Andrew Bates

Today, a lot of folks at Amazon are finding out that they're losing their jobs. For those of you going through it, I'd like to offer a little help here. While I can't say I know exactly what you're going through, I can tell you I've been through layoffs several times and it never gets better - but there are things you can do immediately to get yourself through it: 🗃 - Paperwork! First off, if at all possible have a lawyer review any paperwork you receive, especially severance. Additionally, file for unemployment. Most states require a week or two for processing, so the sooner you get filed the better. Depending on your severance and location, you likely won't be receiving any payments soon, but get it filed anyway. Get it bookmarked and put a reminder on your calendar to refile each Monday moving forward. 📜 - Time to update that resume/portfolio/LinkedIn. Without going too deep in the weeds, remember that these documents are intended as introductions to prospective employers - make it easy for THEM to read it and get the information they need first. Replace objective statements with professional summaries (a quick elevator pitch of what you do, and what your biggest accomplishments have been). Don't let perfect get in the way of fast here! Update immediately, iterate later. 🧡 - Join gamedev support groups. Alumni groups, Discords, Slacks, whatever. I run the Game Industry Coffee Chat (gameindustry.cc) if you'd like to see what we're about. You should also see Amir Satvat's community resources page (amirsatvat.com). Bottom line - you do not have to go through this alone! A lot of experienced devs are putting in the work to help you get through this. 🔗 - Make a post here on LinkedIn explaining your layoff. Skip right to the point: you're on the market, this is what jobs you are explicitly targeting (don't shotgun, focus), and here are your best skills, qualities, and accomplishments. When a potential hiring manager or recruiter is scouring the now THOUSANDS of similar "I was just impacted by the recent..." posts, don't make them go try to figure out if you'd be a good fit for a role that's either open now or potentially coming soon. Be your own billboard. 📅 - Get settled in for a haul. Expect a 6-8 month job search if you have experience. Get your budget set up for this. Yeah, I get it - this part isn't fun at all, but your job right now is to find a job and that means putting yourself into the best position you can be in to look from whatever position of strength you can. It also means looking for bridge roles to tide you over for now or to look outside of the industry for now. 2025 isn't going to let up soon. Be ready to meet that reality now, instead of months from now. 🩺 - Look to your health needs, particularly in the US your medical insurance is wrapped up in your employment. FSAs go away -spend them! Get appts scheduled NOW! Fill prescriptions ahead of time NOW! #WeGotYou #GameIndustry #Layoffs #Amazon #AGS #Luna

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To everyone on H-1B feeling anxious right now I know the new order has created a lot of worry. But please — don’t panic. Many news articles and LinkedIn posts are jumping straight to conclusions without really digging into the actual language. The executive order has a lot of “in-between the lines” details, and it will take time for lawyers and experts to interpret what it truly means. For now, many are advising not to travel outside the U.S. until there’s more clarity. And to those posting random takes without expertise — please don’t spread unnecessary fear. It doesn’t help anyone Let’s hold off on reacting to every headline and wait for trusted updates from legal experts. We’ll all get a clearer picture soon. Update : The White House Press Secretary has now clarified a few key points: 1️⃣ This is not an annual fee — it’s a one-time fee that applies only to the petition. 2️⃣ Current H-1B holders outside the U.S. will not be charged $100,000 to re-enter. Their ability to travel remains unchanged. 3️⃣ This applies only to new visas in the next lottery cycle, not renewals or current visa holders. This should help clear some of the confusion. Still, let’s keep relying on official sources and legal experts instead of jumping to conclusions. #h1b #executiveorder

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If you've been laid off recently, read this post. As odd as it sounds, you only get one real chance to after you've been laid off to really maximize your network here to help you. If you've been laid off, that first post or two is not the time to be loquacious, vague, or passive. it's going to be one of the most valuable posts from an eyeballs perspective you're going to make. It's one of the best posts you can make to gain traction and potential action. It's ok to make that venting, emotional, or even gratitude post - just don't mix it up with the one you need to make asking your network to help you find work. For THAT post, you need to do the following (thanks Daniel Space for these): 1. Optimize your headline first! (Job Family and Title, Industries, Specialties) 2. Indicate that you are open to work and looking for a new role 3. Indicate the specific title/role you are looking for 4. Mention your qualifications, like years of experience and in what industries 5. Share your biggest skills 6. Ask your network to share/forward/tag to any potential hiring managers or recruiters. Be VERY clear for this. Start right off with the ask, THEN get into more details. For example: "I was impacted by the Amazon layoffs and am asking your help finding a role as a new Narrative Director in AAA games. I've worked more than 12 years in design and narrative with credits in 8 shipped AAA games, most of which were in a leadership role. While I focus in narrative, I'm actually a full-stack designer capable of level design, content, and even systems work. If you have any leads, I'd love to talk with you. Even if you don't, but would like to help me in some way, please repost this to your own network with a short blurb of what it was like working with me! Thanks!" See how that reads? It's a lot better than the typical "I was recently impacted by the ....I'd like to thank everyone at ...I really appreciated my time at..." post. Get INTO this right away, get it out there asap, THEN go back to working through everything else you need to work through. Good luck! #WeGotYou #GameIndustry #layoffs #Amazon #AGS #Luna

