March 20, 2025
The iGaming industry’s growth continues to be fueled by senior and mid-level professionals whose expertise drives innovation, product development, and strategic initiatives. In 2025, roles such as product managers, developers, data analysts, business development managers (BDMs), and directors remain at the center of this demand. Companies are increasingly reliant on these leaders and specialists to navigate market dynamics and regulatory challenges while driving sustained growth.
The Growing Demand for iGaming Expertise
A key trend revealed by the 2024 iGB Pentasia Salary Survey, is the consistent demand for senior and mid-level professionals who play a critical role in shaping the future of iGaming. Product managers and developers are at the forefront, building platforms that meet evolving user demands, while data analysts provide the insights needed to refine decision-making and optimise operations. BDMs and directors bring a depth of experience and leadership that enables organisations to respond strategically to shifting market conditions and regulatory complexities.
However, the intensifying competition for these roles has created significant challenges. Salaries for senior and mid-level talent have risen as companies vie for a limited pool of qualified candidates. Emerging fields such as AI, blockchain, and advanced analytics exacerbate the skills gap, while lengthy hiring timelines and geographic constraints further complicate the recruitment process. Addressing these issues requires a strategic and multifaceted approach.
Let’s explore the key approaches that can help achieve this.
Strategic Insights for Attracting Top Talent
To attract the best mid- and senior-level talent, companies must go beyond standard recruitment practices and adopt tailored strategies. One of the first steps is benchmarking salaries and benefits against competitors. Insights from the salary survey underscores the importance of remaining competitive in compensation to secure skilled professionals who are often weighing multiple offers.
Strategic workforce planning, underpinned by data-driven insights, is also critical to ensuring hiring efforts align with long-term business goals. Workforce analytics can identify skills gaps and predict future needs, enabling companies to proactively address talent shortages. However, speed is equally important. Streamlined hiring processes allow organisations to engage top candidates quickly, reducing the risk of losing them to competitors.
Recruitment Process Outsourcing (RPO) has become an increasingly valuable solution for navigating these challenges. By partnering with an RPO provider, companies gain access to specialist expertise, global talent pools, and advanced recruitment strategies that can accelerate hiring while ensuring a strong fit. Alongside this, effective employer branding is essential. Companies must communicate a compelling narrative that highlights their culture, values, and growth opportunities, demonstrating why top-tier talent should choose them over others.
Building and maintaining talent pipelines is another crucial strategy. Active engagement at industry events and conferences can help organisations stay connected with potential candidates, especially those with more experience. Flexibility in working arrangements also plays a pivotal role. Offering remote or hybrid work options widens the talent pool, while robust relocation packages can attract professionals to key hubs such as Malta. Together, these approaches enable companies to position themselves as employers of choice in a highly competitive market.
Retention: Keeping Top Talent Engaged
Attracting talent is only half the battle; retaining skilled professionals is just as critical, particularly in a fast-paced industry like iGaming. Upskilling initiatives are a cornerstone of retention strategies. By providing tailored training programs, companies can ensure that employees stay ahead of industry trends and maintain their relevance in evolving roles. Mentorship programs and a culture of knowledge-sharing further enhance engagement, creating an environment where employees feel valued and supported.
Career progression opportunities are another key factor in retaining mid- and senior-level hires. Employees want to see a clear path for growth, with defined opportunities that align their ambitions with the organisation’s strategic objectives. A strong Employee Value Proposition (EVP) is equally important. Competitive benefits, recognition programs, and initiatives that promote work-life balance signal to employees that their contributions are appreciated and their well-being is prioritised.
Finally, diversity, equity, and inclusion (DEI) initiatives have become both an ethical imperative and a strategic advantage. Companies that embed DEI into their hiring and retention practices not only attract a broader range of talent but also create a workplace culture that drives innovation, collaboration, and loyalty.
Building a Competitive Advantage
The iGaming industry’s ongoing demand for senior and mid-level talent underscores the need for a proactive approach to human capital management. By aligning recruitment and retention strategies with broader business objectives, organisations can overcome the challenges of the talent crunch and position themselves for sustained growth.
At Pentasia, we specialise in helping companies attract and retain the talent they need to drive innovation and success. Our expertise in enterprise talent solutions, combined with our proprietary data and insights, such as that shared in the iGB Pentasia Salary Survey, allows us to provide tailored strategies that deliver results.
Contact us to discover how we can help you secure the talent you need.