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Goodgame Studios Employee Reviews about "players"

Updated Dec 18, 2018

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Found 278 of over 278 reviews
63% Recommend to a Friend
Goodgame Studios CEO Oleg Roessger
86% Approve of CEO

Found 1 of over 278 reviews

Recommend to a Friend
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Goodgame Studios CEO Oleg Roessger
Oleg Roessger
15 Ratings

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Top Review Highlights by Sentiment

  • "This is bad for the people who had to leave but great for the people who stayed.(in 27 reviews)
  • "great colleagues, philosophy of appreciation(in 26 reviews)
  • "Good benefits(in 13 reviews)
  • "Free beer No other pro(in 13 reviews)
  • "Awesome Team(in 11 reviews)
  • "bad management(in 27 reviews)
  • "Salary at my department (CS) is too low so even the company allows a side job with a permission of the Lead.(in 23 reviews)
  • "I would never recommend Goodgame Studios to a friend or someone else, because you are just getting abused for low pay and boring tasks.(in 5 reviews)
  • "When I gave notice no one seemed surprised nor was I asked by upper management why I was leaving.(in 4 reviews)
  • "Unfortunately not all bad managers left company, there are still a couple of rotten apples in mid and even high management who can slow down the company's recovery.(in 3 reviews)
Pros & Cons are excerpts from user reviews. They are not authored by Glassdoor.

Reviews about "players"

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  1. 2.0
    Current Employee, more than 3 years

    Quantitiy over quality

    May 16, 2015 - Developer in Hamburg
    CEO Approval
    Business Outlook


    So, starting with the good points of this company, where the only good thing is more or less that word inside their name. The team and colleagues are mostly really nice persons, easy to get along with. I never heard an incident of fights or mobbing, at least inside C-level. So the atmosphere is relaxed and casual. The team events are not neccessary, but they are fun, even though the budget of 20€ per head seems a bit random, and sometimes leads to events, where you pay on top. The fruit are fine! I don't understand why people are complaining about these so much, they are more like a gifted horse. Also, if they are not ripe, eat them the next day! It's not the companies fault, that many colleagues eat them regardless, even green bananas... The offices, equipment, etc. is state of the art, also the new chairs are finally deserving to be called "chairs". Management actually is learning, even though it seems painfully slow.


    Here we go, starting with small complaints, coming to the big picture.... You dont get many vacation days, and are actually FORCED to spend around 4 of these between Christmas and New Year. Reaching the location with public transport takes a long time, as living nearby is too costly for many (Hamburg is allready too expensive. The area round the company is not affordable for most)), and there is no good connection, just crowded busses stuck in traffic. The benefits are mostly just for the show. You just feel, that they pay every cent of these begrudingly... For example the free beer. Free beer, yay! Oh wait, only after 6 pm, and only one... While this is understandable (Who wants drunken epmloyers?), the lemonade is also only available after 6 pm. The bathroom equipment is a bad joke. This one is especially visible to me, because it used to be decent. But now.... I seriously have never seen worse toilet paper in any public or private bathroom anywhere else. Don't they even realize, that it is kind of costly to pay all these extra wiping time? Maybe it's not that visible, as they don't pay their epmloyers enough in the first place. Almost everybody gets paid and entitled one level under their qualification. That, or they are getting tasks one level above their qualification. Whatever is true for one single employee, it leads to a low morale for the company itself and the products (Despite the high spirit along team members). Those, which get paid under their qualification just do the work, they are paid for, and that's it. The others are just underqualifyied. This dangerous mixture of not caring and mistakes leads eventually to mediocre products, wrong decisions, and a ton of unneeded additional work as a result. It also doesn't help, that the goal is not to actually have a good game as a product. Or rather their definition of a „good“ game: A good game is a game with a high KPI, and that's it. Fun is out of the equation, or rather a small factor in their equation, to calculate what makes a player stay. One big reason for many to start working for a lower fee in a gaming company is a compassion for games, after all... The current company strategy reflects, that management knows there is something wrong, but instead of finding the reasons, they just throw in as many new employees as possible, and try to brute force games out, to get another success like Empire. They try to rush the games, to not lose too much time on fails, disregarding the fact, that rushed games tend to fail more likely. Sometimes there is no preproduction. And if there is any, implementation still starts at a time, where decisions are not final, and change constantly. The excuse for this, is the magic words „agile process“. While agile workflows are the way to go, it doesn't mean, that sequencies should be avoided alltogether. Decisions are made, and then changed during implementation, but often not as results of implementation... When results of implementation are finally there, the NEXT decisions have to be implemented, while the mistakes of the prior decision get maybe patched in the time that is allready entirely planned for the next decisions, or they are just ignored. So, rushed out decisions and completely parallel crafting and design finally lead to tons of uncalled for mistakes, wasted hours of work and simply frustation. The voice of artists and developers is not asked for. Design decisions are marketing driven, made by underpaid or overqualified game designers, and supervised by product mangers which too often have not a clue about gaming. While the communication between the compartments leaves many things to whish for open, there is still a ton of time wasted in meetings. About 80% of the meeting time is useless, or just hideous. I cannot close without mentioning the games again. They are mediocre to bad. Boring games to addict people to pay money. While this is true for many free to play titles, the now rushed out games are broken on top, and have not the amount of features they should have, to be called a „game“ (not even speaking of „good“). The customers a treated the worst, and seen as cash cows (The word milking literally is used). A nice recent anecdote also shows, that the employees are seen the same: The login screens of the work stations actually showed an ad. An ad for referring new employees, and receive a multiple amount of the usual fee, but only for „a limited amount of time“. That is exactly the kind of ads, players of Goodgame titles get annoyed with constantly. Using this for refferals is also a questionable decision: Do they really want people to suggest anybody as a new employee just to fetch the reward, or start to wait with referring until the next „bonus round“ starts (An effect well known from the games)?

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    18 people found this review helpful
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