Forartists and animators, with or without industry experience, a good demo is the key to getting that dream job. Many of the companies I deal with will look at your demo first and CV second, so if your demo doesn’t hit the nail on the head you really have no chance of being asked in for interview. I have taken sometime to speak to some lead artists and computer games companies to get an insight on what they consider to be a good demo and what good ideas and tips I could pass to you. This information sheet is intended to be a broad guide to help you focus your demo. Please remember it is for animators, artists, juniors, concept artists and for those wishing to enter the industry, so if you are purely a 2d artist please don’t get hot under the collar about creating top notch animation cycles! If you want more specialised advice please do contactus but make sure you have read this first. For new candidates please ensure youhave registered your details at with us at email@example.com
Firstly some general hints and tips that apply to everyone trying to find a job in the industry.
- If in doubt, keep it out. Your portfolio must be a small, high quality portion of your work. If you are going for a specific role i.e. texture artist make sure you show relevant work, i.e. textures, Environment Artist, just environments – NOT coke cans, your animation reel and some characters you’ve done! If you are going for a more general role then show only your very best work. If you have any doubts about a piece of work it doesn’t belong in your show reel; Bin it.
- Excuses don’t work. Great quality demos take time and without them you won’t get a job. I don’t want to know if you were too busy at uni / in your current job / down the pub / leading the life of an international playboy and/ or your dog ate it. It doesn’t really matter. Without a demo I can’t get you that interview. So try to find some time and focus on putting together your work.
- Keep it simple # 1: Presentation. It may sound strange, but companies often prefer a simple show reel. File your images in an easy to understand manner i.e. concept / models/ animations/ texture maps. I don’t like files that need to be downloaded and take too long if I’m busy. Websites that are slow and irritating rarely get a positive reaction. Just bear in mind that the people looking at your work are very busy, so do yourself a favour and make it easy for them to see your work. Animation reels are fine on Youtube or Vimeo, art portfolios are good on PDFs, word docs or simple webpages. A good web page shows full screen sized images and is really easy to navigate. Thumbnails get on my nerves, as do slideshows. Artist fly through reels of environments or character aren’t great as they take up my time at a pace I cannot control without being able to see the detail. Also, think about what software is needed to view a showreel. Will the viewer have it (don’t think – “they should”, what if they don’t? – put it on youtube or vimeo, problem solved). At one job I had, I could not view CG Society portfolios due to my company server’s firewall setting against social networking sites and nudity. Other companies have the same server settings to stop people wasting time on facebook and watching porn. This makes CG society a bad way to show your work, as some clients will not be able to see the portfolio. Try Photobucket or Flickr instead.
- THE BEST WAY TO SHOW AN ART PORTFOLIO: I like simple websites where I can simply scroll down with my mouse and see a selection of render, wireframe, texture maps, render, wireframe, texture map etc for each image. Screen sized and simple. Nothing can go wrong then.
- Keep it simple # 2: Samples. Each sample must show a specific skill. Before you include a sample in your demo think about what it shows you can do. Individual samples are best kept simple and clutter free. If you’ve modelled a 3d character don’t put them in an environment, show the environment separately. Just light them well and keep them on a blank background, ideally from a few angles. If you’ve textured a 3d model then show the texture map independently as well.
- Don’t steal. It’s Naughty. And it won’t get you a job. The industry is small enough to make plagiarism a risky business (and lets face it, if it gets you through the interview you won’t last long in the job). If you have used someone else’s work with their permission i.e. you have animated someone else’s model, that’s fine just make sure you state what’s yours and what’s not. On a lighter note, for you juniors especially, tutorials are really good way of improving your skills but if you put them in your demo people will recognise them. And then they will point and laugh.
