The main event of the iGB-Pentasia Salary Survey is here, the industry’s most comprehensive breakdown of salaries by function and role.
Jump to: Salaries by function and role
Market overview
The igaming industry continues to experience a dynamic shift in its talent landscape as companies adapt to evolving market conditions, regulatory changes and emerging technologies. Across departments, from tech and data to marketing, compliance and customer service, key trends have emerged that underscore the challenges and opportunities in hiring and retaining talent. As companies navigate a more cautious economic environment, their approach to recruitment reflects the need for strategic planning, flexibility and a focus on specialist skills.
Cautious optimism and strategic hiring
After a period of consolidation and reflection, 2024 has seen renewed hiring activity in many areas. While companies remain prudent with budgets and are more deliberate in their hiring processes, there is a growing focus on securing mid to senior-level professionals who can drive growth and support new market expansions. This trend is evident across tech, data and product roles, where experienced candidates are essential for building new brands and integrating advanced technologies like crypto gaming.
The demand for talent has also highlighted a shift in compensation strategies. While overall salary growth has slowed compared to the rapid increases seen during the pandemic years, companies are willing to offer competitive salaries for candidates with in-demand skills, especially in senior positions. This is particularly true for tech, data and C-suite where flexibility around compensation is key to attracting top-tier talent. In contrast, some areas like finance and operations have seen a tightening of budgets, making it more difficult to attract the necessary skills without creative benefits packages.
The evolving role of flexibility
Workplace flexibility remains a central theme in the igaming sector’s talent strategy. Fully remote roles, particularly for tech and data positions, continue to attract high-quality candidates who see no reason to be on-site. However, there has been a shift towards hybrid work models, which are becoming standard for many departments.
Employers recognise the benefits of in-person collaboration but must balance this with the strong preference among candidates for flexible work arrangements. Those who insist on full-time office attendance often struggle to attract the best talent, especially in areas where remote work has become the norm.
Regional talent pools and emerging markets
The global nature of the igaming industry means that companies always need talent with local knowledge and skills. There is a steady demand for professionals with native language skills, particularly for customer service roles where Dutch, Finnish and Swedish speakers are highly sought after. And as new brands launch in new markets, such as Brazil, igaming companies need to hire country managers with local expertise. Meanwhile, demand for qualified legal, compliance and finance professionals in key jurisdictions has grown in response to regulatory updates, although the overall volume of hires hasn’t increased significantly.
In summary, consolidation and budget constraints have limited salary increases, impacting the ability to attract top talent and affecting overall hiring quality. For many companies, this has led to additional challenges in performance, retention and succession planning. To overcome these issues, a focus on long-term human capital strategies is essential, including targeted hiring, robust leadership development and innovative compensation models that align with both market conditions and employee expectations.
Darren Kirby
Jump to: Salaries by function and role
Managing directors and C-suite
Analytics and senior developers
Legal and compliance
Customer services
Product and project
Marketing
Finance and operations
Sales and account management
Technology
Managing directors and C-suite
Across the igaming industry, the most wage inflation has been seen at the C-suite level, with salaries rising by double figures. This increase reflects the strong demand for seasoned leaders with a proven ability in shifting market conditions.
Companies are willing to invest in executives who can not only guide them through uncertainty but also unlock new opportunities for market expansion and drive value realisation in emerging and established markets alike. Regulatory change has also been a catalyst for geographical expansion, with LatAm, MENA and Canada seeing significant movement.
However, as highlighted by my colleagues elsewhere in this report, succession planning is often overlooked and is often cheaper than hiring. Many companies could be doing more to support their future leaders and ensure a pipeline of talent ready to step into key roles, safeguarding continuity and long-term stability.
Andrew Cook
Analytics and senior developers
Demand for data analytics roles, particularly for mid-senior professionals like BI developers and quant analysts, has increased in the second half of 2024. These roles require expertise in algorithmic work and data application, beyond basic analysis.
With a growing pool of candidates with igaming experience, salaries have risen by 4.32%, to reflect their value. Remote work remains a key draw for candidates, making fully remote roles essential for attracting top talent, while employers insisting on in-office struggle to compete.
Chris Gyere
Legal and compliance
The compliance and legal talent market remains cautious, with no significant increase in hiring and below average salary increases at 1.50%. However, demand has grown for professionals with specific experience such as in more exotic licences, particularly within privately-owned companies.
