative side of the business is terrific. There are some amazing people at Telltale. Some of my best friendships were made at the company, and they still make amazing games. I think the company itself is on the way up, business wise.
The management are, honestly, not right for the job. While the studio is doing well financially, it’s not at all fun to work for them. Micromanagement from above is very common, which is frustrating at a studio with so much genuine creative talent. Also, production schedules mean the studio is in a state of constant crunch. There’s questionable transparency, and compensation is pretty poor, even within the games industry.
Please let your employees do their jobs and don’t micromanage. You hired amazing people, trust them!
From Nov. 26, 2013
The low pay wouldn’t be as bad if it were hourly and you got time and a half, but it’s not. Which leads to… - It’s salaried. It can be a blessing and a curse but mostly a curse. On the one hand you have predictable income. On the other, overtime is essentially free work. Which leads to… - Constantly feeling that you should work lots of overtime. It may be a culture thing. People there are pretty passionate. They stay the extra hour or two to work on whatever their assignment is to make it better. I prefer a more balanced work/home life but it’s not unheard of to have people working 7 days a week near crunchtime. Which leads to… - Scheduling being unrealistic. Getting a week long project to a finished state within 2 days is beyond reason. It always feels like we’re in a constant state of crunch with more deadlines ever looming. Which leads to… - Lack of clear direction. You may have several people telling you what to do and sometimes it’s contradictory. There needs to be some sort of consolidation of supervisory roles or change in how Production works.
From Mar. 14, 2014
There’s a lot of jerking from one project to another that was going on when I left. It seemed like the focus was on throwing projects at the wall to see what stuck, and there was no real project-wide QA going on– builds were tossed into full QA with little or no oversight, wasting tons of time and effort on games that were broken as hell. No real source control or test environment for the game engine either, leading to days of being blocked because the engine couldn’t properly be reverted, even if that was the route you wanted to go.
From Aug. 20, 2014
I did meet some cool people and make some great friends. You will also get to meet some amazingly talented people. You won’t need to pay rent because you will be expected to live at the office. All of the extreme pizza you can eat. No need for a spouse life partner. The Tool will give you all the love you need.
Management is utterly incompetent. The Tool is a one of the worst pieces if software ever created by man. If you don’t work overtime all the time you’ll be in the dog house (<1% raise.). If you complain about too much crunch you’ll be given the “games can be lucrative” talk. You good ideas will be stolen and bad ideas will be blamed on the team. They can’t give you a raise because then they’d have to give everyone a raise. Appearances(being in the office all the time) are more important than productivity. Your ability to stroke ego will get you farther than any job skills. If you tell them where you are going when you leave some of the higher ups will try to sabotage your egress. One of my testers had a death in the family, he was told “you can mourn after we get Walking Dead out”. Seriously, I was given no end of flack about him asking for time off in the middle of crunch.
Seriously this is the WORST place I’ve ever worked. I have never worked that hard to be marginalized. Now I work in REAL software and make about 4X what I made at TTG. You guys need to be better to your people. QA is not lucrative. Programming is not the only valuable role.
From Jan. 12, 2015
Simple things like Task tracking are non-existent, meaning that the schedules in place are a complete mess. I’ll often be given two weeks on a task, but be required to switch to a different, equal task after the first week, with the expectation that I’ll simply crunch to make up for the fact that my schedule keeps changing. it is incredibly rare for me to have any sort of solid idea about what task I will be assigned more than 4-5 days in advance, meaning that I can never budget my time or plan my effort. This ends with everything being a Rush job, with cut corners, and tons of crunch.
The basic way tasks get done here, given the schedule, is that person A will have an Idea, they will then give a rough description of that idea to Person B, who will work on the task for a few days. Then the schedule will get messed up, and person B will be moved away, and the task will fall to Person C, who will have no explanation of what is happening. Person C will then finish the task as best he can, and the task will go up for a Review. The people in the Review will dislike how the Task turned out, and be confused as to why Person C got it so wrong. Instead of telling person C what went wrong, The task will then be removed and given to person D. The end result is, as a developer, I have no sense of ownership or vision for the work that I am doing . I was not there at the start, I won’t be there at the end, and 99% of the time any creative input I bring to the table will be either rejected outright, or lost due to churn. This goes doubly so if you are a veteran with experience.
