Te iGaming industry remains one of the most dynamic and competitive sectors globally. For HR leaders, this presents both an opportunity and a challenge. How can we attract ambitious talent in an environment where career opportunities are abundant, while also ensuring that our teams remain engaged, motivated, and loyal as the business scales?
Te latest edition of our annual Trends Report uncovers what truly matters to professionals in 2025, and the findings signal a pivot in workplace priorities that every company should pay attention to.
GROWTH OVER MONEY
For many years, salary was the ultimate bargaining chip in recruitment. But in 2025, our survey of over 700 iGaming professionals shows a striking shift, with compensation now ranking as the fourth most important factor influencing successful recruitment, behind “a highly dynamic and expanding company”, “a well-known brand” and “a professional, supportive team.”
Tis change reflects something bigger than economics. Employees today, particularly millennials and Gen Z, who make up a growing share of our workforce, are motivated by purpose and opportunity. Tey want to feel part of a company that is evolving and growing at speed, where they can contribute to meaningful goals and see the tangible impact of their work.
Tis does not mean salary no longer matters, but rather that it is no longer the deciding factor. What truly sets employers apart is their ability to offer a sense of progress and genuine belonging. When respondents across all departments ranked “a highly dynamic and expanding company” as the top factor in choosing an employer, it highlighted a remarkable consensus. In an industry defined by innovation and rapid growth, professionals want to be part of something transformative. Being at the forefront of new technology, market expansion, or product development is not just professionally rewarding, but it also provides a sense of ownership and excitement that traditional roles in more static industries may lack.
Tis presents a clear takeaway for recruitment teams: interviews should focus less on transactional details and more on vision. Candidates are not only asking what they can earn, but more so, what they can achieve with the business in the coming years, and how the role will help them grow as a leader and shape their career path.
BUILDING LEADERS FROM WITHIN Another trend that stands out is the shortage of experienced leaders in
When companies prioritise leadership development, they simultaneously secure their own future and foster a loyal, motivated workforce that sees long-term potential in evolving with the business as opposed to searching for opportunities elsewhere.
REMOTE WORK AS A STRATEGIC ADVANTAGE
Another fascinating finding from this year’s report is the declining importance of physical offices. “A company with an office in my hometown” was the least popular response in 2025, reflecting a broader trend toward remote roles in the past few years. iGaming professionals have fully embraced remote-first cultures, valuing flexibility and global collaboration over local convenience.
However, a widely dispersed workforce brings its own challenges. Success in remote environments requires structure: transparent performance management, clear communication channels, and well- organised knowledge sharing. At EvenBet, addressing these hurdles and creating a culture of trust and transparency has turned this remote working approach into a strategic advantage. It allows us to access global talent pools, build diverse, localised teams, and maintain flexibility, qualities that are especially attractive to ambitious professionals.
THE HR OVERVIEW
As the iGaming industry continues to evolve, the role of HR is shifting from a support function to a driver of strategic growth. Its job is no longer just to hire, but to curate environments where ambitious, talented people want to stay and thrive.
Money will always matter, but it is no longer the decisive factor. Ambition, growth, purpose and culture are what today’s professionals value most. Companies that can align these elements with their business goals will not only attract the best talent but also secure sustainable success in a competitive global market.
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iGaming. Te demand for strong managers far outpaces supply, and companies can no longer rely on hiring proven talent externally. Instead, the future lies in developing leadership pipelines internally. At EvenBet, we’ve seen firsthand the importance of structured leadership development. Tat means tracking internal promotions and aligning career paths with business goals. It also highlights that training managers not just in technical expertise, but in soft skills such as teamwork, problem solving, and communication is key, as well as creating a feedback culture through surveys and 360-degree evaluations to identify potential leaders early and support their growth.
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