- NDA. Non disclosure agreements should be respected, but incomplete portfolios and demos are useless to job finders. Saying that “I have stuff I can show at interview” is not good enough. You will not get to interview unless you show your best work. You should take copies of your work as you do it and then you can show work once a game is released. You should, as a serious artist or animator, also do your own personal work, so that if you really can’t show the one game you’ve worked on, you have your own work to show. Please don’t tell me that you are too busy to do your own work (I refer you to the excuses section above). A good solution if you have sensitive material to show is to put the reel / portfolio online and password protect it. Vimeo.com reels can be password protected. Photobucket.com portfolios can be password protected. Flickr.com portfolios when set to private can only be viewed by people with the URL.
- The ultimate way to show your work is the have a breakdown associated with your reel/portfolio, particularly if you have no other way to show work except through screenshots. Clients like a breakdown as this makes it extremely clear as to what is your work and what is not. It also shows your diligent and have thought this through previously
Ok,so now I’ll just briefly outline what we need from the more specified showreel.And of course if you are an all-rounder all of this will be of interest, butfor some of you only certain advice will apply. Pick and choose as you please…
Some companies employ artists purely as 2d conceptartists, others expect all their artists to contribute to the initial artistic concepts. Either way the same rules apply. By its very nature concept art will be original, artistic, and push the boundaries of what has been seen in games previously BUT it must be USABLE and RELEVANT. You must show the conceptual journey from that initial idea that has been festering away at the back of your mind to a finished character/ environment/or level that will be useful for the rest of the art team and work well in a game. If things start getting a bit surreal, have a break and play some computer games. That’ll help you reign your ideas back in and make them more ‘workable’. A small selection of freehand work is always useful (concept artists must always be able to draw) maybe showing life drawing, still life etc. However the bulk of your work must be games relevant and can be done either free hand, or in Photoshop etc. Start with a couple of concept sketches – these can be as zany or sketchy as you like. If you are working on a character show them in action, in their environment, showing different emotions etc. Then develop that character fully. Show themfrom a few angles (front side and back), in a couple of different outfits. Colour them well. Your final piece would, in the work setting, be the basis for the 3d modellers to work from, giving them a guide for proportions etc. Texture maps will be created from your work so detail is required.
When it comes to compiling your concept demo remember tojust include your best pieces, but key pieces that illustrate the development of the original idea to finished character/ environment/ vehicle/ weapon etc.
3d Artists /Modellers
Ify ou are going for a general artist position it is best to include a mixture of character and environment models. As a general rule versatility is valuable. Of course if you are going for a specific Character or Environment modeller role just show the relevant pieces. On each model it is best to explain what software and how many polygons were used. Wireframes & texture maps should be shown separately as well as on models. Proportions are very important and can make or break a model. The Internet is a very valuable resource. Collect pictures of people with a wide range of body shapes and use them as a reference guide for building models. The same goes for cars and buildings, and organic models such as trees and plants. Take as long as you need to make your model excellent. In a work setting you’ll have to work faster but don’t worry about that until you get the job.
- Character modellers
It is important to not only model your character well, with a great sense of proportion, but also to make it interesting. When you are making your own models you have complete freedom, so go crazy. A couple of tips though. Always include some sort of human character in your reel. Monsters are all very well but you must show that you can model with a good sense of proportion. The only way of doing that is by modelling a human figure (so we have a frame of reference). Once you have that out of the way then model fantasy creatures. But steer clear of Robots if you can. For characters let’s see a warrior, a soldier, a sports athlete and an out of shape fat guy. Games relevant characters that you see in Call of Duty and Grand Theft Auto.
- Environment Modellers
Buildings,cars, organic objects and landscapes. It is best to have a selection of these things if you can. Real world environments must look real and fantasy environments must look interesting. Textures are incredibly important especially when you are building low poly buildings or cars. Put your texture maps in separately. And don’t think that cars and buildings need to look too pristine, nice scuffed up cars and buildings always look good and can show excellent use of texture. Please just model things that you would be likely to see in games. I have never seen a 6ft mobile phone or a giant Rolex watch in agame and probably never will. So keep them out of your reel please. People who get jobs in studios usually have at least 3 or 4 completed environment sets orcharacters on their portfolios. What gets used in games? For environments create the interior of dungeons, spaceships, battlefields, jungles. If your portfolio isn’t complete or games relevant then make one of each perhaps? Include some separate props such as barrels, guns, chairs too.