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It's been almost 9 months here at Take-Two Interactive Zynga & 2K This is my second major foray into building a global central sourcing organization & here are some observations: 1. People matter (be nice, be kind, play fair) 2. Credit doesn't (we're all tryna fill roles, we are better when we work together) 3. Face-time matters - ongoing consistent HM access & a seat at the table 4. We are a service of time savings & acceleration 5. We won't fill every role we work on, but pressure makes diamonds - our hope is extra oomph helps team makes better decisions quicker. All this is to say THANK YOU to all recruiters, studio partners, HRBPs and leaders that have shown me in 9months what top-down buy-in can do, here's to many many many more months/years!

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For those of you who've been affected by layoffs, this is some DAMN helpful information. I suggest the read and then kicking into gear as soon as possible. Don’t take a month off to process, get that unemployment paperwork in now. If you wait to start looking for work, you’re going to be shocked by the state of what you find. If you need time to process, and you will, take a day or two in between your next job - looking for your next job. Also, don’t spend 8 hours a day looking for work. You’re going to drive yourself mad. Some people choose to jam-pack the job search into a few hours a day and others choose to do it only one or two days a week for their mental health. Go volunteer. Get out of your house. Serve others on a regular basis. During this season it can be so easy to get wrapped up in your own head. Even if you’ve never struggled with depression in your life, depression can stalk you around every corner after a while. Being around others, helping others, puts you in a place where your head isn’t so centered on self. Why do I say these things? Because I was unemployed for a year once… things I’ve learned through hard knox. 😆 Oh, also one more thing, KEEP TRACK OF WHAT YOU APPLY TO. Actually track in a spread sheet, every single job you apply to, when you applied to it, what company it was with, the URL, and any other relevant information you think you need to track (maybe the ATS login information). That saved my butt several times.

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Want to learn more about Netflix culture? See this fantastic episode of Pragmatic Engineer podcast, featuring Netflix CTO Elizabeth Stone. The episode covers key pillars of Netflix engineering culture, breadth of Tech work happening at Netflix and how we learn and iterate as a growing company. Especially excited about seeing Live used to demonstrate culture of rapid innovation, self-reflection and distributed ownership within Netflix engineering. Thanks Gergely Orosz for another great episode! #netflix #engineering #innovation #live

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On the Microsoft layoff [UPDATED]: Over a QUARTER of those laidoff work *IN-OFFICE* at Redmond HQ. (That's more than 2/3 of all their WA layoffs!) Microsoft is achieving better-than-expected profits, yet thousands of people are being laid-off whether they work on-site or not. Complying with "in office" requirements will NOT protect you. RTOs are NOT about collaboration or productivity - they are about *CONTROL*. *UPDATES: 1) EA just announced their own RTO. 😑 2) Apparently, whether or not MS employees are required to work on-site depends on their manager, and their "50% on-site rule" applies to those who want to have an office. (Sounds like a "use it or lose it" situation.) Thanks to Robert Francis for adding nuance (see his comments below).

