Pipeline TD

020 7494 9513

Pipeline TD

HIRING NOW

Role Details

“Pipeline” can be defined as the workflow, software tools and “glue” that piece the various stages of the VFX process together and supports the efficient and effective delivery of high quality visual effects for each of our various film and TV projects.


Primarily you will assist with the design and creation of software tools that can integrate into our existing pipeline as well as testing and documenting new tools and workflows.


Working as part of a small multidisciplinary IT team, you will also be involved in directly supporting the Artist and Production Teams to resolve any technical issues, process queries and suggest alternative or work around solutions if required. 


You will be providing face-to-face technical support and assistance to artists, as well as developing new tools and scripts - predominantly in Python - to meet the specific show requirements.


As you progress, you will be proactively looking ahead at ways in which our processes and workflows can be refined and improved and working with the Technology team to implement them. 


You should be able to work both in a self directed manner and collaboratively as part of the wider Technology Team. You will need to be a good time manager and flexible in your approach and comfortable switching priorities as the needs of the business change. A willingness to ‘get stuck in’ is essential along with good creative problem solving skills and an appetite to learn. They will be an effective listener, able to engage with artists and Production at all levels and a clear and concise communicator able to keep end users and managers informed of progress.  


Successful candidates should have previous experience in the visual effects or video game industries.



Responsibilities:


Develop, document, and maintain back-end and user-facing software for our visual effects pipeline and workflow and ensure it is running smoothly and efficiently;

  • Develop innovative tools, plug-ins and widgits.

  • Updates and features additions to existing tools.

  • Develop per-show tool customizsations as determined by show Supervisors.

  • Train and support Artists in using Pipeline tools.

  • Resolve technical issues and queries, escalating as needed.

  • Work closely with all departments;

    • Editorial ie. colour issues, publishing assets, tools and scripts to improve Editorial workflow and effectiveness, e.g. Quicktime maker and Element Library publishes.

    • CG ie. render setup and technical issues; asset, camera, scene and AOV render publishing; scene management.

    • 2D ie. per-show compositing and workflow setup; data and render publishing

    • Render Wrangling ie. render farm job wrapper scripts and back-end setup; render troubleshooting.

  • Core software infrastructure ie. core Python libraries, DCC application software installation and configuration, software source control and release, Shotgun asset management software setup, configuration and maintenance.

  • Conduct ongoing research and recommend/implement workflows that will improve efficiency.

  • Regularly walk the floor to ascertain any artist requirements/issues.

  • Ensure requests for new tools are connected with company strategy.

  • Update and maintain Wiki.


Skills, experience and knowledge:

  • Strong written and verbal communication skills.

  • Ability to work to both long and short deadlines.

  • Ability to prioritise production tasks in a frequently-changing environment.

  • Detail oriented with a strong ability to multitask.

  • Strong programming skills in Python, preferably in the context of DCC applications such as Maya, Nuke and Houdini.

  • Experience with the Linux operating system.

  • General understanding of networking and performance issues that arise with automated tools.

  • A degree in Computer Science.

  • Experience with Git or another DVCS.

  • Experience with Shotgun or another production database.

  • Experience with the Qt application framework.

  • Experience with Bash scripting, C, C++, MEL.

Apply Now

Privacy Policy

Under the General Data Protection Regulation (2016/679 EU) (GDPR), when an employer collects personal data about an applicant during a recruitment process, whether this is directly from the applicant or from a third party such as a recruitment agency, it must provide the applicant with an information notice, also known as a privacy notice or fair processing notice. This notice must set out certain required information, including the purposes for which the data will be processed, the legal bases for processing and the period for which the data will be retained. The employer could provide the information notice on its website, and send a link or copy of the notice in correspondence to individual applicants. Where the employer uses a third-party recruitment portal, it could ensure that the details of the vacancy include a link to the information notice.

Employers should put in place policies setting out for how long recruitment data will be retained. The employer will need to retain some candidate data for the purpose of responding to potential employment tribunal claims arising out of the recruitment process. The employer should retain only the minimum data required for this purpose and only until the relevant limitation periods have expired. If the employer intends to keep the details of unsuccessful candidates on file for future recruitment rounds, it must notify them of this in the information notice. It should either obtain the candidates' consent, or notify them of their right to object (if it relies on its legitimate interests as the legal basis for processing).

The policy should cover how the employer will deal with unsolicited personal data, for example CVs submitted on a speculative basis. The policy could state that if the employer receives an unsolicited CV at a time when it is not recruiting, it will delete the CV and inform the candidate of this. If the employer holds unsolicited CVs on file for future recruitment rounds, it must inform the candidates of this in a privacy notice, along with the other required information.

Candidates have the right under the GDPR not to be subject to a decision based solely on automated processing, for example automated shortlisting where candidates without a particular level of qualification are automatically filtered out before the applications are considered by the recruiters. Under the GDPR, employers can use automated decision-making only if it is:

If an employer does use automated decision-making, it must advise candidates of this in the information notice. It must also provide safeguards for the candidates, by allowing them to contest the automated decision and by giving them the right to an alternative means of making the decision, using human intervention.

If an employer uses third-party recruiters, for example a recruitment agency, where the recruiter processes applicant data on behalf of the employer, the recruiter will be a "processor" and will itself have obligations under the GDPR. The employer must ensure that its relationship with the recruiter meets the requirements of the GDPR, for example it must be satisfied that the processor will implement appropriate technical and organisational measures to ensure the protection of the rights of the data subjects.