The worst gaming company to work for - Senior Producer bei Ubisoft: Mitarbeiterbewertung

1.0
6. Sept. 2011
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CEO-Befürwortung
Geschäftsprognose

Pros

In San Francisco, the benefits are not bad. There are great programs like Christmas with kids, free games, and a healthy respect for your time off and family balance when it comes to maternity leave. The people are also really great overall. Individually there are wonderful people there and there's a great creative energy in many teams like Brand, Marketing, and Creative Services.

Kontras

All the other reviews are dead on. Politically charged with completely out of touch and inept management. The management is failing investing in weak products and poor direction. There is far too many levels of oversight and bureaucracy and little recognition. Most of all, there's a ceiling where you must speak french to be promoted. It is a terrible place to work where people smile at you and then maneuver to take credit for your work. Especially in the studios its barely better than third world labor. People are treated like cattle and incompetent middle managers take all the credit while deflecting blame on to others. There are tremendous failures that would embarrass any other company, but it seems that managers always just get promoted. They are no longer in any position to actually acquire quality talent. Once they run their IPs of Assassin's Creed and Just Dance into the ground this company will be lined up for bankruptcy.

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5.0
8. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Great team. Awesome games. Fun opportunities.

Kontras

Not a ton of hours available

3.0
28. Apr. 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Remote work, free games. Good co-workers.

Kontras

Horrendous pay, expectations of work absolutely unreasonable. Turnover rate pretty high, and instead of hiring new employees, just had the remaining team take over the work that required like 10+ employees. Then after requiring 200% productivity to make up for the lack of a team, complained about teams.

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