iGaming
and high-risk
Operators, affiliate programmes and networks, content providers and payment solutions for the industry.
- Commercial
- Regulatory
- Product
- Traffic
- Payments
iGaming · IT · FinTech · Crypto · Web3
Boutique search for iGaming, IT & high-risk.
We close the roles that stay open on job boards and with generalist agencies.
We work with operators, affiliate programmes, performance teams and product-led IT companies. Full-cycle delivery—from sourcing strategy to candidate start and onboarding.
- 11
- years in HR
and recruitment - 5+
- years inside
iGaming - 25K+
- proprietary
contacts - 08
- search
regions
01Search expertise
Three practices / one contextual search
Three practices.
Not three service lists.
Each practice needs its own market map, assessment language and sources. At their intersections, we close roles where generalist agencies lose context.
iGaming
IT and product
engineering
Engineering, product and leadership roles for product companies, startups and outsourcing teams—from Middle to CTO.
- Middle → CTO
- Engineering
- Data & AI
- Product
- Launch teams
FinTech, Crypto
and Web3
Payment services, PSPs, processing, crypto exchanges and blockchain infrastructure at the intersection of technology, regulation and high-risk.
- Payments
- Blockchain
- Crypto Compliance
- Infrastructure
- Product
02Why hiring stalls
A formal match ≠ real fit
Complex hiring is not
a keyword problem. It is a context problem.
Economics, licence, channel
A CV does not show whether a candidate understands GGR/NGR, the requirements of a specific licence and affiliate-channel mechanics.
Technical assessment depth
Stack-only screening pushes 5–10 interview hours per week onto team leads and architects—for very few successful hires.
Search without a public vacancy
For confidential launches and sensitive replacements, we search through the recruiter’s personal brand and disclose the company at an agreed stage.
FORMAL
MATCH CV
FILTER
MATCH CV
FILTER
“Month three searching for a local Affiliate hire”
“BizDev candidates with real networks never apply”
“Above-market tech role still open”
“Compliance must match a specific licence”
You need local-market hiring in Europe, North America or LATAM, while your internal team only works with Russian-speaking candidates.
You need to build a CIS team quickly or relocate strong specialists into the company’s jurisdiction.
The vacancy cannot be published under the company’s name.
03Who we are
Experience from the client side
Not an agency that added iGaming to a service list.
We have worked inside gambling companies across HR, commercial leadership and operations—alongside 11 years in international IT and digital recruitment.
PARTNER-LED DELIVERY
Your project is led by a partner, not a junior recruiter on commission. We do not rely on job boards alone or hand clients across the team without approval.
Sourcing strategy
Built around the market, budget and reachable candidate layer—not a database blast.
Full cycle
Brief → sourcing → screening → shortlist → offer → start → onboarding.
Launch teams
From hiring architecture to the full brand or product team starting together.
Recruitment operations
Capacity standards, quality frameworks, sourcer management and SLA control.
Market before search
Salary benchmarks and market mapping before the search begins.
- 11
- years in HR
and recruitment - 5+
- years inside
iGaming - 4–5
- roles per recruiter
per month - 90
- day replacement
guarantee
04Geography
Global reach / local language
Eight regions.
One search partner.
We map local sources, market languages, salary benchmarks and licensing specifics before the search begins.
CIS / DISTRIBUTED TEAMS
Russia, Ukraine, Belarus, Kazakhstan, Uzbekistan, Georgia, Armenia, Azerbaijan and Moldova
Remote teams, local offices and development hubs. We know real salary bands and the operating specifics of distributed teams.
05Roles we hire
Role atlas / 15 contexts
From Affiliate Manager
to CTO and MLRO.
Open a dossier to see the specific functions, levels and stacks within our current search scope.
