producer / qa relation and hiring your successor
DESCRIPTION
The Producer-QA relationship in a Free 2 Play mobile games studio. Slides from the Presentation at the Game QA and Localisation Conference in London 26/6/2014 by Thomas Hulvershorn / Operations Manager and Olly Hart / QA Manager from Outplay Entertainment (Outplay.com) Topics: - Working with QA from Production POV -- Producer role, Trust and Sign off responsibility -- Testing the right thing - Finding your successor: -- Internal Recruitment vs. Appointing a successor -- The Interview Process -- The AftermathTRANSCRIPT
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“Capable of great and terrible things”
“leads the Decepticons”
“knows rights from wrong” “protect the things he cares
about”
Thomas Hulvershorn Operations Manager
Olly Hart QA Manager
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…getting it right
Thomas Hulvershorn
Olly Hart
Outplay Entertainment
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Established 2011 in Dundee Outplay Entertainment is a fast growing, venture-backed Developer and Publisher of social and mobile Games.
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‘Classic Producer’
> Deadline >> Quality
> QA as excuse
> Quality afterthought
‘Classic QA’
> Non committal
> Over cautious
> All bugs are ‘A’ bugs
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The Game has changed!
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Sample Group A Sample Group B Control Group
Project Stakeholders Real Time Analytics
ETL Layer
Analysts Tracker
Store Data
Analytics Events
Game on Store
Download Deploy new Version
F2P Data Feedback
Driven Deployment
Game Life cycle
Player
Lau
nch
Amazon Cloud
Game Settings Outplay Server
Mo
dif
y Se
ttin
gs
Set
up
Exp
erim
ents
Game Settings
Producer
Feature Backlog (Jira)
Targets Designer
Game in Vault
Product Team
New Version
Sign off and Store Submission
Game Development
Client Update
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#1 Priority is Player Satisfaction
“If your game sucks, stability won’t save you”
> Customer Support support
> Soft Launches
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Impact on
Managing Quality
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“The Fear” &
& Know your Coder
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QA responsible for Customer Support > Makes sense – we know the projects
> Creates a direct line between problem and solution
Use Crash Logs and User Feedback
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Test is committed to the Project
Producer is overall responsible
Live issues are Team issues
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New Feature has terrible Bug
Classic Reaction
QA
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Our take on this:
Why did the team miss this?
What will the team do better next time?
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Production at Outplay
> Quality && Deadline
> QA right hand ‘man’
> Quality from the start
QA at Outplay
> provides insights
> is Embedded
> tests the right thing
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> Three options
> External Recruitment
> Internal Appointment
> Internal Interviews
For many people this is a SCARY thought!
> Common Objections
> “We know who should get the job” -> Speed
> “No one is capable” -> Innovation
> “Team will be disgruntled” -> Acceptance
> “Losers work less after” -> Motivation
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Speed Cost Innovation Acceptance Risk Motivation
~
~
~
~
External Recruitment
Internal Appointment
Internal Interviews
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Test Management
People
Management
Team
Management + Personality + Games + Experience + Delegation + Stress Resistance
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> Make it comparable!
> Same questions for all candidates
> Pair up with non QA Manager (e.g. Producer)
> Make it count!
> Practical Interview with Exercises
> Real life problems
> Test all areas with examples
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Postkorbübung Priorities
Delegation
Pressure
Information
Communication
Results form the basis for the Interview
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> Situation
> You are the QA Team lead. It is Tuesday 09:30 and you have a full day meeting starting at 10:00.
> You have not been in the office yesterday and your Inbox contains 25 mails. You got 25 minutes to read and sort out your mails.
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There are 3 tester in your team
Adam Supertester He has just started to conduct a test on the Kindle Fire
Bernd Normaltester He has nothing to do at the moment and is looking for work when he comes in at 10:00.
Callum Problemtester He started a Smoke Test on the iPad3 handset the day before at lunchtime, but hasn't finished it. After that he is supposed to do a full test on the iPhone 4s.
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Example for a mail
From
When
Subject
Content
Actions
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The Inbox
Spam
Connections
Underperformance
Misleading
Different Time zones
Delegation
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Example for a mail with actions
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> Interview Structure
> Introduction to process // 0.25h
> “Postkorbübung” // 0.5h
> Review of results // 0.5h
> Role Play Staff Feedback // 0.5h
> Traditional Interview // 1.5h
>Team Management
>Testing Know How
>CV and experience
> Total time: ~3 hours per candidate
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> Process has been regarded as fair
> We made the right choice
> No grumblings in the team
> Clear goals for the non successful candidates
> Signal to the team there is room and a fair chance for progression
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Thanks for reading! Any Questions?
@DerHUL @ILOVETHISOZZ