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Whelp, it looks like the cycle continues. Two weeks after Block laid off half the company, reports are circling that Meta is getting ready to lay off another 20% of their workforce. Of course, they all say it's about AI, but that's not how productivity gains work. When a technology comes around that increases productivity, it's an opportunity to increase profit with the same workforce. Looks at all the people here who have gone all-in on AI. The message is always, "I'm 10x more productive" not "I'm only working 1 day a week." AI is helping people get to projects they wouldn't otherwise have time for. It's not like capitalism for companies to leave opportunities for growth on the table like that. I think that much of what's going on can be better explained by a different set of incentives. Most people, especially VPs and directors in large corporations, are motivated by increasing status and income. And if you are a VP or director at a large corporation, the best way to increase your status is normally to increase the size of your organization. There's a great passage in Catch-22 about a general who is so happy to get a new colonel, because then he can argue for two more lieutenant colonels, four majors, and so on. All too often the incentives of leaders don't align with the incentives of organizations, and so those leaders hire and maintain people who aren't particularly effective because doing otherwise would lower their status compared to their peers. Have you ever worked with someone who you just can't understand why they are still there? In comes AI and with it an entirely new incentive structure. Those same leaders can now differentiate themselves by being the best and fastest at adoption. And how do they show it? By showing how efficient it makes them. Suddenly the incentive has flipped from being the largest to showing who can do the most with the least. Hence, layoffs. There is a silver lining here. While there is no upper bound, there is a fixed minimum of employees a company can have - one. Some leaders will cut too much and start blowing products, and they will find an equilibrium on just how far they can push it. And once the equilibrium has stabilized, they'll still want to differentiate themselves from their peers, and since they can no longer shrink their orgs, the best way to stand out will naturally flip back to having a bigger org than their rivals.

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Microsoft should spin off Xbox—before it’s too late. If Bloomberg reporting is accurate about the fourth round of layoffs in the last 18 months, its time to face reality, Xbox has lost this generation: Game Pass failed to hit scale. Hardware share is collapsing. Software share is worse. And the strategic value to Microsoft? Almost nonexistent. Let’s break it down: 🎯Game Pass missed the mark. Still under 40M subs—nowhere near the 100M target. Subscriptions don’t fit gaming like they do TV. Most gamers play a few select titles. Heavy users subscribe, then buy fewer games. That’s not sustainable. 🎯Hardware share is cratering. By end of 2025, Xbox is projected to hold <30% of the console market vs. Sony. And by cycle end, Sony will have sold 4x as many consoles. 🎯 Software is the real red flag. Microsoft’s share of console software vs Sony is expected to fall to just 14% in 2025—thanks to subscription cannibalization and declining 3rd-party sales. That’s disastrous, given the margins on software royalties. 🎯Cloud gaming? It’s a feature on the box, not a strategy. Not expanding the market. Not removing friction. 🎯Cross-platform promise broken. Xbox on mobile makes for nice PR—but it’s not what gamers actually care about. 🎯AI won’t save Xbox. Gaming doesn’t move Microsoft’s AI agenda. And the suggestion of using Xbox player data to train models is a privacy minefield—not to mention, there’s no evidence they’re doing it. Satya Nadella has likely already asked the question: Why are we still in gaming? The solution is clear: Spin off Xbox. 🎯 Let it become an independent company built to compete head-on with Sony and Nintendo. 🔄 Sunset Game Pass in favor of a lighter, online-focused sub. 🎮 Recommit to exclusives for majority of franchises. Offer differentiated Xbox experiences—especially for big brands like Call of Duty. 🔧 Kill Series S. Focus on efficient, scalable first party hardware and license to 3rd parties. 📈 Go public. A standalone Xbox would be another major, pure-play gaming company on public markets in the West. 🧠 Bring in real leadership. People like Frank Gibeau or Owen Mahoney who know how to run big public companies and know gaming. Spinning off Xbox frees it from Microsoft’s broader tech and AI agenda—enabling faster, more gaming focused decision-making. It could even pursue bold M&A moves. The alternative—keeping Xbox at Microsoft—avoids the short-term pain of a major reorg and strategic pivot, but it also guarantees a slow, quiet decline and a slow destruction of teams and franchises. It trades disruption for complacency, and that path leads straight to death by a thousand cuts. #Xbox #GamingStrategy #Microsoft #SpinOff #GamingIndustry #MergersAndAcquisitions #Innovation

