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IN ASSOCIATION WITH Igaming salaries reflect period of sustainable growth SA£ARY $URV€Y 2024Unlock industry insights, bespoke reports and exclusive gatherings. Join gaming’s C-suite community today. For more information, go to igamingbusiness.com/igb-executiveSalary Survey 2024 For Pentasia Editorial and data analysis: Andre Spahn, Brooke Petersen, Shannon Snell For iGB Global head of B2B content: Robin Harrison Data editor: Tansu Yilmaz Design: Sam Arthur Production: Guy Parsons Published November 2024 ©2024 iGaming Business Ltd All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise without the permission of the publisher. The information contained in this publication is believed to be correct at the time of going to press. While care has been taken to ensure that the information is accurate, the publishers can accept no responsibility for any errors or omissions or for changes to the details given. Readers are cautioned that forward-looking statements, including forecasts, are not guarantees of future performance or results and involve risks and uncertainties that cannot be predicted or quantified. Consequently, the actual performance of companies mentioned in this report and the industry as a whole may differ materially from those expressed or implied by such forward-looking statements. Published by iGaming Business, part of Clarion Events. Registered office: Bedford House, 69-79 Fulham High Street, London SW6 3JW Tel: +44 (0) 207 384 7763 Registered number: 3934419 IN ASSOCIATION WITH PENTASIASALARY SURVEY 2024 Contents 8 Overview Key trends for 2024 Global snapshot World view Salaries by function and role 8 9 10 6 4 6SALARY SURVEY 2024 , SALARY SURVEY 2024 OVERVIEW “While stability characterises the broader market, certain regions and sectors remain highly competitive” ALASTAIR CLELAND, MANAGING DIRECTOR, PENTASIA – PART OF THE CONEXUS GROUP A s the front cover headline reveals, salaries have stabilised for the past two years, aligning more closely with inflation. 2023’s increase of 3.98% and this year’s 3.33% mark a departure from the significant salary growth witnessed between 2020 and 2022, a period defined by the pandemic’s impact. As anticipated in last year’s report, this stabilisation has created a more sustainable environment, allowing igaming companies to implement their strategic objectives – such as market expansion – within a framework of more predictable costs. OPPORTUNITIES IN LATAM However, while stability characterises the broader market, certain regions and sectors remain highly competitive. For instance, the race to establish a foothold in South America continues to drive fierce competition. Brazil, with numerous applicants for its new licence, is aggressively shutting down black-market operators. Its regulatory landscape mandates specific roles, guaranteeing growth and employment in the region. As a result, experienced candidates for in-demand positions can expect to be well compensated. Colombia, the first country in the region to regulate igaming, reported £1.9 billion in revenue in Q2, alongside 2.1% GDP growth. These trends signal sustained opportunities in LatAm. Meanwhile, some major operators have faced challenges in the United States, where strategic alignment with the right markets has become essential for success, underscoring the need for a well-considered approach to market expansion. GROWING FOCUS ON DEI Globally, demand for top talent remains strong. Today’s igaming companies require creative, innovative professionals who bring diverse perspectives. Diversity, Equity, and Inclusion (DEI) has become crucial, as companies recognise that a successful human capital strategy must embrace different voices and experiences. We have taken the opportunity in this report to highlight the role of DEI in driving successful outcomes, reinforcing its importance as a cornerstone of strategic talent management. I want to extend my sincere thanks to everyone who contributed to this year’s survey, including those who took the time to share their experiences and our industry experts who have analysed the data and offered their perspectives. Your insights make this report possible, and we hope it serves as a valuable resource for navigating the future of the igaming industry. Alastair Cleland It’s with great pleasure that I introduce this year’s iGB Pentasia Salary Survey, offering a deep dive into the evolving dynamics of talent and compensation within the igaming industry. Our survey provides valuable insights into trends shaping today’s market, from salary levels to the key drivers influencing talent demand. This report not only tracks changes but also highlights strategies and opportunities that will guide igaming companies toward sustainable