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Evolving in a studio with a soul

Frédéric Bibet is one of the cornerstones of Ludia. With over 28 years of experience in the video game industry, he has worked at every level, giving him a broad, informed, and accurate view of game production. Throughout his career, he has also witnessed the big changes in this vibrant industry, which is driven by one concept: continuous evolution. 

Frédéric joined Ludia 12 years ago and is now our VP of Production. His adventure began as an independent partner at Mistic Software, a company that developed console games for Ludia, then went on within the studio itself, as Mistic joined Ludia’s family after successful collaboration over several years. This career path has allowed Frédéric to see the entire evolution of the company, from its very beginnings to the studio Ludia is in now.

Since arriving at Ludia, Frédéric never stopped growing along with the studio. He has worked with passion, rolled up his sleeves to overcome many challenges, challenged himself, learned a lot, and most importantly for him: he continues to do so every day.

A studio with a soul 

When Frédéric first met the studio and Alexandre Thabet – CEO – Ludia was a very small company. Working as an independent partner at the time, he was impressed to see it grow so quickly from 7 to 14, to 20, to 40, to a hundred people. This entrepreneurial spirit and capacity that came from the founders, and allowed them to sign partnerships with renowned licenses such as Price Is Right, Hell’s Kitchen, or Family Feud despite their very young existence, made him immediately think “Wow they know what they are doing, they know where they are going with their company”.

In 2010, he officially joined Ludia and became the right-hand man to the VP of production. A challenging start with a game based on the Bachelor to be delivered in a very short time. This complex project required a lot of learning for both him and his team, and through hard work and incredible motivation, the project was completed! Another project with tight deadlines followed: The Amazing Race. The job was as hard as it was exciting, but what Frédéric remembers and cares most about this period is the teams. They were mainly made up of juniors, but they were extraordinary, with motivated teammates, hyper-committed, patient and attentive, and a thirst for learning and completing their projects, even if the challenges were important. Many of his very first collaborators in this adventure have continued over the years to grow alongside him and evolve into key members of the studio. They have developed their potential and helped make Ludia what it is today. But what’s even more amazing is that they are still as united, enthusiastic, and willing to help build the Ludia of tomorrow. 

While the games weren’t that impressive in the early days and the studio was at the early stages of building effective management, Frederic yet quickly saw the potential and benefit of joining Ludia. He saw the opportunity to learn a lot from the founders, Alexandre Thabet specifically – a daring young entrepreneur who had vision and ambition while remaining deeply human. But more importantly for Frederic, he immediately understood that Ludia had a real soul. The values he upheld and still passionately upholds today are part of the DNA of the studio.

Take risks…

In 2011, Frédéric saw Alexandre make a drastic decision, a risky choice for the studio: to stop making console games and focus only on Facebook and mobile games from now on. Once again, he was impressed by Alexandre’s ability to have a vision and an ambition, to go “all in” on a new path, guided by strong convictions. This energy and entrepreneurial spirit complement Frédéric’s personality that is more pragmatic, and it inspired him! Frédéric was and still is a very analytical person, which leads him to seek and collect enough information and consult what he deems to be enough people to support the decision-making process. Mastering a subject thoroughly allows him to position himself as a decision-maker, much more so than the hierarchical position he has. Where Alexandre has the ability to aim even further for the future with his ideas and ambition, and to inspire people to join the projects, Frédéric is able to make decisive choices for the games themselves, arbitrating where necessary with pragmatism in order to be able to deliver the games thanks to his in-depth understanding of the issues. He realizes that one cannot go without the other: without a vision, one does not go far enough, and without pragmatic management, the project does not succeed. A symbiotic relationship! 

The decision to go for only mobile and free-to-play games required learning everything. A new field of knowledge and opportunities to explore opened up. Frédéric probably keeps the best memories of this time. It was an extremely enriching period when the whole team, himself and also Alexandre, were learning and sharing together every day, and incredible creative energy carried them along every morning. Many people didn’t believe in this model and wondered what was going on: why focusing on mobile? It’s crazy to create free games! Then came the launch of the first Family Feud & Friends game, which went on to reach over 1 million DAU! From then on, everyone knew it was a winning bet and the teams got really excited about this new model. This was a big turning point in the history of Ludia, which decided to review its structure and organize itself as best as possible to adapt to this new evolution. Since then, the studio has continued to grow and has gone from 100 to 400 wonderful Ludians who work every day to always take the studio one step further!

… But also to take a step back and question ourselves.

Two years ago, Frédéric and the executive team decided to take a step back. “How far have we come and, above all, where do we want to go in the future?” There have been many adaptations over the years as the studio has grown exponentially. And benefiting from its experience, Ludia is no longer a start-up, it’s a solid studio that now requires deeper changes to get to the next level, and no longer what we might call “micro” adaptations. A major reflection was then initiated. Frédéric, along with the executive team, hand in hand with our trade experts Serge Mongeau, Jimmy Beaubien, Marc Antoine Ledoux, Raphaël Monin and with the support of the HR team, questioned and explored the best ways to organize the studio to achieve new goals and provide the best tools and work environments to develop employees and games whose quality is constantly being improved.

