Key takeaways from the Technology in Gaming 2025 recruitment panel
At Technology in Gaming 2025, industry leaders gathered to discuss one of the most pressing challenges in today’s market: attracting top talent in iGaming. In a space where skilled professionals have more choice than ever, how can companies stand out as employers of choice?
Moderated by Jim Marshall, and joined by industry leaders Andre Marenke, Amber Hunt, and George Berson, the panel explored how gaming businesses can level up their hiring strategies, especially when talent holds the upper hand.
With decades of experience across recruitment, leadership, and operations, the panel shared both practical advice and honest reflections. Here are some of the key takeaways:
Engaging Top Talent: Be the Company of Choice
In a competitive market, attracting top talent in iGaming starts long before you post a job. The panel emphasised the importance of brand visibility, authenticity, and cultural clarity. From how you show up at events to what your employees say about you online, your reputation matters. Top talent won’t just join a company for the job; they’ll join because they believe in the mission and trust the people behind it.
Attracting Top Talent: Keep it human and streamlined
Your hiring process should reflect what it’s like to work with you. If you value clarity and collaboration, that should come through in how you interview. The panel warned against overcomplicating things—especially when multi-stage processes aren’t well coordinated. When internal teams aren’t aligned, candidates can end up answering the same questions multiple times, or receiving mixed messages. It’s not a good look.
One insight that stood out was the reminder that roles in fast-moving companies often evolve quickly. Rather than hiring against a rigid checklist, the panellists emphasised the importance of adaptability and cultural alignment; qualities that allow people to grow with the business, not just fit into a box on day one.
Attracting Talent That Applies: Creating a Natural Hiring Journey
By the time someone applies, they should already have a sense of who you are. Application and interview stages aren’t about persuasion, they’re about confirming fit, from both sides. As Jim noted, even in an AI-driven world, hiring still comes down to trust, curiosity, and shared goals.
After Hiring: Retaining and Engaging Top Talent in iGaming
The conversation also highlighted the value of post-hire feedback. Don’t assume silence means satisfaction. Ask new hires how the process felt, what surprised them, and how reality compares to expectations. This feedback loop not only improves recruitment — it builds trust and long-term engagement.
Attracting Talent the Pretty Technical Way
As a remote-first, global business, Pretty Technical approaches hiring with a high-trust mindset. Autonomy, transparency, and accountability aren’t just cultural values—they’re operational principles at the core of how we work.
“We’ve found that the best people don’t need micromanagement. They need clarity, context, and the space to deliver,” said Sarah McLean, Pretty Technical’s CCO. “We focus less on perfect CVs and more on real conversations. Who they are, what excites them, and how they think.”
Final thought
Recruitment isn’t just a HR function — it’s a core part of company strategy. The most successful teams in gaming, tech, and beyond are built by companies that treat hiring as a reflection of who they are, not just what they need.
Because in a market where top talent has options, being a great place to work isn’t a bonus — it’s a business imperative.
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