Telltale likes to do things the Telltale way. They think that they invented storytelling. If you have previous experience from another game studio, Keep it to yourself. When people ask “why are these workflows so bad?” and “why are these schedules so messed up” management simply gets frustrated and tells you “things are different here”. Telltale seems to dramatically under-pay it’s salaried employees, when compared to industry norms. They have a n incentive bonus program that is downright Insulting, with bonuses below 100$ being pretty common for the majority of employees. The employee refferal program here is a prize wheel, and putting your reputation on the line to refer a friend, earns you the chance to spin for such prizes as a Gamestop gift card, or an Applebees gift card. If you have enough experience to know what you want out of a company , Go somewhere else.
From Jan. 14, 2015
Insane production schedules. Over the last few years, the games have ballooned in scope, but the time allotted to make them has remained the same. Management tries to solve this problem by simply throwing more people at the project, which often creates more problems than it solves. You’re trying to build scenes before they’re even finished being designed or written.
Crunch is “voluntary” in that nobody is telling you you have to do it (usually), but if you take any pride in your work, it’s probably going to be necessary in order to ship something you’re comfortable putting your name on, because the schedules are completely unrealistic. Even if you do manage to go home at a reasonable time, you will feel like a jerk because so many of your colleagues are still there. A milestone is set, everyone on the team agrees that there’s no way we’re going to hit it, but everyone’s so afraid of the executives that we have to pretend we’re going to hit it and kill ourselves trying. Then, when the date arrives, executives look at the game, see that it’s not done, and push the milestone back, so you have to continue killing yourselves until then. Rinse and repeat.
Every aspect of the game is subject to the whims of the executives and marketing, and they won’t take no for an answer. There is little oversight from executives for most of the development process, but whenever they do look at the game, you can expect to throw out substantial amounts of your work and start over because they changed their minds about something. No decision is ever final until the game is out the door (or sometimes after, in a day-one patch). Bottles of hard liquor kept on people’s desks are increasingly common. This is not an affectation; it is necessary when you’re at work at 1 in the morning because somebody decided at the last minute that your scene would be better if everybody moved three feet to the left and were crouching instead of standing (hypothetical example).
Make a decision and commit to it. The difference between us and those TV writers/producers you like to put on PowerPoint slides is that those guys are working from a finalized script that is then shot and cut. They’re not rewriting the show while/after it’s shot. (Okay, sure, substantial changes can happen during post-production, but they’re still limited by the footage that they have.) Just because it’s possible for us to change almost anything up until we ship doesn’t mean we should. I loved working here when I first started, and I still love the actual work that I’m doing. But the more I see of the decision-making process and office politics behind the scenes at the higher levels, the more demoralized I become. I realize that you guys are just trying to make the best games possible, the same as any of us. But the toll that it’s taking on employees is too much. My mental health and my marriage have suffered as a direct result of this job. That’s not something we can just brush off with a “that’s just the way it is in this industry.” It doesn’t have to be. Telltale is actually really close to being a great place to work, if we could just scope/schedule our games realistically, make a plan and stick to it, and trust that people are capable of doing their jobs (and get rid of the ones who aren’t). Also, don’t fire me for writing this (I doubt it would be difficult to figure out who I am if you want to). I love the company culture and the people I work with, and I’m writing this because I want things to improve instead of having to leave (and because we were all asked to do Glassdoor reviews).