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The past few weeks have been heavy. More reductions across games. Major tech companies cutting a third or more of their workforce. Friends in our industry and adjacent ones suddenly unsure what comes next. And behind every headline is a human being. What you do not see publicly is the quiet wave of messages. People asking, “Will I ever work in games again?” People wondering if this is a permanent inflection point for the labor force. People afraid not just of losing a role, but also of losing stability, identity, and the ability to provide for their families. Some approach it analytically. Some are angry. Many are exhausted. Most simply need a job. This past month has been the highest volume of inbound messages I have ever received in 3.5 years. A ton of it is just people who are afraid or sad, employed or not. That is why my content has been lighter. Shorter. More focused on direct community support than on long form analytics or commentary. When the community is hurting, the priority shifts. Less commentary. More care. I will always spend late nights responding. Connecting people. Encouraging them. Trying to offer clarity where I can and honesty where I must. An encouraging word does not fix the macroeconomics. A DM does not magically create a role. A connection does not erase uncertainty. But sometimes stability begins with not feeling alone. If you are struggling right now, you are not weak. If you are worried, you are not irrational. If you are tired, that makes sense. I will always show up for this community. That commitment does not change. But I will also be honest: lately, you can feel the weight of it everywhere. The pain is real. The fatigue is real. And still, we keep going because people deserve dignity. Thank you to every individual and every organization trying to provide even a small measure of stability in a very complex moment. We will keep showing up for each other. And I will keep doing my best, no matter what. I wish everybody cared about and invested in human beings as much as they did AI. Or even a fifth as much.

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You are in a system design interview at Google for the L5 Senior Engineer role, and the interviewer leans in and asks: “Why does Spotify keep playing when I drive into a tunnel with no signal, but YouTube Music often stops or buffers? If you were designing a music streaming system, what different design choices would lead to these two behaviors?” Here is how you break it down. Btw, if you’re preparing for system design/coding interviews, check out our mock interview tool. You can use it for free here: https://lnkd.in/gpCn7t2T We’ve added new features as well:  -Company-specific interviews -In-built interview scheduler  -performance insights & trends — Both apps look like simple music players. Under the hood, they are optimized for very different priorities. [1] Spotify style – Cache first, stream second Idea: The client behaves like a smart offline player that happens to stream. The backend is built to support aggressive prefetching. What happens when you hit play - Client requests the track from a CDN or edge node. - Instead of tiny chunks, it downloads a big buffer ahead of the playhead. - In parallel, it starts pre downloading the next few tracks in the queue. - Data is written to an encrypted cache on disk, not just memory. - Playback reads from that local cache, not directly from the network socket. What this means for tunnels and bad networks - When the network drops, the player already has tens of seconds or entire tracks cached. - Because the next one or two songs are already downloaded, you can be offline for a while and never notice. - Cold start cost is a bit higher. First play might take slightly longer, but then everything feels smooth. - It burns more local storage and possibly more data, because not every prefetched song will be listened to fully. In a design answer, you can mention - Local disk cache with eviction policies (LRU per user, per device). - Background prefetch of N upcoming tracks based on queue. - Download manager that adapts how aggressively it prefetches based on network quality and user settings. - CDN tuned for larger object delivery and range requests. - Explicit offline mode that pins playlists into cache. [2] YouTube Music style – Stream first, cache is minimal Idea: Treat audio like video streams. Cost and bandwidth are optimized first. When you hit play - Player requests audio (and sometimes video) via HLS or DASH-style chunks. - Each chunk is only a few seconds long. - Client keeps a small rolling buffer in memory, not a large queue on disk. - Prefetch of future songs is limited, because video tracks are large and expensive to fetch speculatively. What this means for tunnels and bad networks - If your connection dies, the player only has a few seconds of buffered data. - As soon as those chunks are consumed, playback stalls. - Startup can feel snappy and data usage is controlled, especially for casual listeners. - Works very well on stable networks, feels fragile in spotty coverage.

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Some things before I get sucked into the day job vortex once more: 1/ AI & SWE Career: if you aren’t a capital allocator, the game theory is easy right now: there is potential upside to being an AI enthusiast and no downside, the opposite is true for being a nay-sayer (only downside). 1b/ It’s going to be very hard to tell motion apart from progress for a while, so the big-orgs specialists whose true superpower is social in nature will shine - if that’s you, yay, make your hay; if it’s not: frustrations are strongly a function of expectations. 2/ The AI code tools are tools, so results depend strongly on both the problem and the worker. It’s reasonable to think competence in these tools is now table stakes. However, problematic projects are often suffering a deficit of good product ideas and more code velocity won’t fix that. 2b/ Anecdotally I would say the majority of interesting & worthwhile problems I’ve solved in my time were limited by my ability to solve a real-world problem, and not the speed with which I could type code. The rest of my time was spent on boilerplate or plumbing or silly bugs and I’m glad for an AI to do it. 3/ There is extraordinary latent demand in the world from people who _do_ have good product ideas, and previously did not code. They are now all able to build a prototype, show PMF and then raise captial without needing a dev to get that far. But once they get that far, their job is running a business - not playing in Claude Code - so it’s Jevon’s paradox (primer: https://lnkd.in/gauuvqqw). 4/ Google is reportedly running in the 1.something quadrillion tokens a month rate alone. OpenClaw type systems need 30-300x that rate to replace the entire US labor force. That build out can happen fast, and is very analogous to the fiber deployment that absorbed vast capital in the dot-com era but led to the now-ending era of present day internet. 

