100
// How we solve them
/ Market сhallenges
We focus on recruitment exclusively in the iGaming industry
There are few agencies in the market that specialize solely in iGaming
01
In complex cases, we involve highly specialized experts
We have subject matter expertise in assessing candidates' hard skills
Recruiters don't always have the resources to thoroughly assess candidates' hard skills and professional competencies
02
Each candidate receives personalized attention
Candidates are left hanging and not given feedback
03
days
Up to
The average hiring time for C-level positions
50+
30
days
The average hiring time for C-level positions
04
Flexible cooperation terms
The average commission is up to 25%, without post-hire support
05
A wide network allows us to fill positions of any volume
Each year, it becomes harder to find candidates
06
Positions we are hiring for
Project Manager
CMO
Dev/Ops
Senior/Middle Frontend Developer
CPO
Senior/Middle Product Owner
Senior/Middle Affiliate manager
Marketing Manager
Head of CRM
Head of VIP
Head of Retention
Head of Affiliate
Working Conditions
Joint goal setting for the probation period
cases
Client
NDA
Position
Head of Retention
06-06
Request
A client engaged us to recruit multiple Senior Frontend Developers for a new turnkey project. Frontend development operated independently from the backend platform, with a completed Figma design system ready at project kickoff.
Outcome
The successful candidate:
Cleared all technical interviews. Accepted the offer. Established probation objectives: complete core user flow implementation, integrate primary iGaming API. Confirmed competency during probation
Continued project contribution.
Cleared all technical interviews. Accepted the offer. Established probation objectives: complete core user flow implementation, integrate primary iGaming API. Confirmed competency during probation
Continued project contribution.
Client
NDA
Position
Head of Retention
05-06
Request
A newly launched iGaming operator (6 months on market) engaged us to recruit a Head of Support. Previously relying on platform-provided support, they faced critical service gaps: slow response times, low product expertise, recurring user complaints.
The strategic solution: build an in-house support team prioritizing premium CX and deep product knowledge.
The strategic solution: build an in-house support team prioritizing premium CX and deep product knowledge.
Outcome
The successful candidate:
Cleared all interview stages. Accepted the offer. Collaboratively established 90-day probation KPIs: launch in-house team, implement ticketing solution, reduce average response time (ART). Delivered measurable improvements during probation.
Retained as permanent leader.
Cleared all interview stages. Accepted the offer. Collaboratively established 90-day probation KPIs: launch in-house team, implement ticketing solution, reduce average response time (ART). Delivered measurable improvements during probation.
Retained as permanent leader.
Client
NDA
Position
Head of Retention
04-06
Request
A client commissioned us to recruit a Head of Retention, with the CEO and CPO leading the hiring process. Core requirements included:
Expertise in Tier-2/3 markets (LATAM, Eastern Europe, Asia)
Proven success in retention strategy development
Experience building retention teams from scratch.
Expertise in Tier-2/3 markets (LATAM, Eastern Europe, Asia)
Proven success in retention strategy development
Experience building retention teams from scratch.
Outcome
The selected candidate:
Cleared all interviews. Accepted the offer. Co-established 90-day probation objectives. Demonstrated measurable impact during probation. Transitioned to a permanent leadership role.
Cleared all interviews. Accepted the offer. Co-established 90-day probation objectives. Demonstrated measurable impact during probation. Transitioned to a permanent leadership role.
Client
NDA
Position
Senior Affiliate Manager
03-06
Request
A client engaged us to fill a Senior Affiliate Manager position within their established affiliate structure. An experienced Head of Affiliate actively contributed to defining the ideal candidate profile.
We conducted an immersion session with the department head to detail requirements.
We conducted an immersion session with the department head to detail requirements.
Outcome
The selected candidate:
Cleared all interview stages
Received and accepted the offer. Collaboratively set 90-day probation targets. Demonstrated strong performance during probation. Transitioned to a permanent role.
Cleared all interview stages
Received and accepted the offer. Collaboratively set 90-day probation targets. Demonstrated strong performance during probation. Transitioned to a permanent role.
Client
NDA
Position
Head of Affiliate
02-06
Request
A client engaged us to recruit a Head of Affiliate for their online casino targeting Tier-1 markets (Canada, Germany, UK, Scandinavia). Key requirements included: proven expertise in these specific geographies, ability to acquire high-quality traffic, experience forging strategic partnerships in competitive environments, track record of scaling affiliate operations.
Outcome
The selected candidate:
Cleared all interview stages and accepted the offer. Collaboratively established 90-day probation goals with the client. Drove sustainable affiliate traffic growth during probation. Continues to expand the program as a permanent leader.
Cleared all interview stages and accepted the offer. Collaboratively established 90-day probation goals with the client. Drove sustainable affiliate traffic growth during probation. Continues to expand the program as a permanent leader.
Client
NDA
Position
Chief Product Officer
01-06
Request
The technological platform had already been chosen, but there was no strategy or product processes in place. We held a strategic session and discovered that the CPO needed to not only build the product function from scratch but also form the Support, Retention, and VIP teams. A candidate with experience in scaling the product function in iGaming was required.
