How to Hire in 15 Days: Inside iGaming & Crypto Recruitment with HR ME

Fast Hiring in iGaming: A New Standard for 2025

The iGaming industry — from online casinos to esports betting platforms — is booming, but so are its hiring challenges. Finding skilled candidates fast, especially for iGaming jobs in Malta, LATAM, and other countries, takes precision, speed, and a deep understanding of the market.

That's where HR ME, an international iGaming recruitment agency, comes in. Founded in 2020 by Ekaterina, HR ME specializes in IT, FinTech, Crypto, and iGaming hiring, helping companies cut their average time to hire to just 15 days.

We sat down with Ekaterina to explore how her team achieves these results, how AI is changing recruitment in 2025, and what trends will shape iGaming jobs next year.

Meet HR ME: Fast, Data-Driven Recruitment for iGaming & FinTech

Katya, welcome! Tell us a bit about yourself and your agency.

Hi! I'm the founder and Head of Recruitment at HR ME. I've been in the HR field for nearly 10 years, starting as an HR Generalist in a large federal IT company and an international certification firm before launching my own project.

At HR ME, we help both traditional and high-risk businesses. We know the ins and outs of iGaming, FinTech, and Crypto, where finding talent requires speed, accuracy, and confidentiality.

HR ME by numbers

AI in Recruitment 2025: "Candidates Use GPT Too — And We See It Instantly"

Now, let's talk about a major challenge for 2025: AI in recruiting. Many people worried it would replace recruiters, but it has actually brought new issues. Katya, what new problems with AI have you noticed?

AI has really improved recruiting for us. We use it to handle routine tasks, which saves time and lets us focus on what matters instead of getting stuck in manual work.

Candidates are keeping up, too. Almost everyone now uses AI to create their resume, which is fine as long as they edit it to match their real experience. But when test assignments are just copied from GPT, it's obvious right away. Those candidates are rejected immediately.

Some even try to use GPT during the video interview. They answer perfectly, but it's too formulaic, with no nuance or depth. You can feel it after just one or two follow-up questions.

Katya believes the best recruiters will be those who combine AI with human intuition, a trend explored in AI in HR 2025 and 2026: Best AI HR Tools, Real Use Cases & Future Trends.

The Talent Paradox: Unrealistic Expectations vs. Market Reality

Let's talk about another big issue: the market seems split. Companies claim there's a talent shortage, but candidates are frustrated by long hiring processes and being ignored. Katya, since you see both sides, what's really happening?

Yes, we see this a lot, especially in traditional business sectors. For our specialized roles, things are pretty steady: we have candidates, and positions are being filled. But sometimes, we get over 200 applications for one job, and most are screened out right away because people don't read the requirements.

Sometimes, companies look for 'unicorn' specialists who have a huge range of skills but only offer a standard salary. When that happens, we help them adjust their expectations and make the job requirements more realistic.

Candidates are more demanding now, which makes sense. The job market has shown them they have options. Today, they care about more than just salary—they want work-life balance, flexibility, and opportunities to grow.

Flexible companies come out ahead. Candidates who are open and realistic in their conversations also find the right fit more quickly.

You work heavily in Crypto, iGaming, and FinTech—all super-volatile markets. How has the "ideal candidate" profile for these industries changed by late 2025?

It's hard to pin down one "average" candidate, since it depends on the niche and project stage. Still, the general trend is clear: companies seek multidisciplinary specialists who possess a comprehensive understanding of technology, regulation, and business.

Almost every job now asks for knowledge of AI tools. Companies rarely hire juniors anymore. They prefer experienced professionals who can add value quickly and work on their own.

"Companies rarely hire juniors anymore. They prefer experienced professionals who can add value quickly and work on their own."

Let's talk about toxicity. These fast-paced niches often have a "results at any cost" culture. Have you ever refused a client because you knew you just couldn't "supply" people into that environment?

We start by having an in-depth conversation with each new client, asking about their processes, values, and management style. This helps us quickly see if the company is a good match for a partnership. We also check every candidate to make sure they fit the client's culture.

Luckily, all our current clients have healthy work environments, and the people we place with them often share positive feedback. These industries value hard workers, but honestly, who doesn't?

Inside HR ME's 15-Day Hiring Process

Your site claims an average "time to hire" of 15 days. In niches like iGaming, where a C-level exec or a senior Python dev can take months to find, that sounds like magic. How do you do it?

