EVE Online: A Masterclass in People Management
A few weeks ago, I wrote a blog post on Gaming and HR, the link they have and how they can interlink. EVE Online is the game I have poured thousands of hours into over the last few years, and playing a ‘spaceship game’ on the face of it may seem odd for a HR professional to play, I’m going to explore WHY I love it so much and WHY I chose to spend my time playing this game.
EVE Online is one of the most complex and player-driven games ever created. At its heart lies a vast, persistent universe shaped ENTIRELY by its players — especially those who run corporations, the in-game equivalent of organisations or companies.
But what’s truly fascinating is how these player-run corporations mirror the challenges and structures of real-world businesses. From recruitment and onboarding to leadership development, conflict resolution and strategic planning, EVE Online is a live sandbox of HR and organisational dynamics in action.
In this blog, we’ll explore what EVE corporations can teach us about people management — and why HR professionals might want to pay attention to this remarkable, interstellar simulation of work, community, and leadership.
Corporations: The EVE Online Version of a Business
In EVE Online, a corporation is more than a guild — it’s a fully functioning organisation. Corporations are formed by players and can range from small, tight-knit groups to massive alliances with thousands of members. They operate in hostile space, compete for resources, and work toward shared goals — all managed by volunteers who take on roles not unlike HR professionals.
Leaders in these corporations organise activities, build structures, set policies, manage resources, and deal with interpersonal issues. There’s recruitment, performance management, succession planning, training programmes, and sometimes even exit interviews. Sound familiar?
Recruitment, Onboarding and Culture Fit
EVE’s corporations are selective. They don’t just accept any pilot — especially in nullsec space, where resources are scarce and trust is critical. Recruitment involves application forms, interviews (yes, actual interviews), and background checks using in-game data or external tools.
Once accepted, new members go through onboarding. This often includes induction briefings, access to shared tools like Discord or forums, and mentoring from experienced players. Corporations with strong onboarding see higher retention and engagement — just like in the workplace.
Critically, many corps assess for culture fit. Are you team-oriented? Are you active on comms? Do you follow fleet commands? These are unwritten but well-enforced norms — much like organisational values in the real world.
Leadership and Succession Planning
Running a successful corp in EVE requires a clear structure. You’ll often see:
CEOs and directors setting the strategic direction
Fleet commanders acting like team leaders or project managers
Logistics officers ensuring operational support
Recruiters and trainers, whose roles are basically HR
As in real life, burnout is a risk. Voluntary leaders can get overwhelmed, so healthy corporations invest in succession planning. They delegate, develop junior members, and have backup plans. Organisations in the real world would do well to take note of how these structures support sustainability and resilience.
Conflict Resolution and Discipline
In high-stakes environments like EVE, tensions rise. Players might clash over loot distribution, fleet decisions, or cultural fit. Successful corporations have clear policies, codes of conduct, and escalation processes.
Discipline is often swift but fair. Leaders mediate disputes, enforce expectations, and make tough calls when needed. They balance firmness with empathy — a key skill in any HR role. These are real human dynamics, handled by players who’ve never read a policy manual, but are learning to lead, listen, and manage people all the same.
Learning, Development and Progression
Many corps offer training sessions, mentoring schemes, and internal career paths. New pilots might start with basic missions, then move into more advanced roles — mining foremen, combat specialists, fleet leaders.
Progression is tied to trust and contribution, not just time served. High-performing individuals are recognised, supported, and promoted. For HR professionals, this echoes good talent management practice: create a pathway, recognise potential, and give people room to grow.
EVE Online also offers an international player base, meaning you can connect globally with like-minded individuals. I have made many friends for life through EVE Online, spending hours every day, talking to them, learning from each other, and eventually became the Chief Initiates Officer of my corporation, offering me a leadership position within our community.
Remote Collaboration and Community
EVE’s players come from around the world. Corporations rely on asynchronous tools like Discord, forums, and shared spreadsheets. They manage remote teams, build inclusive communities, and find ways to create belonging despite distance — all challenges familiar to modern hybrid workplaces.
The best corporations foster psychological safety. Members know what’s expected, feel supported, and are empowered to contribute. Leadership is about facilitation, not control. That’s a lesson any HR team should value.
Why This Matters to HR
EVE Online is not just a game — it’s a rich simulation of human systems. The people running corporations are unpaid volunteers, yet many have built thriving, effective organisations that would rival real-world companies in complexity and collaboration.
From a skills perspective, EVE cultivates:
Strategic thinking
Communication and negotiation
Talent development
Policy and governance
Cultural leadership
Change and crisis management
These are not abstract ideas. They’re practised daily by players leading their corporations through war, diplomacy, expansion, and internal growth.
Final Thoughts: Not Just a Game
It’s time to stop dismissing gaming as escapism. EVE Online, in particular, is a leadership laboratory — one where people develop real-world skills through digital experience. HR professionals can learn a great deal from how these communities function, adapt, and grow.
So next time you hear someone talking about their role in a gaming corporation, don’t roll your eyes. Ask them what they’ve learned. You might find they’ve got more management experience than you think.