iGaming Business - Issue 113 iGB-113_NovDec-print-p55-63-Salary-Survey-cover | Page 8

Feature
COMPLIANCE,
LEGAL & FRAUD
JONATHAN REBEIRO
New and updated regulation
has added signifi cant workload
to compliance, legal and fraud
departments in some markets
over the past year. This increased
responsibility has driven up senior salaries, particularly in Malta,
as compliance professionals earn their place at leadership level.
Increasingly, compliance is about stakeholder management
across organisations, and those responsible for meeting regulatory
requirements have to be strong relationship builders.
Operators are increasingly electing to spread responsibility
across their organisation rather than within distinct compliance
functions, leading to a reduction in some more junior
compliance roles.
Level
Avg. Bottom 10% Average Avg. Top 10%
Executive £18k £29k £40k
Mid/Manager £33k £53k £72.5k £104.5k
Senior
FINANCE &
OPERATIONS
CHRISTINE HILI
We are seeing signifi cant
increases in salaries, particularly
at the senior level where direct
industry experience is essential
and therefore highly valuable.
This is an area where businesses
are understandably unwilling
to compromise, particularly for those charged with commercial
responsibility and managing key growth initiatives. Individual
roles are increasingly exceeding £150k with many hitting £200k.
Technically astute operational leadership talent commands some of
the highest salary levels: CTOs, VPs of technology, trading directors,
also those with an appetite for working in
emerging markets.
Level
Avg. Bottom 10% Average Avg. Top 10%
Executive £15.5k £27.5k £39.5k
£75.5k Mid/Manager £29.5k £50k £79k
£137k Senior £63k £116k £232k
DESIGN & TECH
CAROLINE BUTLER
There is a huge quantity of
vacancies in the industry
for design and technology
specialists, and this is
continuing to grow thanks to
the requirement to build a
whole department internally
with teams of 5-20 hires.
However, this isn’t leading to
increased salaries, as employers have not adapted their expectations
to the highly competitive, candidate-favourable market.
Now we see a rising trend of hiring more junior developers at
a lower rate (say £32-35k) despite the additional training that is
required, as opposed to hiring smaller teams of experienced hands
(say £45-50k). However, this in turn has resulted in an employee
turnover rate of around 18 months.
Candidate requests for remote work increase daily – it’s the
number one request on our tech desk, but to our knowledge only
one company in Malta enables work from home, exemplary of the
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iGamingBusiness | Issue 113 | November/December 2018
demand/supply gap.
Nowadays, igaming doesn’t have quite the pull-factor it used
to – once it was the hottest industry for these candidates, but now
there are equally attractive competitors vying for strong design and
technology departments.
Tech and design candidates are always interested in learning or
getting exposure to new technology - from PHP to new back-end
language, or Javascript to the popular React or Angular frameworks.
Perhaps in our favour is the fact that blockchain is also an area of
interest. This drive for learning may, however, play a part in another
motive for switching roles - non-technical skills like leadership or
team responsibility are in demand from employers, but not desirable
for the candidates.
Level
Avg. Bottom 10% Average Avg. Top 10%
£20k £31.5k £41k
Mid/Manager £34.5k £57k £86k
Senior £56.5k £104k £159k
Executive