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𝐂𝐓𝐎 𝐚𝐧𝐝 𝐓𝐞𝐜𝐡 𝐃𝐢𝐫𝐞𝐜𝐭𝐨𝐫 𝐚𝐫𝐞 𝐭𝐫𝐚𝐧𝐬𝐥𝐚𝐭𝐨𝐫𝐬 (post 1 of 2) In the games industry, a Technical Director’s most important tool isn't a compiler: it’s translation. If your non-technical peers (Designers, Producers, and Executives) don’t understand why you’re making a technical decision, it’s not because they aren't "technical enough." It’s because you haven't translated the Technical Reality into Business Value. Here is the blueprint for technical communication that builds trust, reduces friction, and keeps the engine running through the chaos of game dev. ------------------------------------------------- 𝟏. 𝐒𝐭𝐨𝐩 𝐓𝐚𝐥𝐤𝐢𝐧𝐠 𝐀𝐛𝐨𝐮𝐭 𝐂𝐨𝐝𝐞; 𝐒𝐭𝐚𝐫𝐭 𝐓𝐚𝐥𝐤𝐢𝐧𝐠 𝐀𝐛𝐨𝐮𝐭 "𝐕𝐞𝐥𝐨𝐜𝐢𝐭𝐲" Your CEO or Producer doesn't need to know about a race condition in your multithreading logic. They need to know how it affects the Player Experience or the Development Timeline. • Don't say: "We need to refactor the entity component system because the cache misses are spiking." • Do say: "The current system is slowing down our iteration speed. If we spend 3 days optimizing it now, we will save the design team 2 hours of waiting for builds every single day for the rest of the project." 𝟐. 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐧𝐠 𝐓𝐞𝐜𝐡𝐧𝐢𝐜𝐚𝐥 𝐃𝐞𝐛𝐭 𝐚𝐬 "𝐇𝐢𝐠𝐡-𝐈𝐧𝐭𝐞𝐫𝐞𝐬𝐭 𝐋𝐨𝐚𝐧𝐬" Technical debt is an abstract concept to non-coders. Use the financial metaphor. Explain that taking a "shortcut" to hit a milestone is a loan. You get the feature now, but you pay "interest" every week in the form of bugs and slower feature development. Eventually, the interest becomes so high that you can no longer afford to build new features at all. 𝟑. 𝐓𝐡𝐞 "𝐃𝐞𝐬𝐢𝐠𝐧 𝐏𝐢𝐯𝐨𝐭" 𝐚𝐧𝐝 𝐀𝐫𝐜𝐡𝐢𝐭𝐞𝐜𝐭𝐮𝐫𝐚𝐥 𝐇𝐲𝐠𝐢𝐞𝐧𝐞 The most difficult communication happens when the Product Design changes. Suddenly, your "Interior Design" (the internal architecture) no longer fits the "Floor Plan" (the game design). • Be Transparent about the Ripple Effect: When a designer says, "Let’s make it multiplayer instead of single-player," they see a UI change. You see a foundation change. • The Analogy: "Changing this core mechanic is like deciding to add a basement to a house after the roof is already on. We can do it, but we have to lift the whole house up first." • The Strategy: Use Ed Catmull’s "Braintrust" model. Bring the designers into a high-candor session where you explain the why of the refactor. Show them that "cleaning up" isn't a luxury—it’s the only way to ensure the game doesn't crash on launch day. (cont...) #CTO #TechnicalDirector #TechnicalDebt #CommunicationSkills #ProductStrategy