You're right, 15 days is just our average. It shows our usual pace, but it's not a guarantee for every role.

If we're talking about a C-level or a highly niche expert, we immediately plan for 1–1.5 months. Those searches take longer because there are more approval steps and higher expectations for skills and cultural fit.

Still, we sometimes fill roles like Head of Affiliates or CBDO in just 2 or 3 days. The real secret is our in-house database of vetted candidates. We don't start from zero—we already know qualified people.

Our speed comes from being well-prepared: we define the profile clearly, analyze the market, and keep our database active. That's how we move quickly without sacrificing quality.

Learn more: 7 Signs It's Time to Automate Your HR Process

Case Study: Finding an AML Officer with a Twist

You must have had some "special requests." Can you share a complex case you managed to close?

Yes, we've handled many tough searches. Recently, we had to find an AML Officer who could also build educational programs. The challenge was finding someone with both deep crypto experience and skills in instructional design. Candidates with this profile are almost never actively looking for a job.

We sourced globally, were extremely precise, conducted case-study interviews, and tested for specific terminology. Out of 30 initial contacts, we held 19 interviews, which led to 4 client meetings, and 1 offer right after the final interview.

We found the ideal candidate: strong AML background in international FinTech/Crypto, expertise in corporate law, data protection, sanctions compliance, and experience building training programs.

"We don't believe in luck. Only preparation, data, and understanding both sides — the business and the human."

The Recruiter of 2025: A Cross-Functional Role

You mentioned your recruiters have backgrounds in marketing and IT. Does this mean the classic HR recruiter, who mainly knows how to sell a job, is no longer effective in 2025?

I believe that just selling a job has never been enough. These days, recruiting is less about persuasion and more about understanding the product, the market, and what motivates candidates.

Recruiters need to really get to know the industry: the metrics, the language, the technology, the main players, and the latest trends. Without this knowledge, it's hard to truly support clients or candidates.

Today's recruiter is a mix of sourcer, marketer, analyst, and psychologist. We manage funnels, build communication strategies, study how people behave, and help solve business challenges.

"I believe that just selling a job has never been enough. Recruiting is less about persuasion and more about understanding the product."

Preparing for Fast Onboarding

At HarmonyHR, we believe onboarding is a crucial step. You mention that you "prepare candidates for a fast onboarding." Can you explain what that looks like in practice?

This means we work as external HR consultants, helping both the company and the candidate.

We set clear expectations and explain the team structure, company culture, key processes, and how people communicate. We also break down the role and its main priorities so the candidate knows what to expect. We talk about important stakeholders too. For example, if a manager is known for being tough and direct, we make sure the candidate knows that right away.

Our goal is to make the transition smooth, so the first few months are productive and not filled with unexpected issues.

2026 Prediction: HR Departments Will Go Hybrid

Final prediction for 2026. What big change will shake up the HR world next year? What will finally give way, and what will set the main trend?

The push for efficiency and talent retention will only grow stronger. But I believe the real game-changer is the deep integration of AI. Instead of being just a trendy extra, AI will become the core of HR strategy.

Automating routine tasks, using workflow analytics, and getting smart hiring suggestions will help teams work faster and smarter. However, this shift will also bring new challenges, like fear of job loss, the need to learn new skills, and finding a new balance.

There is also a risk that old HR structures will stop working. Traditional, separate departments for recruiting, training, and compensation are already too slow. They will be replaced by flexible, hybrid teams that tackle business problems as a whole, not just in narrow areas.

"Traditional, separate departments for recruiting, training, and compensation are already too slow. They will be replaced by flexible, hybrid teams."

Key Takeaways for Founders and HR Leaders

• Build a pre-qualified talent pool
  Don't start from zero each time. Maintain active pipelines by region and skill.
• Train recruiters like analysts, not salespeople
  In 2025, understanding data, product, and behavior matters more than persuasion.
• Reduce "decision dead zones"
  Parallel interviews and fast feedback loops cut hiring time by up to 40%.
• Onboarding is part of hiring
  The first 30 days define retention — prepare candidates, not just contracts.
• Use AI wisely
  Automation is powerful, but human insight still wins in complex fields like iGaming, compliance, and FinTech.

FAQ