Author Archives: Adelina Peltea

Gaming jobs salary reports

For those technical talents passionate about the gaming industry, here are some reports on gaming job salaries.

United States – gaming job salary report 2013

This is broke down by region, discipline (gaming programmers, artists, game designers, producers) and years of experience. It seems that programmers are the best paid in the gaming industry, with salaries ranging from $ 72K to 125 K, followed by artists and game designers with $ 54K to 105K.

Video Gaming Industry by the Numbers
Source: Big Fish Games

Game Developer Magazine published in their April 2013 edition the following results (slightly different than the ones in the report above, but not far from them):

gaming progr

gaming art

gaming game designers

gaming qa testersSource: BorderHouseBlog with data from Game Developers Magazine

United Kingdom – gaming job salary report 2013

Seems that UK has lower salaries than US when it comes to gaming jobs, but the industry is quite developed there as well. For example, a programmer earns on average in the UK the equivalent of $ 41.5K, while in the US this is double or more.

gaming ukSource: (with data from, a British gaming-focused platform)

Now in case you want a job in the gaming industry that matches your interests and skills, create a profile on and the magic will happen.

splinter blog popup

Salaries for Sales specialists across the world

Are you a Sales specialist curious about your potential salary in different countries? You’ve come to the right place.

If we are talking about Head of Sales level, best paying countries are: Brazil, Japan, Australia, Chile and Switzerland. So better brush up your local language skills and expand your network there.

Spotlight on sales: Global salary trends
Infographic by Mercer Insights
If you are looking into Sales jobs inside startups, AngelList provides the following data (US only) (salaries in dollars):



Some more numbers on different markets:

China (source):

  • Sales Representative (1-3 years of experience, College and above): 730 – 1060 $
  • Senior Sales Coordinator (5+ years of experience, University Degree): 1500 – 2400 $
  • Regional Sales Manager (5-8 years of experience, University Degree or MBA): 4650 – 6450 $

United States (source):


United Kingdom (source):


Brazil (source):


(so no wonder Brazil is paid best paying country for this matter, as this shows a Sales Manager in Brazil earns 59% more than one in the US)

Singapore (source):


So where are you going to head to? is here to help you make the leap by keeping you in the companies radar for work opportunities that fit your skills and interests. So don’t forget to create your profile :)

Join, it's 100% free

[study] How important your social media profiles have become for your career


A new study shows how important your social media profiles have become for your career. Almost every employer will look at your online activities and interests.


 Employers check your social media profiles mainly to check your professional experience and interests, but also to assess your cultural fit.


And here is where comes to play:

We help you aggregate all the professionally relevant information from your social media profiles in one place over which you have full control – and this is what employers will see about you to satisfy their curiosity.

Just give it a try here – it only takes 3 seconds to create an account with all your professional data.

Because social recruiting is here to stay…




 …as it helps employers hire better candidates faster. Which means that your online activities on social networks also help you get faster and more adequate job opportunities…


…especially through‘s matchmaking.

join splinter

Source: Jobvite – Social Recruiting Survey Results 2013 (The survey was conducted online in June 2013. 1600 recruiting and human resources professionals completed the survey.)

Salaries for Developers and Designers across the world

Are you a Developer or Designer curious about your potential salary in different countries? You’ve come to the right place.

Below are some averages of yearly salaries per country. As it seems, the best paying countries for Web Developers are Australia (87K $), Japan (86K $), the US (76K $) and Canada (60K $), while the lowest paying countries are India (12K $), Malaysia (8K $) and Philippines (7K $). Graphic Designers seem to be most appreciated in Switzerland (96K $), followed by Australia (64K $). The numbers jump quite higher when talking about Senior positions, as well as for Software Developers in comparison with Web Developers.

Salaries of web developers in India, the Philippines, USA and around the world


If you are considering the startup life and you are attracted by popular startup hubs, the numbers look a bit different. Sillicon Valley’s Developers have an average salary of 119K $ per year, while London’s Developers make 79K $ per year and Berlin’s Senior Developers reach on average 80K $ per year.

And of course, you might consider working for one of the most appealing tech companies at the moment. Seems like the best paying ones are Google with 128K $ for Software Engineers base salary per year, followed by Facebook (124K $) and Apple (114K $).

So where are you going to head to? is here to help you make the leap by keeping you in the companies radar for work opportunities that fit your skills and interests. So don’t forget to create your profile :)

Join, it's 100% free


Welcoming our first Ambassadors has already reached people from more than 60 countries on 6 continents (happy to see your love from all the time zones :) ). Our strongest presence is in the EMEA region, which is a quite diverse one in terms of culture, language, development etc. Therefore, for the coming months we decided to focus on a few cities and establish a local presence in each one of them with the help of our new Ambassadors.

