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Salary Survey 2022 Departments & roles
SALARIES BY FUNCTION AND ROLE
DEPARTMENTAL ANALYSIS
“ Employees , regardless of gender or ethnicity , also feel more valued in companies that have made real efforts to promote equality ”
ANDREW COOK , GROUP HEAD OF CLIENT SERVICES
12.5 %
minimum increase in igaming salaries from 2021 to 2022
MARKET OVERVIEW
“ Acquiring top-level talent ” ranks frequently among the very highest concerns of leaders in igaming . Companies want to grow or take on investment , but the talent market is holding them back .
Recruitment and retention is a strategic issue and requires senior-level attention . But throwing money at the problem , whether in terms of organic or inorganic growth , is only a short-term fix . Other strategies are also needed .
In this challenging market , the focus must be on building strong talent pipelines and retention strategies to ensure your company has the people you need to succeed .
WAGE INFLATION
Our salary survey results show that over the last year , 2021-2022 , salaries throughout the global igaming industry have increased by a minimum of 12.5 %. This is a benchmark based on industry averages across different departments , roles and levels of experience .
Not every role requires a 12.5 % uplift to secure a great candidate . Some will be closer to 2021 rates , while others will require an even greater salary increase to get the right talent . The reasons for wage inflation are nuanced but overall it remains a candidate ’ s market .
In areas where there is a small talent pool and high demand , such as compliance , tech , product and project management , candidates can expect a serious pay rise for moving roles , closer to 30 %. Competition for experts in these fields is only going to increase as more countries regulate and igaming companies enter those markets .
We ’ re seeing this with salespeople too , especially those with experience . Mid-level salespeople , with black books and a few years under their belts are commanding even more of a premium within the category . The workhorses of commercial functions are well aware of their value .
PASSIVE CANDIDATES
Passive candidates have always been attractive to recruiters . These are people who are not actively looking for a new role and are often higher quality than those that are proactively job hunting .
With fewer active candidates [ people applying for advertised roles ] on the market , passive candidates are hot property . These highly soughtafter candidates are inundated with approaches from recruiters and require serious incentives to move . They ’ re not looking for a job so why take the risk of moving companies without a serious uplift in salary and other benefits ?
STRONG TALENT PIPELINES NEED INVESTMENT
Investment is needed to build talent pipelines to future-proof workforce growth . From attracting talent with a strong employer brand to giving recruiters the resources they need to identify and engage the right candidates requires time and money . Igaming employers are also competing for talent
SALARY SURVEY 2022