While having these discussions for the studio, Frédéric realised that he needed to start a more personal process to reconsider and deprogram certain thoughts and automatisms he might have in order to move on to a new level in his evolution atLudia. His job is one of those amazing “passion-job”, with so many opportunities to grow, and this is what keeps him wanting to do things and be involved in everything. But he is questioning himself and slowly understanding that it is no longer possible, at his level, to manage everything. His responsibilities are changing and evolving, and he is no longer expected to do what he did a few years ago.

With his teams, he digs deeper and asks questions that are sometimes extremely detailed to push them to go further, to better express their ideas, and to go into as much detail as possible, to dissect the elements in order to achieve a mastery of the issues so as to be able to make the most informed decisions possible. This attention to detail, this way of pushing them to understand a subject completely and then being able to share their knowledge, is his way of helping them to surpass themselves. Today, he wants to keep evolving on how to better manage his teams, how to give them what they need to evolve, to grow, to become the best versions of themselves to be able to be as autonomous. With this in mind, to support the teams and help him in management, concrete decisions have already begun to be taken, including the creation of two new key structuring roles for Ludia: Head of Operations and Head of Creation. This whole process is undoubtedly one of the biggest projects he has undertaken. Because: “a project, you do it with people. Like on a boat, you can be the one at the helm, make decisions, listen to the wind and the sea, but you are sailing with people. It is the perfect balance between autonomy, knowing your role in the group and knowing how to do your part efficiently, and the coordination of the whole crew working towards the same goal to reach the same destination that allows you to reach it successfully. If you don’t listen to your people if you don’t give them the key elements to carry out their tasks autonomously, a vision of the impact they have on the whole team, and a clear common destination, there is a big risk that you will never reach your destination, or that when you have to change direction, your people will fall overboard or your boat will end up sinking.”  

The important thing for him now is to build things on the notion of infinite, leave a legacy and see his people thrive.

“The day I leave, the studio will continue to grow and I want to be proud to have been part of it and to have set the right course for them to get there. The idea is to create an infinite company, beyond yourself, to prepare it and give it the automatisms needed so that it can grow on its own. It has to stand the test of time. It is with this same perspective that we create our games too so that they endure so that they stand the test of time. ”  

Permanent learning and continuous evolution

Throughout his 12 years at Ludia, Frédéric kept one of its most representative characteristics : his thirst for knowledge. The evolution of the studio, of the games, but also of his own role have required adaptations, learning, and questioning. And beyond that, Frédéric remains deeply passionate about all the new developments in this industry. This openness to others, this willingness to share with his teammates at Ludia but also his external contacts or his participation in round tables, and this vibrant curiosity, which is still very strong today, are part of his DNA. He is so anchored at Ludia because all these values are part of the foundations of the studio. Thanks to that, he continues to develop, learn and share his knowledge to take the studio and its teams always further. 

To continue to grow and evolve, change and constant movement are necessary. When asked “is it comfortable?” He naturally replies :

“In the evening you’re exhausted, sometimes you think you haven’t made enough progress that you’ve had to deal with too many unforeseen events, but then you step back and look at the positive and everything you’ve actually done. It’s important to force yourself to be aware of how far you’ve come and not just how far you have to go. So is it comfortable? No, it’s never comfortable, but it’s so exciting and motivating! ” 

Feedback on the neurodiversity panel ludia x urelles

We want to thank everyone who came and added to the amazing conversation that was last week’s panel on neurodiversity, as well as our amazing panelists Martin, Iris, Marianne, Michel and moderator Chloé. The panel spanned many topics, including but not limited to: 

·       Seeing neurodiversity as a strength, but also as a characteristic that is inherently diverse like hair or eye color 
·       Dispelling myths that people are ”suffering from autism” 
·       Asking for accommodations in not only your workplace but in the hiring process. This includes ensuring that the questions during the hiring process are clear, and worded in a way that is accessible. 
·       Terms like Neurodiversity can include Neurotypical people, where as terms like Neuroatypical do not include neurotypical people. Neurodivergent is an often used term as well. 
·        Many people use different terms, and feel comfortable with different terms and what is important is that the terms help convey the experience, possible strengths, and needs of the person. 
·       Getting an autism or neurodivergent diagnosis is increasingly difficult for adults, and specifically women.
·       Women do not have a ”different type” of autism, but interact with different social structures, which can often change the presentation of neurodivergency. 
·       The need to create the ability for all individuals to ask for accommodations, in a non-judgemental way, that will not detract from their candidature, or their role. 
·       Understanding the ever-changing needs of specifically neurodivergent individuals within working from home, and home hybrid, online or in person workplaces can adapt. 

Couldn’t make it last week? Check out the recording of the panel below! 

Ludia and URELLES, were so inspired by your engagement, as well we feel there is so much more conversation to be had, that we have chosen to put on a second edition, focusing on Neurodiversity and Intersectionality. 

Keep a lookout for more info on the new panelists, as well as links for tickets in the coming days!

