Online gambling operators and platform suppliers are reporting pressure to hire specialists in software, data, cybersecurity and compliance. The public evidence supports that description. It does not support a measured, industrywide surge in technology jobs. No independently verified time series of iGaming technology vacancies or employment is available in the public sources reviewed, so “surge” should be read as a claim to test rather than a established trend.
What would count as proof of a surge
A reliable answer would need a consistent measure of technology staffing in gambling companies, tracked over several years, from a source that does not depend on the employers being counted. That would mean one of the following:
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- A labour-statistics series that identifies online gambling or gaming as an industry and reports employment by occupation.
- Vacancy counts from job boards or employer sites, gathered on a fixed schedule, with the same definitions applied in each period.
- Headcount disclosures from listed operators, compared year on year.
The sources reviewed for this article contain none of these for the iGaming sector. What they do contain is employer survey evidence, national labour data for whole economies, and a single company’s job listings. Each is useful, but each answers a different question.
The strongest industry source: the 2026 SOFTSWISS and Pentasia talent report
The most directly relevant material comes from SOFTSWISS, a B2B iGaming platform and software provider, and Pentasia, a recruitment consultancy. SOFTSWISS announced its 2026 iGaming Talent Trends report with Pentasia on March 17, 2026. The report combines proprietary information from both firms with survey responses from more than 90 B2B and B2C industry leaders and operational workforce insights across regulated markets.
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Both companies have a commercial interest in the talent market they describe, and the report is not an audited count of jobs or workers. Its findings should be read as the reported views of surveyed industry leaders, supported by the authors’ own recruitment data.
The seven talent themes
The report’s public summary page groups its findings into seven themes:
- AI automation
- Data
- Cybersecurity
- Skills-first hiring
- Upskilling
- Borderless recruitment
- Compliance
The summary describes these as hiring priorities. It does not give a role-by-role count of open positions in any of them, so it cannot be used to rank which technology role families have the most vacancies.
Priorities reported in the survey
In the same March 2026 announcement, SOFTSWISS reported that the average perceived importance of AI to surveyed companies was 8.41 out of 10 in 2025, compared with 8.15 the year before. It also reported that 56% of surveyed companies placed AI integration among their top three business priorities. These figures measure how leaders rank priorities. They do not measure hiring volumes.
The announcement also described employers moving away from rapid expansion toward operational maturity, with more emphasis on cross-skilling and on skill requirements that change over time. That shift is the clearest direction the report offers: fewer generic roles and more demand for people who can combine platform knowledge with data, security or regulatory work.
What the company’s executive said
Natalia Perkowska, Deputy Chief HR Officer at SOFTSWISS, said in the March 17, 2026 announcement:
“Three things for 2026: be clear – ambiguity is expensive. Move with intent – good candidates don’t wait forever. Treat hiring as a partnership, not a transaction. And finally, the best candidates are not convinced by perfection. They’re convinced by honesty, competence, and leadership they can trust.”
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This is an executive’s view of recruitment practice, not an independent finding.
Where the hiring pressure appears, by role family
The table below places each role family against the signals available for it. The industry report is the only iGaming-specific source. The other columns come from broader labour data, and they describe whole economies or all industries rather than gambling companies.
| Role family | Industry-specific signal (SOFTSWISS and Pentasia, 2026) | Broader official signal | Type of evidence |
|---|---|---|---|
| Software and platform engineering | Skills-first hiring and operational maturity named as themes; no role count given | Singapore: software, web, multimedia and game developers and designers among the most sought-after occupations in 2025. US: software developers projected +15.8%, 2024–34 (all industries) | Employer survey plus official labour data |
| Data and AI | Data and AI automation named as themes; 56% of surveyed companies rank AI integration in their top three priorities | Singapore: data scientists and AI/ML engineers cited as in demand. US: data scientists projected +33.5%, 2024–34 (all industries) | Employer survey plus official labour data |
| Cybersecurity | Named as a theme; no role count given | US: information security analysts projected +28.5%, 2024–34 (all industries) | Employer survey plus official projection |
| Compliance technology | Named as a theme; no role count given | Not stated in the sources reviewed for this occupation | Employer survey only |
| IT support and infrastructure | Not stated in the industry report | Not stated in the sources reviewed | One employer’s job listings only |
Singapore’s labour market: a useful comparison, not a gambling figure
Singapore’s Ministry of Manpower (MOM) provides some of the most detailed recent public data on vacancies. Its 2026 release covers the 2025 labour market as a whole and does not isolate online gambling. Its findings include:
- Software, web, multimedia and game developers and designers remained among the most sought-after occupations in 2025, with strong demand also for systems analysts, data scientists, and applications and systems programmers, including AI/ML engineers.
- 49.3% of vacancies were for newly created positions in 2025, up from 45.7% in 2024. The release gives business expansion as the main reason for new positions.
- 22.7% of vacancies in 2025 were for jobs that could be done remotely, up from 14.4% in 2024.
- MOM attributed part of the difficulty in filling some of these roles to specialised skills and required work experience.
These figures show that the wider Singapore market for technology specialists is tight and growing. They do not show how many of those vacancies are held by gambling operators or suppliers, and they should not be cited as an iGaming statistic.
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The US Bureau of Labor Statistics projects employment change for 2024–34. For data scientists the projection is +33.5%, for information security analysts +28.5%, and for software developers +15.8%. These are forecasts for occupations across all industries. They are not measurements of recent hiring, and they say nothing specific about gambling companies. Their value here is as a guide to how much demand for these skills is expected to rise across the economy, which gambling employers also draw on.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Reading one employer’s job listings
SOFTSWISS’s public careers page has shown engineering and technology vacancies, including developer and IT-support roles, listed for multiple locations. Those listings show what one company was recruiting for at the time they were checked. They are not evidence of an industry trend, because one employer’s openings can rise or fall for reasons unrelated to the sector. Job pages also change frequently, so any count taken from them is a dated snapshot.
How to compare technology roles in gambling
When you compare role types, use five dimensions so that different kinds of evidence are not mixed together:
- Function: software and platform engineering, data and AI, cybersecurity, infrastructure, or compliance technology.
- Seniority and specialist experience: entry-level developer roles and senior specialist roles often draw on different labour pools.
- Geography and licensing market: regulated markets differ in their compliance demands and in how far recruitment can reach across borders.
- Employer type: operators that run gambling brands are not the same as B2B platform and software providers that supply them.
- Evidence type: surveyed employer priority, a posted vacancy, or an official labour projection. Each supports a different conclusion.
The available industry summaries establish these as the relevant dimensions. They do not support ranking role families by total vacancy volume.
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How to test the surge claim yourself
- Define the scope first. Decide whether you are counting operators, suppliers, or both, and which countries are included.
- Use an official labour series for the whole economy as a baseline, and note the year and industry definitions it uses.
- Record the open technology roles on the careers pages of several named employers at a fixed interval, such as monthly, and keep the dates of each record.
- Compare posted roles over time with the company’s own statements of hiring, and treat a rise in postings as a sign of demand rather than confirmed hiring.
- Report the result with its scope, dates and source type, so that readers can see what the figure does and does not cover.
This method will not produce an industry-wide number on its own, but it will show whether a claimed surge holds up across the employers you track.
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