We work with businesses across the iGaming ecosystem — supporting them with recruitment, HR processes, performance frameworks, and role-based training, tailored to how iGaming teams actually operate.

We work across the iGaming ecosystem.
Our partners include operators, game and platform providers, payment and PSP companies, affiliate businesses, and B2B suppliers operating inside regulated and grey markets.
Our approach adapts to different business models, but always accounts for iGaming-specific realities: growth pressure, regulation, distributed teams, and performance-driven roles.

Yes.
We regularly work with companies operating in regulated environments where compliance, reporting, and role separation matter.
This affects hiring profiles, onboarding structure, performance expectations, and internal processes — and is reflected in how we design people systems.

iGaming roles combine commercial pressure, fast execution, and high accountability.
Titles often look similar across companies, but responsibilities, KPIs, and decision scope differ significantly.
That’s why generic hiring frameworks fail in iGaming.
Our recruitment and role design are built around actual execution requirements, not job descriptions.

Yes — most iGaming teams we work with are distributed across multiple regions.
Our people frameworks account for:

• cross-border teams
• time-zone separation
• remote management
• performance visibility without micromanagement

This is a core part of our work, not an edge case.

Attrition in iGaming is rarely random.
In most cases, it is driven by misaligned expectations, unclear responsibility boundaries, or lack of visible progression — especially in commercial and operational roles.
We address attrition structurally by aligning roles, performance metrics, onboarding, and growth paths with how the business actually operates.

Burnout in iGaming is usually a signal of capacity and role design issues, not individual weakness.
We focus on aligning workload, decision scope, and accountability so pressure remains sustainable as teams scale.
This stabilizes output and reduces performance drop-offs over time.

Yes.
Commercial roles in iGaming require precise performance definitions, realistic targets, and clear ownership across revenue streams.
We work extensively with Sales, Account Management, Business Development, and partnership-facing teams — both in hiring and in performance structuring.

Through Hirexel iGaming Factory, we design custom role-based training and onboarding programs for iGaming teams.
Training is aligned with internal workflows, tools, and KPIs — and is used to reduce ramp-up time and improve execution quality, not as a standalone initiative.

How quickly can you start working with a company?

Yes, if the company is preparing to scale.
Our work is most valuable when leadership wants to avoid rebuilding people systems later — after growth has already created complexity and internal debt.

With a focused business conversation.
We look at your current stage, team structure, and priorities, and identify where people systems are limiting execution or growth.
There are no predefined packages — scope is shaped around business needs.

Yes.
We work with sensitive operational, commercial, and people-related information.
Confidentiality is a baseline requirement for every engagement.