The iGaming Europe has partnered again with HRLadderBox on its latest iGaming salary report, the next edition of our salary series telling the industry which roles to watch. This update tracks published pay for 20 roles across the UK, Malta, Gibraltar and Cyprus and rates who holds the upper hand in hiring entering Q1 2027.
The report is written by Christine A. Virardi, Founder and Elite Recruiter at HRLadderBox, a specialist executive recruitment firm for the iGaming sector. It revisits the benchmark we published together in May, the iGaming Salaries Report 2025-2026, after five months of layoffs, tax rises and Brazil’s betting ban. Her analysis and figures follow in full.
Five months on: the Q1 2027 outlook
When HRLadderBox published its European iGaming salary benchmark five months ago, we told you what iGaming talent costs. Then a series of shocks hit the sector, and fast.
Layoffs at some of the biggest names. A steep tax rise in the UK. A betting ban in Brazil. Thousands of people out of work or on leave.
So I guess more people will be competing for the same jobs, which could push salaries down, right?
We went and checked. The answer is more interesting than yes or no.
Some roles got easier to hire. Some got harder. A few are now the toughest hires in the industry.
More candidates is not the same as more leverage
Here’s what hit the talent market:
- Entain confirmed around 500 cuts, about 2% of its workforce, mostly in corporate, product and technology.
- bet365 announced around 340, about 3% of its workforce. Around 300 are in Stoke-on-Trent. Forty are across Malta and Gibraltar.
- Lottoland opened redundancy consultations at its Gibraltar office, which has over 270 staff. A consultation isn’t a headcount.
- Brazil’s Provisional Measure 1,394, announced 25 September, is being challenged at the Supreme Federal Court and needs Congress approval within 120 days. A partial survey by the industry body ANJL counted more than 3,500 dismissals and 4,167 workers on collective leave. It projects 5,600 dismissals within 90 days. These figures are preliminary.
- KTO, founded in Malta, has reportedly wound down, with 200+ people affected. The company hasn’t confirmed it.
On one hand, more people are looking for work. Corporate, product and tech teams now have plenty of people to choose from. On the other hand, roles that hold a licence, run a platform or handle regulation are just as hard to fill as before. The result? A market that splits in two. What counts is the skill a person brings, not the size of the layoff.
How we measured it
Since May, we’ve tracked live vacancies across the market. For each role and seniority level, we take the published salary ranges from a sample of companies hiring for comparable roles. We average them and compare against our May benchmark. For this update, we use the same role basket across all four country tables so the comparison is like-for-like. Where public salary disclosure is thin, particularly in Gibraltar, we use the best current local recruiter or market benchmark.
The final column in each table shows where we expect negotiating leverage and hiring difficulty to sit entering Q1 2027. It is not a salary forecast.
What the icons actually mean
The icon tells you where in the published range the compensation is likely to land, and who has the upper hand when the offer is made. It does not say pay will rise or fall. The range is what employers publish today. The icon says how hard it will be to hire inside that range in Q1 2027.
Pressure
- What it means for the salary: Offers land in the lower to middle part of the range. The pool is deep, so there’s little reason to pay the top.
- If you’re hiring: Run a normal process and expect enough applicants. Don’t over-offer. Bidding wars are rare.
- If you’re a candidate: Expect competition. Your edge is a clear record of results, not asking for the top of the range.
- Roles in this report: Entry customer service and support, UK HR Manager, Gibraltar Customer Service Lead.
Hold
- What it means for the salary: The published range is fair as it stands. Most hires land in the middle, and a standout candidate can reach the upper end.
- If you’re hiring: Budget at current ranges. Hiring takes normal time. Pay a premium only for a proven specialist.
- If you’re a candidate: Negotiate on scope, seniority and package, because base salary has limited room.
- Roles in this report: Most mid-level roles: Finance, Marketing, CRM, Affiliate, VIP, Casino, QA.
Firm
- What it means for the salary: Strong candidates close toward the upper end of the range. Offering the middle risks losing them.
- If you’re hiring: Budget for the upper half for good people. Move quickly, because competing offers are likely.
- If you’re a candidate: You have room to push. Ask for the upper part of the range and expect other options.
- Roles in this report: Product, R&D and Country Managers, Compliance roles, Senior Data and Developer roles, Cyprus Risk and BI, Head of Product.
Premium
- What it means for the salary: Specialist expertise can stretch pay beyond the published range. The range is a starting point, not a ceiling.
- If you’re hiring: Expect to stretch the budget, especially for people who have done it before in a regulated market.
- If you’re a candidate: If you hold the specific expertise, price it. Don’t anchor to the published range.
- Roles in this report: Head of Compliance (UK and Cyprus), MLRO, Cyprus Payments & Fraud.