growth in the years to come. Salary Survey 2024 Introduction 04IN ASSOCIATION WITH PENTASIA Source: Salary data compiled exclusively by Pentasia, based on advertised, offered and placed rates. SALARY AVERAGE, ONSITE VS REMOTE VS HYBRID 3.33% Average wage growth across the igaming industry in 2024 43% Roles placed in 2023-24 that were hybrid, double that of fully onsite SALARY AVERAGE BY DEPARTMENT 2021-22 2022-232023-24 Hybrid roles have been separated from on-site roles for the first time, highlighting a surprise that hybrid roles have higher salaries than both on location and remote roles. PERCENTAGE OF ONSITE VS REMOTE VS HYBRID Separating on location and hybrid roles pinpoints the change in working patterns accelerated by the Covid-19 pandemic. 05 What’s your view? iGamingBusinessSALARY SURVEY 2024 “Hybrid work is now the norm, with fully remote roles less common outside of tech and data positions” BROOKE PETERSEN CHIEF MARKETING & GROWTH OFFICER, THE CONEXUS GROUP DEMAND FOR SENIOR AND MID-LEVEL TALENT Senior and mid-level roles remain in high demand, especially for product managers, developers and data analysts. Companies prioritise expertise that drives product development and innovation. Business development managers (BDMs) and director- level positions are also sought after, emphasising niche experience and strategic leadership, crucial for navigating market dynamics and growth. SALARY GROWTH SLOWS While overall salary growth has slowed, companies still offer higher compensation for mid to senior-level roles, reflecting the value of experience. However, there is less flexibility for junior roles. This trend suggests a market that rewards expertise but is cautious about overall cost increases, ensuring sustainable operations while still attracting skilled talent. REMOTE FIZZLING OUT Hybrid work is now the norm, with fully remote roles less common outside of tech and data positions. While tech candidates prefer fully remote options, other departments are moving to hybrid models, requiring proximity to an office. However, companies insisting on full-time office work face challenges in attracting talent, highlighting a preference for flexibility. CAUTION IN HIRING AND LONGER PROCESSES Businesses are adopting a more cautious approach to hiring, leading to longer recruitment processes. Tighter budgets and conservative post-pandemic strategies are driving this trend, potentially impacting talent acquisition as companies take time to align with long-term goals and manage the challenges of succession planning. DEMAND FOR TECH AND DATA TALENT Demand for these roles remains strong, especially for frontend developers, BI developers, and data scientists. Skills in web3, crypto, and data algorithms are particularly sought after. As the integration of crypto with gaming gains importance, companies are seeking talent that can bridge the gap between technology and emerging market trends, driving innovation and competitive advantage. RETENTION AND SUCCESSION STRUGGLES Succession planning and retention are critical challenges for igaming companies, as they struggle to maintain leadership continuity and keep top talent engaged. Effective strategic human capital management is essential to navigate these complexities, ensuring that businesses can adapt and grow with stability. Many companies are addressing these challenges by partnering with human capital experts, such as Conexus Human Capital, which provide specialist services like talent strategy consulting, organisational design and executive coaching. These services help organisations create a clear path for leadership development and build a work environment that attracts, develops, and retains high-calibre talent, positioning them for long-term success. Brooke Petersen HYBRID TRUMPS REMOTE, CONCERNS OVER CHURN AND MORE KEY TRENDS FOR 2024 Salary Survey 2024 Trends 06IN ASSOCIATION WITH PENTASIA In recent years, the igaming industry has made notable strides in embracing Diversity, Equity and Inclusion (DEI), with companies recognising the importance of creating more diverse workforces. While there has been a growing focus on improving representation, particularly around race and gender, true DEI extends far beyond simply diversifying demographics. It’s about cultivating an inclusive culture where everyone, regardless of their background, can thrive. EMBRACING BELONGING Representation is an essential first step – ensuring that employees of all races, genders, sexualities and abilities are seen and heard within the industry. However, a diverse workforce means little without a workplace environment that promotes belonging. Inclusive practices must accommodate physical disabilities, neurodiversity, and the unique challenges of individuals with varying needs, such as health, life