March 4, 2025
This year’s iGB Pentasia Salary Survey 2024 reveals a compelling trend: while overall salary growth has slowed, mid- to senior-level roles continue to command higher compensation. This suggests that companies are prioritising expertise where it matters most - rewarding the skills and experience that drive growth and innovation - while exercising caution in other areas to maintain sustainable operations.
But what does this mean for talent acquisition, employee retention, and overall business strategy? Let’s unpack the implications of slower salary growth and explore how you can adapt to thrive in a changing market.
Impact on Talent Acquisition and Retention
For HR leaders and C-suite executives, the shift in salary trends presents both opportunities and challenges and opportunities. On the one hand, slower salary growth presents an opportunity: it allows companies to expand their teams by bringing in more junior-level staff, particularly in areas like tech and analytics, where cultivating fresh talent can provide long-term value. The challenge, however, lies in securing mid- to senior-level professionals at competitive rates, as these roles remain critical to navigating market complexities and driving innovation. Balancing these priorities is key to building a sustainable and effective workforce.
The answer is to develop a holistic approach to talent management that doesn’t rely on compensation alone to attract and retain top talent. By working with enterprise human capital providers, like Pentasia, you can gain access to recruitment strategies and tools that allow you to identify the right candidates, position your organisation as an employer of choice, and streamline the hiring process to secure talent before competitors. Recruitment Process Outsourcing (RPO) is particularly valuable here, providing specialised expertise and scalable solutions to help you fill critical roles while staying aligned with your strategic goals.
Budgetary Implications: Managing Costs Without Compromising Talent
The slowdown in salary growth also presents a unique opportunity for organisations to reassess their budget allocation for talent acquisition and retention. While the focus on mid- to senior-level roles justifies higher salaries, businesses must remain cautious about overextending in a market where cost control is paramount.
One way to achieve this balance is by optimising your workforce planning. Partnering with enterprise talent solutions providers enables you to gain valuable insights into market benchmarks, ensuring that you offer competitive but sustainable compensation packages. Additionally, these providers can help you explore alternative workforce models, such as contract hiring, interim placements, or flexible staffing arrangements, which can reduce overheads while maintaining access to top-tier expertise.
Competitive Landscape: How Does iGaming Compare?
It’s worth noting that slower salary growth isn’t unique to iGaming. Many industries are seeing similar trends, especially as they navigate global economic pressures. However, iGaming companies must remain vigilant. In a highly competitive sector, where innovation and speed-to-market are critical, falling behind on compensation benchmarks - even slightly - could risk losing key talent to competitors who are willing to pay more.
Understanding how your compensation packages compare to the wider candidate market is essential, especially if you’re looking to recruit talent from adjacent industries such as eCommerce or Payments. These sectors often set different benchmarks for salaries and benefits, which can influence candidate expectations. Gaining insight into these trends allows you to position your organisation competitively while ensuring you attract the right talent with the expertise to drive your business forward. This broader perspective is key to making informed decisions that align with both your strategic goals and the realities of the talent market.
Employee Morale and Motivation: Navigating the Challenges
Slower salary growth can have a ripple effect on employee morale, especially for those who may feel their efforts are not being fully rewarded. However, this doesn’t mean motivation has to falter. Creating a positive work environment that values employees holistically can make all the difference.
Investing in professional development, for example, shows your commitment to your team’s growth and future. Opportunities for upskilling, mentorship programs, and clear career progression paths can all boost morale while aligning employees’ ambitions with your business goals. Flexible work arrangements, wellness initiatives, and recognition programs also go a long way in creating a culture where employees feel valued beyond their paychecks.
The Role of Non-Monetary Benefits
As salary growth slows, the importance of non-monetary benefits has never been clearer. Today’s workforce increasingly values benefits like work-life balance, flexible hours, remote work options, and opportunities for professional growth. In many cases, these perks can outweigh the appeal of higher salaries, particularly for mid- to senior-level professionals who prioritise autonomy and meaningful work.
At Pentasia, we specialise in helping businesses like yours manage talent at scale, offering solutions that include RPO, workforce planning, and access to the insights you need to make informed decisions. As part of this effort, the iGB Pentasia Salary Survey serves as a valuable tool for understanding market trends and staying competitive.
Contact us to learn how we can support your organisation in attracting, retaining, and developing the talent that drives your business forward.