In iGaming, recruitment is more than filling a vacancy. The right hire strengthens the system, raises the standard, and fuels growth for years to come. Performance starts long before day one – it begins with how recruiters decide who joins the team.
In this article, Iryna Glova, Head of Growe Talents, shares with iGaming Expert her view on what matters most when hiring in a competitive industry: from hard skills and cultural fit to avoiding common pitfalls and spotting the rare “spark” in a candidate’s eyes.
Core competence or cultural fit – what really decides the hire?
The starting point is clear: core competencies are the baseline. Skills, relevant experience, and the ability to learn quickly are the entry ticket. Without them, there’s no moving forward, no matter how well a candidate’s personality clicks. But once that foundation is in place, cultural fit becomes just as critical.
Cultural alignment means matching how a team works, communicates, handles feedback, and takes ownership. Tools and technical skills can be taught – but values and mindset rarely change. Some impressive CVs fail because of ego or poor fit, while others with only 70% of the “requirements” outperform expectations because they work seamlessly within the team.
At Growe Talents, competence opens the door. Cultural fit keeps you there – and helps you grow.
Soft skills or hard skills – what’s crucial in iGaming roles?
The equation is simple: hard skills get you hired, soft skills keep you there. Both are non-negotiable, but they come in sequence. Recruitment processes in leading teams reflect this: initial screenings focus on potential and motivation, skill assessments test real-world ability, and final stages explore mindset, values, and long-term fit. Each step is intentional, designed for long-term impact rather than short-term fixes.
How do you avoid common hiring pitfalls?
One of the biggest traps is rejecting candidates based solely on keyword-heavy resumes. Not every strong professional is a master of self-promotion on paper, so CVs are reviewed without relying on automated keyword filters.
Another pitfall is writing off candidates who don’t excel in interviews – some simply lack interview experience, not capability. Interviews at Growe Talents are designed to guide candidates so they can show their true potential.
The final danger is hiring “clones” of the current team, which leads to stagnation instead of growth. The most effective hiring strategies actively seek diversity in skills, perspectives, and problem-solving styles.
What’s your approach to candidate assessment at Growe Talents?
Candidate assessment is always a collaborative process. At Growe Talents, we work hand in hand with hiring managers, people partners, and client teams to build a complete picture of each candidate.
That means competency-based interviews, practical assignments, soft skills checks, and reference verification – all designed to view the candidate from multiple angles. Automation supports the process but never replaces the personal approach; every role demands a tailored strategy.
How do you define the well-known ‘spark in the eyes’?
In hiring conversations, one phrase comes up often: “We’re looking for someone with a spark in their eyes.” But what does that really mean?
At Growe Talents, it’s more than a figure of speech. Internal research has identified it as a combination of five traits: initiative, results orientation, adaptability, communication skills, and a positive mindset. When these align, the spark is unmistakable – a consistent marker of someone who will thrive.
Conclusion
Recruitment in iGaming is both art and precision: securing the skills to perform now, while ensuring the mindset to adapt and grow. The best hires blend capability with cultural fit, stand out for their soft skills as much as their technical ability, and bring the spark that energizes teams and drives progress.
