Navigating the iGaming job market: Key questions candidates should ask

The iGaming industry is a dynamic and rapidly evolving field, offering a plethora of opportunities for those seeking to make their mark. However, landing the right role in this competitive market requires more than just a polished CV and impressive interview skills. It also involves asking the right questions to gain a deeper understanding of potential employers.

Tanya Shevchuk, the CEO of specialist recruitment company IGAMINGHUNT, explores the most pressing questions that candidates often ask when seeking their next roles in the industry.


Understanding the company’s leadership and structure

One of the first things candidates want to know is who the owners of the company are. Understanding a company’s structure and the people behind the operation can significantly influence a candidate’s decision to join the firm. Shevchuk emphasizes the importance of transparency in the iGaming industry, stating that candidates often inquire about the founders, directors, and senior management team to avoid firms that are unknown quantities.


Location and working arrangements

Given the global nature of the iGaming industry, candidates are naturally interested in the company’s country of origin and the location of its offices. Many iGaming firms operate out of hotspots like Malta, Gibraltar, the Isle of Man, and Cyprus, and offer hybrid and remote working opportunities. The more flexible a firm is with working arrangements, the more likely they are to attract top iGaming talent.


Company’s track record

Candidates often prefer to work for companies with a proven track record. However, some relish the fast pace of a startup environment or a young company. Shevchuk notes that many candidates prefer companies that are at least three to five years old as a form of insurance against the volatility of working within a start-up.


Company shares and incentives

Many successful iGaming companies offer company shares as an incentive to attract the best talent. This incentive is usually reserved for senior-level positions, but it’s a question that many candidates want to know the answer to.


Products, markets, and licenses

Candidates are keen to know about the main products, markets, and licenses of the iGaming companies. They prefer companies that offer a broad spectrum of products and work in leading markets in Europe and the Americas. Shevchuk highlights that many candidates specifically want to know if the iGaming firm is licensed by a regulatory body like the UK Gambling Commission or the Malta Gaming Authority.


Team size and structure

iGaming companies tend to be agile organizations with multiple teams. Candidates are curious about where they will be placed within the organization and the size of the company. Some prefer working within smaller teams, while others want the opportunity to grow within a larger company.


Operating in black markets

While many iGaming firms are regulated, fair, and transparent, there’s another side to the industry that some candidates want to avoid. Candidates often inquire if the company operates in black markets, indicating their preference for firms that adhere to regulatory norms.

Asking the right questions can help candidates navigate the iGaming job market more effectively, ensuring they find a role that aligns with their career goals and values.

CTO salaries in iGaming

By IGAMINGHUNT Operations Director - Anna Bezsmertna • October 13, 2026
Salary ranges and the experience behind them Experience ranges overlap. A longer career does not automatically translate into a higher salary requirement. €80,000–€120,000 gross annually Total experience: 10–17 years. iGaming experience: 3–9 years. C-level / Head experience: 2–10 years; this range also includes engineering managers and platform leads. Products: casino platforms, white-label solutions, sportsbook, trading tools, betting feeds, game-provider infrastructure, payment orchestration, CRM and bonuses. Role scope: hands-on technology ownership or leadership of a defined engineering function. €120,000–€180,000 gross annually Total experience: 14–20 years. iGaming experience: 5–12 years. C-level / Head experience: 3–12 years; also includes development leadership across multiple teams. Products: casino platforms and operators, sportsbook, poker, game aggregation, slots, instant games, sports and esports betting content, payment hubs, CRM and gamification. Role scope: engineering, architecture or combined technology and operational leadership. €180,000–€240,000 gross annually Total experience: 20+ years. iGaming experience: 5–17 years. C-level experience: 9–12+ years, including CTO, Group CTO and CEO responsibilities. Products: casino and sportsbook platforms, multi-brand operators, B2B iGaming / SaaS platforms, slot and table-game studios, sports and esports betting content, payment hubs. Role scope: substantial technology and business responsibility, potentially spanning several products, brands or companies. Base salary, bonuses and equity Fixed salary is only one part of the negotiation. In IGAMINGHUNT’s recruitment data: 27% express interest in equity. 18% express interest in performance bonuses. 36% mention bonuses or equity as part of their expectations. These categories overlap: equity and bonuses may be alternatives within the same negotiation. How equity affects the package Salary plus equity: ownership may be expected alongside the full fixed salary. Reduced salary plus ownership: a lower base can be negotiated where the ownership opportunity is credible. Interest in equity alone does not imply willingness to accept less cash. Value depends on the terms: ownership percentage, valuation, vesting, dilution and opportunities to receive dividends or sell the shares. No standard salary discount: equity cannot be converted into a fixed reduction in base salary without evaluating the offer. Where equity enters the discussion Ownership expectations appear in appointments involving company building or broad business responsibility: CTO / Partner and Group CTO: platforms, operators and game studios. Technology and operational leadership: casino-platform and B2B businesses. Architecture leadership: responsibility across an iGaming group. Before comparing packages, specify the bonus target and payout conditions, or the equity instrument, ownership percentage, vesting and departure terms. Team size and reporting structure Team size helps explain the scope of a CTO appointment. However, direct reports, total engineering headcount and company headcount are three different figures . Engineering teams of 10–20 Hands-on involvement in architecture and technical decisions. Hiring, mentoring and delivery management. Close involvement in code quality and production issues. Engineering organisations of 20–70 Coordination across several teams or functions. Leadership through team leads or functional managers. Ownership of engineering processes, hiring plans and resource allocation. Engineering organisations of 100–300+ Leadership through multiple management layers. Budget allocation and organisational design. Technology standards across products or business units. Alignment with executive leadership and business strategy. For each appointment, establish: Direct reports: their number, seniority and responsibilities. Total engineering headcount: the organisation under the CTO’s authority. Functional coverage: engineering, QA, DevOps, architecture, security and data. Decision-making authority: budgets, hiring, vendors and technology strategy. Location and work format Indicative annual gross base salary expectations across European recruitment discussions include: Central Europe: €80,000–€180,000. Southern Europe: €100,000–€180,000. Broader European searches: €180,000–€240,000 for some CTO and Group CTO appointments with substantial organisational responsibility. Work preferences Around 90% include remote work among their preferred arrangements. Around 35% are open to hybrid work , sometimes alongside remote or on-site options. Relocation and periodic office travel can also be negotiated. Remote availability does not automatically mean a lower salary expectation. Confirm the contract basis, office attendance and travel requirements when discussing compensation. What to assess beyond years of experience Years of experience provide context. The stronger question is what the person has actually owned. Product: a complete platform, a product vertical or individual components. Leadership: direct team management or responsibility through managers. Strategy: technology selection, modernisation and long-term investment decisions. Business: budgets, vendor relationships and executive accountability. Delivery: launches, migrations, reliability improvements and measurable outcomes. Technical depth should match the product and architecture the CTO will lead. IGAMINGHUNT supports CTO and senior technology leadership searches across iGaming. Get in touch to discuss the expertise, leadership scope and compensation budget for your next hire.

Is talent shortage and talent war in iGaming a real thing?

August 1, 2026
This was the topic our CEO, Tanya Shevchuk, discussed with other industry leaders at SBC Summit Tbilisi.