Scarcity
- What it means for the salary: The pool is small and the role is business-critical. Pay is set by what the one or two best candidates will accept.
- If you’re hiring: Plan for a long search and a top-of-range or above-range offer. A vacancy costs more than a generous salary.
- If you’re a candidate: You’re in a seller’s market. Weigh the whole package and the scope of the role, not only base salary.
- Roles in this report: UK Staff Platform Engineer, Cyprus Senior Product Manager Core/PAM.
Worked example. UK Product Manager, published range £65k–£85k, marked Firm. A strong candidate should close in the upper part of that range, not the middle. The same range marked Hold would mean an offer around the middle is fine. The range hasn’t changed. The leverage has.
European iGaming salary tracker
All figures are gross annual base salary.
United Kingdom
| Role | Level | Current gross salary evidence | Q1 2027 |
|---|---|---|---|
| Customer Service Agent | Entry | £20k–£23k | Pressure |
| Finance Manager | Mid/Senior | £60k–£90k | Hold |
| HR Manager | Mid/Senior | £50k–£80k | Pressure |
| Marketing Manager | Mid/Senior | £40k–£60k | Hold |
| Affiliate Manager | Mid | £55k–£65k | Hold |
| CRM Manager | Mid/Senior | £60k–£70k | Hold |
| VIP Manager | Mid | £40k–£60k + bonus | Hold |
| Casino Manager | Mid/Senior | £40k–£60k | Hold |
| Product Manager | Mid/Senior | £65k–£85k | Firm |
| R&D Manager | Senior | £70k–£100k | Firm |
| QA Engineer | Mid | £40k–£60k | Hold |
| Senior Software Developer | Senior | £55k–£80k | Firm |
| BI / Data Analyst | Mid | £33k–£57k | Firm |
| Payments & Fraud Analyst | Junior/Mid | £35k–£50k | Firm |
| Compliance Officer | Mid | £45k–£60k | Firm |
| Compliance Manager | Senior | £60k–£90k | Firm |
| Head of Compliance | Head | £80k–£130k | Premium |
| MLRO | Senior/statutory | £103k–£143k | Premium |
| Country Manager | Senior | £90k–£130k | Firm |
| Head of Product | Head | £110k–£150k | Firm |
Source: HRLadderBox salary tracker, published ranges tracked since May 2026.
Malta
| Role | Level | Current gross salary evidence | Q1 2027 |
|---|---|---|---|
| Customer Service Agent | Entry | €18k–€28k | Pressure |
| Finance Manager | Mid/Senior | €48k–€60k | Hold |
| HR Manager | Mid/Senior | €35k–€50k | Hold |
| Marketing Manager | Mid/Senior | €35k–€55k | Hold |
| Affiliate Manager | Mid | €40k–€55k | Hold |
| CRM Manager | Mid/Senior | €38k–€53k | Hold |
| VIP Manager | Mid | €38k–€52k + bonus | Hold |
| Casino Manager | Mid/Senior | €45k–€70k | Hold |
| Product Manager | Mid/Senior | €50k–€70k | Firm |
| R&D Manager | Senior | €65k–€90k | Firm |
| QA Engineer | Mid | €36k–€50k | Hold |
| Senior Software Developer | Senior | €55k–€85k | Firm |
| BI / Data Analyst | Mid | €46k–€62k | Firm |
| Payments & Fraud Analyst | Junior/Mid | €30k–€42k | Firm |
| Compliance Officer | Mid | €40k–€58k | Firm |
| Compliance Manager | Senior | €46k–€65k | Firm |
| Head of Compliance | Head | €70k–€105k | Premium |
| MLRO | Senior/statutory | €66k–€78k | Premium |
| Country Manager | Senior | €84k–€114k + bonus | Firm |
| Head of Product | Head | €90k–€120k | Firm |
Source: HRLadderBox salary tracker, published ranges tracked since May 2026.
Gibraltar
Gibraltar’s latest published salary guide dates from May 2026, so treat these as guide ranges, not proof of movement since the restructurings. Public salary disclosure is thinner here than in the other markets, so some rows use the best available local market benchmark to keep the comparison like-for-like.
