Seeing an opportunity that’s been hanging around unfilled since last summer is becoming more the norm for job seekers, but there’s a reason why companies feel empowered to do it. Cordelia Morgan-Cooper returns to explain the why, but also the impact of keeping a role open long-term on the employers and candidates.
The hiring landscape in the iGaming industry has shifted dramatically. Roles that were once filled in a matter of weeks can now sit open for six months, nine months - even a year or more. For many outside the industry, this seems counterintuitive: why would a business knowingly operate understaffed for that long? But those of us working behind the scenes know the truth is more complex.
Here are the real reasons iGaming companies are increasingly willing to leave roles open for extended periods and what this means for hiring strategies in 2025.
The cost of a bad hire now outweighs the cost of waiting
In such a highly regulated, fast-moving industry, a wrong hire can have serious operational, financial and reputational implications. From AML and RG specialists to senior product and acquisition roles, companies have become painfully aware of the cost of “filling for the sake of filling”.
Many organisations would now rather shoulder short-term strain than risk bringing in someone who can’t meet compliance expectations or handle the pace of growth.
In such a highly regulated, fast-moving industry, a wrong hire can have serious operational, financial and reputational implications
It seems quality vs urgency has become the default mindset.
Regulation is evolving faster than the talent market
As markets regulate and requirements tighten (particularly in Europe and LatAm), the demand for niche skill sets has exploded - but the supply hasn’t kept up.
Roles requiring a mix of compliance knowledge, technical ability and market-specific experience are incredibly hard to source. Even mid-level positions require candidates who can handle complex regulatory frameworks.
Instead of compromising, companies choose to wait until the right profile appears, even if that takes 12 months.
Employers are looking for “unicorns” who rarely exist
A major contributor to slow hiring cycles is the rise of the over-inflated job description.
Instead of compromising, companies choose to wait until the right profile appears, even if that takes 12 months
Hiring managers want:
- Senior-level experience
- Multi-market exposure
- A blend of compliance, data, tech and commercial expertise
- Language skills
Low salary expectations - Immediate availability (or very short notice period) due to the urgency of the role
In reality, it's sometimes impossible for recruiters (either agency or in-house) to find all the criteria, and if we do, the candidate has multiple offers within days.
Yet, companies often hold out for the perfect hybrid rather than adjusting expectations - leading to year-long vacancies.
Internal misalignment continues to slow everything down
Unfortunately, many roles stay open because the business isn’t aligned with what it actually needs.
Common internal blockers include:
- Unclear role requirements
- Changes in strategy mid-process
- Too many decision-makers involved
- Hiring freezes “half-lifted”
- Budget approvals delayed
These stop-start processes kill momentum and deter strong candidates. Some roles remain technically “open” long after the business has deprioritised them.
The rise of candidate hesitancy
In the past two years, candidates in iGaming have become far more cautious. Market instability, restructuring and regulatory crackdowns have made people think twice before leaving stable positions - especially in core hubs like Malta, Cyprus and Gibraltar.
Candidates now ask:
Is the company financially stable?
Is the market secure?
Is this a long-term role or will it be restructured in six months?
How will the role look in 6, 12 or 18 months?
This naturally slows down the pipeline and leads to drop-offs at the offer stage.
Remote and global hiring means more competition for the same talent
With hybrid and remote options now widely accepted, companies are no longer competing locally; they’re competing globally. A strong CRM manager or Head of Payments can now field offers from six to ten markets simultaneously.
Market instability, restructuring and regulatory crackdowns have made people think twice before leaving stable positions
This increased competition means:
- Hiring processes must be faster
- Packages must be competitive
- EVP must be compelling
But many companies haven’t adapted, so they keep losing candidates, and so the role stays open.
What does this mean for hiring?
Businesses can’t rely on old recruitment models, long-winded processes, or unrealistic job specifications.
To reduce year-long vacancies, companies should:
- Streamline interview stages
- Clarify role requirements internally
- Adjust expectations to the real market
- Act fast when the right candidate surfaces
- Strengthen employer branding and communication
- Partner with external recruitment specialists who understand the industry
Leaving a key role open for a year isn’t just a hiring issue - it’s a strategic one. In an industry as competitive and fast-paced as iGaming, the companies that win will be those who balance quality with speed, adapt to market realities and build recruitment processes that respect the time and expectations of top talent.
You can find a range of roles open over on iGBA Jobs, including opportunities both new and longstanding.