Many people outside the iGaming world view the industry as risky or poorly regulated, often associating it with legal issues or the black market. How does BETER help dispel these misconceptions for candidates considering an iGaming career for the first time?
Those who haven’t worked in iGaming often form their views based on headlines about addiction, debt, or black-market activity. These narratives are loud, but they represent only a fraction of the landscape. They overlook the reality: today’s iGaming sector is a regulated, data-driven global industry operating under strict licensing requirements, integrity frameworks, and governance standards adopted across major markets.
When you look at the numbers, the picture becomes even clearer. According to Grand View Research, the global online gambling market is projected to reach approximately $153.6 billion by 2030, growing at a stable double-digit CAGR. This scale puts iGaming on par with some of the world’s most technologically advanced and regulated industries, such as cybersecurity, digital payments, video gaming, and streaming.
Another strong indicator of the industry’s maturity is the calibre of professionals it attracts and how successfully they integrate into it. We also see exceptional switchers from IT, GameDev, sports analytics, esports operations, telecom, fintech, banking, and other high-load digital ecosystems. These professionals naturally understand data, real-time processes, user behaviour, and the discipline required to operate in complex digital environments, which helps them integrate into iGaming faster than average and often exceed expectations within their first months.
At BETER, candidates see this reality from the first conversation. We work solely with licensed operators, maintain rigorous standards, integrity and transparency. Our fair-play enforcement and data-governance processes reflect the discipline expected in high-trust industries, not the “grey zone” image some still imagine.
We put people at the heart of our foundation, which is why we’ve built a strong working environment driven by three core values: “Quality today – reputation forever,” “United by purpose,” and “Customer focused.” These values anchor how we work as a team within a high-integrity, high-performance environment.
For many candidates, this becomes a defining moment: they realise they had misunderstood the industry. iGaming today is about regulation, transparency, scale, and technological rigor, not the stereotypes of the past.
In-demand iGaming products are built by cross-functional teams made up of people from Europe, LATAM, APAC, and beyond. How do you navigate different mentalities, and which cultural differences have the greatest impact on the talent acquisition process?
As the industry expands globally, cultural diversity becomes a structural advantage rather than a hurdle. At BETER, we collaborate with talent from all around the world, and these differences are most visible in recruitment, where communication styles vary significantly. European candidates tend to value directness and clarity. LATAM professionals respond strongly to warmth and personal connection. Across APAC, respect, structure, and diplomatic communication shape how candidates make decisions.
These distinctions aren’t challenges to solve; they’re signals that help us understand how individuals think, operate, and collaborate. My role is to ensure every candidate feels understood within their own cultural context, which sometimes means translating expectations between teams so both sides communicate with clarity and mutual respect.
Diversity also makes our products stronger. Teams built from different mental models create solutions that scale across continents, not just within a single cultural frame. And it directly influences retention. People stay where they feel supported, challenged, and aligned with a shared mission. That’s why we pay attention to psychological safety, global collaboration, and long-term professional growth.
iGaming is a niche, fast-evolving market where finding relevant CVs can be challenging. Where do you source the right specialists when traditional recruitment funnels fall short?
Finding the right talent in a high-velocity industry requires more than traditional funnels. Over the years, I’ve learned that relying on one channel is ineffective, especially for specialised or leadership roles. At BETER, we use a multi-layered approach: engaging with professional communities, activating our internal database of previously vetted candidates, running structured referral programs, and leveraging dedicated sourcing tools that allow us to reach highly relevant profiles worldwide.
Our hiring bar is intentionally high. Most positions are filled by mid-to-senior specialists with the ambition and capability to take end-to-end ownership and operate autonomously. We hire not only for technical expertise, but also for values alignment, pace, curiosity, and hunger for impact. A notable percentage of employees who joined as juniors have grown into senior roles internally, which is a key part of our retention strategy and talent mobility culture.
But the true differentiator isn’t tooling. It’s relationships. Many candidates return months or even a year later because they remember a transparent, respectful hiring experience. We often say that the right people unlock strategy, not the other way around. Selecting for the right mindset is what ultimately drives recruitment success in a competitive, fast-evolving market.
Which industries tend to produce the most successful “transition talent” into iGaming, and which candidates, despite strong CVs, often struggle to adapt to this environment?
The strongest transition talent comes from sectors where speed, data, and real-time decision-making define the workflow. What enables their fast adaptation is not the industry they come from, but their mindset: curiosity, readiness to learn quickly and willingness to take ownership early on. Specialists with backgrounds in IT, GameDev, analytics, fintech, telecom and similar digital fields already understand the pace and expectations of high-load environments, which allows them to integrate smoothly and gain confidence within their first months. With the right support, they often uncover new strengths and grow even faster than they expected.
iGaming evolves faster than most traditional sectors; expectations are higher, and decisions need to be made without excessive layers of approval. That’s why success here depends less on the number of years in a previous role and far more on mindset: the ability to learn rapidly, take ownership, generate ideas, and act without waiting for perfectly defined instructions. This industry rewards people who operate with momentum.
Where some candidates struggle, despite strong CVs, is in adjusting to the pace and autonomy required. People often say they enjoy “fast environments,” but everyone defines speed differently.
Some realise they need more structure or predictability; others find it difficult to maintain focus without step-by-step guidance.
We handle this with full transparency. Sometimes expectations simply don’t match, and that is normal. As in any professional relationship, a mismatch is not a failure; it is clarity. We address it openly, evaluate fit honestly, and if needed, part ways respectfully. For first-time entrants, we provide a dedicated hypercare period to help them understand the domain and find their rhythm so we can grow together.
Which roles in iGaming are currently in the highest demand, and what hard and soft skills help candidates stand out for these positions?
Senior product leaders in sportsbooks, esports, and gamification remain among the most in-demand profiles, alongside engineering roles such as senior .NET developers, full-stack engineers, DevOps, and data engineers. Analytics specialists, including BI, data analysts, and data scientists, continue to grow in importance, as do trading and risk professionals in sports and esports verticals. Marketing and growth roles also play a critical part in driving expansion across global markets.
Technical mastery opens the door, but soft skills determine trajectory. iGaming rewards decision velocity, data literacy, and strong stakeholder navigation, as well as the ability to align teams, challenge assumptions, and make informed decisions at speed. Adaptability, initiative, and ownership are critical. Hungry-minded people who take end-to-end responsibility and operate with a P+P (People + Performance) mindset tend to excel the fastest.
These are the specialists who uphold integrity standards, sustain product momentum, and raise the talent bar across the organisation.
How does hiring in the iGaming industry differ from other sectors, and is it really that different from any other domain? What is your main advice for candidates seeking a job in iGaming?
iGaming is one of the most dynamic sectors I’ve worked in. Priorities shift quickly, decisions happen fast, and teams operate across borders and cultures. This naturally requires people who are agile, resilient, and comfortable taking responsibility.
Yet the fundamentals of hiring remain the same: aligning the right people with the right teams. The difference lies in the degree of adaptability needed. The pace of the market means success depends less on your past industry and more on your ability to learn quickly, take ownership, and operate confidently in cross-functional environments.
My advice is simple: be curious, be flexible, be visible. Show genuine interest in how products work, ask strong questions, and don’t hesitate to demonstrate your strengths. The doors into iGaming are open to anyone willing to learn, but those who thrive are ambitious, proactive, and hungry for impact. Our hiring process is transparent and values-driven, with a deliberately high bar, because talent density remains one of the strongest predictors of organisational performance.
In summary, iGaming offers faster growth, broader responsibility, and more opportunities to influence outcomes than many traditional sectors.
The interview was originally published on US iGaming Hub.