| Role | Level | Current gross salary evidence | Q1 2027 |
|---|---|---|---|
| Customer Service Agent | Entry | £20k–£28k | Pressure |
| Finance Manager | Mid/Senior | £55k–£75k | Hold |
| HR Manager | Mid/Senior | £40k–£55k | Pressure |
| Marketing Manager | Mid/Senior | £50k–£75k | Hold |
| Affiliate Manager | Mid | £40k–£55k | Hold |
| CRM Manager | Mid/Senior | £45k–£60k | Hold |
| VIP Manager | Mid | £45k–£65k + bonus | Hold |
| Casino Manager | Mid/Senior | £40k–£55k | Hold |
| Product Manager | Mid/Senior | £55k–£70k | Firm |
| R&D Manager | Senior | £75k–£100k | Firm |
| QA Engineer | Mid | £35k–£55k | Hold |
| Senior Software Developer | Senior | £65k–£95k | Firm |
| BI / Data Analyst | Mid | £40k–£60k | Firm |
| Payments & Fraud Analyst | Junior/Mid | £30k–£45k | Firm |
| Compliance Officer | Mid | £45k–£70k | Firm |
| Compliance Manager | Senior | £55k–£80k | Firm |
| Head of Compliance | Head | £80k–£110k | Premium |
| MLRO | Senior/statutory | £70k–£100k | Premium |
| Country Manager | Senior | £50k–£75k + bonus | Firm |
| Head of Product | Head | £90k–£130k | Firm |
Source: HRLadderBox salary tracker, May 2026 Gibraltar salary guide and local market benchmarks.
Cyprus
These ranges come from country-specific 2026 iGaming placement data and current market benchmarks.
| Role | Level | Current gross salary evidence | Q1 2027 |
|---|---|---|---|
| Customer Service Agent | Entry | €19.2k–€27.6k | Pressure |
| Finance Manager | Mid/Senior | €54k–€72k | Hold |
| HR Manager | Mid/Senior | €39k–€67k | Hold |
| Marketing Manager | Mid/Senior | €38k–€72k | Hold |
| Affiliate Manager | Mid | €30k–€48k + commission | Hold |
| CRM Manager | Mid/Senior | €30k–€45.6k | Hold |
| VIP Manager | Mid | €38.4k–€51.6k + bonus | Hold |
| Casino Manager | Mid/Senior | €42k–€60k | Hold |
| Product Manager | Mid/Senior | €42k–€72k | Firm |
| R&D Manager | Senior | €80k–€110k | Scarcity |
| QA Engineer | Mid | €26.4k–€45.6k | Hold |
| Senior Software Developer | Senior | €60k–€80k | Firm |
| BI / Data Analyst | Mid | €33.6k–€54k | Firm |
| Payments & Fraud Analyst | Junior/Mid | €30k–€48k | Premium |
| Compliance Officer | Mid | €33.6k–€57.6k | Firm |
| Compliance Manager | Senior | €42k–€60k | Firm |
| Head of Compliance | Head | €60k–€96k | Premium |
| MLRO | Senior/statutory | €45k–€65k | Premium |
| Country Manager | Senior | €84k–€114k + bonus | Firm |
| Head of Product | Head | €80k–€120k | Firm |
Source: HRLadderBox salary tracker, 2026 Cyprus placement data and market benchmarks.
AI is changing who gets hired, and it’s a talent pipeline problem
SpinHire counted 6,269 open listings on 16 September, roughly 5,613 unique positions after deduplication. Some 1,877 carried Senior, Lead, Head or C-level titles. Only 213 were Junior or Intern. This situation matches a lot with what we hear from employers lately: fewer junior hires, higher expectations of the people they do hire.
Research based on 90+ industry leaders points to AI as a driver. We think it’s pulling in two directions.
First, companies are hiring fewer juniors. Entry-level work in iGaming (tier-one support, routine reporting, basic QA, content production) is the most automatable work and many employers are asking whether they still need to hire for it.
Second, automatable roles are adding to candidate supply. People whose work AI can now do are entering a market with fewer openings at that level. That’s the pressure behind the Pressure icon on routine execution roles.
The cost most employers miss. Junior roles are how this industry grows its own mid-level and senior people. Stop hiring juniors now, and by 2029 good seniors will be hard to find. The people who gain most are those with real skill in data, product, payments or regulation, who can manage automation, not just use it.
What could move Q1 2027, and what it means for your hiring
Not every development lands in Q1. Some are already in effect, some force decisions in Q1, and some won’t show up in hiring until the second half.
UK
- What changed: Online casino tax rose from 21% to 40% in April 2026. A higher tax on online betting follows in April 2027. Entain says the tax rises cost it about £200m a year before savings.
- What it means for hiring: Operators are cutting costs, so hiring is selective. Budgets for corporate, product and routine roles are tight, and many candidates are looking at the same time. Compliance, data and payments hires are still needed and harder to find, so offers for them hold up. Expect headcount reviews in Q1.
- Roles to watch: Easier to hire: corporate, HR, finance and routine roles. Harder to hire: compliance, data and payments.
- Timing: Already happening. Betting-led companies face a second wave from 1 April 2027.
Finland
- What changed: About 50 companies applied for a licence by early June, most from abroad. The market opens on 1 July 2027.
- What it means for hiring: Every company that wants to launch needs a Finland-ready team before July, so hiring starts in Q1. They will all chase the same small group of people who have launched in a regulated market before. Expect competing offers and longer searches. Finnish-speaking support and CRM staff will be hard to find.