A passion for evolution

Serge arrived at Ludia in 2017 and has recently been promoted to Creative Manager responsible for the Art, UX, and Design departments, which represents more than 150 people.

His role is to guide all these creative minds, to provide them with the best tools to bring out their creativity within our games and reach their full potential. 

Finding the balance between ambition and humanity 

Since he was 12 years old, Serge has loved video games. He has grown into an expert, especially in mobile, knowing the complexity and competitiveness of this industry and the number of jobs needed to build games that stand the test of time. Before joining Ludia, he had been following its development from afar for some time and admired the success the studio had had over the years.  

When he arrived, the position had been created for him: the management team had identified Ludia’s needs that were a great match for his skills. Through this position, Serge helped grow a strong next generation of artists. Now it is time for Serge to undertake a similar journey with the entire creative department at Ludia!

His greatest wish is to see Ludia assert itself as a major player in the industry, not only in Canada but also around the world. To achieve this, it begins with the people we work with every day. These days the creation of mobile games is increasingly complex. You have to know how to bring teams together, bring out their strengths, understand each other’s impact and create bonds that are stronger than technology. It’s an everyday challenge, and even more so in a virtual context! This is what he strives for, providing dynamic solutions and supporting the day-to-day. 

It is in his ambition to take on this challenge and continue to develop his people to go further in our creations that Serge relies on a value that he shares with Ludia, and we hold strongly: the well-being of our employees. Serge upholds this kindness and willingness to put well-being and development at the heart of everything we do.

“The fact that we don’t work in a work-for-hire environment allows us to plan more long-term and invest in what is most precious: our people.”

Ever evolving 

Since Ludia’s creation, and especially since his arrival, Serge has noticed the emphasis on constant evolution and pushing of boundaries while allowing employees to really invest themselves in the studio without compromising their work-life balance.

“A good example is Ludia’s desire to invest the time of our employees to contribute to the continuous improvement of the studio”: Ludia is a story that belongs to all those who wish to help write it. The implementation of a multi-level decision-making process will not only give our employees more transparency and visibility on Ludia’s future but will also provide a framework in which they can have fun and make decisions. 

Another example of this is the FLEX program announced last November at Ludia: “Flexibility means different things to different people”, but offering a program and approach that ticks all the boxes, being able to adjust your presence in the office or at home as you/he/she wants, is a huge step forward for Ludia. This program, which was designed with no other goal than the well-being of our employees in mind, has even allowed some of our employees to fulfill their dreams, such as buying back a family home which they grew up in outside of Montreal.

His pride:

For the past 4 years, he has been following Ludia’s evolution from the inside and sees how the studio and its 400 employees are adapting as they grow. Ludia’s strength? Constantly questioning itself, listening to our needs, and implementing the changes necessary to improve our games, and ourselves as a company. 

“If you’re passionate, you can create”.

What is he most proud of? Working hand in hand with his colleagues on human resource management, development, coaching, complex projects, role formalization, team support, as well as managing the start-up of new productions at Ludia. Knowing how to mix long-term employees and newcomers from different backgrounds, bringing out their expertise and innovation: all of this is what drives him.

Serge is passionate about people, he likes to coach, accompany, bring out creativity, equip his people with the right tools – in general, and even more so at this time of COVID19. But he is also passionate about music, cooking, blogs, decor, and travel. His greatest support is his family. He also surrounds himself with books and inspiring quotes, notably from Simon Sinek or books related to the creative process. 

All of this mixed together gives him the energy and creativity he needs, which he then passes on at Ludia to our creatives every day.

What’s important to remember? 

At Ludia, we love working with passionate people, discovering, bringing out creativity, developing the human aspect, questioning ourselves, learning, and evolving. That’s why we’re still here today and why we create exceptional games.

“Today, I am able to say that what I do every day at Ludia is exactly where I want to be and what I want to do”.

Ludia selected as one of montréal’s top employers!

Once again this year, our commitment to the well-being of our employees is recognized and rewarded with a place in the “Montreal’s Top Employer 2021” ranking!

A solid foundation of balance and sharing

At Ludia, our employees are our greatest strength. We work every day to develop a culture based on inclusion, humanity, collaboration, and balance.

This distinction rewards and reaffirms Ludia’s consistent efforts to offer a superior quality work environment, prioritizing cooperation, wellbeing, respect, and our employee’s work-life balance.  

The Montreal Top Employers 2021 ranking is based on 8 criteria divided to reward the most exceptional work environments in the Greater Montreal area!

(1) Physical work environment;
(2) Work atmosphere and social aspect;
(3) Health, financial, and family benefits,
(4) Holidays and free time;
(5) Dedicated employee communications;
(6) Performance management;
(7) Training and skills development;
(8) Community involvement.

This year Ludia has shown itself to be a leader in many of these categories but has particularly distinguished itself in work-life balance. Ludia offers 3 weeks of paid vacation as well as a paid year-end vacation on top of the 10 mobile days per year allocated to our employees. As well, we have our studio’s success with our Ludians with an annual bonus, all on top of our generous referral program for which the bonus can go up to $5,000 per hire!

This is just the beginning and we hope to distinguish ourselves even more next year! 