Today we are pleased and honored to announce our first two Ambassadors to join our team: Hashem Zahran for Alexandria & Cairo and Florina Dumitrache for Bucharest.











They are both really well connected in their cities and regions with the tech and startups communities and are leading their own projects. They joined us because they love our product (for example, Florina went recently through a hiring process from an employer perspective and realized the problems with the current solutions) and they knew the team for quite some time (Hashem actually knows since its inception at Startup Weekend Alexandria, an event he organized).

No one has ever started as a big company! All big names started as an idea with smart dedicated people, a little bit of luck, and access to right resources. As one of the early adopters, I’ve seen the transformation from the idea stage till now which I am sure was a fun ride to the founders. I look forward to be able to assist in spreading the word out about Splinter in my current networks and see it as a big name in the upcoming few months. (Hashem)

SplinterMe is just like a drop of water when you are thirsty; it offers satisfaction just when you need it through the matchmaking process. No more agencies or other complicated options that take a lot of time, money and patience…Splinter is fast and efficient! (Florina)

Hashem and Florina will be our local voices, developing the talents and employers communities in their cities. They will be our right hand for any local partnerships, presentations, media relations, sales discussions etc. in their cities, so do not hesitate to contact them if you are interested.

We are looking for Ambassadors in other cities as well. Those interested can read the details and apply here.


The job mismatch: how people read job descriptions

Most of job applicants never hear back from the employers or they receive an automatic email with “We are sorry, your profile doesn’t fit what we are looking for”. Where is the problem?

A study made by TheLadders reveals part of the mystery by using eye-tracking systems to notice the job seekers behavior while interacting with job descriptions.

Job applicants spend on average only up to 77 seconds to read a job description and hit the Apply button.

This means they mainly read the title, the beginning and then they skim through the rest of the text:

job description eye tracking

(the eye-tracking technology was used to draw a “heat map” that showed how much time each participant spent looking at each section, and results were averaged)

Long and text-only job descriptions don’t stand a chance to be completely read and risk getting lots of applications that do not fit the job requirements.

Conclusion: more visual and simple job descriptions are needed!

On we help companies sort information into relevant categories and make it as visual as possible.

Like this job applicants get a better overview in a shorter time spent on the page. They can immediately see the tools used inside the company’s workspace, the people behind it, the social networks etc.

mavenhut splinter

Besides this, we are also preparing to launch our matchmaking between talents and work opportunities. So people would not need anymore to search jobs, read them, decided on their own where they fit, apply and wait for answers. Instead they will be headhunted by companies through our platform.

Want it? Apply for your individual profile here or for your company profile here.

Want to travel the world and meet the best startups? Apply for this job on


Some jobs are once in a lifetime opportunity. So is this one: Seedstars World’s Startup Scout.


For all the startup lovers and travelers out there, Seedstars offers the opportunity to travel to emerging countries for 6 months and select the best startups. The program Seedstars World is running right now its first edition, and the team is already looking for someone to lead the next edition in 2014.

You can check the details about the role and the conditions to apply on right here.

Good luck and may the most passionate and curious candidate win!

PS: And while you are at it, do check the companies we have on and their work opportunities as well.

VC4Africa partners with to help its members better showcase their professional profiles

We are happy to announce our partnership with the startup community VC4Africa through which their members are given now the possibility to display their profiles on their member profiles and on their job applications inside the community.


VC4Africa is the largest and fastest growing community of entrepreneurs and investors building promising companies in Africa. At the moment it gathers 12.500+ members from 1000+ ventures in 30 African countries and investors with an interest in the region from 159 countries around the world.

Their recently launched job board for the local ventures, VC4Africa Talent, encourages now applicants to include in their approach message to the employer also their profile to better showcase their professional image.

vc4africa apply with splinter


Also, members are encouraged to link their profile on their member profile, alongside with their LinkedIn, twitter and Facebook accounts.

vc4africa splinter profile


Bill Zimmerman, the Co-Founder of VC4Africa and an early adopter of, said about this partnership:

“We’re very excited about integrating Splinter profiles with VC4A.

At VC4A, we believe in putting entrepreneurs in control and giving them access to the best available tools and services. Building a great company requires access to the right network, expertise and knowledge along the way. It also means having an exceptional team in place to execute the vision. For this reason, we recently launched VC4A Talent, a free recruitment service for startups.

We see as one of the top online tools for job seekers to put their best foot forward. Creating a professional, 360-degree profile with Splinter could not be simpler, and the results are displayed in less than a second. 

We’ve also followed the story of Splinter’s founders and had many positive interactions with Ahmed and Adelina, the two co-founders behind, so partnering with them to match job seekers with hiring companies was a natural fit.”