- Affiliate / Senior Affiliate / Head of Affiliates
- Sales / BizDev / Partnerships
- Country Manager / Regional Director
- Account Manager for affiliates and providers
- Product Manager / Product Owner / Head of Product
- CRM Manager / Head of CRM
- VIP Manager / Head of VIP
- Retention Manager / Lifecycle Manager
- Customer Support Lead / Head of Operations
- Compliance Officer / Head of Compliance
- AML / KYC Specialist / MLRO
- Legal Counsel / Gaming Lawyer
- Responsible Gaming Manager
- Licensing Specialist: MGA, UKGC, Curaçao, Anjouan and others
- Payment Operations Manager / Head of Payments
- PSP Manager / Payment Integration Specialist
- Risk & Antifraud Analyst / Head of Risk
- Chargeback Specialist
- Treasury / Finance Manager
- Media Buyer: Facebook / Google / PPC / Native
- In-App / ASO / PWA specialists
- SEO Specialist / Head of SEO
- Influencer and UGC traffic
- Head of Media Buying / Traffic Lead
- CMO / Head of Marketing / Brand Manager
- Social and content marketers
- UGC creators and scriptwriters
- Designers and creatives: static, video and motion
- Head of Creative / Art Director
- CTO / VP Engineering / Head of Engineering
- Solution / Software Architect
- Team Lead / Tech Lead / Engineering Manager
- Head of Platform / Infrastructure
- Backend: Node.js, Python, Go, Java, PHP, .NET, Ruby, C++
- Frontend: React, Vue, Angular, TypeScript, Next.js
- Mobile: iOS / Swift, Android / Kotlin, Flutter, React Native
- Full-stack engineers
- Game Development: Unity, C#, HTML5 slots and casual games
- Manual QA / QA Engineer
- Automation: Playwright, Cypress, Selenium, Appium
- Performance / Load Testing
- QA Lead / Head of QA
- DevOps Engineer / SRE
- Cloud Engineer: AWS, GCP, Azure
- Kubernetes / Platform Engineer
- Database Administrator / DBA
- Network & System Administrator
- Data Engineer / Analytics Engineer
- Data Scientist / ML Engineer
- AI Engineer, LLM integrations and AI bots
- BI Developer / Data Analyst / Product Analyst
- Head of Data / Head of AI / AI Transformation Lead
- AppSec / InfoSec Engineer
- Pentester / Security Researcher
- SOC Analyst
- CISO / Head of Security
- Product Manager / Product Owner
- Business Analyst / System Analyst
- Project Manager / Delivery Manager / Scrum Master
- UX/UI Designer / Product Designer / Design Lead
- Solidity / Rust Developers / Smart Contracts
- Blockchain Engineer: infrastructure and integrations
- Crypto Compliance / Travel Rule Specialist
- Payment / Processing Engineer
- Tokenomics and Web3 product roles
- CEO / COO / CPO / CMO / CTO / CFO
- Functional Heads: Compliance, Product, CRM, Affiliates, Marketing
- Country / Managing Director
- HRD / Head of Talent Acquisition
Special cases: local-language hiring · jurisdiction-specific Compliance · engineering with gambling/FinTech context · turnkey teams.
06Expertise and tools
AI accelerates research / humans make decisions
More coverage.
Less noise.
Select a context to see how sources, semantic search and personal outreach converge around a role. This illustrates our approach; it is not a live candidate database.
ILLUSTRATIVE SEARCH INTELLIGENCEOPEN / PERSONAL OUTREACH
SEMANTIC QUERY / CONTEXT DECOMPOSITIONIG · CIS · OPEN
affiliate economicslocal networkcommercial fitoffer risk
ROLE CONTEXTiGaming / Commercial
SEARCH REGIONCIS
DECISION OWNERSenior recruiter / human
25,000+ contacts
A proprietary database, closed communities and access to passive candidates across every search region.
Inside-role understanding
We have held and managed CRM, VIP, Compliance and Sales functions; technical validation comes from relevant specialists.
Market-backed references
We go beyond the candidate’s formal list to industry contacts—people who have actually worked with them.
Scoring, parsing, mapping
Semantic search, profile enrichment and deduplication, target-company mapping, interview structures and AI research assistants.
Personal outreach
Expert content on LinkedIn and Telegram creates inbound flow and enables confidential searches for brands under NDA.
Funnel, not CV volume
Salary benchmarks, timelines, criteria, conversion and reporting are agreed at the outset.
RESULT / SEARCH INTELLIGENCEA faster longlist, shorter time to first shortlist and fewer client-side interview rounds wasted.
HUMAN CHECKPOINT
AI does not handle first contact, negotiations or the final shortlist decision. It accelerates research but does not replace industry expertise, motivation assessment or cultural fit.