Outcome
- One of the candidates successfully passed all stages, received the offer, and started in the position.
- Goals for the probation period were set: team formation, strategy launch, and process implementation.
- At the end of the probation period, the candidate demonstrated excellent results and continues to develop the product function.
Business Impact
- Provide a case study where you directly influenced the growth of ARPU, LTV, or the reduction of churn.
- How do you balance regulatory requirements, unit economics, and user experience?
- What PnL metrics do you work with as a CPO, and how do you evaluate the product's contribution to the company's profit?
Team Leadership
- Describe building a cross-functional team. Which roles do you prioritize?
- How do you align Product, Retention, and Support teams under one strategy?
- Which frameworks boost product team efficiency?
Outcome
- Один из кандидатов успешно прошёл все этапы, получил оффер и вышел на позицию.
- Были зафиксированы цели на испытательный срок: формирование команды, запуск стратегии, внедрение процессов.
- По итогам срока кандидат показал высокий результат и продолжает развивать продуктовую функцию.
Product & Strategy
- How would you structure a product function in a greenfield environment?
- How do you validate product strategy under tight timelines/resource constraints?
- Beyond revenue—what core product metrics define success?
Client
NDA
Position
Chief Product Officer
The client came to us with a request to find a CPO: the technological platform had already been selected, but there was no strategy or product processes in place. We conducted a strategic session and determined that the CPO would not only build the product function from scratch, but also form the Support, Retention, and VIP teams. We needed a candidate with experience in scaling the product function in iGaming.
In three weeks, we screened and interviewed more than 25 candidates. The final shortlist included 4 specialists with relevant experience: launching iGaming products from scratch, leading cross-functional teams, establishing product metrics and analytics frameworks, managing PnL and driving key business outcomes.
Outcome
- Cleared all interview stages and accepted the offer.
- Collaboratively established 90-day probation goals with the client.
- Drove sustainable affiliate traffic growth during probation.
- Continues to expand the program as a permanent leader.
Targeted Search & Assessment
- Describe Tier-1 affiliate acquisition strategies. How do you measure partner effectiveness?
- What challenges have you faced in regulated markets like Germany/UK?
- How do you ensure traffic quality? What KPIs are non-negotiable?
- Share incentive models for retaining top affiliates.
- Describe a situation where you terminated a major partner. How was it managed?
- How do you structure high-growth affiliate teams? Which roles drive scalability?
- What percentage of total revenue came from affiliates in your last role? How did you grow this share?"
Client
NDA
Position
Head of Affiliate
A client engaged us to recruit a Head of Affiliate for their online casino targeting Tier-1 markets (Canada, Germany, UK, Scandinavia). Key requirements included: proven expertise in these specific geographies, ability to acquire high-quality traffic, experience forging strategic partnerships in competitive environments, track record of scaling affiliate operations.
Within three weeks, we conducted 20+ interviews.
Shortlisted 4 finalists validated against critical hard skills: tier-1 market specialization, tracking platform proficiency, payout model design (CPA, RevShare, hybrid structures), active participation in global affiliate conferences (iGB LFF, SIGMA, etc.), geo-expansion strategy development.
Shortlisted 4 finalists validated against critical hard skills: tier-1 market specialization, tracking platform proficiency, payout model design (CPA, RevShare, hybrid structures), active participation in global affiliate conferences (iGB LFF, SIGMA, etc.), geo-expansion strategy development.
Outcome
The selected candidate:
Cleared all interview stages. Received and accepted the offer. Collaboratively set 90-day probation targets. Demonstrated strong performance during probation. Transitioned to a permanent role.
Cleared all interview stages. Received and accepted the offer. Collaboratively set 90-day probation targets. Demonstrated strong performance during probation. Transitioned to a permanent role.
Targeted Search & Assessment
- Walk us through your latest affiliate program. What KPIs did you track?
- Which GEO poses the biggest challenges for affiliate marketing? How did you address them?
- How do you recruit new affiliates? What works best: conferences, warm outreach, or cold prospecting?Which tracking systems have you used? What features are critical for network management?
- How do you handle partners delivering low-quality traffic while demanding payouts?
- Describe your conference negotiation strategy. How do you evaluate potential partners?
Client
NDA
Position
Senior Affiliate Manager
A client engaged us to fill a Senior Affiliate Manager position within their established affiliate structure. An experienced Head of Affiliate actively contributed to defining the ideal candidate profile.
We conducted an immersion session with the department head to detail requirements.
We conducted an immersion session with the department head to detail requirements.
Hard Skills: Fluent English (verbal & written), Tier-1/Tier-2 market expertise, Participation in global conferences (SiGMA, iGB, Affiliate World), Proficiency with tracking platforms (Binom, Cake, etc.) Soft Skills: Long-term partnership building, Cultural alignment.
Outcome
The selected candidate:
Cleared all interview stages. Received and accepted the offer. Collaboratively set 90-day probation targets. Demonstrated strong performance during probation. Transitioned to a permanent role.
