two & a half gamers
00:10:06 · Jakub Remiar, Matej Lancaric, Darius Mora, Felix Braberg
[00:10:06] S1: What was the date of that last Sorry. [00:10:08] S2: Early twenty twenty four. [00:10:11] S1: Okay. [00:10:11] S0: And apparently they said that all of that money was used to do the acquisitions because they bought a lot of stuff in the last few years. So this wasn't like they're not burning, they're making cash. This was just to make the big acquisitions, which I'm sure you're going to talk about what they bought. Yeah. They're going outside of the app space as well. If they do want to go for an IPO and they talked about The US listing, then I wonder if it makes sense to also diversify outside of the App Store, because then there's a question about long term feasibility with AI and with OpenAI announcing their own hardware next year. Who knows what the App Store will look like in five years, if there will be one. [00:10:47] S3: Yeah. Yeah. Very good point. [00:10:49] S1: Just want to add one tidbit here. This model was actually already tried in the gaming industry. Maybe you have heard of things like Embracer or Steel Front, which are our very famous names here, which ended up horribly. I'm sorry. [00:11:03] S2: Yeah, but look. [00:11:04] S1: Look, whatever they're doing, they're pretty much just raising the value of their stock and buying the companies for the stock and [00:11:11] S2: At some point, pretty [00:11:13] S1: much went all crumbling down as a Ponzi scheme. So that's like the idea. Even though they own like the right to Lord of the Rings and stuff like that now. But yeah, it went very, very bad.
00:11:13 · Jakub Remiar, Matej Lancaric, Darius Mora
[00:11:13] S1: much went all crumbling down as a Ponzi scheme. So that's like the idea. Even though they own like the right to Lord of the Rings and stuff like that now. But yeah, it went very, very bad. [00:11:23] S2: But more we talk about apps, it's actually, I'm seeing way more differences between games and the business model versus apps and their business model and how it actually works and how it actually is more consumer driven rather than just like gamers. It's slightly different. [00:11:40] S1: No, it's utilities. Like it's not, you know, most of these things are utilities. It's not like a game that you need to compete with some other Chinese company, which copies you one to one and then what? [00:11:49] S2: Sure, but then in this, like all of these different categories, they have millions of clones, obviously. And it's like, some of them are making millions and you have never heard of these apps before. And you look at it like, no way, what the fuck is happening? And then you open TikTok, YouTube, Reel, Instagram, it's all over the place. So it's slightly different business model, but still like all these subscription based offerings. Yeah, it's an interesting thing. So I'm very glad that we are actually talking about [00:12:18] S0: A lot of the... Not just utilities, but a lot of the apps have a really long LTV. People just use something. You'll use the same alarm app for fucking ten years, right? Or whatever that might be, or fitness app. My favorite category is all these trackers, like any tracking app, something that people use for years and years and years.
00:12:18 · Darius Mora, Matej Lancaric, Jakub Remiar, Felix Braberg
[00:12:18] S0: A lot of the... Not just utilities, but a lot of the apps have a really long LTV. People just use something. You'll use the same alarm app for fucking ten years, right? Or whatever that might be, or fitness app. My favorite category is all these trackers, like any tracking app, something that people use for years and years and years. [00:12:37] S2: Yeah, and especially in January. [00:12:41] S0: January I is good one for know companies that'll do 40% of their annual revenue comes in January alone. If you're having like and some of these [00:12:52] S1: You use resolution apps. [00:12:54] S0: Yeah. Our own apps will triple in January, but not doing anything. [00:12:59] S2: Yeah. There's a seasonality. [00:13:01] S3: Super interesting. And I remember you told me one time before Darius about how Bending Spoons hires. It's also very different from pretty much any company that I've actually heard of. [00:13:13] S0: Yeah, yeah. So they have, mean, they have a very rigorous process and there are also a lot of interesting changes they made. And I think the first... They're very confident in their own team. So when they did some of these big acquisitions, their note that we transfer and a bunch of the other ones, one of the first things they do is fire everybody. That's a big way to lower costs because these are based in San Francisco and Amsterdam and other places. So they fire everybody and then bring it in house. And you still pay really well, but it's cheaper in Italy and Milan than most of the other places.
00:13:13 · Darius Mora, Matej Lancaric, Jakub Remiar, Felix Braberg
[00:13:13] S0: Yeah, yeah. So they have, mean, they have a very rigorous process and there are also a lot of interesting changes they made. And I think the first... They're very confident in their own team. So when they did some of these big acquisitions, their note that we transfer and a bunch of the other ones, one of the first things they do is fire everybody. That's a big way to lower costs because these are based in San Francisco and Amsterdam and other places. So they fire everybody and then bring it in house. And you still pay really well, but it's cheaper in Italy and Milan than most of the other places. [00:13:45] S2: That's what I read. Transfer bought the company, laid off 75% of people. Bye bye. Yeah. It's amazing. Mean, mean, they're they're giving giving out... Obviously. [00:13:58] S0: Yeah. They're giving out, I think, pretty comfortable packages, like sixteen weeks of salary, €1 health insurance, all this stuff that like, you know, pretty cushy transition. But of course, it's not ideal. [00:14:08] S2: Yeah. But if you compare San Francisco or US based salaries and then Italy... [00:14:13] S1: But the mobile wouldn't work Exactly. That [00:14:14] S2: Yeah. Exactly. There's no way. Like, that's why you see so many, at least, gaming companies coming out of Turkey or Vietnam or... Well, not really US that much because it's really expensive. [00:14:25] S3: I mean,
00:14:25 · Felix Braberg, Darius Mora, Matej Lancaric
[00:14:25] S3: I mean, [00:14:26] S0: we have like Ukraine, Belarus. Yeah, Turkey is huge obviously. Exactly. It makes a lot of sense. Yeah, so in their hiring process, I mean, it's... I was reading somewhere that expect to do about like five to ten hours of work before you speak to a human during the process. So they have like tests. They call it tests. Call it tasks. But it's tests and a lot of heavy lifting you have to do just to qualify to go to interview round and actually talk to somebody. Unpaid. In person. Unpaid. Yeah. A lot of it... So I haven't seen the actual test, but it seems like a lot of it is kind of problem solving unrelated to your specialties and your experience. And So it's all about trying to figure out how we can resolve problems on the spot on the fly. I don't know how they hedge against ChatGPT and all of this stuff with take home tasks and homework, but that's their process. At the beginning, just top of the funnel, they don't do any open applications. You have to have a specific role to apply for. But it's such a big company that has so much inbound that this works really well for them. Nice. [00:15:31] S2: So it's like you want to work for them.
00:15:31 · Matej Lancaric, Darius Mora, Jakub Remiar, Felix Braberg
[00:15:31] S2: So it's like you want to work for them. [00:15:34] S0: Yeah. I mean, it is like it's just one of the more exciting ones. Somebody described it as Goldman Sachs of Milan. They pay really well and they expect really high performance. And I do say in all the communication, yeah, this is not going to be easy. You're going to be pushed and really going to challenge yourself. This is not to fuck around. But if you're ready for that and they do pay like, you know, like north of 100 ks a year salary in Milan, you're a king for that [00:15:58] S2: kind Oh yeah, yeah, yeah. [00:16:00] S1: Or queen. We know the headcount estimate or at least some kind of number here? [00:16:05] S0: I think four fifty employees, if I remember correctly. [00:16:09] S3: I also remember one of our mutual friends there has told us that also if you're a graduate hire, so if you're out of university, you... If you get through the application process, you're actually not assigned or you're not applying for any specific job, but you basically start and then you choose what role you want to do after being in the company for a while, which is [00:16:29] S2: very interesting.