spinhireA recruiter in iGaming opens a CV for 20–30 seconds and in that time decides whether to read on or close the tab. They aren't looking at the degree or the pretty template, but at three things: do you understand the industry, are there numbers behind the words «responsible for», and will the CV get lost in the ATS before a human ever sees it. The industry is small and tight-knit: the same recruiters fill jobs in Malta, Cyprus and remote teams for years, and they recognise a CV that is «off format» from the first line. Here is how to put together a CV that passes all three filters.
How an iGaming CV differs from a regular IT one
The biggest mistake is sending a casino operator a CV written for classic product IT or a bank. The industry reads its own markers, and their absence immediately flags someone as "not from this world":
- Regulatory context outweighs the stack. For compliance, payments and anti-fraud, the licence (MGA, Curaçao, UKGC) and the jurisdiction you worked with matter more than a list of tools.
- Metrics are casino-specific, not generic. Not "improved department performance," but specifically: retention, churn, FTD (first-time deposit), NGR, wager, deposit-to-repeat-visit conversion.
- A 24/7 schedule isn't a problem — it's the norm. A regular CV doesn't mention willingness to work night shifts. Here it can be a direct filter a recruiter checks for — mention it in passing if you have that experience.
- Languages are a CV line, not an attachment. For support, VIP and media buying, a language level marked C1/native is effectively its own qualification, not an "extra skill" buried at the bottom.
- Experience in adjacent niches counts. Betting, poker, forex, high-fraud e-commerce, or crypto payments — iGaming recruiters read this as a plus, not as "off-topic," as long as you draw the parallel explicitly yourself.
- Willingness to relocate gets its own line. Many roles are tied to an office in Malta, Cyprus or Georgia. If you're open to moving, say so right in the summary — otherwise a recruiter might screen out a strong CV purely over an unclear GEO.
If you're only just starting to look at the industry and have no experience in it at all, start with the article "How to get into iGaming with no experience" — it breaks down which professions are open to newcomers and the easiest way in.
CV structure for the industry
One page for positions up to middle level, a page and a half at most for senior and management roles. The block order isn't random — it's built around how a recruiter scans the document top to bottom:
- A header with your role and specialisation. Not "Manager," but "CRM Manager (retention, casino & sports)" — it immediately answers "what are they applying for."
- A 2–3 line summary. Who you are, which part of the funnel or product you're strong in, one key number. No generic phrases about "communication skills" or "results-oriented."
- Key skills/tools as a list. A list, not a paragraph — that's how both a human and an ATS parser read it.
- Work experience in reverse chronological order. 3–5 bullets per role, each with a metric or a concrete result (see the next section).
- Languages with level. As a separate block, not folded into "skills."
- Education and certificates. Keep it short: in this industry a degree is almost never the deciding factor, but an AML/KYC course or a responsible-gambling certificate is a noticeable plus.
How to show metrics and results
The key mental shift to make before writing the experience block: you're not describing duties, you're describing what changed because of you. A recruiter will read "was responsible for the department" and forget it a second later. A number, they'll remember.
If you don't have exact figures on hand, don't make them up — use a range or a relative result: "cut average response time," "reduced the share of escalations," "took the top spot for language in the department." The formula for every bullet is simple: what you did → at what scale → what result it led to.
| Department | Metrics CVs are screened for | ATS keywords |
|---|---|---|
| Support / VIP | CSAT, FRT (first response time), dialogues handled per shift, portfolio retention | live chat, escalation, responsible gambling, VIP portfolio |
| CRM / Retention | churn, LTV, FTD-to-repeat-deposit conversion, response by segment | CRM, segmentation, bonus engine, retention campaign |
| Compliance / AML | number of cases reviewed/month, SAR reports, audit turnaround time | KYC, AML, MGA, UKGC, SAR, licensing |
| Affiliates / media buying | ROI, CPA, traffic volume, share of organic vs paid, NGR by GEO | CPA, ROI, affiliate network, media buying, traffic sources |
| QA / slot game dev | number of critical bugs found, RTP checks, release turnaround | RTP, slot mechanics, regression testing, game math |
Full profiles with duties and pay bands for each role are in the profession cards: support agent, CRM manager, compliance manager, VIP Manager, media buyer and slot QA engineer — borrow the duty phrasing from there and plug in your own numbers.
ATS keywords: how to get past automated screening
Large operators and agencies filter CVs through an ATS (Applicant Tracking System) before a human ever sees them. The system matches against the vacancy text — literal words, not meaning. Three rules that actually work:
- Use the wording straight from the vacancy. If the description says "responsible gaming" and your CV says the Russian equivalent with no English version, the system may not count it as a match. Duplicate the term in English in brackets.
- Don't hide skills in PDF images or heavily formatted tables. Many ATS systems don't read text inside tables or infographics — a plain text list is more reliable.
- Write the role title the way it's actually said in the industry. A generic "client relationship manager" title isn't the same thing to an ATS or an iGaming recruiter as "CRM Manager" or "VIP Account Manager." Use the industry-standard role title, with a plain-language gloss right next to it.
