How to hire a video game creator

How to hire a video game creator, step by step

Here's a step-by-step video game creator hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a video game creator job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new video game creator
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your video game creator job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a video game creator for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a video game creator to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a video game creator that fits the bill.

   Here's a comparison of video game creator salaries for various roles:

   Type of Video Game Creator	Description	Hourly rate
   Video Game Creator		$11-56
   Game Designer	A video game designer is responsible for making a concept of a video game and creating the storylines, scenarios, maps, character development, user interfaces, and in-game objectives. Typical responsibilities include adding computer scripting using computer software, which will then generate events, objects, commands, and characters that end-users can choose from to interact with during the game... Show more	$28-61
   Video Producer	Generally, a video producer manages and coordinates different aspects of the video production process. Video producers establish and develop multimedia content for internal corporate announcement videos, customer stories, and any other business projects... Show more	$16-47

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Video Content
   • YouTube
   • Animation
   • Adobe Premiere

   Responsibilities:

   • Manage all aspects of post-production including video synchronization, DVD duplication, and video editing.
   • Research and development into cross-platform mobile development, focusing on rapid application prototyping and development.
   • Review most important game of the industry, both AAA and Indie.

3. Make a budget

   Including a salary range in your video game creator job description is a great way to entice the best and brightest candidates. A video game creator salary can vary based on several factors:

   • Location. For example, video game creators' average salary in wyoming is 58% less than in alaska.
   • Seniority. Entry-level video game creators earn 80% less than senior-level video game creators.
   • Certifications. A video game creator with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a video game creator's salary.

   Average video game creator salary

   $53,470yearly

   $25.71 hourly rate

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   Entry-level video game creator salary

   $24,000 yearly salary

   Updated December 21, 2025

4. Writing a video game creator job description

   A job description for a video game creator role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a video game creator job description:

   Video game creator job description example

   Deloitte Studios is a full-service creative agency within Deloitte Digital. A newly formed group that brings together our Digital Experience capabilities and our Advertising/Marketing teams into new kind of Creative agency. An agency that, coupled with the power of Deloitte Digital, combines creativity and technology to tell new stories in new ways. We are a collection of artists, analysts, strategists, engineers, writers, makers, business-builders, designers, and dreamers with offices in Chicago, Denver, Los Angeles, New York, San Francisco, and Seattle. We work alongside broader Deloitte to create brand momentum, bringing people closer to the things they care about and driving businesses forward.
   What you'll do
   
   The Social Media Video Creator will collaborate closely with strategy and account management teams day-to-day. Reporting into the Associate Strategy Director - Social, they will lead the creation of TikToks, Reels and other social video content on a key entertainment brand. The ideal candidate will be able to find powerful, creatively fertile ideas and turn those ideas into compelling and engaging social content. In your role, you will:
   
   • Plan, design, develop and execute TikToks, Reels and other social video content
   
   • Understand how to natively capture content within Instagram, TikTok and other social platforms
   
   • Be able to shoot and edit video content out of app
   
   • Be a creative collaborator: Have the ability to be the voice of the brand and the influencer to create content that is authentic and powerful for all channels
   
   • Support social video post copy development
   
   • Support the development of always-on content calendars by collaborating with social strategists and social media managers
   
   • Execute inspirational briefs and strong partnership with strategy teams
   
   • Use your knowledge of social video trends across TikTok and Reels to inform content creation
   
   • Understand reporting and optimization recommendations based upon relevant KPIs to optimize social video content
   
   Qualifications
   
   Required:
   
   • Bachelor's degree or higher preferred
   
   • 2+ years at a social, digital, creative or branding agency
   
   • Proficiency with a range of Adobe Creative Products (ex. Premiere, Photoshop, Illustrator)
   
   • A passion for social culture and the evolving digital/social media environment
   
   • Exceptional communication skills, both written and visual
   
   • Exceptional time & project management skills with the ability to manage deliverables across an array of brands
   
   • Strong eye for detail, ensuring the quality and accuracy of all materials that leave the agency
   
   • Remain confident and resilient when challenged
   
   • Ability to travel up to 30% on average, based on the work you do and the clients and industries/sectors you serve
   
   • Must be legally authorized to work in the United States without the need for employer sponsorship, now or at any time in the future
   
   Preferred:
   
   • Sharp, questioning mindset
   
   • Self-starter with a willingness to roll up sleeves in a fast-paced environment and balance multiple work responsibilities
   
   The Team
   
   The Deloitte Studios Team sits within our Advertising, Marketing & Commerce (AM&C) group.
   
   Within our group, we create content, communications, and experiences that engage and inspire our clients' customers to act. We implement and operate the technology platforms that enable personalized content, commerce and user-centric experiences. And, in doing so, we transform our clients' marketing and engagement operations into modern, data-driven, creatively focused organizations - all built to drive growth.
   
   Our AM&C offering serves our clients through the following types of work:
   
   • Advertising campaign ideation, development and execution
   
   • Cross-channel customer engagement strategy, design and development to include the creation of omni-channel digital experiences across web, mobile, social, physical, AR/VR, voice, gesture, IoT, and video
   
   • eCommerce strategy, implementation and operations
   
   • Marketing Content and digital asset management solutions
   
   • Marketing Technology and Advertising Technology solutions
   
   • Marketing analytics implementation and operations
   
   • Acquisition and engagement campaign ideation, development and execution
   
   • Agile based, design-thinking, user-centric, empirical projects that accelerate results
   
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   kwdeldigdesignusa
   
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   deloittestudios
   
   AMC2021
   
   #LI-AB2
   
   All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or protected veteran status, or any other legally protected basis, in accordance with applicable law.

   Copy this example

   

5. Post your job

   To find the right video game creator for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with video game creators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit video game creators who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your video game creator job on Zippia to find and attract quality video game creator candidates.
   • Use niche websites such as dice, engineering.com, stack overflow, it job pro.
   • Post a job on free websites.

6. Interview candidates

   Recruiting video game creators requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   If your interviews with video game creator applicants aren't enough to make a decision, you should also consider including a test project. These are often the best, most straightforward, and least bias-prone ways of determining who will likely succeed in the role. If you don't know how to design an appropriate test, you can ask someone else on the team to create it or take a look at these websites to get a few ideas:

   • TestDome
   • CodeSignal
   • Testlify
   • BarRaiser
   • Coderbyte

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new video game creator

   Once you've selected the best video game creator candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new video game creator first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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