Hiring in iGaming: How long does it really take?

iGaming is a fast-moving industry. New markets, new products, constant competition for candidates. So it’s no surprise that many companies expect hiring to be as fast as possible. But in reality, recruitment in iGaming almost always takes longer than expected. So let’s be honest: how long does it actually take to hire in iGaming?

The short answer

There is no “one-week hire” in iGaming, at least not if you are hiring properly. In most cases, timelines look like this:

• Middle-level roles: around 3–6 weeks
• Senior and Lead roles: from 1.5 to 4 months
• Highly specialised or leadership roles: often even longer

These numbers are confirmed by multiple recruitment agencies working specifically with iGaming. For example, Pentasia reports that the average hiring process in iGaming and payments takes up to four weeks, with more senior roles naturally extending beyond that. They also reference Glassdoor data showing an average of 23.8 days across industries, while iGaming roles often move closer to 40 days due to complexity.

Some recruitment firms report faster results when working with ready talent pools. For example, the founder of HR ME recruitment agency mentions an average of 15 days, but also clearly states that senior and C-level roles usually take 1–1.5 months or more.

Why hiring in iGaming is rarely quick

Relevant experience matters more than anything

In iGaming, a strong CV is not enough. Companies are not just hiring skills. They are hiring people who already understand:

• how iGaming products work,
• how money moves through the system,
• what regulation actually means in practice,
• how players behave and where revenue comes from.

This immediately shrinks the talent pool.

”Hiring in iGaming happens in a highly competitive market with a limited talent pool. What really matters is not just a strong profile, but real industry experience and understanding how the product, money flows and regulation work. Most strong candidates are not actively looking for a job, which is why direct headhunting is key. On average, middle roles take 3-6 weeks to fill, while senior and lead roles take 1.5-4 months. In most cases, the pace depends on business decisions rather than the availability of candidates” — shares Tetjana Malashchuk, Evotym recruitment partner.

You can find great specialists in tech, marketing or product, but finding someone who also really understands iGaming specifics and niche is much harder. That’s why many roles stay open longer than planned.

The best candidates are not looking

Another reality many companies underestimate: most strong iGaming candidates are not actively job hunting. They are already employed, selective and open only to confidential conversations.

That’s why traditional job ads (on LinkedIn, for example) rarely solve senior hiring. Instead, companies rely on direct sourcing and headhunting, which takes more time but delivers better results.

According to recruitment data from SimplyTalanted referrals and direct sourcing usually shorten hiring cycles compared to inbound applications, simply because trust and motivation are already there.

Senior roles slow everything down

Hiring speed changes dramatically with seniority. EvenBet Gaming points out that non-technical roles are generally easier to fill, while technical and senior positions face much stronger competition and a limited talent pool.

Senior roles involve:

• fewer suitable candidates,
• more decision-makers,
• longer negotiations,
• longer notice periods.

That’s why 2–4 months for senior hiring in iGaming is not an exception. It’s totally OK.

Often, the bottleneck is inside the business

Actually, hiring delays are often not caused by the market at all.

Slow feedback, unclear ownership, changing requirements mid-process. These are some of the biggest frustrations candidates report in iGaming hiring processes.

As Pentasia recruitment consultancy mentioned in their recent article: “An unnecessarily long recruitment process, with multiple interview rounds or lengthy delays between stages, can cause talented candidates to lose interest. When candidates are kept waiting without clear timelines, it signals that the company may not be organised or considerate of their time. In fast-paced sectors like iGaming, where skilled talent is in high demand, this can result in candidates accepting offers elsewhere before your process is complete.”

What actually helps speed things up

Clear expectations from the start

The fastest hiring processes don’t chase unicorns. They start with: realistic role requirements, clear priorities and aligned stakeholders. Unclear or constantly changing expectations almost always add weeks to the process.

Fewer stages, faster feedback

Long interview chains kill momentum – 45 minutes maximum. Top candidates expect: transparency, a reasonable number of stages, quick decisions. Companies that move faster win, even if their offer is not the highest.

Interviews should be planned with intention and never improvised

Structure is essential because it ensures objectivity, consistency, and relevance across all candidates. Depending on the role and seniority level, it is recommended to use a mix of 2-3 core interview types.

Smart use of recruitment tech

Technology can make a real difference. For example, Flutter Entertainment reported up to a 50% reduction in time-to-hire after introducing AI-based assessments and video interviewing.

Regardless of the method, it is advisable to dedicate at least 45 minutes for a first interview. This allows time to build rapport, explore depth, and go beyond surface-level responses.

So, what is a realistic timeline?

If we remove wishful thinking, realistic benchmarks in iGaming look like this:

• Middle roles: about 1–1.5 months
• Senior roles: 2–4 months
• Highly specialised roles: depends on complexity and decision speed

Trying to push faster without changing the process usually leads to poor hires or lost candidates.

Final thoughts

Hiring in iGaming is not as fast as you may think, and pretending otherwise usually leads to frustration on both sides. This is an industry where relevant experience, market understanding and trust matter more than speed. Middle roles take weeks, senior and C-level hires take months. That is not a flaw of the market, it is a reality.

The teams that hire successfully are the ones who plan ahead. They start conversations early, build pipelines and move decisively when the right candidate appears. At Evotym, we work with iGaming businesses exactly like that.

We help companies:

• find specialists with real iGaming experience, not just strong general profiles,
• reach passive candidates through direct headhunting,
• close complex and senior roles faster by removing unnecessary friction from the process.

If you are now hiring for a hard-to-fill role, or know that you will need key specialists in the near future, the best time to start is now.

Let’s connect and talk about how to build your hiring pipeline before the role becomes urgent.