Ludia is also ranked amongst Canada’s top employers for recent graduates!

We strongly believe in the talent of each and every one of our graduates, who will soon become some of the best talents in our industry. We aim to support them in developing to their full potential as they are essential in bringing us a fresh perspective! They achieve this while they learn from the knowledge and expertise of their peers, allowing us through this corporation to look to innovation. This is why we are proud to be part of this ranking of Canada’s Top Employers for recent graduates!

Continuous work

Beyond these distinctions, it’s above all the satisfaction and recognition we daily receive from our employees that pushes us to question ourselves, nourish our thoughts, and explore more and more ways to offer the best to our exceptional Ludians.

The past year has brought us its share of challenges and the future will certainly require us to adapt and continuously change, but we are ready and enthusiastic to work on these upcoming projects!

Our next big project related to the well-being of our employees for 2021? Our flexibility program! Complete flexibility, choice of work environment all within a 100% customizable program designed to best meet the needs of our Ludians. We want to guarantee them adapted spaces, ways of working aligned with their expectations and needs while respecting their health and safety, facilitating collaboration, creativity, and personal development. We aim to provide them with all the tools needed to keep giving their best selves in creating high-quality games that touch people’s lives! 

All of this because people are at the heart of everything we do! 

Learn more about the ranking of Montreal’s Top Employers and why Ludia was selected:

Ludia ranked among Montreal’s Top Employers 2020!

Our commitment to the well-being of our employees was rewarded this year by being selected as Montreal’s Top Employers 2020!

A wonderful accomplishment!

Ludia is very happy and proud to be part of this ranking. More than a distinction, it’s an accomplishment that echoes all the efforts made in our studio to promote the well-being of our employees and allow them to have a good balance between their professional and personal lives. This encourages our desire to go even further, to offer the best possible work environment in order to carry out exceptional projects and to promote the development of our Ludians!

The criterias for an exceptional work environment

The Montreal Top Employers 2020 ranking is based on a list of precise criterias that reward the most exceptional work environments in the Greater Montreal area! These are divided into 8 distinct categories:

 (1) Physical work environment;

(2) Work atmosphere and social aspect;

(3) Health, financial and family benefits,

(4) Holidays and free time;

(5) Dedicated employee communications;

(6) Performance management;

(7) Training and skills development;

(8) Community involvement.

Ludia was able to meet these criterias with some of the highest scores to make it into the final rankings! But our studio distinguished itself more specifically around these 3 reasons:

  • Along with three weeks of starting vacation allowance, Ludia is supportive of employees spending time away from work with paid time off during the winter holidays (up to five days) as well as up to five paid personal days off, which can be scheduled as needed
  • Ludia lets everyone share in the company’s success with profit-sharing and year-end bonuses, and also offers generous referral bonuses for employees who help recruit friends (up to $5,000 per successful hire)
  • Ludia’s head office features a number of onsite amenities and perks including unlimited breakfast goods (bagels, English muffins, raisin bread), fresh fruit, a fully stocked employee lounge (video games, pool table, a tiki bar and personalized beer on tap known as “La Ludique”) and free membership to an onsite fitness facility

For more information on Ludia’s selection, have a look here :

International Mobility at Ludia

At Ludia, we know that the talent and passion for our industry is immeasurable all around the world. We are very proud of the richness brought on by the diversity of our teams. It allows us to always level up and push ourselves to develop professionally as much as personally. That’s why we also recruit internationally! 

An International Outlook

Within our fully bilingual studio, there is a true openness and a key value lies in the heart of our close-knit community: inclusion. Inclusion, in the general sense of the word, but also when it comes to the integration of our international talents.

Quebec and Canada are abundant with talent, and this impresses us every day. But sometimes, it also happens that our perfect candidate can’t be found in Canada. In order to offer our teams the best talents that combine skill and passion, and the candidates their best job opportunities, we do not limit ourselves to the Canadian borders. 

Today over 20% of Ludians are international recruits who have been supported throughout their relocations by our Talent Acquisition Specialists and our dedicated International Mobility Specialist. Many Ludians have also moved beyond to complete their permanent residency and have settled permanently in Quebec, so that they may continue to enjoy life in Montreal and Quebec as well as pursue their professional evolution at Ludia! What a beautiful change of life for these Ludians!

Reflections and Recruitment Process

If you are interested in the international mobility experience, you must already have lots of questions about the processes and procedures. So, in order to help you make a well thought-out decision and organize your future plans, here is a short and non-exhaustive guide: 

First, an international mobility process is a project that requires a real in-depth reflection. Our advice for you is to ask yourself the right questions beforehand and how you envision your future life projects in order to anticipate changes and their consequences. Moving to Canada is not just about moving into a new home, especially when you have a family. Between your job, home, daycare, relationships with relatives, immigration processes and so on, the changes are sometimes very major.

Before applying to Ludia in the hopes of joining our crew, here are a few things to keep in mind:

– Think carefully about your life projects (and that of your family’s).

– Seek out information about life in Canada, Quebec, and more specifically Montreal. 