Justa quick word on texturing. While a lot of companies do use photo-based texturesit is always great to see hand drawn textures in a portfolio. They showartistic talent and are a valuable asset to employers. You never know when you’ll have to texture something you can’t get a picture of, or you may end up working on a cartoon style title. Texture tiles are important in anyone’s portfolio.
Again,the golden rule is ‘keep it simple’. Huge animation files that need to be downloaded don’t get the best results, simply because employers don’t have time. Keep the reels short (under 2 minutes) and no contact details please. The basic, and most important component of your animation reel is the humble walkcycle. Create a walk cycle with a great sense of weight and timing and loop it well. That is the first step. Only then include run cycles and characters being shot, getting in and out of cars, doing somersaults or the funky chicken. If you are going to animate a character with a limp please only do so after you have animated a character without one. The characters personality must come through their movements, I want to know what they are like. Fly- bys andwalk- thoughs don’t really count. A good tip is to get a piece of dialog from film or tv and then get two characters act it out. If you can bring this sceneto life in an original way, you’re in. Flair and humour really help.
A good tip for an animation reel is to put in thefollowing...
a) Walk cycle of a lifelike model starting from a standing position. When stillI want to be able to see the character breathing and blinking. Start him off moving at a walk and then pick up his pace to a run, and then back down to awalk and stop after missing his bus.
b) Show the same model sitting down. Have him get up and pick up a very heavybox, lift it up and put it on a high shelf. Once the box is on the shelf, climbup and sit next to it. I want to see the strain and effort in the body language and facial expressions.
c) Find a 30 second extract of dialog from a film, tv show etc. Animate two characters acting this dialog out.
d) I also find that clients like to see fast moving, realistic view sequences with lots of high kicks, twists, turns, running, jumping and landings are also well received.
If you can convincingly animate the above your reel will be very strong.
FX artists with games relevant reels are as rare as hen’s teeth and I can place good ones who understand what you need in videogames without a problem. Unfortunately for me, the reels I see are usually well wide of the mark. I need to see explosions, running water, still water, wind effects, weather, more explosions, lightning, fog, magic spells beingcast, fire spreading, smoke, fireballs impacting, ghosts moving etc. Again, make a dedicated games particle effects reel and I can place you.
User Interface Artists
I get lots of applications from web designers and graphic designers who think their design portfolio will get them a job as a UserInterface (UI) Artist. It will not. I don’t want to see the kitchen / gardencentre website you made, nice as it is thanks. Print portfolios are equally useless. I need to see games menu screens, heads up display (HUD) examples and game icons. What do you see on the screen in a videogame that you interact with? Ammo bars, health bars, direction arrows, hint buttons, control screens, loading screens. Play the latest games, look at what UI artists are doing, and do that in your own way. Make it relevant to genre too, e.g. Fantasy games, Sci-fi games, Kids Games etc. and have lots of different examples of styles.Show range and adaptability. If you are going for a UI role in a console studio, then show console relevant work. If the role is mobile, then show mobile size please.
You should prepare for telephone / video interviews with the same care as for face-to-face ones:
• Write 4 lists a week or so before interview if you can, keep the lists on a piece of paper in your back pocket or on a doc on your phone and read them 5 to 10 times a day to learn the contents. The lists will contain…
1. Your top 5 professional strengths, with an example of how you have used each one.
2. Your top 5 professional or personal achievements, with the back story. These can be grand sweeping achievements, or small ones where you have overcome a problem, doesn’t matter, as long as it shows you’ve gone the extra mile and done something.
3. Get the job description, print it off or copy and paste onto a document, and write a note by each point explaining how you fit that criteria.
