On the 22nd, Unity hosted the 'Unity Employee x University Student Career Networking Day' at the Korea Science and Technology Center. The event was designed to facilitate communication between Unity's global employees and Korean university students on topics related to careers and technology. Attendees included Gaby Rios Giacona, Head of Talent Acquisition at Unity; Hugo van Hoeyven, Senior Product Designer; and Kim Bum-joo, APAC Advocacy Lead, along with various other global and local staff members. The program featured mentoring and Q&A sessions aimed at broadening perspectives on global tech careers.

To kick off the event, Giacona spoke on Unity's core values, hiring philosophy, and insights into recruiting "AI-native" talent—a hot topic in the industry. She highlighted "Lead with empathy and respect" as a core value, emphasizing the importance of honest, sincere communication and expanding conversations in ways that benefit everyone.

She also identified honest communication and bold action as key values. In this spirit, she noted that Unity often asks interview questions such as, "Tell us about a time you had to change your goal and the process behind it. How did you handle this issue over time?" Finally, she emphasized 'Optimization for creators,' which aligns with Unity's core mission. She explained that this goes beyond optimizing for oneself or one's team, referring instead to optimization for the benefit of all customers and creators.

Following the explanation of Unity's four core values, the session covered the hiring process and tips for application documents. At Unity, the process typically involves submitting an application, followed by a phone call with a recruiter, and then an interview with a hiring manager. Depending on the role, candidates may also undergo practical assessments such as technical tasks or coding evaluations, followed by an on-site panel interview with 4–6 people to determine the final hiring decision.

Recruiters spend an average of only 10 to 30 seconds reviewing the first step of this process: the resume. With over 150k applications received as of 2026, it is difficult to examine each one in detail. Therefore, she explained that it is crucial to write documents that immediately resonate with recruiters. She emphasized clearly presenting professional expertise and performance-based data rather than extraneous information like hobbies, while warning against any form of dishonesty or exaggeration.

In addition to the resume, she advised that managing platforms like LinkedIn is essential. She also recommended including letters of recommendation from professors, teaching assistants, or former colleagues, and clearly defining professional skills with keywords. For example, specifying clear areas like XR, C#, or 3D animation makes it easier for recruiters to grasp a candidate's profile. Furthermore, she explained that cover letters should not simply repeat the resume but should instead use storytelling to convey one's personal journey and values.

For tips on the interview stage, she recommended the STAR technique, which is widely used across various industries. The STAR method—Situation, Task, Action, Result—is a logical way to present experiences that has become popular because it allows interviewers to clearly assess a candidate's problem-solving skills and actual contribution to work. She also advised using 'I' instead of 'we' as the subject when answering questions to clearly explain one's own role.

Furthermore, she mentioned that candidates can leave a lasting impression by researching Unity's developer conferences, earnings reports, and news to use company-specific terminology. She also stressed the importance of preparing questions for the standard "Do you have any questions?" at the end of an interview to determine if the company is a good fit.

Finally, she discussed the changing hiring landscape in the AI era and Unity's perspective on it. As some companies attempt to increase efficiency by replacing entry-level or junior roles with AI, a 'top-heavy' phenomenon is accelerating, where firms only maintain senior-level staff.

Unity views this as an 'AI hiring trap' that eliminates the middle layer and pipeline between junior and senior roles. To minimize this, the company is expanding its internship and hiring programs. In particular, Unity continues to invest in various programs, including internships, 9–11 month temporary part-time student roles, and rotation programs. Furthermore, they are aiming for workflows where junior engineers work alongside seniors to solve problems, ensuring they are not left behind in the AI era. The company is also investing in mentoring and engineering education programs while strengthening onboarding processes for engineers at all levels.

Giacona concluded, "Unity is currently hiring across all departments, including engineering, AI/machine learning, advertising, and engine monetization. We welcome applications from global talent, including those in Korea."

Following this, Senior Designer van Hoeyven provided mentoring on the competitiveness creators must possess in the AI era, drawing on his 25 years of industry experience since the Flash era.

Van Hoeyven shared a recent anecdote regarding AI. He had a conflict with a supervisor over the direction of a new product, but when he input the conversation history into Gemini for analysis, it provided a diplomatic and sophisticated response that avoided triggering emotions. This experience led him to wonder if future conversations might eventually become exchanges between AIs rather than between people.

This shift is occurring across the entire industry. Van Hoeyven, who began his career in 2000, mastered everything from DTP graphic design to various 3D tools and programming languages like C# and JavaScript. However, because he struggled with Git and terminal operations, he hesitated to call himself an engineer. With the advent of AI, however, these tasks are being handled by AI, blurring the lines between designers and engineers. At the same time, he expressed concern about the reliability of work produced this way, questioning whether inexperienced students or new hires would be able to identify potential issues.

Van Hoeyven emphasized that "AI has no motivation or soul" and cannot exercise creativity without human direction. In other words, humans use AI to express creativity, and it is up to the human to spot flaws in AI-generated code or systems. He advised developers to cultivate the foundational skills, critical thinking, and discernment necessary to catch these errors.

To achieve this, he stressed not neglecting the process of creating things from scratch and learning from mistakes by writing code oneself. While using AI as an assistant for repetitive tasks or bottleneck resolution is fine, he warned that without critical thinking, trial and error, and failure, it is difficult to develop the eye needed to spot AI-generated errors. Finally, he advised, "Do not let AI replace your growth," urging attendees to become creators who move forward with their own creativity and discernment rather than just entering prompts.