– Find out about the procedures, permits, and your potential status according to your situation (we will of course accompany you in your research, but an informed and motivated candidate will make a great impression on our recruiters! 😉).

Once you have reflected on it, this decision will be the beginning of a great adventure! Let’s start with the recruitment process, here’s how it works:

  1. You find and apply for a position that matches your aspirations, profile, and skill set, or you apply through the “Name your job” application describing how motivated you are to join us! Add any information about your potential status in Quebec, if applicable.
  1. Our Talent Acquisition Specialists will carefully review your application and profile.
  1. Your application and profile are promising? Our Talent Acquisition Specialists will get in touch with you and arrange a telephone or video conference call. During this call, they will discuss with you: your profile, your skill set, your motivation to join Ludia, and your motivation to start an international mobility project. The information discussed will also allow us to evaluate what is possible for you in terms of mobility, Visa, permits, and procedures.
  1. Your profile caught the attention of our team and our International Mobility Specialist has given us the green light for the immigration process! You will then move on to the interview stage. Depending on the position and profile, you may meet several people during one or more interviews (expert, manager, a member of your team) and may be required to complete technical tests.
  1. It’s a perfect match? We make you an offer! If this isn’t the case, we’ll let you know as soon as possible, keep your profile in mind, and will definitely call you back if another opportunity comes up!  
  1. Once the offer is accepted, your adventure begins, as well as the immigration process.

Our Talent Acquisition Specialists will be there every step of the way to accompany you and answer all your questions.

Accompaniment: Welcome and Integration

Once the offer is received, your adventure can begin! It may seem like a daunting step, but our International Mobility Specialist, our Talent Acquisition Specialists, and your team will be there to support you.

At Ludia, we support our future international Ludians on several levels:

– Assistance with procedures and work permit processing.

– Depending on the profile (position and family situation), a relocation package may include: the cost of temporary accommodation for a few weeks, reimbursement of relocation fees and travel expenses, and accompaniment by an external partner upon arrival.

Our partner can, depending on the situation, help a new international employee settle in by taking care of: welcoming them at the airport, accompanying them to obtain a Social Insurance Number, obtaining their RAMQ card from the Quebec Health Insurance, etc.

And of course, we offer an amazing and complete internal integration, even virtually! When working from home, your equipment is sent directly to your door and our IT team is present to help set everything up a few days before your first official day.

Then, a schedule is prepared for you on your first day to discover more about the ins and outs of the studio, your advantages, and to help get to know other new Ludians, the Talent and Culture team and your own team. Integration meetings and events continue throughout the week, not to mention everything else that awaits you afterwards as a Ludian!

For those who want or require, Ludia also offers language classes in French and English.


International Mobility and Covid-19

The current pandemic has inevitably had an impact on our current international recruitment. However, this does not prevent Ludia from keeping an eye open and speaking with some very interesting international candidates. It may take a little longer than usual but we continue to look for the best talents for our teams and to integrate them into our studio as best we can! Don’t hesitate to submit your application!


A career change is always a very important step in everyone’s life, and even more so when it includes international mobility. It can be a pretty stressful and intimidating leap. That’s why our team always places people at the heart of each process and discussion in order to best support them, because we know that you will make Ludia shine even brighter in the future!

Join us today!

Ludia Switches to Flex Mode

If there’s one thing we’ve learnt this year, it’s definitely resilience and adaptation.

Earlier than required by governmental regulation, Ludia made the decision to transition to work-from-home mode. All the logistics and adaptation of those first days brought their share of challenges, new routines, and processes to implement. And in this, our Ludians were extraordinary.

Adaptation and Revelation

After this first period of adaptation came the time of realizations. Working from home was a way of working that had not been envisioned for Ludia until then, as we strongly believe in physical human relationships, face-to-face brainstorm meetings, and the importance of casual coffee chats to nourish our spirits, our thoughts and the development of our games. Yet in the face of this difficult situation we have seen our Ludians surpass themselves; exchanging, being resourceful, always motivated, listening and caring even more than they did before. Some faced more difficulties than others, which we addressed head on because the well-being of our employees is a priority. While other employees are making their mark and blossoming more than ever. Generally speaking, this new way of working coincides very well today at Ludia in this particular context, even if it is not ideal for everyone.

A Guided and Documented Reflection

Over the past few months, we sent out and shared several surveys with our Ludians. This was done in order to check on how they were doing, because their well-being is a priority, but also to involve them in our reflections, because our organizational decisions must also respond to their problems and realities.

Then this summer, after over 5 months of working from home, the question of whether or not a possible return to the office and what its conditions would be, came to discussion. Even if this reflection was one of long-term, the management team began discussing options. After all, adapting was a necessary reaction and step to take this year, but anticipating, being proactive, and innovative in our ways of working was definitely on our minds.

We therefore launched a new survey on the issue of flexibility, which highlighted several key elements:

·         Work-from-home offers great advantages to many Ludians, such as: savings in travel time that allow them to develop their personal lives, fewer distractions, and a calmer, more suitable work environment for some.

·        The social aspect of the office is still essential for many people and is what Ludians miss the most at the moment.