We are as well very honored to start this partnership and we hope that together we can help the emerging startup community in Africa with better ways to connect local talents with work opportunities inside the ventures. pitching at Pitch Marathon (Berlin, July13)

Curious to know what we are working on solving at and what is our solution all about?

Watch below the video recording of our pitch at Pitch Marathon, event that took place in Berlin on 31st July 2013.

Potential investors, partners, clients and users are welcome to contact our team.

Robert Scoble on the future of recruitment

A few days ago at Tech Open Air Berlin, (you might know him as the Google Glasses most passionate advocate) was talking via skype with the conference participants about technology and its impact on our lives.

2013-08-01 18.17.28 team was curious to hear Robert’s view on the future of recruitment, as it is driven by technologies.

Check below his answer.

He was emphasizing on how your social networks can bring you new career opportunities and how employers want to know more about you and check your profiles. is happy to provide the platform that makes this new natural phenomenon easier for both sides.

For employers it will be easier to find matching candidates about who they will have all the relevant information in one place, as we analyze all the activities on social networks. For talents it will be easier to reveal their professional image based on their social media activities and to find the most fit opportunities.

So join us in beta and get all our benefits soon.

How to hire the first employees in a startup – interview with Cristi Badea, Co-Founder of MavenHut

cristi badeaCristi Badea is an entrepreneur in his mid 20s, with a strong passion for growing businesses with limited resources. He spent his last six years in the online gaming industry, where he built and marketed from scratch games that reached several million players, throughout the world. Earlier this year, he was featured on the cover of Forbes magazine, as one of the 30 under 30, a special award received for innovation.

He’s one of the co-founders of MavenHut, where he is in charge of game design and running operations in the Bucharest studio. 

MavenHut is a social gaming company that was founded in Summer 2012. Their first title Solitaire Arena, is one of the most trending games on Facebook this year, with more than 2,5M players. MavenHut is a StartupBootcamp alumni and it recently raised a seed round of over $700k.

Check their company profile on


Q: At startups there is a lot to do, but also limited resources. So what marked the moment to extend your team and start hiring?

A: Obviously you need the cash in order to start hiring. For us, the purpose of raising an investment round was only to get more talent on board. Our first product (Solitaire Arena – a Facebook game) was growing really fast and we needed a bigger team that would sustain this growth.

Q: How did you decide for which roles to hire? 

A: Back then, we lacked a fully functional product team. Our first hire was a programmer, than a producer, a tester and another programmer. We managed to get everyone to join our team in less than 4 months. It’s worth mentioning that we were already a team of three founders (a tech, a business and a product guy).

Q: What were the challenges and lessons learned from hiring your first employees?

A: We first reached out to our network, to seek for the first employees. We were especially reaching to people with whom we worked closely in other ventures. That’s a low hanging fruit, since you already have a special bonding with these guys and there are no major issues (mainly concerning trust). But your network won’t get you far and you quickly realize that there is a limited amount of talent that you are willing to build your company with.

Nevertheless, there’s a lot of disappointment as well, your ex-colleagues that simply don’t believe in you or your venture (even though you already have quite some traction). So we started improving this process by getting more press coverage, participating in competitions and winning a lot of awards. This proved to be a smart move, since there was a quick turn-around and we soon got some interesting resumes.


Q: How were you assessing the skills and the cultural fit for the candidates?

A: We usually have a straight forward process, with short interviews and just a couple of tests. We were seeking for some interest from the candidate in our company, that goes beyond reading our ‘About us’ section. For example, we are highly attracted by candidates that would ask a lot of smart questions, that are genuinely interesting in discovering and learning new things.

Of course, there was a lot of time wasted with divas that were considering themselves superstars. In order to address this issue, during an interview, we started by asking only one question: “Did you play our game?” – if the answer was ‘No’, we would politely stand up and let that candidate know that the interview is over. Later on, we were having the first interview by phone (a phone conversation is much easier to end than a one-on-one meeting, once you figure out that is not the guy you are looking for).

Q: How do you feel as a co-founder when you have a growing team? What are the challenges in setting up an organisational culture? How do you motivate the employees?

A: Now we are a team of 12, motivating and offering enough attention to every single member in our team is not that much of a challenge. The fact that we are three founders helps a lot here. We like to get everyone involved in most of our decision making processes, by applying agile methodologies. The team is self-organised and this will probably help us build the organisational culture, as we will increase the headcount.

Q: What would you do different in your future hiring process?

A: We are obsessed with constant improvements. We are trying different recruitment tools, working with a couple of head-hunting companies and joining local tech events at least once a week. We like to believe that there is always a better way to hire talent and we’re experimenting new stuff with each new opening. Also, we like to get all three founders involved in the hiring process, since early employees have a big impact in your business.

