Only 9% of iGaming jobs list a salary

This is the most awkward number in our index. Every day we collect the industry’s vacancies, and almost every day we see the same thing: nine out of ten iGaming employers don’t say how much they pay. A candidate goes through screening, a technical interview and the final round — and only then learns the range that could have been in the first line of the ad.

The snapshot in question was taken on September 15, 2026. It contains 6 154 live vacancies from 405 companies, of which 546 state a salary. That’s 8.9%. Below is where these 546 sit and who is missing from them.

A closer look at the “546 ranges”

Of the 546 vacancies with a salary, 427 show a true range (“from X to Y”), while another 119 give a single number — usually an upper limit such as “Up to €35K”. By currency: 344 ads in dollars, 199 in euros and three in USDT. The periods vary too: 341 vacancies state an annual amount, 157 a monthly one, 38 an hourly rate.

The first distortion is already visible here: annual amounts in dollars are the American way of writing job ads. And indeed, of the 546 ranges, 204 are in the USA and another 20 in Canada. Forty-one per cent of the industry’s entire “transparency” is provided by two countries that account for less than a ninth of the vacancies.

The US talks in numbers, Europe stays silent

The gap between countries isn’t just noticeable — it’s tenfold. Below are the countries with at least 100 vacancies in the index.

Greece, Germany, Brazil and South Africa — hundreds of vacancies and not a single range. The UK, where a huge share of betting is concentrated, gives 3.2%: 18 ads with a salary out of 564 positions. The American 42.6% isn’t a cultural quirk but a consequence of pay transparency laws in states such as California, Colorado and New York: a range in the job ad is mandatory there, and operators include it.

Malta: the law exists, the ranges barely do

On June 7, 2026 the deadline expired for transposing EU Directive 2023/970 on pay transparency into national law. The directive requires employers to inform candidates of the expected pay or at least a range — in the job ad or before the first interview. Most EU countries missed the deadline; Malta made it: Legal Notice 173 of 2026 was published on June 5 and came into force on June 7, 2026.

Malta is the industry’s capital: 512 vacancies in our index, second only to “remote”. 94 of them show a range — 18.4%, twice the index average. It looks like a law that works. But 84 of these 94 ads were posted by a single recruitment agency, JobMatchingPartner, which almost always states the salary.

The largest Maltese employer in the index, Betsson Group, has 201 open vacancies (101 of them in Malta) and not a single range. The same zero at ComeOn Group, Altenar and Tipico. We won’t judge how this squares with the requirements of the regulations — the range may have been given to the candidate by email before the interview — but it isn’t in the text of the ad.

By category: compliance is more open than casino

Within the industry the spread is more modest than the geographic one, but it makes sense.

The most open is the back office: finance, legal, HR, followed by payments and compliance. These are roles hired to meet licence requirements, often through agencies, and agencies do state ranges. The most closed is “Casino operations”, the largest category in the index: 1 917 vacancies and 6.7% with a salary. This is also where VIP and retention roles sit, where the variable part is bigger than the base, and the employer finds it more convenient not to name the base.

Format changes almost nothing: hybrid 15.8%, remote 9.0%, office 8.6%. Employment type, however, does — part-time vacancies have a range in 28.1% of cases versus 8.8% for full-time: there’s no point hiding an hourly rate. By language, the most noticeable gap is between Polish (16.7% of 54 vacancies) and Russian: of 424 Russian-language vacancies, 23 show a salary — 5.4%, twice as bad as the average.

Who states the salary and who doesn’t

Companies with 20 or more vacancies in the index, sorted by the share of ads with a range.

Among smaller employers there are some that always state a range: LeoVegas — 10 vacancies out of 10, Soft2Bet — 8 out of 8. At the other extreme are companies with sixty or more vacancies and zero ranges: Betsson Group (201), SOFTSWISS (157), Sportradar (149), DraftKings (113), Tipico (111), Superbet Group (103), Pragmatic Play (90), Kaizen Gaming (81), Nuvei (75), Digitain (73), GR8 Tech (61). Together these eleven companies account for more than a thousand open vacancies in which a candidate won’t see a single figure.

Where the number is heading

On a monthly basis, the share of vacancies with a salary rose from 7% in August to 9% in September. It’s too early to celebrate: the index’s daily series shows the figure was 5% on September 8, jumped straight to 9% on September 9 and hasn’t moved since. A jump like that within a day is about the composition of the sample (new sources in the index), not about hundreds of employers changing their minds overnight. The only honest conclusion from the series right now: the share is holding at around 9% and hasn’t grown for the second week running, even though the transposition deadline for the directive has passed.

What a candidate should do about it until the market sorts itself out: filter vacancies by whether a range is shown and rely on market benchmarks rather than a single figure from one ad. Our estimates by role and region are collected in the salary table for 20 roles and in the directory of professions, and who is hiring right now is in the employer index.

Methodology and data

The source is SpinHire’s own vacancy index. Vacancies that disappear at the source are archived and excluded from the live snapshot. The snapshot for this report was taken on September 15, 2026: 6 154 open vacancies, 405 companies.

• How we counted. A full paged crawl of the public vacancy API (124 pages of 50 records), followed by calculating shares across the category, country, format, languages, employment_type and company fields. Monthly and daily aggregates come from market-history, the overall snapshot from market-stats.
• What counts as a “vacancy with a salary”. One with the salary_min field filled in the index. If an employer mentioned money only in the free text of the description and didn’t put it into the structured field, the vacancy is counted as “no salary”. A spot check of Maltese ads without a range showed that their texts don’t mention money either, but under-counting can’t be ruled out entirely.
• Rounding. All shares are calculated against the number of vacancies in the corresponding slice, to one decimal place. The overall share of 8.9% is rounded to 9% in the public API.
• Countries. “Remote” and “Not specified” are separate categories, not gaps: the employer didn’t name a country. They aren’t included in the EU breakdown.
• Licence. The data is distributed under CC BY 4.0. Live snapshot — spinhire.io/market, machine-readable export — spinhire.io/market.csv.

How to cite

The data is free to use with a link to the source. Need a breakdown for a specific country, role or company? Write to hello@spinhire.io, and we’ll run the numbers and send them over.

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