- Roles to watch: In demand: product, payments, compliance, and Finnish-speaking CRM and customer support.
- Timing: Q1 2027. Start hiring now to be ready for July.
Austria
- What changed: A draft law would open the market to licences. It is still under review. Companies serving Austria without a licence must stop by 1 January 2027, or wait 18 months to apply.
- What it means for hiring: Q1 is for decisions, not hiring. Companies will decide whether to leave, wait or apply, and few will hire before they know the law passes. Build a shortlist of people who have opened a new market, but don’t open roles yet.
- Roles to watch: People who have launched in a new market. Only if the law passes as drafted.
- Timing: Decisions in Q1 2027. Hiring in the second half of 2027.
Denmark
- What changed: A bill with stricter marketing and player protection rules has been put forward. It is not law yet. If passed, it starts on 1 January 2027, and the marketing rules start on 1 July 2027.
- What it means for hiring: Marketing and affiliate teams will need to change how they work. Expect demand for people who know compliant marketing and can spot risky player behaviour. Plan in Q1 and hire before July.
- Roles to watch: In demand: compliance, responsible gambling and compliant marketing. Changing: affiliate and marketing roles.
- Timing: Plan in Q1 2027. Hire before 1 July 2027.
Ireland
- What changed: Online betting licences have been issued since July 2026. Online casino licences come later.
- What it means for hiring: Licensed betting companies are building compliance, legal and responsible gambling teams. Expect steady hiring, not a rush. Casino-side hiring waits for casino licences.
- Roles to watch: In demand: compliance, legal and responsible gambling.
- Timing: Steady through 2027.
Netherlands
- What changed: On 17 September the regulator renewed the first eight online licences for five years.
- What it means for hiring: These companies are staying, so teams are stable. Stricter renewal checks keep compliance and anti-money-laundering skills in demand. Don’t expect growth or a hiring wave.
- Roles to watch: Steady demand: compliance and anti-money-laundering.
- Timing: Steady. No sudden change.
Brazil
- What changed: Brazil banned online betting in September. The ban is temporary and is being challenged in court. Flutter says it could lose about $70m in revenue if the ban lasts to the end of 2026.
- What it means for hiring: This is the biggest unknown. If the ban stays, many people in Brazil are out of work or on leave, and skills that only fit Brazil lose value. Skills that work anywhere (payments, data, compliance, product, platform) are easier to place in other markets. If the courts overturn the ban, those candidates go back and the pool shrinks again.
- Roles to watch: Brazil-only skills lose out. Skills that move across markets gain.
- Timing: Depends on country developments.
What this means for you
If you’re hiring: Where the role is replaceable execution, you have more leverage, more choice and range discipline works. Where the role owns a platform, a licence, payments, data or a regulated-market launch, cutting the offer means losing the hire. And before you freeze junior hiring, ask who your mid-level will be in 2029.
If you’re a candidate: Specialized skills matter more than ever. Show ownership, not task lists. The P&L, licence, platform or launch you were accountable for.
Our Q1 2027 salary call
Employers have more negotiating leverage where layoffs, automation and larger candidate pools have genuinely increased supply. Candidates keep leverage where responsibility is hard to transfer: platforms, licences, payments, data, revenue ownership and regulated-market launches.
Supply went up. Scarcity didn’t go away.
The market entering 2027 is splitting between replaceable execution and difficult-to-replace ownership.
Appendix
- Salary evidence is based on published ranges and current country-specific recruiter or market benchmarks. These show current market positioning, not necessarily final accepted pay.
- Gibraltar’s core figures remain anchored to the May 2026 guide; added roles use current local benchmarks or market estimates where the guide has no direct equivalent.
- Brazil’s employment figures come from a partial ANJL survey and are preliminary. The measure is provisional and legally contested. KTO has not confirmed its reported closure or affected headcount.
- Finland’s 50 are applications, not licences. We use the National Police Board’s official figure, not the later secondary-media count of 75.
- The Q1 2027 icons are directional HRLadderBox forecasts, not future salary ranges.
- Salaries are gross annual base compensation, excluding bonus, commission, equity, benefits and relocation.
About the salary series
This report is part of the salary series The iGaming Europe runs in partnership with HRLadderBox, which follows pay and hiring conditions across Europe’s main iGaming hubs so employers and candidates can see which roles are getting easier or harder to fill. Each edition is built on Virardi’s live recruitment work and published vacancy data.
The next dates that could move these ranges, according to the report, are the UK’s higher online betting duty from 1 April 2027 and the opening of Finland’s licensed market on 1 July 2027. We will return to the tracker with HRLadderBox to see which of the Q1 2027 calls held.
Source: HRLadderBox