07How search works
SLA agreed at the brief
Six stages.
A visible next step.
Timing depends on the role and region. If the budget or profile does not match the market, we say so before starting.
1–2 DAYS
Brief
Real role scope, team structure, first-three-month outcomes, salary benchmark and timeline.
DAYS 3–10
Sourcing
LinkedIn, Telegram, closed communities, local job boards, our 25K+ database and industry referrals.
ASSESSMENT
Screening
Hard and soft skills, motivation, reasons for moving, culture fit, offer risk and initial technical validation.
END OF WEEK 2
Shortlist
Analytical summary, risk areas, expectations, availability, relocation status and interview coordination.
CLOSE
Offer
Terms, counteroffers and preparation for the resignation conversation—the point where many hires fail.
START
Start and onboarding
We check in with the candidate and manager during the first weeks, while expectation gaps can still be resolved.
90
DAYS / REPLACEMENT GUARANTEE
If the candidate leaves within three months of starting, we refill the role at no additional fee.
08Engagement models
Commercial fit / matched to the brief
Three models.
One standard of depth.
The right model depends on role level, confidentiality, volume and hiring pace.
Contingency
Search
15–20%
Success-based fee for clearly scoped mid-level roles. A 90-day replacement guarantee is included.
of annual compensationRetained
Executive
STAGED
C-level, Director and Head-of: confidential mapping, structured assessment and managed offer process.
staged feePriority
Retainer
$1.5–5K
Dedicated capacity, pipeline priority and shorter submission times for growth, launches and M&A.
per month
ALWAYS INCLUDED
Full candidate briefing and culture fit · company-specific interview framework · market references · regional salary analytics.
09What you get
Outcomes / not CV volume
One partner.
Full hiring context.
From a local Affiliate hire to a global CTO—with one process owner and a transparent funnel.
Roles that stay open elsewhere
Local-language hiring, licence-specific Compliance, high-load, Web3, AI/ML and security.
CIS and global markets
No need to coordinate a separate agency for every region.
Senior-recruiter delivery
4–5 roles per recruiter per month, with a partner owning the project.
Hiring-manager perspective
Role scope, compensation, timing and the candidate’s impact on the team.
Access under NDA
Personal search without publicly naming the company.
Outcome reporting
Time-to-fill, first shortlist, funnel conversion and 12-month retention.
10FAQ
Before the search begins
Timing, NDA,
fees and pilot.
Short answers to the questions that shape the engagement.
01How long does it take to fill a role?
The first shortlist is generally ready by the end of week two. The full cycle depends on the role and region; we set a realistic timeline at the brief before any contract is signed.
02Do you recruit across the CIS?
Yes—remote teams, local offices, development hubs and relocation. We also run local-language searches across Europe, North America, LATAM, MENA, Asia and Africa.
03What if the candidate leaves?
Our 90-day replacement guarantee applies: we refill the role at no additional fee.
04Can you search without a public vacancy?
Yes. The search runs through the recruiter’s personal brand, and the company name is disclosed at an agreed stage.
05Do you only work with iGaming?
No. We also recruit across IT, FinTech, Crypto and Web3—inside the industry and for product teams beyond gambling.
06Can we try the search before signing?
Yes. We run a free sourcing pilot for one priority role, so you can assess candidate quality before making a commitment.
07What does it cost?
Contingency is 15–20% of annual compensation; Retained is paid in stages; Priority Retainer is $1,500–5,000 per month. Exact terms depend on complexity and volume.
11Limited quarterly intake
Discovery call / 30 minutes
Let’s discuss your
open roles.
We take on a limited number of new clients each quarter to protect recruiter capacity and search depth.
3 PRACTICES
8 REGIONS
15 ROLE CONTEXTS
ONE SEARCH PARTNERDISCOVERY
BRIEF
BRIEF
- 01Discovery call · 30 minutes
We unpack open and stalled roles and come prepared with a market view.
- 02Sourcing pilot · week one
Free for one priority role, before any contract is signed.
- 03Contract and shortlist · weeks 2–3
The brief is confirmed and the first qualified candidates are presented.
The contact channel will be connected once the email, Telegram, LinkedIn or calendar URL is confirmed.