4. Any questions you have for them.
The point of doing this is to then try to work these points into your interview. If you do so, you will tell them (1) what you are good at, (2) what you have done before, (3) how you can do their job, and (4) will cover the information you need from them. This preparation will also stop you going blank at interview and forgetting to say/ask something important. If these notes are on paper there’s nothing to stop you discreetly having them on a desk in front of you during an interview as an aide-mémoire. Don’t have them on ascreened device with screen glare shining up into your chin, instant fail.
• Readthe company website.
• Play their games, use their tech, use their apps, and research their product history.
• Research the company online, their history, founders etc.
• Read the Linkedin profile, Moby Games, IMDB, Social Media profiles of your interviewer (if you have their name) so you have a good idea of the person who you are speaking to.
• If it is a video interview, make sure you look as presentable as you would for a face to face interview.
• If a phone call, try to take the call on a landline if possible, suggest a better time if you are caught on your mobile with a poor network or distracting background noise.
• If you do have to use a mobile, turn call-waiting off so your call isn't interrupted.
• If you have an answering machine, make sure the message sounds professional and family is briefed to take a detailed message
• Make sure you are prepared. Keep all your interview details, CV, company research,pencil, paper and a diary (in case they want to hear more!) to hand where you can find it at very short notice.
• Answer the phone in a professional manner as if you were at work, and make sure there is no noise in the background.
• Learn the names of the interviewers so that you can repeat the names during the interview to create rapport.
• Beaware of how your voice sounds over the phone – maybe practice on the telephone with a friend, or record some practice answers.
Duringthe Phone Interview
• Don't smoke, chew gum, eat, or drink. Do keep a glass of water handy, in case you need to wet your mouth.
• Use the person's first name from time to time to help create rapport.
• Don't interrupt the interviewer. Speak slowly and enunciate clearly.
• Take your time - it's perfectly acceptable to take a moment or two to collect your thoughts.
• Give short answers and do not ramble. Ask the interviewer to repeat the question if you don’t fully understand it.
• Show enthusiasm for the job and company, even if you are unsure about the company orthe role.
• Don’t commit on questions on salary expectations if you do not know the local marketplace. “I am not familiar with local wage rates. I will take the rate for the job.” is always a safe answer. Another good approach is to give a range, from minimum you could accept to what you would really like at the top end. £40K to £50K for example. Ask your consultant about what is realistic for the role,location and your skills and experience.
• Rememberyour goal is to set-up a face-to-face interview. After you thank the interviewer, ask when you are likely to hear about a face to face interview.
• Smile. Smiling will project a positive image to the listener and will change the tone of your voice.
• Standup! (Or at least sit up straight). Your voice will sound louder, confident and more assertive than if you slouch or lie down.
• Tell them you want the job if you want it. This can sway the interviewer if there is any doubt.
• Companies don’t like to hear that you are working on your own projects usually, or that you have ambitions elsewhere, they want you engaged with what they are doing. If you are doing your own thing in your spare time, be careful not to give the impression that there’s something else you’d rather be doing, that’s an instant fail every time.
Afterthe Phone Interview
• Give feedback to your Big Planet Consultant. Only with your feedback will your consultant be able to help you press for a face-to-face interview. Your consultant can pass on positive feedback which can often help moving an interview forward to the next stage.
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Big Planet have won the coveted TIGA award for “Best Services Provider 2020”. This major gaming gong was awarded at the TIGA awards, held online this year over three days in late November.
TIGA is one of Europe’s largest network of independent games developers and publishers, with their flagship event the TIGA Awards Ceremony. The Awards are now in their ninth year and areone of the industry’s most exciting and prestigious events. The TIGA Awards are the only awards ceremony in the industry that recognise excellent games developed by studios from small, medium and large studios as well as the vital role of service providers and educators.
Big Planet are a Brighton based recruitment agency that specialises in the games industry, Virtual reality industry and new technology sectors. In their 7th year of business, Big Planet works with 50 of the world’s biggest games studios including Microsoft, Sony and Warner Brothers, as well as smaller independents in the UK, EU, North America and Asia. Set up by veteran Recruitment Consultant Ash Huntington, the company has grown slowly but surely and now employs 5 recruiters and admin staff and is set to expand next year.