·        The last few months have profoundly changed the vision of the ideal work environment for many of our employees. New routines more adapted to their life and new needs and desires for balance have emerged.

·        A majority of employees would be interested in a hybrid way of working and combining both work-from-home and work-from-office.

We also became even more aware of something essential: each employee represents a unique situation, context, and issues that are very specific and different from someone else’s. Parents, single people, expatriates, introverts, extroverts, artists, programmers, designers, producers, QA, support, corporate functions: the studio encompasses very different profiles. And if there is one thing that has become obvious, it is that flexibility will be different for everyone and that one identical program would not work for everyone.

Creating the Flex Program

Concerned about giving the best working conditions to the employees and based on the lessons learned over the last few months and the feedback received, a group composed of several Ludians, the executives, the Talent & Culture team, and the IT team worked on the creation of a flexibility program.

Open to all, customizable, modular, adaptable to changes in life and needs, evolving according to the tools that are and will be available in the future, and innovations in terms of methods in work. These are the main points of our new program, designed for (and thanks to the results of the survey also by) our Ludians.

  •       Flexibility Based on Your Needs:

From home or from the office, everyone can choose the work environment that suits them best! The format will be fully customizable, regardless of level and position. It will also be modular according to changes in situation or daily life. It will not be a matter of choosing a fixed program per week, month, quarter or other, but rather of being able to adapt it to one’s needs at any given time. The idea is to offer Ludians the possibility to organize themselves as they wish to guarantee the best balance and to respond perfectly to their needs. We simply keep the usual core hours following their returns to facilitate exchanges and collaboration within the studio. 

  •          Geographic Mobility:

More and more people want to be able to live outside of Montreal. In order to allow them to do so, it will now be possible to work from wherever they wish throughout the province of Quebec.

  •          Mobile Workstation:

Whether in the office, at home or in hybrid mode, we want our Ludians to be well equipped to work in the best conditions, and we will make sure they are. As a result, they will have access to the equipment they need on a daily basis no matter their current work environment.

  •          Office Space:

Our office is reinventing itself! Hybrid meeting rooms, equipment, new workspaces (collaborative, concentration, individual): the teams in charge are working hard to create a new workspace designed to meet our new hybrid work modes to come.

  •          Office Life:

Ludia has always had a very rich life at the studio, and it is planning to continue and even aim higher on this social aspect! Training, events, assemblies, game launches: great moments to come!

This program will of course require many adaptations in terms of technological, managerial and organizational levels. And even after its official launch, when employees return to the office, we plan to continue to work on it in order to come up with versions that are always better adapted to everyone.

Our goal is and will always remain to provide solutions that best meet the needs of our employees while maintaining a good balance with the needs of the studio and the production of our games.

The harmony of our teams, our exchanges, and the beautiful culture within the studio are important aspects to us and we will do everything possible to protect them. So we say: “At the office or at home, but always one united crew!”

How video games made a mark on the lives of 3 of our ludians

It’s International Video Game Day! As you can imagine, at Ludia we have a special attachment to games. They are an integral part of our Ludians’ lives!

Today we’re sharing with you 3 great stories about how video games made a mark on some of our Ludians…

Father and Son: A Drawing and the Birth of a New Game – By Eddy Léja-Six, Lead Game Designer

In 2017, my son Elric drew this when he was 6 years old:


At that time, he only played small 2D platform games. He was already curious about my job as a Game Designer, and he was very motivated to invent his own game (he still is!).

I asked him questions about his game to understand how it was supposed to work. Then one Saturday morning, while he was playing with his sister, I scanned his drawing, turned it into sprites and created a very small prototype of his game.

Then I placed his drawing on my laptop screen, called him, and removed the drawing revealing  the game. It took him a few seconds to realize that it was really playable. 


The same day, he was unable to finish the game.

But 2 years later, he asked me to play it again, and he succeeded! The screen at the end of the game was very poor, it was just a text displayed in the middle of the screen, but he was glad he succeeded. And I was delighted that 2 years later he still remembers it.


An Encounter That Changed Everything – Claudie Léger, Graphic Designer 

In 2009, I was playing Diablo2, when I got into a Chaos run with my necromancer. I wrote in French on the chat and another Quebecer answered me. In the past it was quite rare to find another person speaking French in a game. I told him I was a girl, he didn’t believe me, so we exchanged our MSN to talk to each other. After a year of virtual friendship, we decided to meet at the Longueuil metro station and that was the beginning of our love story that has been going on now for 10 years!  


The First Steps – Olivier Rayé-Lalonde, Game Designer

When I was little, I played Doom with a friend in a hot seat.

The first time we met a Pink Demon, we let out a high-pitched scream as we backed away from the computer screen! My father knew at the time that video games were visceral and immersive for me. Going from the SNES to N64 with the same use of the computer, I knew pretty quickly that I was hooked. Very young, in the 90’s, I started doing amateur level design. I thought it was crazy that games provide us with free editors to make maps in their machines.

