MAX_JOB_SEEKERS (25)
maximum amount of job seekers at once.
NEW_EMPLOYEE_CHANCE (100)
the chance that a new employee will be generated each day.
MINIMUM_AGREE_CHANCE (65)
the minimum chance that a job seeker will agree your job offer.
SKILL_TO_LOWER_CHANCE_OFFSET (30)
an offset used for increasing the accept chance the lower the main skill of the job seeker is.
ACCEPT_CHANCE_DROP_PER_SKILL_POINT (-1)
per each skill point of the main skill, the employee's job offer accept chance will drop by this much
ACCEPT_CHANCE_INCREASE_PER_REPUTATION (1/500)
per each point in reputation our accept chance increases by this much.
ACCEPT_CHANCE_INCREASE_PER_CASH (1/50000)
per this many $$$ we will get 1 extra point in accepting the job offer.
START_MIN_EMPLOYEES (5)
generate this many job seekers at the start of a new game.
MIN_TIME_TO_DISAPPEAR (7)
minimum time before a job seeker listing disappears. 1 = 1 day
MAX_TIME_TO_DISAPPEAR (28)
maximum time before a job seeker listing disappears.
BASE_LEVEL (1)
the base generated employee level.
LEVEL_CAP_PER_YEAR (1/4)
how much the level cap increases per each year (in this case by 1 level every 4 years).
EXPERT_CHANCE (8)
the chance for the newly-rolled work-seeker to be an expert. Experts have a much higher level, but also DISAPPEAR from the employee circulation much faster due to their demand.
EXPERT_MIN_LEVEL_INCREASE (3)
the expert's level will be no lower than: EXPERT_MIN_LEVEL_INCREASE + BASE_LEVEL
EXPERT_MAX_LEVEL_INCREASE (4)
the expert's maximum level to be rolled will be EXPERT_MIN_LEVEL_INCREASE + BASE_LEVEL + passedYears * LEVEL_CAP_PER_YEAR + EXPERT_MAX_LEVEL_INCREASE
EXPERT_MIN_TIME_TO_DISAPPEAR (5)
minimum time before an expert disappears.
EXPERT_MAX_TIME_TO_DISAPPEAR (10)
maximum time before an expert disappears.
MAX_BUFFERED_PAST_EMPLOYEES (50)
how many employees we can store in a buffer that we had in office previously, but fired later. These employees may be available as job seekers again at some point.
PERCENTAGE_EXP_GAINED_PER_WEEK ({0.06, 0.1})
the percentage of experience towards the next level that buffered employees gain while they remain in the buffer. This is to simulate them getting better at their job while they "work elsewhere".
BUFFERED_EMPLOYEE_JOB_SEEK_DELAY ({10, 20})
amount of days later.
BUFFERED_EMPLOYEE_JOB_SEEKERS_CHANCE (4)
chance that a past employee we had in office will be looking for a job again, rolled weekly.
BUFFERED_MIN_TIME_TO_DISAPPEAR (14)
after returning to the job seeker list from the buffered employee list, minimum amount of days that the employee will be on the employee list.
BUFFERED_MAX_TIME_TO_DISAPPEAR (28)
MIN_SEARCH_BUDGET (100)
the minimum search budget.
MAX_SEARCH_BUDGET (100)
the maximum search budget.
DESIRED_SEARCH_LEVEL_BUDGET_AFFECTOR (5000)
if desiredLevel * DESIRED_SEARCH_LEVEL_BUDGET_AFFECTOR - budget exceeds 0 then we will lower the employee generation chance.
GENERATION_CHANCE_DECREASE_LOW_BUDGET (0.001)
for every $ below DESIRED_SEARCH_LEVEL_BUDGET_AFFECTOR we will decrease the chance that our desired employee will generated by this much
JOB_LISTING_DURATION (20)
REFUSE_LISTING_CANDIDATE_RETURN_CHANCE (50)
chance that after refusing the candidate they will appear on the job seekers list (not a 100% chance because maybe they're working somewhere and were on the lookout for another job).
SUCCESS_CHANCE_CHANGE_PER_CANDIDATE (-5)
per each candidate that offered to work for us the chance that other people will show up will change by this much.
AGE_TO_MAX_LEVEL_RANGE_MODIFIER (0.2)
every 5th year will increase max roll age by 1 level.
AGE_TO_MIN_LEVEL_RANGE_MODIFIER (0.1)
every 10th year will increase min roll age by 1 level.
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