Ash commented “We are humbled and honoured to have won the TIGA Best Service Provider Award, and would like to thank the TIGA board and judges for this recognition. We always strive to provide the best customer care possible, are genuine about quality and go the extra mile for our candidates and clients, so it’s lovely that word has got around to the great and the good of the games industry.”
At least 2020 has been good for one local business this year, hopefully 2021 will be another good one for all Brighton’s games industry community.
Big Planet is a Recruitment Agency specializing in the Videogames, Virtual Reality and New Technology Sector. We seek an experienced Administrator to work on our CRM, making job applications, organising interviews, CV formatting, and working on our business development database; adding new companies, contact details, identifying opportunities for our Recruitment Consultants and maintaining an up to date contact list of the worldwide games,VR and New Tech industries.
Skills and experience required:
- Previous professional Data Entry experience working on large data sets.
- CRM system experience.
- Fast typing speed 60 WPM
- Computer literate (Windows).
- High level attention to detail and accuracy inputting data.
- Excellent written and verbal communicationskills especially spelling/grammar.
- Can-do attitude.
- Able to work independently, on own initiative and as part of a team.
- Quick learner and comfortable with new terminology in a fast paced tech sales environment
- Happy working on repetitive tasks.
- Excellent time keeping and attendance record is expected.
- This is a remote home working opportunity open to workers in the South African region.
- Good broadband connection in your home is essential
In return we offer a competitive salary (negotiable depedning on experience). The company is growing so there is opportunity for career development at Big Planet.
Job Type: Full-time, 40 hours a week
CV to firstname.lastname@example.org apply
Big Planet have been annouced as a finalist at the Develop Star Awards, for Best UK Recruitment Agency, the "Recruitment Star" award.
Our commitment to quality recruitment and going the extra mile is recognised by this influential industry body, which is always good.
Award ceremoney is on Wednesday 4th November, tune in online to see if we can bring home the gong?
Full list of nominees here...
This policy applies to all Big Planet employees and candidates we represent.
Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person's liberty by another in order to exploit them for personal or commercial gain. We have a zero-tolerance approach to modern slavery and we are committed toacting ethically and with integrity in all our business dealings and relationships and to implement and enforce effective systems and controls to ensure modern slavery is not taking place anywhere in our own business or our supply chain.We are also committed to ensuring there is transparency in our own business and in our approach to tackling modern slavery throughout our supply chain. We expect the same high standards from all of our contractors, suppliers and other business partners. As part of our contracting processes, we include specific prohibitions against the use of forced, compulsory or trafficked labour, or anyone held in slavery or servitude and we expect that our suppliers will hold their own suppliers to the same high standards.This policy applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, officers, agency workers, seconded workers, volunteers, agents, contractors, external consultants, third-party representatives and business partners.This policy does not form part of any employee’s contract of employment and we may amend it at any time.
RESPONSIBILITY FOR THE POLICY
The MD has overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it. The Manging Director has primary and day-to-day responsibility for implementing this policy, monitoring its use and effectiveness, dealing with any queries about it, and auditing internal control systems and procedures to ensure they are effective in countering modern slavery. Management at all levels are responsible for ensuring those reporting to them understand andcomply with this policy and are given any required training.
COMPLIANCE WITH THE POLICY
You must ensure that you read, understand and comply with this policy. The prevention, detection and reporting of modern slavery in any part of our business or supply chain is the responsibility of all those working for us or under our control. You are required to avoid any activity that might lead to, or suggest, a breach of this policy. You must notify your manager or recruitment Consultant as soon as possible if you believe or suspect that a conflict with this policy has occurred, or may occur in the future.You are encouraged to raise concerns about any issue of suspicion of modern slavery in any parts of our business or the supply chains of any supplier tier at the earliest possible stage. If you believe or suspect a breach of this policy has occurred or that it may occur you must notify your manager or report it in accordance with our Whistleblowing Policy as soon as possible. If you are unsure about whether a particular act, the treatment of workers more generally, or their working conditions within any tier of our supply chain constitutes any of the various forms ofmodern slavery, raise it with your manager or the Procurement Department. We aim to encourage openness and will support anyone who raises genuine concerns in good faithunder this policy, even if they turn out to be mistaken. We are committed to ensuring no one suffersany detrimental treatment as a result of reporting in good faith their suspicion that modern slavery of whatever form is or may be taking place in any part of our own business or in any part of our supply chain. If you believe that you have suffered any such treatment, you should inform your manager or consultant immediately.