stages and belonging to underrepresented communities, including LGBTQ+ employees. To truly make progress, igaming companies must shift their focus from short-term initiatives and token efforts to embedding DEI into the very fabric of their organisational culture and employer branding. This requires long-term commitment, where inclusive leadership, equitable opportunities for career advancement, and encouraging open dialogue are everyday priorities. Genuine inclusion cannot be achieved with one-off programmes; it requires systemic change and industry-wide acceptance of DEI as an ongoing journey. Building a culture of inclusivity means creating spaces where employees feel valued for their unique perspectives and are empowered to contribute fully. By prioritising this holistic approach to DEI, the igaming industry can not only attract and retain diverse talent but also inspire innovation and drive long-term success in a competitive market. In short, DEI in igaming is about more than just numbers – it’s about creating environments where all employees can reach their full potential. Elizabeth Downie “Companies must shift their focus from short-term initiatives and token efforts to embedding DEI into the very fabric of their organisational culture and employer branding” ELIZABETH DOWNIE HR MANAGER, THE CONEXUS GROUP DEI IN IGAMING: MOVING BEYOND REPRESENTATION 07 What’s your view? iGamingBusinessSALARY SURVEY 2024SALARY SURVEY 2024 Gibraltar High property demand and limited talent supply makes hiring junior positions in this territory a challenge. GLOBAL SNAPSHOT UK Progress on the UKGC whitepaper remains slow, but the financial risk assessment pilot has accelerated the need for broader implementation. France A long-awaited online casino amendment has been put forward by the French government sparking a regulatory shift in this significant market. Salary Survey 2024 Location commentary 08 USA Despite early optimism, no new states legalised online gambling this year, with major operators fiercely competing in established markets. Brazil With 182 betting licence applications already confirmed, the industry eagerly awaits developments in this promising market. Curaçao A surge in online gambling applications suggests this Caribbean island may become a major player in the sector.IN ASSOCIATION WITH PENTASIA sparking a regulatory shift in this significant market. UAE A popular base for Middle Eastern operations, the awarding of the first casino licence could pave the way for further opportunities. Estonia With significant revenue growth and favourable tax rates, this Baltic state is becoming a market to watch. Malta Relocation to this Mediterranean igaming hub thrives, yet candidates are cautious, expecting competitive salaries before making the move. Cyprus Igaming companies continue to establish operational hubs here, attracted by lower costs and the ease of finding igaming talent. WORLD VIEW EUROPE The ACCA qualification has become essential across Europe due to updated AML requirements – without it, job prospects are limited. Romania benefits from stable hiring driven by Bucharest’s thriving tech hub. The UK Gambling Act review remains in limbo, with key regulations still pending. Meanwhile, France has seen a regulatory overhaul, transforming a previously limited market into a more structured environment. NORTH AMERICA Some US states have seen major operators exit, allowing larger competitors to seize market share, yet optimism and growth persist. In Canada, Ontario’s newly regulated market has exceeded growth expectations, showcasing strong potential. Alberta’s market, although planned for regulation, faces delays. Despite these hurdles, the region remains dynamic, with new opportunities on the horizon. LATAM As one of the fastest-growing markets, Brazil’s job market is flooded with applicants, creating a large talent pool. However, this has created challenges in identifying top talent; local agency screening processes need refinement as applications remain high. With little local igaming talent, companies are open to hiring from outside the industry. Colombia, the first regulated market in the region, generated £1.9 billion in Q2, contributing to a 2.1% GDP growth. Elsewhere, Peru has recently opened its regulated market and is seeing a surge in licence applications. REST OF THE WORLD Despite being a global gaming powerhouse, Asian igaming remains largely untapped due to restrictive regulations. India continues to be one of the fastest growing igaming markets in the region and is expected to rise further. South Africa aims to legalise all forms of online gambling with a new remote gambling bill, potentially expanding beyond sports betting and opening new avenues for growth. 09 What’s your view? iGamingBusinessNext >