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    • By Swatchoos
       
       

       
      Hi Guys,
      We would like to present our new panel: Swatchoos, the most advanced swatch panel for Adobe Photoshop CC with lots of features and improvements like:
      - Group Creation and Management
      - Swatch and Group Reordering
      - Change brightness and darkness of any color
      - Sort Swatches by Luminosity or HUE
      - Fill any Shape/Text/Bitmap layer
      - Generate Swatches from bitmaps and .psd layers
      - Customisable the look of your color
      - Import .aco or bitmaps
      - Share your swatch palettes with others
      - Auto color naming
      and much much more.
       
      You can try it for free so go to www.swatchoos.com and test it out!
      SWATCHOOS_3dtotal_movie.mp4
    • By drago28
      I'm using construct 2 physics I have a working bike with everything setup and I'm able to do frontflip and backflip by adding angular velocity to the bike
      I want to increase score/ add points and display the "backflip / frontflip" text when the bike does it.
      so please help me I want to know the logic and how it's done.
      p.s. example about construct 2 is not necessary, just explain me how other games do it or anything else you have to share
      Thanks,
      Drago
    • By otgs17
      You have 12 hours to search for supplies, transportation or you can continue your journey.
      But as soon as night falls, you must find shelter, turn it into a fortress to stand against the hordes of monsters.
      Equip soldiers, use bonuses and do not forget to follow the energy level of your fighters. 
      In battle be useful to your transport, it would be nice to find a tank.
      Every day the number of monsters to get more, they mutate into stronger and more dangerous forms.
      https://play.google.com/store/apps/details?id=com.otgs.FortTD&hl=en
      https://itunes.apple.com/us/app/fortress-td/id1367094965?mt=8
      https://www.youtube.com/watch?v=QIkXPikiRqc





    • By Masson
      Name: Dodging Dots
      Category: Arcade/Casual
      Description:
      Come up with your own strategy. Collect myriads of dots and maneuver from the coming blocks. Beware! There gonna be lots of them!
      The minimalistic world will captivate you for a long time. Try out!
      Features:
      Use upgrades to improve your game experience 🎮 Increase the velocity 🏄 of the dots to avoid the avalanche of blocks. Or you can increase the number of falling boosters to break 💥 through it, the choice is yours! Nice color shades that change throughout the game Ongoing game. Original soundtrack 🎧 Integration with Google Play Games Compete with other players 🏆 18 achievements to warm up your interest 🔥 Simple control, play with one finger Google Play: https://play.google.com/store/apps/details?id=com.groovin.blocks.delicate.survive.gameplay
       
