2superheroes-circleFor Game Development Studios, we help fill your open positions and we have the below methods of working together.


For Game Development Professionals, we help you find the best positions that matches your background and your needs- See our “Job Seekers” page or our “Jobs” page.

The Various Way We Partner with Game Development Studios

Contingency Search

This is the most common partnership in the industry, our team hold most of the risk and will conduct the search with no money down. We refer candidates who most closely match your company’s requirements. If you hire someone we’ve presented, our fee is 30% of anticipated first year compensation. If you hire someone through another source, no fee is due.

Engaged Search

This search is a top priority for the team, and is suited for urgent situations or those where a continuous focus is critical. Sample: Instead of a 30% contingency service fee, the fee is discounted at 28% of the first year compensation. You pay 5% of the project fee to initiate the search and the remainder when the candidate begins employment or 23%.

Contracted Staffing

We place the person on our payroll then assign them to your job at an agreed upon hourly or daily rate. You use the employee as long as it is necessary for your organization. We handle payroll, insurance and all other administrative functions and invoice you weekly for approved time. Or we can find you talent to work “contracted” and our fee depends on the length of the contract and is paid monthly, our client pay our talent directly.

FAST Product

“Find and Screen Talent”- A flat fee/low-cost option, we help create a job description for your position, post it to a national job boards (CareerBuilder, Facebook, LinkedIn, etc), search our database for relevant talent, blast out an email describing the opportunity and then briefly screen potential candidates for interest, pre-qualifying them and then providing you with the candidate information.

How things work while working with the Be the Hero Team

Managing the Process

Conducting the initial search is only the first step in helping your company find the talent it needs to compete and grow. The Be the Hero Behind the Hero Team/Chatham Group saves you time and money by managing almost every aspect of the hiring process including contacting, pre-screening and presenting candidates.

Candidate Contact

Once potential candidates are identified, we make contact with them on a direct, personal basis. This phase, possibly the most critical time of the search, involves two activities:

Identification of Candidates

We become your spokesperson, representing your company in the same professional manner in which you would represent it yourself. We present the objectives, opportunities, responsibilities and advancement potential associated with the positions you need to fill. We compare the qualifications of the candidates against the comprehensive profiles developed during the planning stage. Only when a strong mutual interest between you and the candidate is determined does the process continue.

Presentation of Impact Players

Once our thorough screening process is completed and candidates have been evaluated, only the outstanding impact players are presented for your consideration. We also assist you in scheduling and monitoring the interview process with your management team.

The Decision and the Offer

While you alone make the decision on the best talent for your organization, we can assist you during this critical phase. Reference checks provide you with valuable information, which helps you make the right choice. We advise and facilitate communications on salary terms, relocation and benefits. We also assist the candidate through the emotional process of resigning his or her present position and dealing with counteroffers.

Our Process

The first steps:

Interview hiring manager for information on position and company
Offer consultation on salary level and attractiveness of position
Develop a marketing plan

Elements can include: Website,  Social Media, E-mail campaign,  Direct contacts, Publications, Direct Mail

Develop lists of potential candidates based on: abilities/experience,  job function/title,  geographic region,  Recruit from lists and from our database,  Enthusiastically present the career opportunity,  Apprise the hiring manager of our progress,  Qualify and evaluate candidates,  Anticipate possible problems,  Counteroffer, Relocation, Non-compete contracts

Arranging interviews:

Present candidates verbally and with resume, Recommend the appropriate interviews,  Arrange each interview,  Prepare candidate, Brief hiring manager

After the interview

Debrief candidate and employer,  Move ahead with this candidate? Why?,  Interview other candidates? Why?,  Maintain or change the direction of the search? Why?,  If relocation is required, introduce candidate to our relocation services, Arrange subsequent interviews, Assist employer with terms of offer,  Present offer to candidate,  Negotiate the differences

The final steps

Counsel the future employee on resigning from his current employer,  Confirm the commencement of employment, Follow up with candidate and manager within 30 days, Telephone call, Evaluation questionnaire to candidate, Evaluation questionnaire to company