So I had fun making maps for strategy games such as Age of Empires and Starcraft, but also for the first person shooters of the second generation: my favorite being Worldcraft from the original Half-Life. Some of my levels were part of additions to the game, commonly called “mods” (for modification). I played and modded a lot one of the first shooter coop games I knew at the time, I named Sven Coop. As a gamer, I was involved in the development of the Valve Source engine, particularly enjoying the Half-Life (then Half Life 2) mods such as Team Fortress Classic, Counter Strike (which was just a mod at the time!), The Specialists and The Hidden. 

This passion and talent acquired during my early years allowed me to access the Game Level Design program at the ADN Campus in the 2000s, and then land a series of jobs in level design!

Coretech Dev: At The Heart of The Development Division of our Tech Experts’ Team

At Ludia, we’re composed of many teams, with many different profiles and positions essential for a games development: support teams, administrative teams, but also a core team that pushes innovation even further, the improvement of existing technologies and implementation of new tools and processes. This team is called CoreTech and is organized into 2 divisions: infrastructure and development.

Today we invite you to dive into the heart of this department and learn more about the Coretech Development team and the expertise of its members who provide indispensable support to our games’ teams!

Three teams in one!

The main mission of the Coretech Dev team is to provide all essential technological elements so that our games teams can communicate with the games’ servers, whether from a phone or our internal servers. To do this, the team develops, deploys and maintains various products and tools that are then used by the game teams to facilitate their lives and unify the way they function. In other words, for each one of our games, the teams will have access to an Application Programming Interface layer (commonly called API) that will allow them to call functions to connect, save their progress, receive events and messages, create guilds, enable purchases, etc. The team is dedicated to simplifying the life of game teams and providing them with the necessary tools. This is where the expertise of the members of Coretech Dev come into play. To carry out this colossal work, which increases as new titles are added to our portfolio, 29 passionate people are divided into 3 specialties: Back-End, Front-End, and Framework.

 ·       Back-end

The Back-End team is responsible for building and providing the games teams with the most efficient set of functions possible, adapted to their specific needs. It is this team that is responsible for the development of the Luna 1 and Luna 2 platform, but also of the Jazz and Titan analytical pipelines. As Ludia develops different games mechanics, the Back-End team must constantly develop new functionalities and implement innovative processes while improving existing ones in order to save precious time. This development takes place for the game’s base but also for each new function that will be added or modified. For example, if we need to be able to track data from a new subscription system set up by Apple or Google, our experts have to develop and implement this at the server level, and propose one or more APIs in the games environments. 

 ·       Front-End

This specialty team focuses on high-level tools for the graphic administration of the back-end. It is thus about providing the different roles of our game teams (producers, designers, community managers, support…) with web graphic tools to be able, for example, to administer the game, manage reclamations, ban members in case of extreme necessity, or manage GDPR data. For the latter, we want to offer the teams the possibility to access information quickly and easily just by pushing one button and performing actions in a single click. Another example: for the implementation of a segmentation in order to make A/B tests and improve even more our player experience, it was necessary to make developments in the Back-End and to create a Front-End interface to collect the segments and manage the events. The Front-End team is also responsible for the development of LiveOp tools.

 ·       Framework

The specialty of our Framework experts is to develop the Unity gateway, allowing to pilot the Back-End, the client part and the data for the game teams. The game code must be able to connect at any given time. Their work therefore focuses on a set of C-Sharp class libraries, called LudiaNet, that teams can “call” and take care of the communications aspect with all possible errors, the connection flows via Facebook, Apple Signing, Google, etc. Ideally, the games then have just one function call to make, the rest is taken care of by the Framework layer.

In addition to these 3 “customer-oriented” poles, a Project Manager’s team, composed of managers, handles more specific projects in parallel. These managers follow up with the game teams to ensure that CoreTech Dev teams’ work is aligned with the needs of the games. They guarantee the respect of the schedules, priorities and communication between all teams.

Within each of these divisions, a team member is always “on call” to answer specific questions from the games teams. He/she answers questions, and is the one receiving the requests and needs. This leaves the rest of the team free to concentrate exclusively on the development of tools and processes without distractions. This organization becomes more necessary as the games portfolio grows. Our games live today much longer than we would have anticipated a few years ago, and LiveOps also demands the ability to deliver efficient, optimized and innovative solutions in an increasingly short time frame.

A Constantly Changing Environment

The video game industry is known for it’s constantly changing environment. We often talk about adaptation, and those are not just words on paper – the Coretech Dev team can attest to that! Over the department’s life, the teams have had to face many challenges, and we must say that they have done so brilliantly! Here is a brief overview of the projects that have required (and still require) the most adaptation, energy, and innovation.

One of the major challenges was, a few years ago, the transition from our “in house” game engine to that of Unity. In just a few months, everyone had to adapt, transition, learn a new language, and sometimes reinvent themselves. It was a real eye-opener for the team, and it’s members’ impressed us with their development and learning capabilities. 