      Feel free to leave comments. We really interested in improving this product and appreciate your support.
    • By RyRyB
      I got into a conversation awhile ago with some fellow game artists and the prospect of signing bonuses got brought up. Out of the group, I was the only one who had negotiated any sort of sign on bonus or payment above and beyond base compensation. My goal with this article and possibly others is to inform and motivate other artists to work on this aspect of their “portfolio” and start treating their career as a business. 
      What is a Sign-On Bonus?
      Quite simply, a sign-on bonus is a sum of money offered to a prospective candidate in order to get them to join. It is quite common in other industries but rarely seen in the games unless it is at the executive level. Unfortunately, conversations centered around artist employment usually stops at base compensation, quite literally leaving money on the table.
      Why Ask for a Sign-On Bonus?
      There are many reasons to ask for a sign-on bonus. In my experience, it has been to compensate for some delta between how much I need vs. how much the company is offering.
      For example, a company has offered a candidate a position paying $50k/year. However, research indicates that the candidate requires $60k/year in order to keep in line with their personal financial requirements and long-term goals. Instead of turning down the offer wholesale, they may ask for a $10k sign on bonus with actionable terms to partially bridge the gap.
      Whatever the reason may be, the ask needs to be reasonable. Would you like a $100k sign-on bonus? Of course! Should you ask for it? Probably not. A sign-on bonus is a tool to reduce risk, not a tool to help you buy a shiny new sports car.
      Aspects to Consider
      Before one goes and asks for a huge sum of money, there are some aspects of sign-on bonus negotiations the candidate needs to keep in mind.
      - The more experience you have, the more leverage you have to negotiate
      - You must have confidence in your role as an employee.
      - You must have done your research. This includes knowing your personal financial goals and how the prospective offer changes, influences or diminishes those goals.
      To the first point, the more experience one has, the better. If the candidate is a junior employee (roughly defined as less than 3 years of industry experience) or looking for their first job in the industry, it is highly unlikely that a company will entertain a conversation about sign-on bonuses. Getting into the industry is highly competitive and there is likely very little motivation for a company to pay a sign-on bonus for one candidate when there a dozens (or hundreds in some cases) of other candidates that will jump at the first offer.
      Additionally, the candidate must have confidence in succeeding at the desired role in the company. They have to know that they can handle the day to day responsibilities as well as any extra demands that may come up during production. The company needs to be convinced of their ability to be a team player and, as a result, is willing to put a little extra money down to hire them. In other words, the candidate needs to reduce the company’s risk in hiring them enough that an extra payment or two is negligible.
      And finally, they must know where they sit financially and where they want to be in the short-, mid-, and long-term. Having this information at hand is essential to the negotiation process.
      The Role Risk Plays in Employment
      The interviewing process is a tricky one for all parties involved and it revolves around the idea of risk. Is this candidate low-risk or high-risk? The risk level depends on a number of factors: portfolio quality, experience, soft skills, etc. Were you late for the interview? Your risk to the company just went up. Did you bring additional portfolio materials that were not online? Your risk just went down and you became more hireable.
      If a candidate has an offer in hand, then the company sees enough potential to get a return on their investment with as little risk as possible. At this point, the company is confident in their ability as an employee (ie. low risk) and they are willing to give them money in return for that ability.
      Asking for the Sign-On Bonus
      So what now? The candidate has gone through the interview process, the company has offered them a position and base compensation. Unfortunately, the offer falls below expectations. Here is where the knowledge and research of the position and personal financial goals comes in. The candidate has to know what their thresholds and limits are. If they ask for $60k/year and the company is offering $50k, how do you ask for the bonus? Once again, it comes down to risk.
      Here is the point to remember: risk is not one-sided. The candidate takes on risk by changing companies as well. The candidate has to leverage the sign-on bonus as a way to reduce risk for both parties.
      Here is the important part:
      A sign-on bonus reduces the company’s risk because they are not commiting to an increased salary and bonus payouts can be staggered and have terms attached to them. The sign-on bonus reduces the candidate’s risk because it bridges the gap between the offered compensation and their personal financial requirements.
      If the sign-on bonus is reasonable and the company has the finances (explained further down below), it is a win-win for both parties and hopefully the beginning a profitable business relationship.
      A Bit about Finances
      First off, I am not a business accountant nor have I managed finances for a business. I am sure that it is much more complicated than my example below and there are a lot of considerations to take into account. In my experience, however, I do know that base compensation (ie. salary) will generally fall into a different line item category on the financial books than a bonus payout. When companies determine how many open spots they have, it is usually done by department with inter-departmental salary caps.
      For a simplified example, an environment department’s total salary cap is $500k/year. They have 9 artists being paid $50k/year, leaving $50k/year remaining for the 10th member of the team. Remember the example I gave earlier asking for $60k/year? The company cannot offer that salary because it breaks the departmental cap. However, since bonuses typically do not affect departmental caps, the company can pull from a different pool of money without increasing their risk by committing to a higher salary.
      Sweetening the Deal
      Coming right out of the gate and asking for an upfront payment might be too aggressive of a play (ie. high risk for the company). One way around this is to attach terms to the bonus. What does this mean? Take the situation above. A candidate has an offer for $50k/year but would like a bit more. If through the course of discussing compensation they get the sense that $10k is too high, they can offer to break up the payments based on terms. For example, a counterpoint to the initial base compensation offer could look like this:
      - $50k/year salary
      - $5k bonus payout #1 after 30 days of successful employment
      - $5k bonus payout #2 after 365 days (or any length of time) of successful employment
      In this example, the candidate is guaranteed $55k/year salary for 2 years. If they factor in a standard 3% cost of living raise, the first 3 years of employment looks like this:
      - Year 0-1 = $55,000 ($50,000 + $5,000 payout #1)
      - Year 1-2 = $56,500 (($50,000 x 1.03%) + $5,000 payout #2)
      - Year 2-3 = $53,045 ($51,500 x 1.03%)
      Now it might not be the $60k/year they had in mind but it is a great compromise to keep both parties comfortable.
      If the Company Says Yes
      Great news! The company said yes! What now? Personally, I always request at least a full 24 hours to crunch the final numbers. In the past, I’ve requested up to a week for full consideration. Even if you know you will say yes, doing due diligence with your finances one last time is always a good practice. Plug the numbers into a spreadsheet, look at your bills and expenses again, and review the whole offer (base compensation, bonus, time off/sick leave, medical/dental/vision, etc.). Discuss the offer with your significant other as well. You will see the offer in a different light when you wake up, so make sure you are not rushing into a situation you will regret.
      If the Company Say No
      If the company says no, then you have a difficult decision to make. Request time to review the offer and crunch the numbers. If it is a lateral move (same position, different company) then you have to ask if the switch is worth it. Only due diligence will offer that insight and you have to give yourself enough time to let those insights arrive. You might find yourself accepting the new position due to other non-financial reasons (which could be a whole separate article!).
      Conclusion/Final Thoughts 
      When it comes to negotiating during the interview process, it is very easy to take what you can get and run. You might fear that in asking for more, you will be disqualifying yourself from the position. Keep in mind that the offer has already been extended to you and a company will not rescind their offer simply because you came back with a counterpoint. Negotiations are expected at this stage and by putting forth a creative compromise, your first impression is that of someone who conducts themselves in a professional manner.
      Also keep in mind that negotiations do not always go well. There are countless factors that influence whether or not someone gets a sign-on bonus. Sometimes it all comes down to being there at the right time at the right place. Just make sure you do your due diligence and be ready when the opportunity presents itself.
      Hope this helps!
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Just published my first game. Any advice?

