Remote iGaming jobs

Who is hiring

The most active employers here: RedCore (124), Sporty Group (82), BettingJobs (67), SOFTSWISS (67), DraftKings (58). The top five account for 22% of open positions, 269 companies hire in total.

Roles and seniority

Largest departments: Casino operations (426), Marketing & CRM (344), Game development (270), Affiliates & media buying (223). Senior, lead and head roles make up 36% of postings, junior and trainee roles 4%.

Format and languages

Remote: 99% of positions. English is the working language in 96% of postings; other languages asked for: Russian 8%, Ukrainian 8%, Spanish 3%.

Pay and freshness

7% of employers publish a salary range, so the SpinHire benchmark in «Roles and salary benchmarks» is the practical guide. New in the last 7 days: 199.

Product companies with distributed teams lead the way: platform vendors such as SOFTSWISS, game providers like Pragmatic Play, and large operators such as Sporty Group or DraftKings. Alongside them sit affiliate networks and smaller studios that were built remote-first.

Recruitment agencies also post roles for clients without naming them. That is normal, but ask early who the end employer is and which legal entity will sign your contract.

Remote roles exist at every level, from specialists to heads of department. The more senior the role, though, the more often a company asks you to visit the office, join team meetups or attend industry events.

Engineering is the easiest place to find remote work: backend, frontend, QA, DevOps and data. Code and dashboards do not need an office, so these teams have worked across borders for years.

Marketing and monetisation come next: affiliate managers, media buyers, CRM and retention specialists, VIP managers. Hiring managers look for hands-on knowledge of specific markets and campaign results you can actually talk about.

Casino operations hires remotely too, including PSP managers, promo and bonus specialists, and fraud analysts. Player support and compliance roles are more often tied to the country where the operator holds its licence.

Many listings carry restrictions: EU only, a specific country, or overlap with the team's time zone. The reason is usually the contract, tax residency or the operator's licence. Read these notes before you apply.

Check the contract type as well. Some companies employ you through a local entity or an employer-of-record service; others sign a contractor agreement. That decides paid leave, sick days and who handles your taxes.

If you live in a country under sanctions, ask how the company pays before you invest in interviews. Payment firms and licensed operators check this more strictly than most.

A remote employer judges you largely by how you write. A short, specific cover note, a clean CV and working portfolio links do more than a long list of duties.

Show that you work well without daily supervision: projects you owned end to end, tools you use with distributed teams. For marketing and affiliate roles, bring cases with markets and results you are free to share.

Expect a test task. Remote employers use them more often than office-based ones to see how you work unsupervised. Before you start, agree on the scope and ask whether the task is paid.

Working English is close to mandatory. A second language such as German, Portuguese or Spanish often tips the decision for marketing and support roles.

Few remote listings publish a salary range. Use the salary calculator and the profession guides on the site to benchmark your role and level. In interviews, ask about currency, payment method and how pay reviews work.

If you do not know the company, open its profile page here to see what else it has posted and which teams are growing. It helps separate a stable employer from a short-term project.