Why Do iGaming Start-ups Fail?

Like in every sector, numerous iGaming start-ups fail every year. From the outside, launching an online casino or sportsbook business seems straightforward, particularly given that several white-label operators give companies a market-ready platform.

Yet failures are common, so we wanted to dig a little deeper to learn about the biggest mistakes many people make.


We spoke to IGAMINGHUNT CEO Tanya Shevchuk for insight into what causes iGaming start-ups to fail, and she was happy to share the following revelations.


Underestimating total costs

Budget planning and cost management are central to any start-up, and iGaming firms are no exception. Founders often miscalculate the cost of launching an online casino, and unexpected costs crop up in the initial stages of the launch.

The costs associated with building the platform, assembling a qualified and highly skilled team, player acquisition and retention, legal costs, content, and much more must be considered.


Shevchuk explains: “We had two clients who ran into significant financial trouble because they focused too much on creating attractive designs and new features, neglecting to allocate sufficient funds for marketing and building traffic.

The result? They ended up with a beautifully designed product but almost no users, first- time depositors, or revenue. To keep the project afloat, they had to sell 50% of their stake to external investors to secure the necessary funds.”


Undervaluing the importance of qualified team members

Some new online gambling firms attempt to cut costs by hiring inexperienced staff who don’t have a track record of delivering at the required levels. The results are usually dire when start-ups put their faith in junior staff to perform senior roles.

While it can seem daunting to allocate a significant proportion of your initial budget to staff costs, undervaluing the importance of qualified team members is a mistake many iGaming start-ups don’t recover from.

Though the initial cost of recruiting junior, inexperienced staff is lower, the long-term costs can be up to three times as high, given that you will spend a lot of time and money trying to fix mistakes that could have been avoided in the first place.


The resources required to train, educate, and eventually replace your junior employees are another thing you should think about if you’re considering cutting corners at the start of your journey.


As Shevchuk says from experience: “In the long run, it’s more cost-effective to hire professionals at market rates to ensure high-quality results.”


This issue especially applies to the iGaming sector, which requires extensive specialist knowledge across product, marketing, and regulatory functions.


Pursuing perfection

Another mistake many start-ups make is aiming for perfection right out of the gate rather than testing, reviewing, and evolving their operating model. The most successful firms embrace lean start-up methods and tactics, acknowledging that a company’s first iteration will likely be far from perfect.

Rather than spending years and tens of thousands of dollars preparing a product for launch, it’s much better to get a “lite” product off the ground and into the market, which you can test and refine as you receive customer feedback.


You can also use revenue generated from the site while it’s live to invest in further improvements, which will drive your iGaming start-up forward in the long run. Shevchuk warns: “Perfection is irrelevant if no one is using your product and it’s generating zero revenue.”


Spreading too thin

Also common within the sector is that companies spread themselves too thin. Undoubtedly, there are many potential strings to an online gambling site’s bow, including an RNG casino, live casino, sportsbook, affiliate program, and numerous other income-generating opportunities.


While creating numerous revenue streams is a positive step for established companies, focusing on too many options from the start spreads new iGaming firms too thin, causing them to fail with their core offering.


As Shevchuk points out: “We’ve seen this first-hand with three clients who learned this lesson the hard way and eventually decided to focus on making one product successful before expanding.”


The idea of concept dilution is worth considering here. Rather than diluting your initial offering with several ideas to grow your business quickly, focus on what makes your concept unique and valuable. Growing your company’s concept and cementing your place within the sector is crucial as a starting point, and you can always add more revenue streams as your company grows.


Lack of industry knowledge

From the outside looking in, opening an online casino seems straightforward. Many investors outside of the igaming industry often think they can throw a relatively small amount of money, perhaps $50,000, at a white-label casino and sit back to watch the profits roll in. The reality is that this lack of industry knowledge causes so many online casino start- ups to fail.


Without sufficient knowledge of the sector's complexities, regulations, rules, and requirements, it’s extremely difficult for a casino or sportsbook to rise to the top of the pile. Shevchuk expands on this point: “Without a deep understanding of the industry, its rules, competitors, and trends, and without proper planning, they risk throwing their money away.

In truth, you need much more than $50K to make it in the iGaming world.”


Conclusion

The iGaming sector is undeniably an attractive segment of the gambling market to get into, with many countries and states adopting favourable laws and regulations to support the establishment of online casinos and sportsbooks.

But as Tanya Shevchuk warns, if you want your website to be successful, you must avoid the all-too-common pitfalls that many start-ups fall into.

For more tips on how to get started in the world of iGaming and for support with recruitment and talent acquisition, contact IGAMINGHUNT today.


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