Europe’s talent market is characterized by a growing demand for competent commercial leadership at the top of organizations. However, there is a shortage of talent at the mid-level, which is hindering growth and causing blockages in planned activities. In the UK and Ireland, workforces have remained intact despite the economic impact of Covid-19, and hiring is expected to increase as confidence for 2021 growth returns. On the other hand, Malta is facing record-high unfilled vacancies due to its heavy reliance on migration. While employers in Europe often look East to fill their workforce, they are finding that the highest-quality professionals are already in high demand, both in the gaming industry and the wider tech sector.
In North America, the US gaming industry is entering a new phase after the repeal of PASPA. Early market entrants are now facing greater competition and requiring a more sophisticated approach. This is driving the demand for a broader spectrum of talent, making it an attractive prospect for job seekers from hard-hit industries. Diversification has also become a priority, leading to increased demand for candidates with skills in non-sportsbook product areas. The industry’s expansion on a state-by-state basis continues, and experienced leadership is highly sought after.
In APAC, hiring activity in the gaming sector remained relatively stable in 2020 compared to other regions impacted by Covid-19. Employment in APAC is more skewed towards remote work, although gaming hubs like the Philippines have mostly remained operational. Employers in this region still face challenges in hiring experienced professionals, especially those with the required language skills. However, the industry no longer heavily relies on expat talent from outside the region as it did in its early stages.
The industry’s expansion is also taking place in Africa, India, and LatAm, as employers seek expertise in anticipation of market growth. Hiring highly knowledgeable individuals or specialists to establish new operations can be exceptionally difficult, given the requirements for long-haul relocation, local market knowledge, and language skills. Many employers find that stretching the salary budget is often the only viable approach.
In Part 3, we will explore how the salary benchmarks have changed across key departments and roles in the gaming industry. For an overview and analysis of the headline findings, refer to Part 1 of this year’s survey.