From Jan. 22, 2015
Management is extremely unprofessional: Managers don’t schedule regular 1:1s with their employees Opaque goals and rewards for advancement Lack of clear feedback The voices of those empowered to do great things are drowned out by incompetent people who have managed to play the political game extremely well After 2 years of releasing the same type of game, the company still doesn’t know how to properly schedule an episode The company has stagnated in terms of its product and is dedicated to churning out the same thing episode after episode Below market pay – ESPECIALLY for the SF Bay area Bonuses for episodes being released on time but no bonuses for episode quality – this incentivizes people to take shortcuts and then blame each other when an episode doesn’t come out on time The company does not identify creative leaders or empower them: one game had 8 pillars as its core. Anyone who has been in the industry knows that pillars need to be player-facing features that speak to what a team will build; this is just one example of the lack of professionalism within the company
From Jan. 24, 2015
Fear-inducing attitude and childish behavior by execs ruins every attempt at creating a stable, trusting, and collaborative process to create games. Constant crunch. There’s no way to have a schedule that matches scope in this place. Everything is changing constantly, goals are consistently shuffling and priorities are never set for more than a few hours. Staff is jerked around from project to project with little to no warning. And even then they are never given time to ramp up on a property and often aren’t aware of what the goals are for their new assignment. It’s never possible to see a schedule with scope in mind. There’s some hilarious template based on the first few games the studio made that is being used (10 years later!!), and it’s not even close to realistic for the work that’s needed for new properties. No one cares about people saying work will take longer than they’re being given anymore. And if they did care, there was absolutely nothing they could do about it besides agree. There’s literally no change process other than bending to the whims of the execs and scrambling to hit dates. And scrambling = seriously long hours daily for months and months at a time. Often decisions that are dictated early in production are reversed later in production, requiring people to redo work constantly. This is not “iteration” - it is clear that the execs don’t understand how to make the games better. It’s all just a stab in the dark, and they won’t listen to the team say the new changes won’t make the game better. Product reviews are horrendous and extremely long and painful meetings where feedback from anyone other than execs is pointless. It’s never a discussion about how to improve the game. The pay is a joke for the area. Everyone on development side needs around a 30% bump to even come close to the bottom of average salaries for other bay area game companies. Politics everywhere. If you don’t know how to play politics here, you’re in trouble. Bonus scheme is literally a scheme - often less than $150 per episode. It’s insulting.
From Jan. 25, 2015
-Culture of Fear -Producers and Upper Management are a TOXIC mix of Arrogance and Ignorance -A lot of inbred talent who have never experienced other productions -If you have experience, this is not a place for you. Stay away! -One of the worse, most insulting gaming jobs I have ever had. -Inexperienced People running important production tasks. -Tribal knowledge, no real clear onboarding process -Execs quickly forget who made their product -Worse bonus program in the industry. $95 bonus for working over time is common. -Worse Salaries in the area. Below average Industry Salaries -Incredible Attrition, when I was there droves of experienced and loyal employees were let go -Producers make creative decisions and when it goes wrong they point fingers -Worse Production Schedule in the Industry -0 Career Opportunities -No Exit strategy -0 Stock program -No original IP -
From Jul. 6, 2015
All that greatness is dragged down by a terrible culture, which stems from the ego, insecurity, temper and lack of communication skills at the very top of the org chart. Telltale’s culture is all about overworking, backstabbing, undermining and generally seeing employees as expendable cogs.
From. Jul. 13, 2015
As the title suggests, working at the company is like running around with 13 year old boys in the wild west with no adult supervision. It’s a joke. They’ll lie about benefits to get you in the door, because they don’t care about keeping people, just hiring more. Nobody cares about morale, or rewarding good behavior. They will gossip like crazy, not tell you if they gave issues until it is too late, and the list goes on. Turnover is insane, because of all the reasons listed on the other reviews on here (the positive ones exist because the company asks people to do so).
Yeesh, they make these upper management people sound worse than even the most caricatured of meddling executives, and even positive reviews sometimes mention the management is a nightmare that doesn’t know what they’re doing.
One of the most common “Pros” for these Glassdoor reviews is that you get to work on exciting IP’s. I remember reading an article about how a lot of big movie companies get Visual Effects houses to work under strict single payments because a lot of people working at these places are just excited to contribute to their favorite franchise, or even just to put their work out there for a big audience.
The VFX company “Rhythm & Hues” went bankrupt doing the visual work for “Life of Pi”, a movie 80% filmed in a swimming pool surrounded by blue screens. When Bill Westenhofer accepted the Academy Award for Best Special Effects for Life of Pi, he tried to talk about this issue and how his company went bust just to make this movie. They Oscars played him off… with the Jaws Theme.
At least with that, these people’s enthusiasm were exploited to make something they could be proud of, even if it meant they had to lose their jobs to make it. Small comfort I know, but reading these Glassdoor reviews for Telltale, and seeing what they did with S2, it sounds like they exploit employee’s passion and enthusiasm, just to make fettered swamps of nonsense to shove out at about $5.00 an episode.
I guess if nothing else, I feel confident in my decision to not buy their games anymore. Honestly, I’d rather had been proven wrong though. =/
