IGDA Scotland Mentorship Program Overview

The program connects Scottish game developers with experienced industry mentors to accelerate skills, expand professional networks, and increase representation across disciplines. It focuses on career transitions, studio readiness, portfolio development, and leadership growth while aligning with needs of studios and academic partners across Scotland.

Program overview and goals

Core goals are clear: shorten time to meaningful employment, improve retention of underrepresented talent, and build sustainable peer networks. Target outcomes include measurable improvements in employability within six months, clearer career roadmaps for mentees, portfolio assets aligned to studio expectations, and mentor reports indicating increased confidence in mentee capability. Strategic partners include universities with game degrees and commercial studios that provide project briefs and guest speakers.

History and audience eligibility

The International Game Developers Association was founded in 1994 and the Scottish chapter grew to reflect local hubs such as Dundee, Edinburgh, and Glasgow. That local focus responds to a cluster of studios including Rockstar North, 4J Studios, Tag Games and a strong academic presence led by Abertay University. The program accepts early career creators, mid career professionals changing specialism, and junior leads seeking management skills. Eligibility criteria emphasize residency or strong ties to Scotland, demonstrable commitment to game development, and readiness to engage in a formal mentorship cycle of three to nine months.

Recruitment, application, and matching methodology

Recruitment draws from chapter events, university career services, studio HR teams, and targeted outreach to diversity networks. Application requires a short statement of goals, a portfolio sample, and a mentor role preference. Selection balances need and potential: priority is given to candidates underrepresented in the industry, those coming from non traditional backgrounds, and applicants with actionable goals.

Matching uses a weighted criteria matrix that compares mentee goals, mentor expertise, location, availability, and preferred mentoring style. Matches seek skill complementarity and realistic scheduling. Regular reviews in the first four weeks allow rematching when expectations misalign.

Mentorship models, structure, and milestones

Three configurable models operate concurrently. One to one pairs deliver individualized skill transfer for complex roles like engine programming or art direction. Group mentoring assembles mentor plus up to six mentees around a common goal, ideal for production practices and team-based portfolio pieces. Peer cohorts use rotating facilitation to foster mutual accountability for indie teams and newly formed startups.

Program cycles run typically six months for standard tracks and three months for focused sprints. Milestones include initial goal agreement, mid cycle review, prototype or portfolio deliverable, and final showcase with studio partners. Progress checkpoints occur every four weeks and are recorded in shared documents.

Below is a module overview used across tracks, with duration, outcomes, and delivery mode. Text before and after this set explains how modules are selected and sequenced for each participant.

Module name	Typical duration	Key outcomes	Delivery method
Career mapping and role audit	2 weeks	Clear target roles, gap analysis, CV alignment	One to one + workbook
Portfolio sprint	6 weeks	Studio-ready demo or reel segment	Group + hands on sessions
Technical deep dive	4 weeks	Problem solving on engine or tools	Mentor lab sessions
Production practices	4 weeks	Roadmap, sprints, QA basics	Group workshops
Leadership and communication	3 weeks	Feedback, 1:1s, meeting structure	Seminars + roleplay
Business basics for indies	3 weeks	Funding routes, contracts, pitching	Guest talks and clinics

Module combinations adapt to mentee goals. Each participant receives a recommended sequence, but flexibility exists for scheduling and additional focus areas.

Onboarding, tools, assessment, and impact measurement

Mentors complete a short accreditation covering feedback techniques, safeguarding, and equality duties before mentoring. Orientation for mentees clarifies expectations, communication norms, and progress reporting templates. Communication relies on a mix of video calls, collaborative documents, and a dedicated chat workspace hosted on a widely used platform that supports file sharing and meeting scheduling.

Goal setting uses SMART-aligned templates with measurable milestones and clear deliverables. Progress tracking is fortnightly with a simple rubric assessing skill growth, task completion, and professional readiness. Feedback uses structured forms at mid and end points, combining self assessment, mentor commentary, and peer input when applicable. Impact metrics reported annually include number of mentees securing employment, average time-to-hire, portfolio quality improvements measured by studio review, retention in the sector at 12 months, and diversity indicators such as gender balance and socioeconomic background.

Community, inclusion, partnerships, alumni, and growth

The program embeds specific initiatives to increase equity. Outreach targets community organizations, colleges, and local councils. Pricing is minimal for mentees, with sponsored bursaries provided through partnerships with studios and cultural funding bodies. Networking events, monthly demo nights, and an annual showcase strengthen ties between mentees, studios, funders, and universities.

Alumni engage through a rolling mentor pipeline, guest lectures, and a resource repository. Long term support includes access to the community workspace and invitations to recruitment events. Plans for scaling include more satellite cohorts in Glasgow and Dundee, formalised studio secondments, and data driven refinement of curriculum based on placement outcomes.

Practical recommendations for prospective participants: prepare a focused one page goals summary, select one main skill to prioritise per cycle, be ready to commit regular time weekly, and seek feedback actively. To get involved, sign up via the chapter events page, attend an open evening, and submit the application with a portfolio sample.

Common pitfalls include unclear goals, sporadic attendance, and overambition on deliverables. These are mitigated with upfront contracts, milestone pacing, and accessible mentor training.

This framework aligns talent development to the realities of Scotland’s game ecosystem while maintaining measurable accountability, inclusive access, and studio relevance.