COMMUNICATION AND AWARENESS OF POLICY
Training on this policy, and on the risk our business faces from modern slavery in its supply chain will be given where needed. Our zero-tolerance approach to modern slavery must be communicated to all suppliers, contractors and business partners at the outset of our business relationship with them and reinforced as appropriate there after.
BREACHES OF THIS POLICY
Any employee who breaches this policy will face disciplinary action, which could result in dismissal for misconduct or gross misconduct.We may terminate our relationship with other individuals and organisations working on our behalf if they breach this policy.
Big Planet have just been nominated for "Best Recruitment Agency" at the 2019 TIGA Games Industry Awards. We are all very proud and are looking forward to the ceremony in November.
We are a recruitment consultancy in the video game and interactive entertainment industry, looking to add two Apprentices to our company.
· Have you just finished your A levels?
· Have a GCSE in Maths and English and are looking to join the workforce and gain a qualification at the same time?
· We are looking for an apprentice to complete a Level 3 Recruitment Apprenticeship.
· The placement will take place at our office in Hove where you will undergo training taking between 12 to 18 months.
· You will learn the ins and outs of recruitment including database management, resourcing, writing job ads, client management,permanent hires… and receive qualifications in NVQ Diploma in Recruitment as well as a theory based qualification including a BTEC Certificate in Recruitment Practice and a Certificate in Principles of Recruitment (the equivalent of 3 A levels grades A to E).
· Upon completion of the training a position will become available for the right candidate.
· This role is open to EU candidates with eligibility to work in the UK with a GCSE in Maths and English.
· You will be paid minimum wage for the role and be expected to work between 35-40 hours per week during normal office hours.
Skills and experience required:
· Excellent written and verbal communication skills
· Office work experience
· Can-do attitude, with a desire to progress and earn a career in Recruitment
· Excellent time keeping and attendance record from your previous roles
· UK work permit
· GCSEs and/or A Levels with good grades
· An interest in videogames or new technology a bonus
Apply with CV and cover letter to email@example.com
Big Planet is a Recruitment Agency specializing in the Videogames,Virtual Reality and New Technology Sector. We seek an experienced Data Entry Clerk to work on our business development database, adding new companies,contact details, identifying opportunities for our Recruitment Consultants and maintaining an up to date contact list of the worldwide games, VR and New Tech industries.
Skills and experience required:
· Previous professional Data Entry experience working on large data sets.
· CRM system experience.
· Fast typing speed.
· Computer literate (Windows).
· High level attention to detail and accuracy inputting data.
· Excellent written and verbal communication skills especially spelling/grammar.
· Can-do attitude.
· Able to work independently, on own initiative and as part of a team.
· Quick learner and comfortable with new terminology in a fast paced tech sales environment
· Happy working on repetitive tasks.
· Excellent time keeping and attendance record is expected.
· This is an in-house office role and is not open to remote workers.
· UK work permit or UK national.
In return we offer a competitive salary, with a meaningful bonus scheme and perks such as company lunches and other social events. The company is growing so there is opportunity for career development at Big Planet.
Job Type: Full-time, 40 hours a week
Salary: £15,000.00 /year
CV to firstname.lastname@example.org to apply
Big Planet is a worldwide recruitment agency for the games industry, virtual reality and creative technology sectors. We currently have openings for Senior / Mid Level Recruitment Consultants, working remotely. The positions are full time and offer an excellent opportunity to work as a specialist recruiter and work in the fast growing games industry.
