In recent conversations with indie dev friends, a lot revolves around team building – finding the right partners to collaborate. Building a team seems to be a big reason, if not the biggest reason, for failed projects. Building a team for a startup is unlike what happens in a bigger company. Having worked at both sides of the divide, I think that is safe for me to say. In a small team, every addition or mistake in the team make up can kill the team and thereby the project. Every person on the team is critical. On an indie dev team, no clock punchers, empty talkers can be allowed. There shouldn’t be any free pass above grunt work. Since we at Muse went through a lot of ups and downs over a few years and a few released projects now, I feel like we are now in the position to to offer something useful to the issue of team building.
In Nepotism We Trust
If we take the typical definition of Nepotism, then it’s about bringing in friends and family without merit. But more loosely, nepotism is about hiring friends and family. It’s about using relationship to get in the door. If we use this looser way of characterizing nepotism, then we love that at Muse. We bring on friends almost exclusively. Or, we bring on someone to intern with us, for an extended period of time. Then, we bring the person on if we need to and have the means.
I can’t say what other teams do, or if there is a golden formula somewhere that some MBA is touting. In the context of indie development, which is basically a start up experience for every project, I bet there is none. No rules, no formulas. So I can only speak to what works for us.
Why doesn’t the normal process of recruitment work for us? Speaking on behalf of the rest of the team, I think it is all about trust. Every team, even if it’s just one person, has a personality, a set of corks, a workflow built on just being together over time. The beauty of a small team is that people can just scoot over a few inches and chat and make decisions on the fly. For something as big as a new concept for a game, it can be as simple and unscientific as, that sounds awesome, let’s fucking do this. A small team has the privilege of not letting the creative process get to, let’s run some numbers to see how much money we can make exactly. A group of people committed to making an indie game or do a startup because they would rather do this than anything else.
But one key ingredient makes everything tick, and that is trust. Without it, a small team doesn’t even have the chance to devolve into politics. It probably just die. So in order not to die, we have to trust. And with trust comes with the belief that everyone is critical. But to trust someone through a largely impersonal recruiting process, no matter over how many interviews, is difficult. Because it’s simply hard to gauge how someone responds under fire and in the moments of need. Sometimes, it’s not even about toughing it out. It is simply hard to incorporate someone into an existing workflow if that person is entrenched in something else. In a typical corporate recruitment process, there is just no way to know.
So for us, we consider 2 groups. One: friends. Because we know that whenever someone recommends a friend, that friend is talented, capable, and has worked with the person on the team before. Two: Interns that have worked with us for at least a few months.
A team has to start somewhere, and it won’t always be the case to have the opportunity to join up with a friend to start. Brian and I met through a Craig’s List posting after all. But I think there is a feel, or a vibe, call it an intuition if you will, that takes place. In a conversation, beyond the resume, beyond the portfolio, beyond the demo reel, is there a connection, is there a common passion, belief, vision, or dream. Is there conviction, or a sense that, no matter what happens, no matter how much salary we are not getting, this is something worth pursuing. If the answer is yes, then the success of building this team just increased a bit.







