Patryk Suchy

speaker

466 appearances 1 recordings 1 series first heard Jun 2026 last heard 23 Jun

Patryk Suchy’s voice in public audio — every appearance, attributed to the second.

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Recordings per month over the last 12 months — 1 in all, peaking in Jun 2026 with 1.

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Freaking Cool Indies · A Games Recruiter Reveals How to Actually Get Hired · 23 Jun 2026 podcast

Just having conversations and building relationships will be immensely better than on tinkering for the hundredth time with your CV and doing like it keyword by keyword for some magical ATS in the background, which might or might not score you higher or lower, but you don't know that.

Awesome.

Honestly, my favorite subject.

So strap on.

Let's go, baby.

I'm ready.

Okay, so first of all, first of all, there are obviously like very universal principles like do the research on the company, check with whom you're speaking and be knowledgeable about your own experience.

So you actually know what you're talking about.

Preparing the preparing the answers in advance usually doesn't work.

because people just forget it but for some people it might be useful to come this is where we come also back to to this achievement list that we mentioned at the beginning so basically if you do all this stuff you have also an easy cheat sheet about the stuff that you can mention during the interview you can prepare with the star card like there are tons of matrixes that help you kind of structure this stuff in your brain so it doesn't you don't rumble and you go

to different areas that doesn't really matter when you're answering the question.

So that's the universal part.

But the important thing is also, too, first of all, with whom you have the first interview.

Are we talking about the recruiter in the company or HR person in general?

Are we talking about hiring manager or somebody who's in the smaller studio like the founder or immediately somebody who is just this kind of person?

because this alone will determine how you will approach those interviews.

The reason for that is HR and like recruiter interviews, they are designed for being kind of a filter and their process is more to eliminate people who are not a fit than progress forward with people who are.

Obviously, we are still progressing forward, but basically

The idea is to not send someone who is not a fit because otherwise it would be waste of time of hiring manager or whoever else is down the line the process.

So we are trying to do as much of filtering at this stage as possible.

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