The easiest way to check what phrasing is actually in use right now is through live vacancy listings — open a few ads for the role you want in the section CRM vacancies or compliance vacancies and note down the terms that repeat.
What language to write your CV in
A Russian-speaking candidate in iGaming almost always has to solve this twice: the vacancy's language and the company's internal language might not match. A few pointers that resolve most doubts:
- An international operator with an office in Malta/Cyprus — a CV in English is a must, even if the team speaks Russian internally: HR and the hiring manager are usually international.
- A Russian-speaking/CIS market, or a remote team with Russian as the working language — a CV in Russian is perfectly fine, but duplicate the role title and key terms in English in brackets to get past the ATS.
- You're applying for a role with a language premium (support, VIP, media buying) — submit your CV in the language you'll actually work with players in: it's the first live proof of your level.
If you're not sure, prepare two versions in advance rather than translating in a rush the night before you apply: recruiters spot a machine-translated CV instantly by the unnatural job-title phrasing.
Example of a strong experience block
The difference between an "ordinary" and a "working" experience block isn't length — it's swapping a description of the process for a description of the result. Here's the same experience presented two ways:
CRM manager, online casino operator. Responsible for email and push campaigns, worked with the player base, set up bonus campaigns, liaised with the analytics team.
CRM manager, online casino operator (casino & live, 40K+ active players)
— Launched churn-risk segmentation of the base, cut churn in the "dormant" player segment by 14% over a quarter
— Rebuilt the bonus engine around retention instead of a one-size-fits-all promo — mailing-to-deposit conversion rose from 2.1% to 3.6%
— Introduced A/B testing of offers before campaign launch, cutting the budget wasted on ineffective promos by 20%
Notice: the second version has the same duties, but every line answers the question "and what came of it." These are exactly the bullets a recruiter remembers and brings to the meeting with the hiring manager.
Common mistakes
- One universal CV for every vacancy. The same CV for support, CRM and compliance reads as "this person hasn't decided" — adapt the header and summary for every application.
- Photo, date of birth, marital status. International operators don't expect this, and it sometimes directly contradicts a non-discrimination hiring policy — take it out.
- Generic phrases with no proof. "Responsible," "stress-resistant," "team player" with no supporting example — an ATS doesn't index it, and a human skims past without reading it.
- Hiding gaps in your work history. A six-month gap doesn't scare a recruiter as much as silence about it does — one line with an honest reason closes the question.
- Not knowing the regulatory side of your own role. If you're applying for compliance or payments and your CV doesn't mention a single licence or jurisdiction, it reads as a lack of real experience, even if you have it.
- A CV that's too long with no hierarchy. Three pages of small text are worse than one page of clear bullets — a recruiter physically doesn't read everything all the way through.
- A company name with no context for niche operators. If your previous employer isn't well known outside a narrow market, add one line in brackets: product type, GEO, scale of the player base — otherwise the value of the experience gets lost.
Checklist before you apply
- The CV header matches the role title from the vacancy, not a generic job title.
- The summary has at least one number, not just a description of yourself in words.
- Every experience bullet answers "and what came of it," not just "what I did."
- The vacancy's key terms (including English names) appear in the CV text literally.
- Your language level(s) are marked specifically — C1, native — not "fluent."
- There's a mention of licences/jurisdictions if the role is in compliance, payments or anti-fraud.
- Photo, age, marital status and other irrelevant personal data are removed.
- The file is a plain text PDF, not an image or a complex infographic.
- The CV file name contains your name and role, not "resume_final_v3."
- The cover letter (if there is one) doesn't just repeat the CV word for word — it explains why this specific role and this specific company.
Once your CV is ready, it's a good time to check the real pay bands for your role so you don't undersell yourself on the call with the recruiter — guidance for the whole industry is gathered in the article "iGaming Salaries 2026". And open positions with the salary band in the description are in the section vacancies with a listed salary.
FAQ
Do you need a cover letter in iGaming? For mass-hire roles like support — usually not, a CV with a language level is enough. For CRM, compliance, media buying and management positions, a short 3–4 sentence letter explaining your interest in the role improves your odds of clearing the first round.
Should you mention experience in other gambling verticals — poker, betting, forex? Yes, absolutely, if it's relevant to the function (anti-fraud, payments, CRM, compliance) — just spell out the parallel yourself in one sentence, don't rely on the recruiter seeing it on their own.
What if you have no industry experience at all? Focus on transferable skills — languages, working in high-volume support, analytics, compliance in an adjacent regulated field (fintech, betting, e-commerce). A detailed plan for entering from zero is in the article "How to get into iGaming with no experience".
Do you need LinkedIn if your CV is already done? Yes, and it's not a formality: iGaming recruiters actively source candidates themselves, especially for rare languages and compliance. A LinkedIn profile using the same terminology as your CV increases the chance you get found before you even apply yourself.