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iGB Pentasia Salary Survey: Gaming pay by function and role

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The main event of the iGB-Pentasia Salary Survey is here, the industry’s most comprehensive breakdown of salaries by function and role.

See key growth regions and emerging opportunities for candidates around the world here.

Market overview

After experiencing record salary increases of up to 30% in some instances in 2022, the igaming industry has settled into more moderate figures. However, some employers feel that candidates are still too expensive and have pushed back with lower-than-expected offers.

While hiring activities have slowed across many functions there is still plenty of opportunity for top talent and candidates can wait for better opportunities if offered below average salaries.

Therefore, it’s important to understand what’s driving salaries and plan accordingly. Aligning talent acquisition and retention with business objectives and growth is essential in today’s market. By strategically investing in talent and offering a competitive rate, you can yield a significant return on investment (ROI).

Recalibration of salaries

Overall salaries have returned to “normal” following the remarkable 12.5% year-on-year growth observed in 2021 and 2022. There has been a stabilisation in wage trends across the industry, with growth at approximately 4%. This trend towards recalibration is positive and signifies the industry’s commitment to maintaining competitive compensation while managing economic factors.

Additionally, there’s a noticeable trend among employers embracing flexible work arrangements, with over 50% of surveyed employers introducing such measures, recognising that attracting candidates goes beyond monetary incentives.

Financial impact of Covid

The pandemic undoubtedly contributed to the growth of the igaming sector with the shift to digital and successive lockdowns accelerating expansion.

Now, the industry’s focus has shifted to taking control of the numbers and achieving post-pandemic sustainable growth. C-suite leaders play a pivotal role in guiding these efforts, ensuring that financial strategies align with the industry’s ambitions for long-term success.

New geographic markets for growth

The Conexus Group Skills & Employment Survey suggests that the use of mergers and acquisitions to access new markets appears to be waning in favour of expansion into new geographic markets.

STEVE KIRK IS MANAGING CONSULTANT AT PENTASIA

Specifically, the igaming sector has set its sights on emerging markets like LatAm, where significant potential for expansion exists. Access to talent with market-specific knowledge is increasingly valued as companies seek to navigate these new territories effectively.

IT development at the forefront

Sixty per cent of our survey respondents identified IT development as the area with the highest demand for skills, highlighting the critical role of technology in the sector’s evolution.

Even after the layoffs seen earlier in the year, we have a tech skills shortage which means it’s never been more important to think creatively about talent acquisition and retention. Flexible working, competitive compensation and tech outsourcing solutions are all part of the mix.

The igaming industry is undergoing a series of adjustments and transformations in response to market conditions and regulation. Flexibility, innovation and aligning talent and retention with strategic objectives will help you navigate these changes successfully.

Jump to: Salaries by function and role

Managing directors and C-suite

Analytics and senior developers

Legal and compliance

Customer services

Finance and operations

Marketing

Product and project

For the full breakdown of pay by function and role, download the full iGB-Pentasia Salary Survey below.

Managing directors and C-suite

Andrew Cook

As we noted in last year’s Salary Survey, a maturing igaming sector requires outstanding leadership to drive sustainable growth and value creation.

With market conditions forcing companies to recalibrate after the financial impact of Covid, leaders play an essential role in navigating these challenges. Simultaneously, emerging markets such as LatAm demand a wealth of knowledge and expertise to capitalise on them effectively.

Across all areas, we see experience remunerated accordingly and compensation packages reflecting the value that seasoned professionals bring to the table.

Analytics and senior developers

CHRIS GYERE

The demand for specialised igaming expertise in analytics and senior development roles remains high, which is why we continue to see wage growth for these pivotal positions. These candidates can be difficult to identify and engage as they’re predominately passive and they get snapped up fast. Candidates expect to be paid the market rate and if you don’t someone else will. Remote or hybrid work is generally a prerequisite.

There have been only modest salary increases for compliance and legal professionals in the last 12 months. There has been a hiatus on hiring demand for these roles, partly due to the delays with white paper consultation relating to UKGC and partly due to overspend in this area during the pandemic.

Kerry Gillitt

Most hiring is to replace employees rather than create new roles, especially in the UK. There is speculation that additional leaders will be required to head up more specialist teams within compliance, but until this is recorded in regulation there is apathy to create budget for this and spend potentially unwisely.

Customer services

The market is relatively stable with salary increases largely in line with inflation. We’re now seeing some roles go to AI although human skills, particularly languages, are still in demand.

David Kelly

The growth of the LatAm igaming market means European and North American operators want native LatAm speakers over native Spanish or Portuguese speakers.

Customer services team leaders with igaming experience are also in demand – and are hard to find as there’s only a small candidate pool.

Finance and operations

Finance and operational roles have seen movement this year at a junior level but qualified and above has remained stagnant due to recalibration of spend. There is also much caution in the sector and people are not looking to change employment, creating some stagnation. Specialist finance roles, such as head of financial planning and analysis, are on the increase as companies realise their importance to review risk and impact growth.

Companies wishing to get ahead and enter emerging markets are investing in their finance teams either via hiring additional people or by implementation of better financial reporting tools. We have supported in this area a great deal this year.

Kerry Gillitt

Marketing

Marketing roles have generally seen reduced demand, with exceptions like affiliate managers remaining bucking the trend. Most hires involve replacements or team building for new ventures or market expansion.

Junior-level salaries remain relatively stable due to a surplus of candidates, while luring senior marketers away from their current jobs requires higher compensation. The impact of AI on marketing jobs is still uncertain, but it has already spawned new opportunities, including positions such as ChatGPT editor. 

Gareth Mulley

Product and project

While there are a few more candidates on the market than last year, this doesn’t equate to lower wages.

Darren Kirby

Salaries have seen a modest rise and if companies want industry-specific experience, they need to pay the market rate.

We’re also seeing more demand for senior roles where competition for talent is always fierce. To hire at this level, a combination of competitive salary, flexible work arrangements and a quick recruitment cycle secures the best talent.

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