The 2025 Games Industry: Key Hiring Trends from the GDC Report

The 2025 GDC State of the Game Industry Report offers a sobering but insightful snapshot of where the games sector stands, and where it’s heading. For those hiring senior talent into gaming companies, especially CTOs and CPOs, the data provides a helpful insight into hiring trends and points to a shifting landscape: leaner teams, more solo developers, increased adoption of generative AI, and rising expectations around diversity.

Here’s a concise breakdown of the most relevant trends, and what they mean for executive hiring.

Layoffs and Organisational Volatility

41% of developers surveyed said they had been impacted by layoffs in the past 12 months, either directly or through colleagues. This isn’t just a macroeconomic blip. It’s reshaping the structure and culture of studios across the board. Smaller teams, uncertain funding, and project cancellations are leading to a more fragmented industry.

Hiring implications:

• Candidates may have more career volatility in their recent history, don’t treat that as a red flag.
• Resilience and adaptability have become critical leadership traits.
• Executives must be comfortable operating in lean, uncertain environments.

 

Rise of the Solo Developer and Independent Teams

16% of respondents said they now work solo, and another 24% work in teams of 2-10 people. That’s 40% of the industry working in micro-studios or independently. This reflects both layoffs and the availability of tools that reduce the need for large teams.

Hiring implications:

• CTOs and CPOs from large, corporate studios may not translate well into small, agile environments.
• Look for leaders who have successfully worked in, or transitioned into smaller setups.
• Entrepreneurs, ex-founders, and ex-indies may bring valuable versatility

 

Generative AI: Tool Adoption and Ethical Tensions

52% of developers said their companies are using generative AI tools in production, with another 23% experimenting. AI is being used for concept art, code suggestions, level design, and even NPC dialogue. However, only 2% believe it should be used without restriction. Developers cite ethical concerns, quality control, and legal uncertainty.

Hiring implications:

• CTOs should be literate in generative AI tools, even if they’re not directly implementing them.
• Product leaders need to understand where AI adds value, and where it introduces risk.
• Strong candidates will bring both enthusiasm for new tools and a clear-eyed view of the limits.

 

Diversity in the Developer Base

The industry continues to diversify:

• 32% of respondents identify as women or non-binary, up from 24% in 2022.
• 25% identify as LGBTQ+, and that number rises to 43% among 18–24-year-olds.

Hiring implications:

• Companies must ensure inclusive hiring practices to attract top talent.
• Diverse teams are increasingly the norm, execs need to lead with awareness and authenticity.
• Representation at the leadership level still lags; this is both a risk and an opportunity.

 

Attitudes Towards Live-Service Games

Only 13% of developers say they want to work on a live-service game next. Fatigue, burnout, and monetisation complexity are key reasons. Live-service titles are not going away – but they’re becoming harder to staff.

Hiring implications:

• CPOs and game product leaders with live ops experience are in short supply.
• Companies may need to upskill internally or broaden their hiring criteria.
• Culture and workload expectations need to be managed carefully in these environments.

 

Geographical and Remote Work Trends

Remote work remains widespread, though hybrid is the dominant mode. Many developers are choosing companies based on work-life balance and flexibility rather than location or brand prestige.

Hiring implications:

• Leaders must be skilled in managing distributed teams.
• Culture-building and communication become even more central.
• Access to global talent is a strategic advantage – but only if managed well.

 

What This Means for Executive Hiring

Across all of these trends, a few clear takeaways emerge:

1. Adaptability is the top leadership trait. Whether it’s tech stacks, team sizes, or business models, change is the constant.
2. CTOs and CPOs must understand AI, strategically and practically. Even if they aren’t building AI tools, they’ll be expected to evaluate and implement them responsibly.
3. Cultural leadership matters more than ever. With diverse, distributed teams and sensitive industry challenges, leadership style is a differentiator.
4. Backgrounds are more varied. Expect more candidates from indie, freelance, or adjacent roles. Don’t discount them.

 

Final Thoughts

The 2025 GDC data reflects an industry in transition – more fragmented, more diverse, and more reliant on AI tools than ever before. For those hiring senior leaders in gaming, the implication is clear: the old templates for CTOs and CPOs won’t always apply. The best candidates in 2025 are those who can lead with both vision and pragmatism – people who understand technology, but also people.

Source: 2025 GDC State of the Game Industry Report

Neon River is a headhunting firm with deep experience of working with games companies around the world. If we can help you in the future, don’t hesitate to get in touch. 

See also

• Our list of the Top 30 Leaders in Mobile Games
• Our mobile games industry guide