Another big project, which is now a constant issue, revolves around GDPR issues. This is a small revolution in itself, which has a significant cost in terms of time, technology but also regarding the human aspect. Surrounding oneself with lawyers, developing knowledge, nourishing oneself with each other’s expertise is essential to do things properly. As with other challenges that the team regularly faces, expertise and knowledge were not entirely present internally, as these issues are not always part of the core business of the teams. This is the strength of Coretech Dev, and more generally one at Ludia: the ability to develop the knowledge and potential to be able to deal with any situation.

Other ongoing projects require increased flexibility and adaptation for the teams, such as the question of the implementation of automation systems on a bigger scale or the transition from a regular release mode to a continuous deployment mode.

We can always count on our Coretech Dev team to take our tools, processes and by extension our games to the next level! Continuous improvement, development of their knowledge and skills, adaptation, innovation and knowing how to make the most of each member’s potential are the characteristics anchored in the DNA of this team.

A Unique Expertise

Even if Unity is used for the graphics of the games, the server part remains “in house” at Ludia. The decision not to use an external partner is simple: an internal tool is further developed, adapted and customizable than what is currently available on the market. By working very early on the development of mobile games and LiveOps, Ludia has developed a unique expertise and this is where the studio clearly stands out. Thanks to this orientation, Ludia has been able to give itself a clear step ahead, a sharp expertise. Far from taking everything for granted, the team continues to improve its tools and processes with the integration of Cloud tools, DevOps, to quickly pass a technological milestone that will benefit all games. This new direction will allow the studio to easily pass the next 8 to 10 years on this technology, taking into account the increasingly long lifespan of the games and the stakes involved.

Curiosity and Diversity at the Service of Innovation

According to Coretech Dev:

“At Ludia, we are fortunate to have people who are eager to learn new things, who are always eager to learn more, who nourish each other, want to try new things, and move the studio, projects, processes, and tools forward. It’s really incredible.”

Each member of the team is eager to share, can and knows how to learn quickly but also how to teach, so that they can always benefit from everyone’s expertise and experience. Taking advantage of all of the team’s strengths is done organically. For example, one person on the team today is particularly familiar with the world of CICD (continuous release). This person has therefore created discussion groups and regularly prepares internal presentations for the team but also for production. It’s a perfect way to share on what would be good to implement and how to improve things, what the problems are and how to solve them.

The team’s management style is based on sharing. It is simply not about imposing technological solutions on the 29-person team here. The idea is to know how to learn from what is being done elsewhere, from the problems of other sectors/ markets. With this in mind, Coretech Dev also knows how to surround itself with external experts who will accompany them, carry out a sharp analysis of the available technologies and present what they have identified as opportunities and problems.

In addition to experts and very curious members, the team is made up of very different profiles, in terms of experience, knowledge, and affinities. Its richness lies in the diversity of personalities, cultures, and its openness. It also includes a number of atypical people, some of whom suffer from autism spectrum disorders. It sometimes requires adaptations, but a safe and comfortable environment for everyone was quickly and naturally created.

When the director is asked how he managed to create such a degree of inclusion and openness in his team, he simply answers: “It’s like it’s in our DNA. Having open people at Ludia is an integral part of the process from the very beginning of the recruitment process. A lot of attention is paid to see if the person is open, shares the same values and will blend well into the team.”

Everyone is aware of the differences and knows how to adapt in terms of communication, workload, work rhythm, and relational specificities. Even if cohabitation is not always the easiest, collective work and a strong team spirit always contribute to the smooth running of this department. And when you bring up the subject, you quickly come to the conclusion at Ludia that yes, this open-mindedness, inclusiveness and diversity nourishes the spirit of innovation and pushes it to a higher level.

If we had to walk away with one piece of advice in our exchanges with the Coretech Dev team, it would surely be: always value open-mindedness and never neglect communication. 

Jurassic World Dinosaurs Are More Alive Than Ever Before!

Today is a pretty special day for all dinosaur lovers, Ludia and Universal Brand Development  partnered with Google to bring to life 10 dinosaurs with AR in Google Search. You can travel back to prehistoric times and watch the T. rex stomp in your living room or a majestic Brachiosaurus as it towers above a tree in your neighborhood. 

To find them, search on Google for a dinosaur on your mobile device  and tap “View in 3D” to bring them to life with AR. Tap on “see actual size” so deep lighting technologies automatically reposition where the dinosaur is in your space to make room for it. You can also zoom in to see its textured skin up close. Ludia’s Jurassic World Alive models are indeed some of the most realistic AR dinosaurs created to date. 

Jurassic World dinosaurs that are viewable in AR include: Tyrannosaurus Rex, Velociraptor, Triceratops, Spinosaurus, Stegosaurus, Brachiosaurus, Ankylosaurus, Dilophosaurus, Pteranodon, and Parasaurolophus.

Feel free to get creative, create your own videos, and share your encounters with these majestic creatures on Facebook, Instagram and Twitter and tagging them with #Google3D and #JurassicWorld. And once you’ve found all 10 dinosaurs on Google AR, don’t forget to come and play so you can find more than 200 in the game and in your world!

Curious about how our team creates the dinosaurs? 3D modeling, texturing and animation, check out this video to discover the process:

Learn more about Jurassic World Alive  

Learn more about the Dinosaurs in Google search AR