Skills, qualities, experience and qualifications required:
· We look for good academic attainment, either at GCSE, A level or Degree level.
· At least one previous job in a recruitment agency with a proven billing history
· Can do attitude, driven to succeed and used to a hard working company culture where success is a given
· Professional conduct with impeccable time keeping
· Professional standard written and verbal communication skills in English
· An interest in the games industry helpful
We offer in return:
· Job satisfaction in a dynamic growing company. Big Planet has a "Quality First" ethos, working to high professional standards, without cowboy spurs or sharp elbows.
· Result incentives such as foreign travel to international games conferences, business lunches, client visits to games studios and other exciting industry events
· Be a part of a team of exceptional experienced consultants who are open, honest and strive for success
· Competitive basic salary with industry leading commission structure on business development as well as placements
· Warm desk with established client list and over 300 company vacancies
To apply, send CV and cover letter to email@example.com today!
It describes how we collect, use and process your personal data, and how, in doing so, we comply with our legal obligations to you. Your privacy is important to us, and we are committed to protecting and safeguarding your data privacy rights.
For the purpose of applicable data protection legislation (including but not limited to the General Data Protection Regulation (Regulation (EU) 2016/679) (the "GDPR"), our policy for your personal data can be found here.
What kind of personal data do we collect?
CANDIDATE DATA: In order to provide the best possible employment opportunities that are tailored to you, we need to process certain information about you. We only ask for details that will genuinely help us to help you, such as your name, age, contact details,education details, employment history, emergency contacts, immigration status,financial information (and of course you may choose to share other relevant information with us). Where appropriate and in accordance with local laws and requirements, we may also collect information related to your health, diversity information or details of any criminal convictions.
CLIENT DATA: If you are a Big Planet customer, we need to collect and use information about you, or individuals at your organisation, in the course of providing you services such as finding Candidates who are the right fit for you or your organisation
SUPPLIER DATA: We need a small amount of information from our Suppliers to ensure that things run smoothly. We need contact details of relevant individuals at your organisation so that we can communicate with you. We also need other information such as your bank details so that we can pay for the services you provide (if this is part of the contractual arrangements between us).
PEOPLE WHOSE DATA WE RECEIVE FROM CANDIDATES AND STAFF, SUCH AS REFEREES AND EMERGENCY CONTACTS: In order to provide Candidates with suitable employment opportunities safely and securely and to provide for every eventuality for them and our Staff, we need some basic background information. We only ask for very basic contact details, so that we can get in touch with you either for a reference or because you’ve been listed as an emergency contact for one of our Candidates or Staff members.
Depending on the type of personal data in question and the grounds on which we may be processing it, should you decline to provide us with such data, we may not be able to fulfil our contractual requirements or, in extreme cases, may not be able to continue with our relationship.
How do we collect your personal data?
CANDIDATE DATA: There are two main ways in which we collect your personal data:
1. Directly from you; and
2. From third parties e.g job boards (CW Jobs, Games Industry Biz, CV Library, Linkedin etc)
CLIENT DATA: There are two main ways in which we collect your personal data:
1 Directly from you; and
2 From third parties (e.g. our Candidates) and other limited sources (e.g. online and offline media).
SUPPLIER DATA: We collect your personal data during the course of our work with you.
PEOPLE WHOSE DATA WE RECEIVE FROM CANDIDATES AND STAFF, SUCH AS REFEREES AND EMERGENCY CONTACTS: We collect your contact details only where a Candidate or a member of our Staff puts you down as their emergency contact or where a Candidate gives them to us in order for you to serve as a referee.
How do we use your personal data?
CANDIDATE DATA: The main reason for using your personal details is to help you find employment or other work roles that might be suitable for you. The more information we have about you,your skill set and your ambitions, the more bespoke we can make our service.Where appropriate and in accordance with local laws and requirements, we may also use your personal data for things like marketing, profiling and diversity monitoring. Where appropriate, we will seek your consent to undertake some of these activities.