3 tips & tricks for startups that want to hire techies

In case you are recruiting techies for your startup, you’ve come to the right place for some tips & tricks on how not to waste the opportunities to nail the best talents and bring them in your team.

2013-06-08 19.38.10

1) Posting the job vacancy on your website & some recruiting platforms and waiting for applications will not get you too far.

Technical talents are scarce. There is more demand than supply when it comes to developers, engineers and designers. Hence, your potential candidates are most probably working somewhere else at the moment. It’s extremely rare that they are unemployed, actively looking for job opportunities. So if you are just waiting to receive applications, you are most probably wasting your time.

When it comes to recruiting techies, you are the one who needs to be pro-active, scout for talents, approach them. You need to do your search (online and through your network) and contact candidates.

By using you can make your search more efficient because the platform offers an aggregation of all platforms where the potential candidates have information. Plus it offers you Splinter LookUp to ease your scouting efforts.

Note that just waiting for applications could work though if:

  • you have a very attractive startup (a.k.a. you got a big investment or you build an awesome technology that attracts all the eye-balls)
  • you are not looking for experienced techies and you are open to students and recent graduates (because they are the only ones that are free on the market and actively looking for opportunities)
  • you are lucky ;)

2) Be very specific about what you are looking for, while knowing when to be flexible and when to not underestimate some profile aspects.

One very important advice shared by experienced recruiters is to prioritize personality over competences when recruiting. In other words, look first for cultural fit. Look for specific personality and workstyle traits your future employee should have. How much risk taker, how much innovative, how much hard-working, how ambitious etc. Think of all the things that matter for the team to work out and for the fit with the job tasks.

Competences (technical skills) can be easier developed than personality traits. Besides, technologies are evolving so rapidly anyway and skills become so easily outdated, that in any case you should prefer someone with a great power and willingness to learn rather than the most experienced techie.

Another advice is to measure experience in accomplishments/ projects rather than years of experience. You might lose lots of good potential candidates with very rigid job requirements. Replace your required years of experience with other elements that make more sense for the job: types of previous projects, involvements in previous projects etc. Also think: is the experience in the industry extremely necessary?

And speaking of this, give a lot of thought to the location requirements. Since tech talents are so scarce, willing to hire only those nearby that can come and work from your office(s) might be a huge limitation. Nowadays, the trend in most companies is to enable more and more remote work. This is the future, powered by technologies that make it doable and efficient (think of all the video conferences tools, project management tools etc.) If you can extend your talent pool to a wider area than just your city, that would be great.

Last but not least, prioritize your job requirements. Define and communicate which ones are really mandatory, which ones would be great to have, which ones would be nice to have.

3) Present your startup and the work opportunity in an appealing way.

We see many job descriptions or approach messages that seem to be done in a hurry. Information about your startup should be plenty and attractive. Mention your vision, your work environment, show your media coverage, present your team and your investors, mention your achievements and present your next milestones.

With you can present your company in a very personalized way. You can add your mission and vision, social networks, media coverages, images etc. Invest your time into making an appealing presentation for your startup as a workspace because people care a lot about company culture and achievements.

When you approach potential candidates, it was proved that the highest click rate was for messages that mentioned the investors in the title and had all the content personalized for the candidate.

Also you might want to take good care of your candidate experience. Having a fast and pleasant process could not only make you nail the best candidates, but it will also give you thumbs up as an employer in the techies communities (word of mouth) and so ensure an increase of chances for future hires.


Would be great to hear some lessons learned from the startups that are recruiting and to expand the tips & tricks list.

(Image credit: Adelina Peltea) takes startups on Hacker Tour to top computer science and engineering campuses in Europe

We are proud to announce that we are co-organizers of Hacker Tour Europe - a series of events that will facilitate startups’ access to top students from computer science and engineering universities in Europe.

During the course of a few weeks in October and November 2013, Hacker Tour Europe will facilitate company presentations, CXO talks, coding challenges and job fairs in a number of selected campuses.

The companies that want to participate and get the benefits of creating a talent pipeline of the best students from top technical universities are invited to register here. will be the platform that will gather all the professional profiles of the participating students. Employers will be able to use to access Hacker Tour Europe talent pool at any time, to filter the young talents to match their interests and to follow up with them.

We know companies deal nowadays with difficulties of finding adequate professionals for their open positions. Especially when it comes to tech positions. Our platform offers the possibility to reveal talents and to do matchmaking between open positions and professionals. But we also want to participate in the creation of the next generation of tech talents.

Therefore we want to bring companies closer to students and facilitate their interaction.Through Hacker Tour we can help students understand what skills they need to develop and what are their career opportunities. And so we also help companies shape this next generation of talents to match the working requirements of today.“ said Adelina Peltea, co-founder of