Cleared all interview stages. Received and accepted the offer. Collaboratively set 90-day probation targets. Demonstrated strong performance during probation. Transitioned to a permanent role.
Targeted Search & Assessment
- Walk us through your latest affiliate program. What KPIs did you track?
- Which GEO poses the biggest challenges for affiliate marketing? How did you address them?
- How do you recruit new affiliates? What works best: conferences, warm outreach, or cold prospecting?
- Which tracking systems have you used? What features are critical for network management?
- How do you handle partners delivering low-quality traffic while demanding payouts?
- Describe your conference negotiation strategy. How do you evaluate potential partners?
Client
NDA
Position
Head of Retention
A client engaged us to fill a Senior Affiliate Manager position within their established affiliate structure. An experienced Head of Affiliate actively contributed to defining the ideal candidate profile. We conducted an immersion session with the department head to detail requirements.
Hard Skills: Fluent English (verbal & written), Tier-1/Tier-2 market expertise, Participation in global conferences (SiGMA, iGB, Affiliate World), Proficiency with tracking platforms (Binom, Cake, etc.)
Soft Skills: Long-term partnership building, Cultural alignment.
Soft Skills: Long-term partnership building, Cultural alignment.
Outcome
The selected candidate:
Cleared all interview stages. Received and accepted the offer. Collaboratively set 90-day probation targets. Demonstrated strong performance during probation. Transitioned to a permanent role.
Cleared all interview stages. Received and accepted the offer. Collaboratively set 90-day probation targets. Demonstrated strong performance during probation. Transitioned to a permanent role.
Targeted Search & Assessment
- Walk us through your latest affiliate program. What KPIs did you track?
- Which GEO poses the biggest challenges for affiliate marketing? How did you address them?
- How do you recruit new affiliates? What works best: conferences, warm outreach, or cold prospecting?
- Which tracking systems have you used? What features are critical for network management?
- How do you handle partners delivering low-quality traffic while demanding payouts?
- Describe your conference negotiation strategy. How do you evaluate potential partners?
Client
NDA
Position
Head of Support
A client engaged us to fill a Senior Affiliate Manager position within their established affiliate structure. An experienced Head of Affiliate actively contributed to defining the ideal candidate profile. We conducted an immersion session with the department head to detail requirements.
Hard Skills: Fluent English (verbal & written), Tier-1/Tier-2 market expertise, Participation in global conferences (SiGMA, iGB, Affiliate World), Proficiency with tracking platforms (Binom, Cake, etc.)
Soft Skills: Long-term partnership building, Cultural alignment
Soft Skills: Long-term partnership building, Cultural alignment
Design and team
- Handling edge cases missing in Figma designs?
- Achieving pixel-perfect implementation under aggressive deadlines?
- Instances where you improved frontend architecture/design?
- Mentoring junior developers on complex projects?
iGaming API Integration
- Challenges integrating platforms like SOFTSWISS/Pragmatic Play?
- Approach to displaying live games/bets/balance via third-party APIs?
- Frontend security measures for player data exposure?
Outcome
The successful candidate:
Cleared all technical interviews. Accepted the offer. Established probation objectives: complete core user flow implementation, integrate primary iGaming API. Confirmed competency during probation. Continued project contribution.
Cleared all technical interviews. Accepted the offer. Established probation objectives: complete core user flow implementation, integrate primary iGaming API. Confirmed competency during probation. Continued project contribution.
React & Architecture
- Implement lazy loading for high-traffic apps? Tradeoffs?
- Global state management preferences (Redux/Zustand/Context)? Rationale?
- SPA architecture patterns for enterprise applications?
Client
NDA
Position
Senior Frontend Developer
A client engaged us to recruit multiple Senior Frontend Developers for a new turnkey project. Frontend development operated independently from the backend platform, with a completed Figma design system ready at project kickoff.
Core Technical Requirements: expert React/TypeScript proficiency, iGaming API integration experience, component-based architecture mastery, adaptive layout implementation, the ability to work with design systems and UX teams. Within three weeks, we screened 15+ candidates. Shortlisted 4 developers validated for: relevant tech stack alignment, iGaming domain expertise, team collaboration aptitude
= Our shared successes
Your connections in iGaming
Exclusive partnership program
You know talented people
Simplicity and transparency
Clear terms, timely payments
Strengthening connections
Help a friend find a great job, and a company find a valuable employee
Zero effort
You only recommend the contact. The entire recruitment process is our responsibility
We know how to find them the perfect position
Recommend top-tier specialists in iGaming to us and receive a generous reward — 10% of our profit from the candidate's placement after they successfully complete the probation period
Time to join forces
Candidate information
for communication
Your contact details
Partnership program
Submit a request to participate
Successful hire +
guarantee period?
Your 10% bonus — it's yours!
guarantee period?
Your 10% bonus — it's yours!
We take charge: We will assess, present to employers, and handle negotiations
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contacts
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ceo@nexus.jobs
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+3579513388
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