CLIENT DATA: The main reason for using information about Clients is to ensure that the contractual arrangements between us can properly be implemented so that the relationship can run smoothly. This will usually involve identifying Candidates who we think will be the right fit for you or your organisation. The more information we have, the more bespoke we can make our service.
SUPPLIER DATA: The main reasons for using your personal data are to ensure that the contractual arrangements between us can properly be implemented so that the relationship can run smoothly, and to comply with legal requirements.
PEOPLE WHOSE DATA WE RECEIVE FROM CANDIDATES AND STAFF, SUCH AS REFEREES AND EMERGENCY CONTACTS: We use referees’personal data to help our Candidates to find employment which is suited to them. If we are able to verify their details and qualifications, we can make sure that they are well matched with prospective employers. We may also use referees' personal data to contact them in relation to recruitment activities that may be of interest to them. We use the personal details of a Candidates or Staff member's emergency contacts in the case of an accident or emergency affecting that Candidates or member of Staff .
Who do we share your personaldata with?
CANDIDATE DATA: We may share your personal data with client studios, but only with your permission. Primarily we will share your information with prospective employers to increase your chances of securing the job you want.
CLIENT DATA: We will share your data primarily to ensure that we provide you with a suitable pool of Candidates.
How do we safeguard your personal data?
We care about protecting your information. That's why we put in place appropriate measures that are designed to prevent unauthorised access to, and misuse of, your personal data.
Our data is stored on the Bullhorn CRM platform.
Their GDPR policy is here…
We do not share your data with 3rd parties under any circumstances, unless you are applying for a job via Big Planet to one of our clients. We will then not send your CV anywhere without your permission except to the studios we agree upon.
How long do we keep your personal data for?
If we have not had meaningful contact with you (or, where appropriate, the company you are working for or with) for a period of four years, we will Delete your personal data from our systems unless we believe in good faith that the law or other regulation requires us to preserve it (for example, because of our obligations to tax authorities or in connection with any anticipated litigation).
How can you access, amend or take back the personal data that you have given to us?
Even if we already hold your personal data, you still have various rights in relation to it. To get in touch about these, please contact us. We will seek to deal with your request without undue delay, and in any event in accordance with the requirements of any applicable laws. Please note that we may keep a record of your communications to help us resolve any issues which you raise.
Right to object: If we are using your data because we deem it necessary for our legitimate interests to do so,and you do not agree, you have the right to object. We will respond to your request within 30 days (although we may be allowed to extend this period in certain cases). Generally, we will only disagree with you if certain limited conditions apply.
Right to withdraw consent: Where we have obtained your consent to process your personal data for certain activities (for example, for profiling your suitability for certain roles), or consent to market to you, you may withdraw your consent at any time.
Right of data portability: If you wish, you have the right to transfer your data from us to another data controller. We will help with this – either by directly transferring your data for you, or by providing you with a copy in a commonly used machine-readable format.
Data Subject Access Requests (DSAR): Just so it's clear, you have the right to ask us to confirm what information we hold about you at any time, and you may ask us to modify, update or Delete such information. At this point we may comply with your request or,additionally do one of the following:
- we may ask you to verify your identity, or ask for more information about your request; and
- where we are legally permitted to do so, we may decline your request, but we will explain why if we do so.
Right to erasure: In certain situations (for example, where we have processed your data unlawfully), you have the right to request us to "erase" your personal data. We will respond to your request within 30 days (although we may be allowed to extend this period in certain cases) and will only disagree with you if certain limited conditions apply. If we do agree to your request, we will Delete your data but will generally assume that you would prefer us to keep a note of your name on our register of individuals who would prefer not to be contacted. That way, we will minimise the chances of you being contacted in the future where your data are collected in unconnected circumstances. If you would prefer us not to do this, you are free to say so.
Right to lodge a complaint with a supervisory authority: You also have the right to lodge a complaint with your local supervisory authority.
If your interests or requirements change, you can unsubscribe from part or all of our marketing content (for example job role emails) by clicking the unsubscribe link in the email, or by informing us on the contact page of the Big Planet website.