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🗣️ When the interviewer isn’t human… I posted a little while back about having gone through an AI-led voice interview - and it was, honestly, unsettling. No follow-up questions. No acknowledgement. Just a perfectly modulated voice reading a script and waiting for my response. As someone who’s spent years in Talent Acquisition, I couldn’t help analyzing it as it happened. Was the system capturing keywords? Tone? Pauses? Or just ticking boxes? This week I saw that Phenom launched a new “Conversational Voice Screening Agent”; a tool that supposedly adapts its questions and tone based on the type of role being hired. In a pilot, it helped reduce time-to-hire by about a day and boosted candidate engagement. Impressive metrics, but it raised a bigger question for me. (https://lnkd.in/dcdcPtGX) Efficiency is easy to measure. Empathy isn’t. And while automation helps eliminate repetitive tasks - sourcing, scheduling, initial screening, I’m not convinced we should let it replace human warmth in those early moments. In markets like the UAE and GCC, where multilingual hiring and personal connection are so vital, the risk is that candidates start to feel like they’re talking at the process rather than being part of it. AI in recruitment is here to stay. The question is how we design it; as a wall between candidates and recruiters, or as a bridge that makes every human interaction more meaningful. 💬 Have you ever done an AI interview yourself? What stood out - efficiency or emptiness (or something else)? #TalentAcquisition #AIinRecruitment #CandidateExperience #FutureOfWork #RecruitmentTechnology #EmployerBrand

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Just a little bit of free wisdom for job seekers when submitting your resumes. I'll try to be concise: - regular GPT generated stuff is not novel anymore. - "prompt engineering" may have sounded cool a couple years ago, right now sounds a bit ridiculous to be honest (especially in a resume - pretty much as if you highlighted "search engineering" meaning that you know how to use the google search bar). - "optimizing" your resume through GPT to match a job offer is generally NOT a brilliant idea. - it may have worked for a little while, but as this is just common practice today, most recruiters continuously see hundreds of resumes "GPT-optimized" for specific job offers and "recruiting bots", and at this point I myself find those clone-looking "optimized" resumes quite off-putting to be honest... in most cases, this so-called "optimization" just comes as a quite blatant rephrasing of the job description itself spread out across a dull, generic-looking, characterless resume that does not really help the applicant to actually stand out and highlight their value and skills. - believe me, there's still a lot of actual people like me reading through applications and resumes with care and dedication, and as much as applicants want to find real people reviewing their applications, recruiters also value finding real people who transpire honesty and intent when applying for a role. - we all know these days the entire job market is getting harder and harder to navigate, and I understand that as job seekers we want to reach out to as many potential employers as possible, but keep in mind that, in my humble opinion (and experience), sending hundreds of generic "GPT-optimized" applications all around is probably not even increasing the chances of getting hired by any significant amount, or at least not more than taking the time to find the job offers that really match your profile and submitting a few well crafted applications with intent, making an effort to connect with that person that might be reading your application, and trying to make clear why you're a good candidate for the offer. - Take advantage of technology and tools to improve your processes, of course, but also keep in mind that everybody else is using those same tools by now, so at the end of the day it's pretty much the same as it has always been, if you just stick to the bare minimum (the bare minimum now being a generic soul-less GPT generated thing), chances are very low for you to stand out from the others. - Be smart, be intentional, be honest, be human. In this current era of dehumanized slop, this is what will actually increase your chances of success 😊

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Really excited to share two new template projects that were announced at #Unite2025 this year that I’ve been leading. Multiplayer Third-Person Gameplay: A flexible platformer/shooter template designed with extensibility in mind and built to solve the hardest part of multiplayer, connecting services into a seamless, scalable experience. Every week we see new multiplayer hits (many made with Unity!) that bring friends together to play, hang out, and have fun. This template aims to help empower even more of those great games! Multiplayer FPS: A new shooter template built with classic GameObjects and MonoBehaviours but powered under the hood by Netcode for Entities through a custom bridge layer. This bridge was originally developed to help ship Survival Kids on the Nintendo Switch 2, and now we’re excited to share it with the community. The template is our way of giving back by open-sourcing the tech that made our workflow fast, flexible, and scalable. Huge shoutout to the team who have put in a ton of work, the projects changed directions a few times but I’m really proud how they both turned out. Both templates are coming soon in Unity 6.3! Core dev team: Megh Jagad, George Li, Alex Rogovskyi, Eric Rico, Erik Polasek, Jeff Wong, Gregor Strnad, Jason Page, Stefano Guglielmana, Marcus Leal, Roberto Gracia Leadership support: Jerry Medeiros M.Sc, EMBA, Adam Smith, Charles Sanglimsuwan, Will Goldstone, Obinna Oparah, Maxim Drabkin, Andrew Dennison, Jason Mann #Unity3D #Multiplayer #GameDev

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