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This game started as a practice project. It's the classic game of Snake, but with a twist: you have to control two snakes at once, they score points separately, but in the end you get the lower score of the two (so you have to balance).
You have two things to collect, one gives you point depending on the length, the other gives no points at all, but increases the length, so you need to find the balance here as well.

On the "client" side, I use p5.js and jQuery,It has a highscore feature (which turned out quite difficult for me): on the server side that's node.js and MongoDB. I'm a beginner in programming,but I've learned a lot from this and it was quite fun so far.

What do you think about this game? How to improve it? Is there something you would do differently?
You can check it out here: http://serpents.ga

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Thanks The Comet, these are great ideas!
Yes, the menu is quite nonexistent at the moment... And the background is also very random.
Slowing down is possible, if there is no wrap around then you must really control two snake at once (and not just focus on one like you said...)
And what should happen when one crashes into the wall? Minus points? Put the snake somewhere randomly and decrease the tail length?

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Congrats on your first published game!

If you have a pattern of squares in the background, and made the "food" align in these squares it may look better. Of course, don't clutter the background.

As far as crashing into a wall, well, I think that's up to you. You might try reducing the tail, and have the snake move in the opposite direction, or randomly move along the wall up/down or left/right from the point it hits the wall.

 

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Goodness me, this game is hard! Slowing down would be sensible - also, it could be made clearer when the points increase (perhaps by flashing the score when points are gained).

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Thank you for all the feedback, and the recommendations! I hope you enjoyed playing with this game. I thought I've finished it, but now I guess I'll try and implement your suggestions and see where this goes.

It was quite fun to work on it so far, and also I'm amazed that people played more than 360 rounds on it in one day. I guess that not sooo much compared to other games, but still :)

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