iGaming Business - Issue 113 iGB-113_NovDec-print-p55-63-Salary-Survey-cover | Page 5

Salary Survey
Average salary by location and level (GBP)
NB: Datasets for Africa, Asia, Caribbean/LatAm and remote too small for reliable reading
Source: Pentasia
The effects of Swedish regulation from 2019 remain to be seen, but
considering regulators’ close partnership with the major operators is
unlikely to bring any major surprises, although licence requirements
could upset the balance. Marketing teams’ workload will likely
increase, as much of the Swedish regulation will affect their
campaigns and CRM output. The key shortages for Scandinavian
operators at present are within affi liate and CRM, with the
responsibility for compliance falling on the whole business.
SPAIN
GIULIANO LAFIRENZA,
HEAD OF SPAIN AND LATAM
Spain remains an attractive region not only
for its market but also for the quality and size of its gaming talent
pool. New tech teams continue to set up in Barcelona – London-
based fi rms hiring in Spain generally fi nd a good range of strong
candidates, sourced either within region or from further afi eld as
expat candidates look to bring their experience back home. Barcelona
and Madrid remain the top locations for gaming operations with
talent clustered around these areas. The gaming sector largely
employs specialist leadership talent, marketing functions, operations
and customer service, whilst locating more substantial teams - such
as tech - elsewhere in Europe. The main challenges are the sector’s
own expansion due to the issue of more licences and of closely related
industries such as ecommerce, fi ntech and payments. The growth of
Spain’s wider tech sector is good for gaming, but employers need to
remain aware of new out-of-sector jobs which may attract valuable
staff. As for the recent tax changes, operators looking to benefi t from a
Ceuta or Melilla location will need to base senior leadership talent in
the North African cities, a potential opportunity for many candidates,
but unlikely to appeal to all.
NORTH AMERICA
MARWA MITCHELL, VP RECRUITER FOR
NORTH AMERICA
The opening of the US sportsbook market
has primarily affected the top of the chain,
with senior salaries the fi rst to be raised in order to attract suitable
candidates. US incumbents and European entrants urgently need
experienced senior execs on the ground and are willing to pay.
Although with fi nancial returns as yet unproven, there’s a limit to
the purse strings. Now the initial excitement is over, employers are
cautious not to over-value candidates. Visa restrictions are also
severely limiting the infl ow of talent from elsewhere in the world.
Those with existing citizenship or the potential to work are in short
supply, even potential supply from more the supposedly more
favourable Australian visa is not proving fruitful.
Mid-levels can be attained locally and out-of industry,
with the right senior leadership to provide guidance and industry
expertise. The local talent pool is now increasingly open to moving
inter-state. Even those with long-held roles realise the huge potential
and are more open to the trend towards
training people.
iGamingBusiness | Issue 113 | November/December 2018
59