In Europe, regulatory clarity has led Tier-1 and mature SMEs to split legal and compliance functions, adopting a more robust ‘three lines of defence’ model approach.
Overall, companies are focusing on working smarter rather than adding headcount, but demand remains steady for expertise across multiple jurisdictions as they launch in new markets. Succession planning and retention are key challenges, as limited pay rises and a push for full-time, office-based work have led to increased attrition and difficulties in building the niche skillsets the industry requires.
Kerry Gillitt
Customer services
Demand for customer services roles remains steady, with a particular need for native language speakers. In Malta, Dutch, Finnish and Swedish speakers are highly sought after, while German is also in demand but less niche.
For game presentation roles, Vietnamese, Thai and Indonesian speakers are increasingly needed. Employers are open to hiring candidates from outside the industry for junior roles, especially in new markets like Brazil. However, screening challenges and dissatisfaction with salaries, which are down 0.26% globally, persist.
Lucky Shankar
Product and project
Demand for product and project professionals is steadily increasing, particularly for senior managers and product leaders who can lead the development of new products emerging in the space. Flexible working arrangements remain a key factor, with companies recognising their importance in attracting the specialised skills they need.
This has given candidates greater accessibility to opportunities, intensifying competition among businesses to secure top talent. In response, companies are enhancing their compensation packages and speeding up recruitment processes.
Olly Dendy
Marketing
Demand for marketing roles remains steady, particularly for mid-senior professionals, with a consistent number of candidates open to new opportunities. This year, we’ve seen increased interest in web3, crypto and AI editing roles, alongside specialists in Telegram for crypto casinos.
Content roles, including video, writing and streaming, are more varied. Country manager roles have also grown as operators launch new brands in new markets. Salaries are relatively stable but vary based on factors like remote or hybrid setups, B2B contracts versus PAYE and local market conditions.
Candidates increasingly consider brand reputation when negotiating, forcing some companies to offer more competitive compensation. Employers seeking candidates within tight salary bands sometimes struggle to find the right expertise.
While senior roles may welcome talent from outside igaming for fresh insights, mid-level hires often require industry-specific experience, especially around regulatory knowledge, such as new UKGC advertising rules.
Gareth Mulley
Finance and operations
Mid-level finance and operations roles are highest in demand, but tighter budgets have led to a 10%-15% drop in offered salaries, making it challenging for companies to attract the talent they need.
Salary ceilings for roles up to senior associate level are impacting hiring quality. Overall salaries have only risen by 1.25% since last year. In Europe, updated AML requirements mean candidates must hold ACCA qualifications, with Malta currently experiencing significant demand for fully qualified talent.
Amid budget constraints, employers may need to reconsider the push towards fully in-office and entice qualified professionals with hybrid and flexible working.
Kerry Gillitt
Sales and account management
Business development managers remain in high demand, especially mid-level roles with salaries around £60K-£80K, where deep product knowledge and strong networks are crucial for new market entry.
Demand has surged in Europe for candidates experienced in crash games. While salaries have seen modest increases, typically £5K-£10K for those changing roles, fewer senior positions are available as companies manage tighter budgets. Flexibility remains key, with many roles involving extensive travel. Hybrid or remote options continue to give employees a competitive advantage.
Karl Harenburg
Technology
Since July, demand for senior tech roles has increased, reversing a quieter period over the past 12 months. While junior-level hiring remains limited, many companies are open to mid-level hires, investing in training to develop their skills. This renewed confidence follows a period of consolidation, where companies reassessed their plans. Now, market expansion is back on the agenda, with new entrants, particularly sweepstakes and crypto casinos, building out their tech teams.
Specialist skills are in high demand, especially those with expertise in crypto gaming, particularly CTOs and lead frontend developers. As competition for senior tech talent intensifies, salaries are rising incrementally, reflecting the need to attract top-tier candidates. While lower-end salaries have dipped slightly, compensation for senior roles has increased in line with the demand for specialist knowledge and igaming experience.
Remote work remains a strong preference, particularly for B2B tech roles, but there is a gradual shift towards hybrid models. Many employers recognise the value of flexibility, balancing remote options with the benefits of on-site collaboration. Market expansion into new regions has also prompted companies to consider talent from adjacent industries, bringing in lead developers who can adapt quickly to the unique challenges of igaming. This strategic approach to hiring is helping companies secure the expertise needed to support their growth ambitions.
Chris Gyere
