After controversy surfaced regarding statements on overtime, crunch, and candidate evaluation at the well-known UK game studio, Bulkhead CEO Joe Brammer has addressed concerns and clarified the company’s work environment policies.
The discussion started following an interview Brammer gave to The Game Business, where he spoke frankly about overtime expectations, and the company’s approach to candidate screening. Bulkhead, responsible for hit games including Battalion 1944, The Turing Test, and the recent success Wardogs, faced criticism after Brammer’s comments drew attention on social media and within the games industry.
Studio Policy on Overtime and Crunch Under Scrutiny
During the interview, Brammer outlined that, although Bulkhead is open about potential periods of crunch—or intense overtime—they nevertheless aim to inform candidates of these expectations ahead of time. He described the workplace as one where dedication and a strong work ethic are expected, stating, “We always try and avoid it, but we don’t hide that this is going to happen at some point.” He also acknowledged that those not comfortable with crunch typically do not proceed through hiring.
Additionally, Brammer revealed the studio checks applicants’ social media for negative attitudes toward crunch, using this information to gauge alignment with Bulkhead’s culture. As he explained, applicants with a strong anti-crunch stance might not be considered because of the overtime demands required by the company.
This position incited significant backlash, with many criticizing both the idea of filtering for “anti-crunch” views and the implication that crunch is unavoidable. Responding on X (formerly Twitter), Brammer emphasized coverage such as the PC Gamer headline that referenced “mandatory” crunch misrepresented his statements. He highlighted that Bulkhead had progressive benefits in place, including a four-day work week for half of Wardogs’ development and granting the entire month of December off for all employees. “No information says mandatory, they made this up,” he insisted.
Still, Brammer stated plainly on the podcast that he expects employees to participate in crunch when required: “They know I expect people to crunch. I own that. I don’t try and hide it.”
Details on Bulkhead’s Practices and Addressing UK Legalities
Brammer elaborated on working conditions during a conversation with Eurogamer, referencing a specific scenario in June 2026. When the beta build for Wardogs ran behind schedule, he asked staff to consider adding two extra work hours daily from Monday to Thursday for four weeks to help meet the deadline. Brammer emphasized this move was voluntary—“Four people opted out, nothing happened to them and nothing will,”—yet noted the internal team pressure may have affected how those team members felt.
He clarified that extending hours was necessary to allow an extra daily build for QA and feedback purposes. Brammer pointed out Bulkhead’s ongoing experimentation with progressive scheduling, citing a two-year trial of a four-day work week—a policy the studio would like to revisit whenever feasible but paused to maintain productivity.
A significant portion of the company’s ownership—80 percent of Bulkhead’s shares—belongs to 50 percent of its staff. Brammer explained this was designed to ensure those who helped build Bulkhead are appropriately rewarded. Shareholder employees are set to receive substantial bonuses thanks to strong Wardogs sales, with 2 million units sold via Steam in only the first five days after launch.
Social Media Checks, Applicant Vetting, and Regulatory Guidance
The company’s method of vetting candidates through social media became another focus of debate. Commentators mentioned potential regulatory concerns in the UK, referencing ICO guidelines that suggest such checks should only occur for positions with special requirements or where risks have been identified, and that candidates should be informed beforehand.
In response, Brammer clarified that Bulkhead’s reviews are compliant, never include private or intrusive investigations, and are not formal covert checks. He reiterated that his comments sought to emphasize the importance of ensuring a good fit between prospective employees and the reality of work at Bulkhead. “My comments were really about being upfront about the kind of studio we are and making sure it’s the right fit for both sides,” he explained.
Views on Work-Life Balance and Regulatory Frustrations
Addressing the broader subject of employee wellbeing, Brammer outlined attempts to foster better work-life balance at Bulkhead. For example, the company previously tested offering ten weeks of paternity leave, but scaled this back because of practical concerns; staff are now entitled to two weeks at the time of birth, with staggered return to duties and flexible arrangements through the year. He commented that British HR laws have at times slowed down attempts to introduce innovations like the four-day week, and described these legal constraints as frustrating.
Brammer also stressed Bulkhead’s commitment to transparency, citing examples such as offering refunds to dissatisfied beta users and the creation of a humorous “10 reasons NOT to buy” Wardogs trailer. According to Brammer, this straightforwardness is central to the studio’s philosophy.
Summing up, Brammer remarked, “If we’re going to be a company who says, ‘We do crunch,’ then we have to also say, ‘But you get something for it.’ We want people to know that those people who do work hard get that return, and it is life-changing.” He said he takes pride in seeing junior staff reap the financial benefits of their dedication over years working at Bulkhead.