Tactics are critical when it comes to talent. Whether you’re buying it (as an employer) or selling it (as a candidate), knowing the value of what’s on sale is critical. The data offered here can inform your tactics, allowing you to achieve the best result whether you’re applying for a position, or looking to fill one.
Salary bands are compiled using data from the placements made by Pentasia in the last 12 months, as well as its consultants’ knowledge of the market.
The survey covers a wide range of roles and territories to ensure it takes into account variations in factors such as specialisms, seniority and experience.
Data from senior management roles are included, but not C-suite or board-level because salaries at this level vary so greatly on an individual basis.
So once you have worked out what the average salary is for a particular set of roles in your location, let’s talk tactics for both sides…
What should we be paying?
That depends on three factors:
● What your competitors are paying? This is your baseline.
● How much will stop the candidate looking elsewhere? This should be the baseline plus 5-10%.
● How much will persuade the candidate to jump ship? This is the price you’ll need to pay to make the hire, and should be the baseline plus about 10-20%.
How much does money matter?
Candidates take a job for four reasons: the company, the job, the people and the compensation. The more you can offer in the first three, the lower the compensation package on the table will need to be.
How do you value a skill?
● Weigh the scarcity of resources available against the demand for the skill in question.
● Next, assess the role’s importance to your business.
● Then decide what the cost would be of losing existing staff from your organisation.
Should I be paid more?
● Industry experience is valuable: please bear in mind that our salary survey is igaming-specific and niche experience is highly prized.
● Remember that the employment market as a whole is more accustomed to regular job changes than it was 10 years ago, when longterm loyalty was seen as key.
How do I get a promotion?
Most employers understand that your worth increases with every year – or even month – of experience you have. Been with an organisation for some time? It’s certainly well worth asking about advancement.
What else should I expect from my employer?
● A large number of employers now offer a broad range of flexible work options, including flexitime and remote working.
● Additional benefits on offer in the modern workplace include bonuses, training allowances and travel allowances.
● There is generally some value in working within an organisation with a great culture where you are among like-minded people.
ANALYTICS & DATA
By Ashley Gooders
Analytics has become an absolutely critical part of the igaming industry, one that’s ever more vital as competition for customers grows fiercer and as strict regulation limits acquisition opportunities.
Data departments are growing rapidly. The increase in lower-level roles has skewed the data to show a downward trend, but this disguises the overall increases in investment and senior salaries. A premium is put on data scientists – those who can develop algorithms and statistical models – as well as business intelligence (BI) analysts whose insights drive strategy.
Gambling industry expertise is obviously desirable, but even junior professionals and graduates find their skills in high demand.
COMPLIANCE, LEGAL & FRAUD
By Kerry Gillitt
Changes to regulation across the igaming world have made compliance and legal recruitment a high priority for many employers. Staying ahead of the curve is essential, given the risk of severe fines and reputational damage that can be caused by a failure to comply with new or changing rules.
Employers face competition for the right people, especially when they are in short supply in recently regulated territories such as Scandinavia and the US.
By Christine Hili
Offering great customer service is a true differentiator for an igaming operator, which means those who interact directly with clients should be – and often are – highly valued.
Customer support agents with language skills are particularly valuable to operators, and these individuals can expect to sit high on the relevant salary bands. However, the highest wages go to those whose roles spill over into ‘customer experience’ – in other words people who deliver customer service excellence through all customer touchpoints.
Note: Europe supplied in € as generally not based in UK
DESIGN & TECH
By Robert Gray (Europe) and Brady Eagle (USA)
The demand for tech talent remains at ‘red alert’ level – a state that’s reflected by extremely attractive pay packets. Even below the C-suite, tech professionals can command more than £200,000.
As the European talent pool runs dry, employers are looking further afield and hiring from outside the EU, as well as meeting candidates’ demands for flexible and remote work options. Half of all candidates in design & tech are ‘open’ to working remotely, with almost a fifth working ‘only’ remotely.
Tech employment varies greatly by country: most UK roles are offered on a contract basis, in Spain almost all are permanent. Beyond cash, the igaming industry still holds strong appeal for tech candidates thanks to its innovative culture. “Learning new skills” is a headline priority for the majority of candidates when assessing new opportunities.
In the USA, tech candidates are in equally high demand, though salaries vary substantially dependent on both location and seniority.
FINANCE & OPERATIONS
By Tracy Whitcomb
Finance is an area where businesses are unwilling to compromise when it comes to talent. It is essential to get the right person to take commercial responsibility and manage key initiatives that will grow a business.
If you are that right person, though, the rewards can be considerable. There is a large variation in the US figures due to differences between states. Experienced operations, HR and payments executives are also highly valued.
By Gareth Mulley
It is often said that content is king, but that status is not accurately reflected in salary, which showed only a slight increase in the last year.
However, the pressure is still high on marketing departments to devise new and innovative bonuses that attract and retain customers while remaining legally compliant.
There appears to be a squeeze on affiliate managers and a gap is appearing in the market for junior affiliate operators. Some companies are also trying to combine roles – looking to recruit one person to fulfil both CRM and content creation responsibilities, for example.
PRODUCT & PROJECT
By Darren Kirby
The overall increase in product salaries reflects the continuing high demand for those with relevant expertise. Product managers are key to developing business, turning plans into reality and delivering new markets to ambitious igaming operators.
Candidates with proven experience are taking advantage of the market and there have been significant salary increases – up to 35% – being offered by employers keen to snap up the right talent.
People with vision and drive are looking to work for companies who match that ambition and have a culture of agility and innovation as well as a track record of delivering new products.
SALES & ACCOUNT MANAGEMENT
By Karl Harenburg
Sales and account management is one of the best-paying job functions in igaming, with overall salaries rising by 5-10% year-on-year. Location significantly affects base salaries globally, while bonuses and commission structures vary from employer to employer.
UK sales and account managers are among the best paid in the world. We’ve seen increased demand for sales professionals in emerging markets like LATAM and Africa. However, the greatest demand for new talent currently is in the US, where the B2B landscape is rapidly growing following the PASPA repeal.